جستجوی مقالات مرتبط با کلیدواژه « هویت سازمانی » در نشریات گروه « علوم انسانی »

The purpose of this research was to investigate the effect of organizational hypocrisy on deviant behaviors in the workplace through organizational identity and organizational social responsibility. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the proportional stratified sampling method through the Cochran sampling formula. The research tools are organizational social responsibility questionnaire by Farouk et al. (2014), questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and standard questionnaire of organizational hypocrisy by Kulichoglu et al. (2019) and organizational identity questionnaire by Ant et al. 2006) that the validity of the questionnaires was examined based on content, form and structure validity and after the necessary terms, the validity was confirmed. And on the other hand, the reliability Questionnaires were estimated by Cronbach's alpha method as 0.90, 0.88, 0.90 and 0.89 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that the direct effect of organizational hypocrisy on deviant behavior in the workplace was significant and positive, and the coefficient of this effect was 0.77, Also, the results showed that organizational identity and organizational social responsibility mediated the relationship between organizational hypocrisy and deviant behaviors in the workplace.

The main purpose of this research was to investigate the effect of organizational structure on organizational performance and organizational learning capacity with the mediating role of organizational identity among public primary school teachers of girls in District One of Urmia City in the academic year 2022-2023. The current research is applied research in terms of its goals, and according to the nature of the subject and the goals of the descriptive research, it was a correlational and structural equation model. The statistical population of the research included all the teachers of public primary schools for girls in the first district of Urmia city (500 people). 217 people were selected as a sample using the simple random sampling method and through Morgan's table. Robbins questionnaire was used to measure organizational structure, Talbot questionnaire was used to measure organizational performance, Chiva et al. Using Cronbach's alpha, 0.93, 0.97, 0.91, and 0.89 were obtained, respectively. Data were analyzed using Pearson's correlation coefficient and structural equation model using SPSS28 and Smart PLS4 software. The findings of the research showed that organizational structure does not have a direct effect on organizational performance. There is a direct effect between organizational structure and organizational learning capacity. There is a direct effect between organizational structure and organizational identity. There is a direct effect between organizational identity and organizational performance. Organizational identity has no direct effect on organizational learning capacity. There is an indirect effect between organizational structure and organizational performance with the mediating role of organizational identity. There is no indirect effect between organizational structure on organizational learning capacity and the mediating role of organizational identity. These findings not only provide insight into the relationship between the major components of an organization but also assist organizational managers and decision-makers in adopting the best management strategies and policies to enhance performance and foster organizational learning within their organizations.

Today, the discussion of the characteristics of proper management and its tremendous effects on the performance of employees in public and private companies can be clearly seen, and recently new styles of management have been proposed that can be very effective in implementing strategies and pursuing the goals of the organization; This research examines how responsible management affects the sharing of creative ideas of employees by mediating organizational identity and moderating organizational culture in Sepehr KarAmadan Company. This model has been tested by analyzing the survey responses collected from 310 managers and employees of Sepehr KarAmadan Company with SPSS23 and Smart PLS3 software. The findings of the research show that responsible management has a positive effect on the sharing of creative ideas by employees, responsible management has a positive effect on organizational identity, organizational identity has a positive effect on the sharing of creative ideas by employees, organizational identity has a positive effect on responsible management on Sharing creative ideas of employees mediates, organizational culture conversely moderates the effect of responsible management on organizational identity. Responsible management has a favorable/constructive effect on the sharing of creative ideas in Sepehr KarAmadan Company. By modeling responsible management in their actions, managers may encourage people to come up with creative ideas for their organization. Organizational identity may act as a buffer between the influence of responsible management and the creative actions and beliefs of idea sharing employees.

This research was conducted in order to investigate the behavioral factors affecting the promotion of the organizational identity of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province. The research method used in this study is descriptive and correlational in terms of its applied purpose, quantitative in terms of data type, and in terms of data collection method. The statistical population of this research consists of all employees of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province, whose number is about 2500 people. The sampling method in this research is a simple sampling method.From the mentioned statistical population, according to the sampling criteria (based on the sampling method listed in Morgan's table), 308 people were selected as the research sample, and then using a researcher-made questionnaire in four dimensions and 32 items, adjusted according to a five-point Likert scale. , and the extracted items have been questioned in the statistical sample of the research. In the descriptive statistics section, the description of the data is presented in two sections, background variables and main variables, and in the inferential statistics section, in order to check the hypotheses from the K-test Square (Chi-square) has been used. According to the research data, it can be said that there is a positive and significant relationship between the behavioral factors of organizational justice, job satisfaction, job security and organizational health and the organizational identity of the Cultural Heritage, Tourism and Handicrafts Organization of the province. .

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

In today's competitive environment, having political behavior helps businesses to achieve the competitive advantage of organizations. The study is to analyze the political behavior of managers in sports organizations. The strategy of the study is descriptive and survey type. The statistical population was the directors of the federations, the Ministry of Sports and Youth and the general departments of physical education of the provinces as well as the heads of the provincial sports boards which included 250 men and women, 104 of whom participated in the study by simple random sampling. In order to collect data, two documentary and field methods have been used. To ensure the reliability of the research measurement tool, three Cronbach's alpha criteria, combined reliability and rho_a reliability were used, and to determine the validity of convergent validity (mean variance extraction variance) and divergent validity (Fornell and Larker test, transverse loads and HTMT test) were also used. Structural equation modeling technique and Smart Pls software were used to analyze the data. The findings showed that political behavior was a negative effect on managers 'decisions and organizational identity and managers' decisions had a positive effect on organizational identity. In general, the results showed that the desired political behavior of managers in sports organizations can develop political wisdom. Be effective in the decision-making process, change and transformation of the organization, increase job satisfaction, measure the effectiveness of the organization, apply participatory management and increase power in employees are suggested.

  The purpose of this research is to investigate the effect of psychological empowerment, organizational identity and role stress on employees' organizational citizenship behaviour.

The current research is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 350 employees of the police force of the 6th district of Tehran. In this research, 183 samples were selected based on Cochran's formula. In this research, the psychological empowerment questionnaire, organizational identity questionnaire, role stress questionnaire and organizational citizenship behaviour questionnaire were used. To check the fit of the measurement model using PLS software, the criteria of Cronbach's alpha, composite reliability and average index of extracted variance and goodness of fit were used. To analyze the data and confirm the hypothesis test, confirmatory factor analysis and structural equation methods were used.

Data analysis showed that psychological empowerment has a positive and significant effect on organizational citizenship behaviour, the existence of a positive and significant effect between organizational identity and organizational citizenship behaviour is also confirmed. Also, role stress has a significant and positive effect on organizational citizenship behaviour.

Based on the findings of the research, psychological empowerment has improved the organizational citizenship behaviour of employees by improving the level of awareness and working abilities of employees. Increasing organizational identity as a unifying and coordinating element improves organizational citizenship behaviour and role stress is a motivating element that stimulates the intellectual and strategic forces of employees and thereby increases organizational performance and citizenship behaviour in the organization.

The increase in pollution and environmental issues, consequently raising concerns for organizations and society, has given rise to the new concept of "Green Innovation". Green Innovation is a subset of innovation that enhances environmental quality and optimizes resource utilization. The aim of the present research is to examine the relationship between Green Innovation Strategy and Green Innovation, with the mediating factors of Organizational Environmental Legitimacy and Green Organizational Identity. The current study is of a survey and correlational nature. The statistical population of the research includes 14 companies that produce hospital waste management devices. An equal number of 10 questionnaires were distributed to senior managers and production managers within these companies. Ultimately, 126 questionnaires were gathered, and hypothesis testing was conducted using the smart.pls software. The results revealed that green organizational identity and organizational environmental legitimacy mediate the relationship between green innovation strategy and green innovation. Managers must endorse the role of green organizational identity and organizational environmental legitimacy within their companies and initiate the development of a green innovation strategy. Managers need to understand that having a strategy is not sufficient, and they should directly enhance the performance of green innovation. They should pursue robust approaches to fostering green organizational identity and, using it, seek to acquire organizational environmental legitimacy.

The aim of this study was to investigate the mediating role of organizational identification in the relationship between social responsibility and Work engagement and organizational citizenship behavior. In terms of applied purpose, research method is descriptive and correlational and the statistical population of this study is made up of 400 teachers in the schools of Bowanat city in the academic year 1400-1999 in Fars province. To select the sample size using the Cochran's formula, a sample of 196 people was selected by stratified random proportion or volume. The Shuffle et al. (2006) Questionnaire on Organizational identification (Boyle et al., 2019), Social Responsibility (Carroll, 1991), and Organizational Citizenship Behavior (Oregon and Kanowski, 1996) were used to measure Work engagement. Using the technique of equation modeling, the use of research hypotheses on the analysis and exposure analysis. The research hypotheses were analyzed using structural equation modeling technique. The results showed that there is a positive and significant relationship between social responsibility and Organizational identification, Organizational identification with Work engagement and organizational citizenship behavior. It was also found that Organizational identificationplays a mediating role between social responsibility and Work engagement and organizational citizenship behavior.

The purpose of this study was to investigate the mediating role of socialization and organizational identity between spiritual leadership and employee performance in the Sepah Islamic Revolutionary Guard Corps. The research is applied in terms of purpose and descriptive and survey method. The statistical population is the Sepah employees, 112 people were selected as a statistical sample, and field data were collected through standard questionnaires. Data analysis and fitting of conceptual model with experimental data was done by structural equation method and PLS software. The findings showed that the variable of spiritual leadership directly explains 13.8% of changes related to employee performance. Also, spiritual leadership indirectly and through the mediating variable of organizational socialization by 63% and through the mediating variable of organizational identity by 29% affects the variable of performance. The total direct, indirect and mediated effects of spiritual leadership on organizational socialization and employee performance were 0.77 and the total effect of spiritual leadership on organizational identity and employee performance was 0.43. The value of variance accounted for (VAF=0.82) also showed that the influence of mediating variables is strong and the intensity of indirect effects is high. Based on the analysis of the findings, the indirect effect of spiritual leadership on the performance of Sepah employees was confirmed through the variables of socialization and organizational identity. Also, the results showed that spiritual leadership has an impact on employees' sociability and organizational identity, and organizational sociability and organizational identity have a significant effect on employees' performance

Based on the cognitive perspective, cognitve schemas, as an important individual characteristic, influence human behavior. on the other hand, employees can influence the success or filure of the organization by influencing the organizational identity and contex. therefore, in this article, the role of self-concept clarity in the relationship between organizational identity and organizational culture han been investigated. for this purpose, the employees of Sarcheshmeh Copper complex, that at the time of research were more than 5190 person, were selected as the statistical population., and then, using cochran's formula and stratified random sampling, 428 pepole were introduced as a statistical sample. Next, by using cheney's organizational identity questionnaire (1983), Campbell et al's self-concept clarity questionnaire (1996) and Camero-Quinn's organizational culture assesment index tool (2006), the required data were collected. the collected data were analyzed using the structural equation modeling technique. accordind to tjhe results of research, in addition to the direct effect organizational identity, self-concept clarity, as a mediating variable, modifies the negative effects of organizational culture on organizational identity. Considering the role of self-concept clarit in the relationship between organizational identity and organizational cultre and its effect on organizational identiy, it seems that increasing the clarity of employee's self-concept improve their organizational identity. therefore, it is sggested that in the process of recruiing human resources, people who have a higher sel-concept clarity should be recruited into organization. also, it is suggested to compile and implement the necessary training programs to improve the self-concept clarity of employees.

The purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader.

The present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares.

Structural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have  positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01).

In general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So,  probably they will have more unethical pro-organizational behavior To benefit their organization.

The purpose of this research is to analyze the effect of abusive supervision on organizational identity, emphasizing the mediating role of Psychological Contract Violations and moderating a Climate of Favoritism. The current research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this research includes 400 employees of Imam Khomeini (RA) Relief Committee of South Khorasan Province when 196 people were selected using Cochran's formula. Data collection tools, questionnaires by Arasli et al, (2021) including abusive supervision, organizational identity, Climate of Favoritism,  and also a questionnaire by Robinson & Morrison, (1995) in Psychological Contract Violations,  were used. The validity and reliability of the questionnaires indicated that the measurement tools have good validity (convergent and divergent) and reliability (factor loading, composite reliability coefficient, Cronbach's alpha coefficient). The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that Abusive supervision on Psychological Contract Violations has direct and indirect effects, positive significance, and medium; Also, the Psychological Contract Violations on the organizational identity has a direct effect, negative significant and moderate; Also, the mediating role of psychological contract violation and the moderating role of Climate of Favoritism was confirmed. Based on the results, the managers and decision-makers of the department, if they are unable to curb the abusive management behavior in the department, will increase the effects of this insult on the organizational identity, and if the employees feel occurred of psychological contract violation, more identity of employees will be weakened, and in the end, we will note that if managers can reduce the biased atmosphere at work, they can reduce the effects of abusive supervision on psychological contract violation and organizational identity to some extent.

The aim of this research is studying the direct effect of Proactive Personality on auditors' Organizational Identification, and examining of the indirect relationship through the mediating role of Work Engagement. The statistical sample of research includes 225 auditors in auditing firms listed in Iranian Association of Certified Public Accountants in  2021, who were selected by the non-probabilistic method of available sample. Theoretical foundations of research were collected through library studies and the data collection method is a questionnaire survey. The hypotheses are examined based on the Path analysis method by Lisrel software. In order to investigate the indirect effect of the mediator variable in this study, the Sobel test was used. The results of research showed Proactive Personality of auditors has a significant positive effect on Organizational Identification and their Work engagement. Auditors' Work engagement also has a significant positive effect on their Organizational Identification. In addition, the results show using the Sobel test that Work engagement plays a complete mediating role in the impact of Proactive Personality of auditors on Organizational Identification. According to the results, it can be said that Proactive Personality leads to Work engagement in auditors, which in itself will affect their Organizational Identification. Therefore, the results of this study can help auditing firms to hire qualified people and also evaluate their current employees by considering their personality characteristics and encourage them to align with the interests of the firm.

The main purpose of present research was to predict organizational loyalty, organizational identity, and adaptive performance through psychological contract fulfillment and professional ethics among employees of a public hospital in Shahreza. The statistical population included all employees  of mentioned hospital, among which 207 people were selected as a sample through convenience sampling method. The research questionnaires were psychological contract (Rousseau, 1995), professional ethics (Hakerina, 2011), organizational loyalty (Kumar & Shekhar, 2012), organizational identity (Mael& Ash Forth, 1992), and adaptive performance (Charbonnier, voirin & Roussel, 2012). Data were analyzed by Pearson correlation coefficient and stepwise multiple regression analysis. The results showed that there is significant positive relationship between psychological contract fulfillment with organizational loyalty and adaptive performance; between professional ethics with organizational loyalty, organizational identity and adaptive performance (p≤0.05), but the relationship between psychological contract fulfillment with organizational identity was not significant (p> 0.05). Moreover, the results of multiple regression analysis showed that professional ethics were significant predictors of organizational loyalty, organizational identity, and adaptive performance; and psychological contract fulfillment were significant predictors of organizational loyalty and adaptive performance (P≤0/05).Therefore, based on the research findings, it can be concluded that, by increasing psychological contract fulfillment and professional ethics among employees, organizational loyalty, organizational identity, and adaptive performance can be improved.

Selection, hiring and proper training of employees has always been an organizational concern. In the first step, in order to achieve an efficient procedure in this regard, it is necessary to identify the factors affecting the behavior of employees. The official employees of Sarchesmeh Copper Complex, who were 5190 people at the time of conducting the research (2019), were selected as a statistical population, and 428 of them, who were selected by stratified random method, were selected as a statistical sample. Campbell et al.'s self-concept clarity questionnaires (1996) and Cheney's organizational identity questionnaire (1983) were used to collect data on self-concept clarity and organizational identity, respectively. The collected data were analyzed using the structural equation modeling technic and one-way variance analysis method.

Based on data analysis, by increasing the clarity of employees' self-concept, their organizational identity also increases. Also, it seems that organizational identity and self-concept clarity have a mutual relationship with each other.

Based on the results, it is necessary to; Human resource recruitment policies regulated in such a way that, under equal conditions, people who have a higher self-concept clarity are attracted to the organization. And, in order to improve the organizational identity of the people who are currently employed by the company, the implementation of the training program, which is based on the results of this research and in order to improve the clarity of the self-concept of the personnel, should be put on the agenda of the company.

The aim of this study aims to influence organizational identity, organizational commitment and turnover intention of ethical climate. This research was applied in terms of nature and descriptive-analytical in terms of purpose and descriptive-survey in terms of implementation method, in terms of field-library data collection, in terms of how the research was conducted. The statistical population of the study was the staff of the General Directorate of Sports and Youth of East Azerbaijan Province. The statistical sample-based on Morgan table was 178 people who were selected by simple random sampling. The measurement Instrument in this study was the Allen & Meyer's organizational commitment questionnaire (1990), the A tendency to leave the organization Flint (2013), Victor and Cullen ethical climate (2013), and the organizational identity of Ashforth and Mael (1992). Its face and content validity were confirmed by 10 sports management specialists; The reliability of the organizational identity questionnaires, ethical climate, turnover intention and organizational commitment were obtained using Cronbach's alpha coefficient of 0.89, 0.87 0.92 and 0,88 respectively. For data analysis in the descriptive statistics section of the average and standard deviation by SPSS software 24, and in the inferential statistics section, structural equations were used to evaluate the causal relationships between variables using Lisrel Version 3 software. Findings showed that ethical climate has an effect on organizational commitment and organizational identity and there is a positive and significant relationship but its effect on the turnover intention of the service was not confirmed. Therefore, managers of the General Directorate of Sports and Youth should identify the factors affecting the moral climate in order to increase organizational identity and organizational commitment and reduce the turnover intention of the service.

The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction. The present study was a correlational study. The population of the present study included all the staff of Shahid Chamran University of Ahvaz, from which 133 people were selected by stratified random sampling as a sample of the present study. The data collection instruments were Ethical Leadership Questionnaire, Brown et al. (2005), organizational identification Questionnaire, Mael & Ashforth (1992), workplace spirituality Questionnaire Milliman et al. (2003), unethical pro-organizational behavior Questionnaire Umphress et al. (2010), and Job Satisfaction Questionnaire Barry Fieldworth (1951). Data were analyzed using structural equation modeling (SEM) in SPSS version 23 and AMOS 23 software programs. Structural SEM confirmed the proposed model’s fitness. The results indicated a direct and indirect relationship of ethical leadership, organizational identification, and workplace spirituality through job satisfaction on unethical pro-organizational behavior.

Ethical climate is very important, because stabilizing the correct behaviors of such behaviors by influencing the relationship between patriarchal leaders and employees compared to other leadership approaches, leads to better communication between employees and leaders; Thus, such ethical relationships can help create an ethical atmosphere in educational organizations. Therefore, the purpose of this study is to investigate the effect of patriarchal leadership on the moral climate mediated by delegation of authority and organizational identity. This research is applied in terms of purpose and correlation method based on structural equation model. The statistical population consists of 3301 employees of the general education departments of the northern provinces of the country (Golestan, Mazandaran and Gilan provinces). Descriptive statistics and structural equation modeling using SPSS and Smart-PLS software were used to analyze the data. The results of path analysis showed that direct relationships between variables are significant. Also, the mediating role of delegation of authority and organizational identity among patriarchal leadership on the moral climate was confirmed. It can be said that patriarchal leadership, along with delegating authority and organizational identity, will play a constructive role in the moral atmosphere.