Psychological Pathology
Vahid Mirzaei; Ali Akbar Aghighi
Abstract
Purpose: Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship ...
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Purpose: Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship between narcissistic leadership and organizational cynicism in the workplace. What is obtained through the study is carefully analyzed to address managers and employees to find better ways to deal with the state of work environments.Design/Methodology/Approach: This research in terms of purpose, is practical, in terms of the data collection method, it is of field type, and in terms of the implementation method, it is descriptive and correlational. The statistical population consisted of all the employees of the five-star hotels in Mashhad, numbering 165 people, of which 115 people were selected as a statistical sample using Cochran's formula by simple random method. The information needed in the theoretical part was collected through library studies and the data needed to test the research hypotheses was gathered through the distribution of the 4-question questionnaire of negative rumors related to the work of Ko et al. (2015), Tangirala and Ramanujam's (2008) employee silence questionnaire with 5 questions and Hachwarter and Thomson's (2012) narcissistic leadership questionnaire with 16 questions. To measure validity, face validity and confirmatory factor analysis were used, and Cronbach's alpha coefficient was used to measure reliability. Cronbach's alpha of narcissistic leadership, behavioral cynicism, the silence of employees, and negative gossip in the workplace was calculated as 0.838, 0.836, 0.835, and 842 respectively. Data analysis was done by structural equation method with a partial least squares approach and Amos software.Findings: The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, employee silence partially mediates the direct effect of narcissistic leadership on organizational cynicism. Therefore, the first hypothesis is confirmed. The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, negative rumors partially mediate the positive and direct effect of narcissistic leadership on organizational cynicism. Therefore, the second hypothesis is confirmed. The path coefficient between the two variables of narcissistic leadership and organizational pessimism is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and organizational pessimism, and the third hypothesis is confirmed. The path coefficient between narcissistic leadership and employee silence is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and employees' silence, and the fourth hypothesis is confirmed. The path coefficient between narcissistic leadership and negative work-related gossip is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and negative work-related rumors, and the fifth hypothesis is confirmed. The path coefficient between employee silence and organizational pessimism is significant. Therefore, there is a direct and positive relationship between employees' silence and organizational pessimism, and the sixth hypothesis is confirmed. The path coefficient between the variable of negative rumors related to work and organizational pessimism is significant. Therefore, there is a direct and positive relationship between negative work-related rumors and organizational pessimism, and the seventh hypothesis is confirmed.Discussion and Conclusion: According to the first hypothesis, managers should avoid behaviors such as self-arrogance, exaggeration, lying, immorality, and prejudice that cause employee frustration and should pay attention to improving the performance of their subordinates. According to the second hypothesis, if managers do not abandon the narcissistic style, employees respond to their managers with jealous and harmful behaviors and use silence as a compromise strategy to prevent further abuse. According to the third hypothesis, by avoiding narcissistic leadership, managers can prevent negative work-related rumors and psychological disorders that arise from incompatibility between employees and the organization. According to the fourth hypothesis, to prevent organizational pessimism and increase employee participation, leaders should allow employees to express their opinions about organizational issues and avoid repressive behaviors. According to the fifth hypothesis, managers can make the employees think of each other and their interaction with the organization, prevent the occurrence of pessimism, and increase the productivity of the employees. According to the sixth hypothesis, managers should avoid arrogance, hand-holding, over-sensitivity, and thinking about their benefit, to avoid the silence of employees, which leads to undesirable consequences. According to the seventh hypothesis, managers can avoid creating tension at work with rational behavior and empathy with employees in the work environment, and by conducting positive evaluation conversations, they can avoid creating rumors in the workplace caused by a negative atmosphere and a poor work environment in the organization.
Psychological Pathology
Peyman Akbari; Mohammad Ali Islami
Abstract
Purpose: The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, ...
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Purpose: The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior with emphasis on the moderating role of collective atmosphere.Design/Methodology/Approach: 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 the number of 240 employees of Qarz al-Hasna Resalat Bank in Yazd province. Using Cochran's formula, 148 people were selected as a sample for the first half of 1400. From the questionnaires made by the researcher, Semer et al.'s illegitimate tasks (2010) consisting of 8 questions, Maslach and Jackson's (1981) job burnout consisting of 23 questions, Yam et al.'s psychological entitlement (2017) consisting of 4 questions, van Hooft's collective climate et al. (2009) consisting of 8 questions, and finally Masoomzadeh's anti-productive work behavior (2013) consisting of 11 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity (the content "this validity was obtained by surveying professors", convergent, this validity contains the average output variances (AVE) which should be more than 0.05), and divergent, this validity is also by comparing the root of AVE with the correlation between measured variables and for each of the reflective constructs, the root of AVE must be greater than the correlation of that construct with other constructs in the model) and to confirm the reliability, three criteria (the factor load, "this loadings for each question or independent variable are between 0 and 1 and indicate the degree of influence of that question or variable on the relevant factor, A factor loading higher than 0.5 is generally acceptable", the composite reliability coefficient, this reliability should be a value greater than 07 obtained 0.0 to indicate the internal stability of the constructs", Cronbach's alpha coefficient, "This coefficient should have values above (0.07)" (Fornell and Larcker, 1981) were used.Findings: The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that illegitimate tasks have a positive and significant effect on anti-productive work behavior; a positive and significant effect on job burnout; a positive and significant effect on psychological entitlement; and a negative and significant effect on the collective atmosphere. In addition, the results indicated that psychological entitlement can play a mediating role in influencing illegitimate tasks on counterproductive work behavior and job burnout.Discussion and Conclusion: Despite the design pattern, the bank can expect to be able to control counterproductive work behavior to advance its goals. This means that the bank should be able to fully control the level of illegitimate tasks, psychological entitlement, and job burnout. For example, by setting clear and fair tasks, reducing the use of illegitimate tasks, and providing training and career development opportunities, the bank can manage the level of illegitimate tasks. Also, the bank should develop burnout management by creating a healthy and supportive work environment. This includes measures such as work-life balance, employee empowerment, rest management strategies, and job variety. In addition, the role of managers in reducing the collective atmosphere is also very important. Managers should foster a team atmosphere by creating a positive work environment and encouraging cooperation and positive interaction among team members. By doing this, it is possible to reduce the negative impact of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior. Therefore, to manage anti-productive work behavior, the bank should pay attention to factors such as the level of illegitimate tasks, psychological entitlement, job burnout, and collective atmosphere. By controlling these factors and creating a positive environment, the bank can improve productivity.
Psychological Pathology
vahid mirzaei; majid ghadimi tavakoli
Abstract
. The aim of this study is to discover the relationship between organizational hypocrisy and principals’ narcissism at schools regarding the role of organizational silence and organizational rumor as exacerbating mediators in the prevalence of this anti-productive phenomenon at schools. The statistical ...
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. The aim of this study is to discover the relationship between organizational hypocrisy and principals’ narcissism at schools regarding the role of organizational silence and organizational rumor as exacerbating mediators in the prevalence of this anti-productive phenomenon at schools. The statistical population of this study consisted of all school teachers in Mashhad city of Iran. 136 teachers were selected as a sample using Cochran's formula. This research is applicative, in terms of purpose and descriptive-correlational in terms of nature and method. The data collection tools are questionnaires. The validity of the questionnaires was confirmed using face and structural validity and the reliability was confirmed using Cronbach's alpha coefficient. . The research findings showed that organizational hypocrisy has a direct and positive relationship with the organizational narcissism of the school principals and in the meantime organizational silence and organizational rumor play mediating roles in exacerbating the hypocrisy among school teachers and intensify anti-productive organizational behaviors. According to the confirmation of research hypotheses, suggestions have been made regarding how to choose and train the school principals and how to eliminate and reduce organizational narcissism and organizational hypocrisy at schools.
Psychological Pathology
Vahid Sharafi; Hoda Shahoseini
Abstract
The purpose of this research is to investigate the impact of employees' destructive behavior on customers' deviant behavior. This research is applied in terms of purpose and descriptive-survey in terms of nature of the method. The statistical population of the research includes the customers of National ...
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The purpose of this research is to investigate the impact of employees' destructive behavior on customers' deviant behavior. This research is applied in terms of purpose and descriptive-survey in terms of nature of the method. The statistical population of the research includes the customers of National Bank branches in Ilam, according to Morgan's table, 384 people were selected for the research sample. The data collection tool in this research is a standard questionnaire whose validity has been confirmed by expert professors and its reliability using Cronbach's alpha coefficient. Lisrel software was used for data analysis. The results show that the destructive behavior of employees has a positive and significant effect on the deviant behavior of customers in the branches of National Bank of Ilam. Also, the dimensions of employees' destructive behavior are: violation of laws, corruption of employees, lying to customers, retaliatory behaviors and aggression at work also have a positive and significant effect on customers' deviant attitudes in branches of National Bank of Ilam.
Psychological Pathology
Vahid Mirzaei; Soheil Pourabbas Khadar
Abstract
Despite the long-term relationship between job characteristics and bullying in the workplace, little focus in the literature has been on the role of leaders in shaping this relationship. Hence, a more comprehensive picture of how the workplace influences bullying at work by integrating leadership and ...
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Despite the long-term relationship between job characteristics and bullying in the workplace, little focus in the literature has been on the role of leaders in shaping this relationship. Hence, a more comprehensive picture of how the workplace influences bullying at work by integrating leadership and job characteristics into a set of processes. Considering Toxic leadership as a negative phenomenon and as a top-down effect on employees, toxic leadership has increased organizational intimidation by manipulating workers' feelings of job insecurity, which in turn contributes to higher relocation intentions.Therefore, the purpose of this article is to Investigating the Relationship between Toxic Leadership with Turnover Intention, the Mediating Role of Bullying in the Workplace and Job Insecurity. The results showed a positive and significant relationship between Toxic leadership with job insecurity, bullying in the workplace and the Turnover Intention. The results also showed that organizational bullying mediates the relationship between Toxic leadership and the Turnover Intention. The results of this study consider the need to pay attention to Toxic leadership and areas of bullying in the workplace to reduce the Turnover Intention. On the other hand, the results showed that job insecurity mediates the relationship between toxic leadership and organizational bullying.
Psychological Pathology
Vahid Mirzaei; Mahdi Bahrami; Mohammad Sadegh Akbari Nooghabi
Volume 8, Issue 2 , September 2022, , Pages 9-34
Abstract
The lack of nurses and the high rate of their turnover is still the most important issues that health centers are planning to provide appropriate solutions to solve it. One of these important issues, is the career plateauing of nurses. Accordingly, this study aims to examine the impact of hierarchical ...
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The lack of nurses and the high rate of their turnover is still the most important issues that health centers are planning to provide appropriate solutions to solve it. One of these important issues, is the career plateauing of nurses. Accordingly, this study aims to examine the impact of hierarchical plateau on turnover intention with the moderating role of the person job-fit facet. This is an applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurse of Imam Reza Hospital in Mashhad. Cochran's method was used to determine the sample size. Based on this, 287 of them were selected as a statistical sample with the Random sampling method. To collect data, the questionnaire of Hierarchical plateau of Hossain and Shirazi (2018), p-j fit questionnaire of Ab Hamid et al. (2017), and Demand-Abilities of Memon et al (2014) were used. To evaluate the validity of the questionnaire, content validation and for Questionnaire reliability Cronbach's alpha were used. Data analysis was performed with SPSS24 software. The results showed a positive and significant impact of hierarchical plateau on turnover intention. On the other hand, the p-j facet does not moderate the relationship between the hierarchical plateau and turnover intention.
Psychological Pathology
Hamidreza Samanipoor; Masoomeh Hafez Amini; Jalil Younesi
Volume 8, Issue 2 , September 2022, , Pages 69-96
Abstract
The purpose of this study is to develop and construct scale of organizational silence based on the perception of employees working in the administrative offices of Qazvin province. The research sample was selected from the statistical population by two-stage sampling method. The first stage was stratified ...
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The purpose of this study is to develop and construct scale of organizational silence based on the perception of employees working in the administrative offices of Qazvin province. The research sample was selected from the statistical population by two-stage sampling method. The first stage was stratified sampling and the second stage was simple random sampling. The research sample included 15 administrative offices and 414 employees working in the administrative offices of Qazvin province in 6 cities. For this purpose, the organizational silence scale consisting of 38 items was prepared. The value of KMO index was 0.866. Factor analysis of the scale showed that the evaluation items are clustered into 5 factors that account for 82.48% of the total variance. The described variance factors were 18.49%, 17.56%, 16.92%, 15.21% and 14.30%, respectively. According to the research literature these factors have been named as individual, administrative, organizational culture, colleagues and allied pressure groups. In addition, in order to test the scale, first and second order confirmatory factor analysis was performed. Cronbach's alpha values also ranged from 0.94 to 0.99. The total Cronbach's alpha value was 0.93.The values obtained from the scale showed that the scale has validity and reliability.