Designing a Model for the Concept of Disfavor in the Organization; A Manifestation of Workplace Violence

This research aims to identify and introduce the dimensions, components and indicators of the concept of disfavor in the organization, its antecedents and consequences. It aims at designing a model for them. The research is fundamental in terms of its purpose, descriptive-survey in terms of data collection method, and qualitative based on the nature of the data. In order to achieve the mentioned goals, Delphi method was used. To collect the data, researcher-made questionnaires (including 5-choice answers on the Likert scale and an open question for suggestions) were designed. 15 university professors and expert executives were chosen, who were also selected using a targeted non-probability sampling method. The consensus results of the Delphi experts, after four rounds of questionnaires and receiving corrective comments, which finally led to the appropriateness of the model and the combination of its factors, are as follows: the concepts of disfavor has two dimension of psychological-social (with 11 indicators), and physiological-economic (with 8 indicators). The antecedents of a person's disfavor in the organization have three dimensions: individual, group, and organizational factors, which individual factors have five components: “low ability, unbalanced personality, wrong perception and decision, unfavorable values and attitudes, low motivation (a total of 32 indicators)”; group factors includes five components of “wrong team participation, unprincipled communication, inconsistency with the leader, unpleasant political behavior, conflict and deceitful negotiations (a total of 31 indicators); and organizational factors with three components of “inflexible structure, unfair and inflexible organizational culture, inconsistency with change and developments (a total of 11 indicators) reached the consensus of the experts. The consequences of the individual's disfavor in the organization reached the consensus of the experts with the two dimensions of individual consequences (with 7 indicators), and organizational consequences (with 9 indicators). At the end, the model of individual's disfavor in the organization is presented.