فصلنامه مطالعات رفتار سازمانی
سال هشتم شماره 1 (پیاپی 29، بهار 1398)

The purpose of present research was to study the moderating role of conscientiousness in the effect of organizational loyalty and organizational embeddedness on adaptive performance. The research method was correlational and statistical population consisted of all employees of a big Industrial organization in Isfahan that among them 230 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of organizational loyalty by Kumar and Shekhar (2012), organizational embeddedness by Michel et al. (2001), Conscientiousness dimension of NEO-FFI Questionnaire by McCrae and Costa (1992) and Adaptive performance by Charbonnier-Voirin and Roselle (2012) were used. Data were analyzed by use of Pearson’s correlation coefficient, stepwise and Hierarchical regression analysis. The results showed that Organizational loyalty, Organizational embeddedness and conscientiousness have a positive and significant effect on adaptive performance (p

Corruption has always been recognized as one of the most important barriers to development at the national and local levels; considering the importance of the role of cities in sustainable development, the study of corruption in municipalities is very important; The purpose of this paper is to identify the individual factors affecting corruption in the municipality of Tehran in order to find suitable solutions to address the root causes of corruption at the individual level. To carry out this research, initially based on literature review and research background, the conceptual model of the causes of corruption tendency was identified at the individual level, which was measured in a questionnaire designed for this purpose. The model was then tested using exploratory factor analysis and linear regression. The results of factor analysis showed that, at the individual level, "Material need", "Non-adherence to religion", "Non-adherence to morality", "Injustice", "Inappropriate socialization", "The amount of communication with the client" And " Risk taking" are the main factors in the tendency to corruption at the individual level in the municipality of Tehran, which in total 81% of the variability explains the tendency to corruption in Tehran municipality. All of which have been meaningful given the results of regression

One of the challenges facing public organization in Iran is the lack of desirability in achieving expected performance. This performance weakness can have different causes. Among those are relations between the manager and the employee. There are various opinions about the relationship between the manager and the employee, but it seems that the quality of this relationship and its indicators in public organization is less discussed. The final purpose of the research is to examine the dimensions of the quality of the relationship between the manager and the employee and provide a measure of the quality of this relationship. The method is qualitative research. Therefore, using the method of theme analysis, the initial codes were identified and subsequently the subsidiary and main themes of the research concept were classified. The questioners are among the directors and staff of public organization in Iran who collected research data using surveyed and snowball sampling methods and interviewing tools, and this continued to theoretical saturation. Data were analyzed using MAXQDA software. As a result of the data analysis, 42 themes, 13 sub themes and 5 main themes were identified and finally, the research quality indicators of the relationship between manager and employee were presented.

The present study is conducted to represent a model for measuring the values of public administrators in Mazandaran province's executive agencies. Method of the research, in terms of purpose, is a applied-developmental method. In this study, statistical population consists of the employees of Mazandaran executive agencies. On the basis of Cochran's formula, 248 employees are selected as a sample. Study is conducted in two stages. In the first stage, the model's dimensions and components recognized by means of literature review and interview with experts through purposive sampling method. Eventually, on the basis of experts' opinions, 9 dimensions and 27 items extracted to design the model. In the second stage, the validated factor analysis and the questionnaire were used to validate the recognized components. Data was analyzed by Structural Equations Model and descriptive statistics techniques. Research results, based on structural equations, showed that all items as constructs are validated in the values of public administrators; i.e. the value of Average Value Extracted (AVE) for all items were more than 0.50. Also, the final model is supported by fit indices (RMSEA=0.071; RMR=0.022; NFI=0.97, and GFI=0.96). The average level of the values of public administrators and its indicators (with the exception of Sacrifice value) in the statistical sample was more than the considered average. The social values of public administrators had a significant influence on the personal values of public administrators, and the existence of a causal relationship among them is supported.

Considering that some of the dark sides of organizational citizenship behavior have been reported in organizations in recent years, hence, this study has been done by the aim of identifying the dark sides of OCB and extracting the conceptual model for developing the concept of organizational citizenship behavior by using of Meta‐synthesis approach. In this regard, after searching in reputable scientific databases and extract the 30 related studies and by using expert comments, the final model of dark sides of OCB has been designed with 29 code, 9 themes, and 4 categories. In next step, the indexes have been evaluated and ranked by using quantitative content analysis and Shannon entropy.finally in this research, job stress, work-family conflict, harmful and damaging effects on role and output, high workload and density, delays or lack of duties, and low organizational commitment have been extracted as the most important and critical dark sides of OCB.

The purpose of this study was to identify the current status of organizational culture in Kurdistan governorate. The present study is based on the application of developmental purpose and the level of analysis, descriptive-survey. The data gathering tool was a researcher-made questionnaire. Validity and reliability of the questionnaire were confirmed by content validity, structure and Cronbach's alpha (0.970). To assess the divergent validity, the Gefen and Straub criteria were used, which showed that the markers of each structure had the most effect on their structure and the least load on other structures. The statistical population includes all Kurdistan provincial staff and affiliated governorates in 1396, which was selected through probable sampling method. To analyze the data, one-sample T-test, Pearson correlation, Friedman, confirmatory factor analysis and Structural Equation Modeling (SEM). The results showed that prospective culture is the most important aspect and subculture of Kurdistan governorate. Subsequently, bureaucratic cultures, citizenship, Islamic-political and transformative are in the second to fifth priorities. Considering the fact that the factor loads are strong questions and the values of the path coefficients and the standard coefficients of the relations within the model are suitable and the components of the model have a very strong correlation, therefore, through the structural equation method, the validity of the credit and the accuracy of the organizational culture model of Kurdistan governorate have been confirmed. Investigating the fitting dimensions of dimensions and components of organizational culture showed that the designed model has a high level of organizational culture in Kurdistan province.