mahdi alipour; Jabar Babashahi; ali hamidizadeh; boghrat rashvand
Abstract
1- INTRODUCTION
One of the most important concerns of developing countries is the change in the form of products and services. due to the increasing facilities, communication, and innovation in the environment around organizations, these communities have been persuaded to act more intelligently in human ...
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1- INTRODUCTION
One of the most important concerns of developing countries is the change in the form of products and services. due to the increasing facilities, communication, and innovation in the environment around organizations, these communities have been persuaded to act more intelligently in human resource process engineering (including selection and employment, appointment, career planning, etc.) than in the past. considering the great importance and at the same time keeping silent about the phenomenon of job demotion in organizations, this study seeks to provide different models in this field and summarize them in order to identify the dimensions, predictors, and outcomes of job demotion. in this way, organizations will be able to plan in more detail to achieve their excellent goals, which also leads to employee excellence.
2- THEORETICAL FRAMEWORK
Job demotion includes various concepts, the most important and clear definition of which is going back or moving downward. in an organizational context, it means an employee's movement to a less important position. job demotion has different dimensions such as salary reduction. Job demotion factors are at macro, intermediate, and micro levels. macroeconomic recession leads to reorganization or devaluation of the organization. Employers are forced to move back to work to maintain the experience and knowledge of employees in order to recover from the economic downturn. Mergers, reorganizations, and redundancies are among the measures that can be taken at the intermediate level to implement job rotation.
3- METHODOLOGY
The present study has a qualitative approach accomplished using a hybrid strategy. hypertext is one type of meta-study. Meta-synthesis approach is a qualitative strategy to examine the information and findings extracted from other qualitative studies related to the same subject. Therefore, the sample for meta-synthesis consists of selected qualitative studies based on their relevance to the research question.
4- RESULTS & DISCUSSION
In this study, the job demotion phenomenon and its determinants were investigated to make them more clear in the organization context. after reviewing 32 related studies, in regard to job demotion factors, four categories, 18 concepts, and 53 codes were identified. the identified categories are titled individual, organizational, intermediate, and environmental. in regard to its dimensions, five categories, 10 concepts, and 53 codes were extracted. the identified categories are titled organizational hierarchy reduction, organizational authority reduction, job content weakness, work path dismissal, and compensation weakness.
5- CONCLUSIONS & SUGGESTIONS
Management of any phenomenon requires correct knowledge and understanding of that phenomenon. thus, after reviewing the literature, we concluded that job demotion is a complex and multifaceted phenomenon. no systematic effort has been done regarding this forgotten process in organizations, and accordingly, it has not been well recognized for many years. therefore, it is necessary to consider the outcomes of job demotion. Job demotion, if it is desired by employees, has few positive outcomes for the organization and its employees. instead, if job loss is desired by the organization and employees do not interfere, it will have many negative consequences for both the organization and employees. thus, it is important to act intelligently in the field of career path, appointment, and promotion. Career promotion may create satisfaction and motivation in a limited period of time, and if the adopted policy for an employee is not appropriate and timely, it will go back after a while. in the long term, it may cause job depression, improper performance, absence and delay, dissatisfaction and lack of motivation, etc.
In order to facilitate the mental condition of the employees, the organizations should provide the possibility of organizational or extra-organizational movement in order to release the person from the previous stressful atmosphere. employees and their attitudes towards the organization's processes, missions, and goals should be strengthened because it is suspected that being oppressed by the organization may lead to treacherous behaviors by victims. reducing burnout for employees due to relieving themselves of the burden of responsibility and the large volume of tasks assigned, maybe a positive burden for employees who voluntarily choose job demotion. this is a sign for organizations to constantly monitor employees. employees should not be left with heavy responsibilities because after a while they will suffer from this organizational complication. in some cases, employees lose the motivation and mobility to play the assigned role and become the source of the virus of despair and hopelessness in the organization. Accordingly, it is recommended the options of parallel relocation or even degradation. one type of determinant of this phenomenon is disciplinary factors. It is recommended that the choice of job demotion be the last resort in decision making. structural or formal processes like horizontalizing the structure or downsizing are other factors for the occurrence of job demotion. therefore, it is suggested that virtual structures be designed and used effectively and continuously in the organization. Another factor is the weak social capital that forces the employees to build trusted, positive, and useful communication to prevent job demotion. due to the economic conditions prevailing in organizations, the organizations should try to keep employees away from economic shocks. They should seek to create horizontal structures by doing so job losses will be reduced.
behzad mohammadian; hassan zarei matin; jabbar babashahi; hamidreza yazdani
Abstract
Extended abstract
1- INTRODUCTION
Humility-based leadership is a style which is based on virtue. A virtue that is deeply rooted in the beliefs and basic assumptions of staffs. Theoretical development and empirical findings about this subject is very poor. The traces of recent organizational scandals ...
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Extended abstract
1- INTRODUCTION
Humility-based leadership is a style which is based on virtue. A virtue that is deeply rooted in the beliefs and basic assumptions of staffs. Theoretical development and empirical findings about this subject is very poor. The traces of recent organizational scandals have been blamed on arrogance, sense of selfishness and self-righteousness of the managers. Virtues such as humility have faced with an incresingly interest in organizational studies. The aim of this study is to provide a conceptual model of components, requirements and outcomes of humility-based leadership.
2- THEORETICAL FRAMEWORK
Humility-based leadership is a style which is based on virtue. It is a penetrating feature that allows a person to fit and even prevail in a particular society. Humility has been defined as possessing a multi-dimensional construct, which includes the passion for self-assessment (i.e., self-awareness and recognition of constraints), orientation and tendency to others (againest self-centred), interpersonal acceptance, the ability to regulate the emotions of others, and confirmation and appreciation of the value of creatures. Humble leadership is recognized as the acknowledgment of individuals’ limitations, highlighting the strengths of others and readiness to learn from models. Here it is assumed that this set of behaviors helps to reduce the social distance between leaders and followers through the promotion of bilateral exchange relations. Initially, with the acknowledgment of individual limitations, a leader will be able to stay close to the subordinates.
3- METHODOLOGY
The philosophy of research is interpretive, its approach is meta-synthesis and its strategy is grounded-theory, which is carried out qualitatively and through data collection using the instrument of documentation. Meta synthesis is qualitative analysis of concepts in previous studies using the common coding method in qualitative research and qualitative strategies such as grounded theory.
4- RESULTS & DISCUSSION
Analysis have shown that the main phenomenon (humility-based leadership) consists of four components: self-awareness, coaching, mentoring, and teachability. The first component of the definition of humility is the desire to engage enthusiastically in an influential process called self-awareness. In case of the second component, theorists have recently suggested that modesty is a driving force for credible service and leadership. The third essential component of humility is the ability to learn (experiential, responsive). As humility is rooted in development tendencies, this component also has implicit beliefs about the utility of learning and its potential for self-development.
5- CONCLUSIONS & SUGGESTIONS
For further research, future researchers are advised to study the process of forming this leadership style in a variety of quantitative and qualitative ways. Reviewing the personality characteristics of these leaders can also significantly contribute to organizational growth. It is suggested that researchers investigate the impact of this phenomenon on other behavioral structures such as organizational citizenship behavior, organizational vocation, and organizational learning.
Ahmad Ali Khaef Elahi; Abbas Nargesian; Jabbar Babashahi
Abstract
Employees anxiety and worry about their work life and involvement for a longtime hours, pave the way for permanent engagement in their work, in a way that continuity of these situations will have a positive and negative outcomes. Present research is aimed at explaining strange captivation of nurses to ...
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Employees anxiety and worry about their work life and involvement for a longtime hours, pave the way for permanent engagement in their work, in a way that continuity of these situations will have a positive and negative outcomes. Present research is aimed at explaining strange captivation of nurses to their work in the form of workaholism. Data of this applied research was collected through survey using appropriate instrument. The correlation between variables, however, was based on structural equation modeling. Statistical population of this research includes nurses working in clinics, policlinics, faculties and hospitals simultaneously, in the city of Tehran. Research findings resulted from structural equation modeling technique portends that; there is meaningful relationship between nurses’ workaholism and organizational citizenship behavior. Also, there is a positive and meaningful relationship between organizational citizenship behavior and dimensions of workaholism (work involvement, feelings of being driven to work, work enjoyment).
Parviz Ahmadi; Reza Tahmasebi; Jabbar Babashahi; Mahdi Fattahi
Abstract
Nowadays, work has been indispensable component of human life. Every day people spend a lot of their time in organizations. Unlimited organizational pressures and desires force people to work continually and consequently increase possibility of work holisms formation in people. Work holism phenomenon ...
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Nowadays, work has been indispensable component of human life. Every day people spend a lot of their time in organizations. Unlimited organizational pressures and desires force people to work continually and consequently increase possibility of work holisms formation in people. Work holism phenomenon in particular is experienced in jobs that require high mental energy from employees. The objective of this research is to investigate the role of personality traits in work holisms formation among faculty members at Tehran University. Research methodology includes both descriptive and correlation analysis based on Structural Equation Modeling. Data was collected by means of designed questionnaire that was distributed among faculty members at University of Tehran. Research result indicated that personality dimension such as conscientiousness; extraversion and openness to agreeableness have a positive relationship with work holism, whereas personality dimension such as neuroticism and agreeableness did not appear to have meaningful relationship with work holism.