naser seifolahi; Tooraj Hassanzade
Abstract
Abstract
This research was conducted with the aim of investigating the effect of cynicism on the bullying of the workplace among the employees of the center and five areas of municipality of Rasht. The research method is descriptive and correlational. Data was collected using a questionnaire and survey ...
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Abstract
This research was conducted with the aim of investigating the effect of cynicism on the bullying of the workplace among the employees of the center and five areas of municipality of Rasht. The research method is descriptive and correlational. Data was collected using a questionnaire and survey method. The statistical population consists of all managers and staff of the center and five areas of the municipality of Rasht. The research data were collected from a sample of 317 managers and employees of the municipality of Rasht by stratified random sampling. The data collection tool was a questionnaire and the data were collected using two standard questionnaire of organizational mistrust (independent variable) and workplace bullying (dependent variable) and analyzed using LaserL software 8.54. The results of research hypotheses using structural equation model and test indicate that cognitive dimension (destructive beliefs and beliefs) and behavioral dimension (degrading and malicious behaviors) organizational cynicism have a positive effect on the occupational environment and increase the incidence of this behavior in the organization Gets Meanwhile, emotional dimension (negative emotions) does not significantly affect bullying in the workplace.
tooraj hassanzadeh; Seyed Yahya Seyed Danesh; noshin eyil beygi
Abstract
nowadays, when the staff are on their work and they decide to have lower participation in their works the organizations face with withdrawal behavior of them. The employees who don’t know themselves responsible to organization interact with withdrawal behaviors. on the other hand, the results of studies ...
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nowadays, when the staff are on their work and they decide to have lower participation in their works the organizations face with withdrawal behavior of them. The employees who don’t know themselves responsible to organization interact with withdrawal behaviors. on the other hand, the results of studies indicate that a high level of stress can lead to reduction of organizational commitment, and finally this problem can cause the staff to leave their work voluntarily, the highest level of withdrawal behavior. The purpose of this study is assessing the relationship between job stresses and withdrawal behaviors of employees in Guilan directorate of fisheries.
this descriptive research was done in 1392 with the correlation method. The statistical population was all of the employees of Guilan directorate fisheries that it was 749. The number of samples was 156 that were selected with the cluster sampling method in two steps. Research tools included job stress and withdrawal behavior questionnaire. the results indicate that hindrance stressor has a linear and direct relationship with withdrawal behavior, and also challenge stressor has linear and reverse relationship with withdrawal behavior.