جستجوی مقالات مرتبط با کلیدواژه « فرقه گرایی » در نشریات گروه « مدیریت »

Diversity in the workplace provides opportunities for developing organizations. But not only is this capacity sometimes used in organizations, in some countries it also includes pests such as sectarianism in organization. The purpose of this study was to explore the lived experiences of employees from public organizations in Herat, Afghanistan –a proper context for sectarianism in a an effected counry by such a phenomenon, to gain diverse understandings about consequences of sectarianism in the organization through a phenomenography. Research participants were 24 employees from 16 mentioned organizations that were invited to the research project through typical sampling until theoretical saturation. The method of data collection was in-depth interviews. Maxqda software was used for data analysis. Based on the findings of the study, five different viewpoints toward the consequences of sectarianism in the organization were found, namely, in-parties’ anti-norm actions, out-parties’ frustrations and passive actions, conflicting interpersonal communication, organizational dysfunctions, and public distrust. Subsequently, based on their level of complexity, the classes were placed on a hierarchy with five levels (in-parties actions, Out-parties’ actions, individual, interpersonal communication, organization, and external environment of organization) and shaped the hierarchical outcome space for different ways of perceiving the consequences of the phenomenon of sectarianism in the organization.

It is of special importance to study the common practice among the members of the anti-cultural security sect and the disorders in the vision of rehabilitation and reform, as well as to prevent the tendency towards these sects.The present study was a cross-sectional descriptive sampling method in which 100 members of the country's anti-cultural security sect were selected and answered the demographic information questionnaire and the short form of the Minnesota Multidimensional Personality Questionnaire. The profile of individuals was interpreted in two ways: the highest elevation and T scores above 65. According to the findings of this study, 77% of the members of the anti-cultural security sect had at least one type of scale on the rise. Depression, self-morbidity and hysteria were the most common disorders among members of the anti-cultural security sect, respectively, according to T-scores above 65Based on the obtained results, a model for reducing sectarianism was presented which was validated using fuzzy Delphi technique. The results showed that the strategies of setting up sectarian medical clinics, rehabilitation programs through prisons and correctional centers, as well as public education programs were effective in reducing sectarianism.

Organizational sectarianism can lead to increased organizational conflict and decreased social participation. However, they can lead to misunderstandings and conflict in the workplace if cultural differences between employees are not well managed. The main purpose of this study is to identify and explain the antecedents and consequences of organizational sectarian behavior using fuzzy Delphi technique.

In terms of applied purpose and in terms of how to collect descriptive survey information and in terms of research typology, this research is among the studies mixed with quantitative and qualitative approach in the inductive deductive paradigm. The statistical population of the study consists of experts, which consists of managers of organizations and university professors in Lorestan province, 30 of whose experts have been selected based on the principle of theoretical adequacy and using purposive sampling. In the qualitative part of the research, the data collection tool was a semi-structured interview, the validity and reliability of which were confirmed using the content validity coefficient and Cohen's Kappa test. The data collection tool in the quantitative part is a pairwise comparison questionnaire whose validity and reliability were confirmed using content validity and retest

In addition, in the quantitative part of the research, using fuzzy Delphi method, prioritization of antecedents and consequences of sectarian behavior was performed and the most important factors and consequences of organizational sectarian behavior were identified.  Limitation &Cosequences:The results show that among the antecedents of organizational sectarian behavior, separation from the general community and having different values and attitudes, prejudice, love and leadership, indifference and convenience, respect for each other as the most important antecedents and factors that cause sectarian behavior in the organization. The results also show that ignoring the law, partisanship, and reducing social participation are among the most important consequences of sectarian organizational behavior. 

Sectarianism in the organization can lead to increased organizational conflict and decreased social participation.Innovation or value of the Article: The present study aims to identify and prioritize the factors affecting the identification of antecedents and consequences. Organizational sectarian behavior adds to managerial research.

Sectarianism in a workplace is a dysfunctional phenomenon that is disruptive in the process of organizational democracy. The purpose of this study is to discover the essence of this phenomenon in public organizations in Herat province of Afghanistan.

The research strategy was descriptive phenomenology and participants were 24 employees from 16 public organizations in Herat province of Afghanistan, selected through a typical sampling to theoretical saturation. Maxqda software was used to analyze the interviews.

The findings of the study showed that the essence of sectarianism in the studied organizations include four categories of sectarian behavioral artifacts as organizing building blocks of this phenomenon: sectarian political behaviors, precedence of sectarian relationships to regulations, discrimination sectarian and leader-member sectarian exchange.

Organizational sectarian behaviors in the domain of research are sectarian political behaviors that are favorable for members of the sect, but to the detriment of public interests, which emerge as sectarian and gender-based discrimination. In this phenomenon, through the leader-member sectarian exchange, members of the sect are regarded by the management as in-group and the others as out-group persons, and thus the in-groups enjoy special interests over other members. For this reason, sectarian relationships are preferred over the regulations.