Document Type : Original Article
Authors
1
Ph.D Student, Management Department, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.
2
Assistant Professor, Management Department, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.
3
Associate Professor, Management Department, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.
4
Ph.D, Management Department, Lecturer at the Comprehensive Scientific and Applied University, Cultural and Art Center of Drijeno, Chaharmahal and Bakhtiari, Iran.
Abstract
Purpose: Impoliteness in the workplace can result in effectiveness, productivity, efficiency, performance and development, unproductive behaviors, anti-citizenship behaviors and forced citizenship behaviors, daily troubles, distance from organizational values and norms, creating an unfriendly and harsh atmosphere, and creating a pessimistic atmosphere in the organizational culture. And the breakdown of human and organizational communication in the universities of Chaharmahal and Bakhtiari province has a role as a negative factor. According to the research literature, it is very important to identify the reasons for incivility in the University of Chaharmahal and Bakhtiari province and its consequences and find its management strategies. In addition to providing information about the nature of incivility in the workplace, the present research tries to express its roots and factors, as well as its consequences and strategies. In this research, a model has been designed based on the database approach to investigate the causes, consequences, background factors, and interventions of incivility in the workplace. It should also be determined what strategies have an effect on the management of incivility in the workplace. In this way, the main question of the research is raised as follows: What is the model of incivility management in the workplace in the universities of Chaharmahal and Bakhtiari provinces?
Design/Methodology/Approach: The current research is qualitative research based on the approach of database theorizing. This approach is one of the inductive research methods that is rooted in reality and explains the events as they happened. The current research has a qualitative approach and uses Strauss and Corbin's database theory method as a research method. Data-based theory is one of the research strategies with an interpretation paradigm through which the theory is formed based on the main concepts obtained from the data. The participants of this research were faculty members and experts of the universities of Chaharmahal and Bakhtiari provinces who have worked in the fields of human resources and have experience and expertise in the scientific and research fields. The sampling of this research is based on the theoretical sampling method. The sample volume was continued until saturation was reached. Based on this, theoretical saturation was achieved after interviewing 15 people; But to ensure data saturation, five more interviews were also conducted.
Findings: Using the Strauss and Corbin method, during open coding, a set of primary themes was collected and categories were extracted from them. Then, in the central coding stage, the link between these categories was obtained under the headings of causal conditions, central phenomenon, strategies, background conditions, intervening conditions, and consequences. To check the validity of qualitative data, reliability, transferability, reliability, verifiability, truthfulness, and criteria of database theory, including compatibility, comprehensibility, and generality were used. The findings showed that in the first stage, 427 primary codes were obtained. In selective coding, these concepts were classified into 113 classes and finally, 22 main categories were extracted, each of which was placed under the subcategories of the systematic model (causal conditions, strategies, contextual conditions, intervening conditions, and consequences).
Discussion and Conclusion: This research confirms the previous findings about the strong negative relationship between the trait of agreeableness and the levels of incivility experienced in the workplace and shows the importance of personality traits as antecedents of uncivil behavior. Hierarchical regression analysis showed strong support for the role of organizational culture in the individual's perception and experience of incivility in the workplace. The results of the analysis of the joint effects of personality traits and culture in previous research show how to explain a larger part of the variance of rudeness at work. In this sense, this research confirmed that incivility in the workplace, which is both an individual phenomenon and a part of the values and behaviors promoted through the organizational culture, can be violated. Organizational culture should be more the focus of attention in the field of organizational factors effective in incivility in the workplace. Impoliteness in the workplace has many negative consequences for the employees of Chaharmahal and Bakhtiari universities; Therefore, it is in the management's interest to minimize its occurrence. Managers should be aware of these consequences and know that if this type of behavior is not properly addressed in the organization, rudeness can threaten long-term organizational stability.
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