جستجوی مقالات مرتبط با کلیدواژه "رفتارهای مخرب" در نشریات گروه "مدیریت"

Today, organizations are faced with the emergence of new problems that, in addition to negative effects on the individual and the organization, prevent the organization from achieving its goals and providing useful services to society. In fact, social undermining, which is an emerging and common global disease in human service professions, has a great impact on the creation of behavioral entropy and subsequently social capital. Therefore, the current research was conducted to investigate the effect of social undermining on social capital with the mediating role of behavioral entropy. This research is based on a practical purpose and in terms of method, it is a descriptive survey. The statistical population of the research is the government organizations of Lorestan province, considering that the size of the statistical population is limited and specific, Cochran's sample formula was used to determine the sample size, and at the confidence level of 95%, the sample size was determined to be 384 people and by sampling in Available were selected. In the current research, standard questionnaires were used to collect information, whose validity and reliability were confirmed by the content validity method and Cronbach's alpha. Structural equation modeling method and PLS software were used to test hypotheses and analyze data. The findings of the research showed that social undermining has a negative and significant effect on the social capital of government organizations. Also, the findings show that social undermining has a positive and significant effect on behavioral entropy. Meanwhile, the mediating role of behavioral entropy between undermining and social capital was also confirmed. As a general conclusion, it should be said that in government organizations, with the occurrence of a destructive factor such as social undermining, in addition to directly and negatively affecting the social capital, the behavioral entropy of the employees of these organizations has increased, and in this way, it hurts their performance as the social capital of the organization, can be. Today, organizations face the emergence of new problems that not only have negative effects on individuals and the organization but also hinder the achievement of organizational goals and the provision of useful services to society. Social undermining, an emerging and common global issue in human service professions, significantly impacts the creation of behavioral entropy and subsequently social capital. Hence, the current research aims to investigate the effect of social undermining on social capital with the mediating role of behavioral entropy. This study is based on a practical purpose and adopts a descriptive survey method.

In addition to human life, the suffering and pain caused by destructive behavior has penetrated into organizational life as well. The purpose of this research is to analyze the antecedent and consequent factors of destructive behavior of employees in the organization.

This research was conducted in the framework of a qualitative approach and using a meta-combination method with a systematic approach and the seven-step method of Sandelowski and Barroso. The statistical population under study includes all domestic and foreign researches published in the field of destructive behaviors, bad behaviors and supporting theories (from 2012 to 2022). In this regard, the keywords related to the purpose of the research were searched, and finally, 101 articles that met the inclusion criteria were analyzed using the three-stage coding method (open, central, selective) through MAXQDA software, were analyzed.

Based on the selected articles and surveys, 159 indicators were categorized in the form of 18 sub-dimensions and 6 main dimensions. The antecedents of destructive behavior of employees in three categories of individual factors (personality characteristics, suspicious attitude, collusive motivation, weakness perception, social rejection), group factors (repulsive leadership, humiliating atmosphere, friction-oriented attitudes, structural weakness), environmental factors (threat-oriented policies, upstream pressure and extra-organizational contracts) and the results of destructive behaviors with three categories of cognitive-emotional factors. Tendency to deviance, ambiguity, institutionalized pessimism) physical-motor factors (neuro-muscular tics, weak brain function and memory loss) behavioral factors (autocratic-authoritarian behavior, anti-productive behavior, harmful behaviors) were extracted.

Researchers in the field of organizational behavior can take positive and efficient steps by considering these factors in order to identify and reduce the destructive behaviors of employees.

Paying attention to deviant behavior at work is crucial for organizations in terms of cost and achievement. The main purpose of the present research is to examine the pathway model of employees' deviant behaviors in organizations.

The present research is based on the objective, applied and based on the nature of the method, descriptive-survey. The statistical population of the research includes employees of one of the military organizations in Tehran. Using Morgan's table, 234 people have been selected for the research sample. The data gathering tool in this research is standard questionnaire. Visual analysis software has been used to analyze the information.

In order for government agencies to be safe from the pernicious behavior of employees, they should pay more attention to culture and culture. With the strengthening of cultural indicators in organizations, it can be largely maintained by the organization against these currents.

The results of the research showed that destructive leadership has a significant effect on employees' use of tools and unfair laws on negative attitudes of employees. Organizational injustice, the use of staff tools and negative attitudes of employees also have a significant effect on organizational cynicism. Organizational pessimism has a significant effect on job dissatisfaction and employees 'dissatisfaction has a significant effect on employees' deviant behaviors.