نوع مقاله : مقالات

نویسندگان

1 دانشگاه صنعتی مالک اشتر تهران

2 علامه طباطبایی تهران

3 ولی عصر رفسنجان

چکیده

دراین پژوهش، تأثیر سبک رهبری قلدرمآبانه بر بروز رفتار منافقانه موردبررسی قرار گرفت. همچنین نقش میانجی­گری اعتماد در رابطه بین رهبری قلدرمآبانه و رفتار منافقانه ونقش تعدیل­گری جو سکوت ادراک شده در رابطه بین اعتماد بین­فردی ورفتار منافقانه بررسی شد. جامعه آماری پژوهش، کارکنان ستادی یکی از ارگان‌های نظامی استان قزوین می­باشد که از میان آنها 81 نفر بر اساس فرمول کوکران مربوط به جامعه محدود، به عنوان نمونه آماری به روش نمونه­گیری در دسترس انتخاب شد. به منظور جمع‌آوری داده‌ها، از ابزار پرسشنامه شامل پرسشنامه­های استاندارد اعتماد بین­فردی مک الیستر (1995)، جو سکوت ادراک شده واکولا و بورادوس (2005)، رفتار منافقانه باقری ماهونکی (2014) و پرسشنامه­ محقق ساخته رهبری قلدرمآبانه اقتباس شده ازجرکویک، مک کورمک و کسمیر (2006) استفاده شد. روایی و پایایی پرسشنامه­های یاد شده با استفاده از روایی صوری، روایی سازه وهمچنین محاسبه آلفای کرونباخ مورد بررسی قرار گرفت. جهت تجزیه و تحلیل داده‌ها، از روش‌های تحلیل عاملی تأییدی و مدل‌سازی معادلات ساختاری استفاده شد. نتایج پژوهش نشان داد که رهبری قلدرمآبانه بر بروز رفتارهای منافقانه دارای تأثیر مثبت و معنادار و بر اعتماد بین­فردی دارای تأثیر منفی و معنادار می­باشد و اعتماد بین­فردی بر بروز رفتارهای منافقانه تأثیر منفی و معنادار دارد. همچنین بر اساس نتایج پژوهش مشخص شد که جو سکوت ادراک شده به عنوان متغیر تعدیل­گر در رابطه بین اعتماد بین­فردی و رفتارهای منافقانه دارای تأثیر مثبت و معنادار است. در نهایت مشخص شد رهبری قلدرمآبانه به صورت غیرمستقیم و با توجه به نقش متغیر میانجی اعتماد بین­فردی بر بروز رفتارهای منافقانه تأثیر دارد.

کلیدواژه‌ها

عنوان مقاله [English]

Relationship between bully leadership and hypocritical behavior: the role of perceived climate of silence and interpersonal trust

نویسندگان [English]

  • amin zare 1
  • hossein alizadeh 2
  • saeid sepehry 3

1 malek ashtar

2 allameh tabatabaee

3 vali asr rafsanjan

چکیده [English]

1-INTRODUCTION
    In a particular kind of organizational behavior, a member of the organization at least two interpersonal communication situations with other stakeholders in the organization issues different and sometimes contradictory behaviors on a single attitudinal issue, only one or none of them is consistent with his (her) actual attitude. Such a form of organizational behavior is known by the name of hypocrisy in interpersonal communication. Trust have the most effect on interpersonal behavior, because it influences the efficiency and accuracy of communications. If trust is affected by factors such as leadership style and Perceived climate of silence and reduced, the ground for happening hypocritical behavior will be provided. One of the style of leadership that can confuse interpersonal trust and create organizational silence is the style of Bully leadership. This study examine the effect of bully leadership style on hypocritical behavior. The mediating role of interpersonal trust between bully leadership and hypocritical behavior and the moderator role of perceived climate of silence on the relationship between interpersonal trust and hypocritical behavior were also investigated.

کلیدواژه‌ها [English]

  • Bully leadership
  • Interpersonal trust
  • Hypocritical behavior
  • Perceived climate of silence
Bagheri Mahunaki, Z. (2014). The effect of leadership style hypocritical behaviors in interpersonal communication in government agencies hypocritical behaviors in Rafsanjan. M.A thesis, Vali- e- Asr University of Rafsanjan. (in Persian)
Binikos, E. (2008). Sounds of silence: organizational trust and decisions to blow the whistle: empirical research. SA Journal of Industrial Psychology, 34(3), 48-59.
Bowen. F., & Blackmon, K. (2003). Spirals of silence: The dynamic effects of diversity on organizational voice. Journal of Management Studies, 40(6),1393- 1417.
Chin,W.W.,& Newsted.P.R.(1999). Structural equation modeling analysis with small samples using PLS, in rick hoyle(ed). Statistical strategies for small samples research, sage Publications. 307-341
Danaeefard, H., Fani, A., & Barati, E. (2011). Explaning the role of organizational culture in shaping organizational silence in the public sctor. Journal of public Administration perspective, 2(8), 61-82.(in Persian)
Dimitris, B., & Vakola, M. (2007). Organizational silence: A new challenge for human resource management (M.Sc. Thesis). University of Economics and Business. 1-19.
Djurkovic, N., McCormack, D., & Casimir, G. (2006). Neuroticism and the psychosomatic model of workplace bullying. Journal of Managerial Psychology, 21(1), 73-88.
Dixon, N. M. (1992). Organizational learning: A review of the literature with implications for HRD professionals. Human Resource Development Quarterly, 3(1), 29-49.
Erdem, F., & Ozen, J. (2004). Cognitive and affective dimensions of trust in developing team performance. Team Performance Management: An International Journal, 9(5/6) , 131-135.
Fornell, C., & Lacker, D. F. (1981). Evaluation structural equation models with unobserved variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Hadadian, Z., Navidi, H., Shafei Digehsara, K., & Zaer Sabet, F. (2016). Hypocritical Behavior and Organization Size: A Game-theory Approach. Mediterranean Journal of Social Sciences. 7(1), 159- 166.
Hadavinejad, M., & Baharlouiie, E. (2015). Hypocritical behaviors in interpersonal communications in organization: organizational antecedents and consequences. Journal of Public Administration, 7(2), 211-412. (in Persian)
Hadavinejad, M., Danaeefard, H., Azar, A., & Khafi Elahi, A. (2010). Exploring the process of hypocritical behavior in interpersonal communication in the workplace using grounded theory. Semi-Annually Strategic Management Thought, 4(1), 81-130. (in Persian)
Hadavinejad, M; & Amirkhanloue, M. (2016). Hypocrisy in Organization Unveiled Through Phenomenography: An Understanding of Triangulated Understandings. Organizational Culture Management. 14(1), 249-278. (in Persian)
Harvey, M. G., Buckley, M. R., Heames, J. T., Zinko, R., Brouer, R. L., & Ferris, G. R. (2007b). A Bully as an Archetypal Destructive Leader. Journal of Leadership & Organizational Studies,14(2), 117- 129.
Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, Ch. (2007a). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264-280.
Hodson, G., Hogg, S.M. & MacInnis, C. C. (2009). The Role of “Dark Personalities (Narcissism, Machiavellianism, Psychopathy), Big Five Personality Factors, and Ideology in Explaining Prejudice. Journal of Research in Personality, 43(4), 686-690.
Human, H. (2014). Structural Equation Modeling With LISREL Application. Tehran: SAMT. (in Persian)
Judge, T.A., Piccolo, R.F. & Kosalka, T. (2009). The Bright and Dark Sides of Leader Traits: A Review and Theoretical Extension of the Leader Trait Paradigm. The Leadership Quarterly, 20,855–875.
Katz, D. (1960). The functional approach to the study of attitudes. Poblic Opinion Quarterly. 24, 163-204
Keshavarzi, A. H., Bygi Nia, A., & Rezaee, Z. (2012).Relationship between interpersonal trust and knowledge sharing in organization (case study: National Iranian Gas Company). Organizatioanal Resources Management Research, 2(2), 109-127. (in Persian)
Kim, S (2006). Public Service Motivation and Organizational Citizenship Behavior in Korea. International Journal of Manpower, 27(8), 722-740.
Kohn. A. (1986). How to succeed without Even Tying. Psychology Today.
Lutgen-Sandvik, P., Namie, G., & Namie, R. (2009). Workplace Bullying: Causes, consequences and corrections, in P. LutgenSandvik, and B.D. Sypher (eds.), Destructive organizational communication, Routledge Press, New York, 27-52.
McAllister D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McGregor, D. (1987). The Professional Manager. New York: McGraw-Hill.
Mikkelsen, E. G., & Einarsen, S. (2002). Basic assumptions and symptoms of posttraumatic stress among victims of bullying at work. European Journal of Work and Organizational Psychology, 11,87–111.
Mohammad Zadeh, Z ., Rahman Seresht, H., & Kush Zadeh, S. A. (2013). The Effect of Trust in Leader on Organizational Identity: The Role of Organizational Trust as a Mediator. Quarterly Journal of new Approach in Educational Admiistration, 4(3), 1-20. (in Persian)
Morrison, E. W. and Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Academy of Management Review, 25, 706–25
Nikolaou, I., Vakola, M., & Bourantas, D. (2011). The role of silence on employees' attitudes “the day after” a merger. Personnel Review, 40(6), 723-741.
O'Boyle Jr, E.H., Forsyth, D.R., Banks, G.C. & McDaniel, M.A. (2012). A MetaAnalysis of the Dark Triad and Work Behavior: A Social Exchange Perspective. Journal of Applied Psychology, 97(3), 557–579.
Oreyzi, H, & Barati, H. (2014). Trust in Supervisor Mediator between Organizational Commitment and Commitment to Change. Management Studies in Development and Evolution, 22(72), 1-22. (in Persian)
Pandy, J., & Rastogi, R. (1979). Machiavellianism and ingratiation. Journal of Social Psychology, 108, 221-225.
Pelletier, K. L. (2009). The effects of favored status and identification with victim on perceptions of and reactions to leader toxicity. Claremont Graduate University.
Pelletier, K. L.(2010). Leader toxicity: An empirical investigation of toxic behavior and rhetoric. Leadership, 6(4), 377-389.
Preacher, K. J., & leonardelli, G. J. (2003). Calculation for the Sobel test. An interactive calculation tool for mediation tests
Ralston, D. A. (1985). Employee ingratiation: The role of Management. Academy of Management Review. 10(3), 477-487.
Rayner, C., & Cooper, C. (1997). Workplace bullying: myth or reality-can we afford to ignore it?. Leadership & Organization Development Journal, 18(4), 211-214.
Robbins, S. J. T. (2007). Organizational behavior ( 12 ed.): NJ: Prentice Hall.
Robbins, S., & Judge, T. (2007). Organizational Behavior (12th ed.), NJ: Prentice Hall.
Roter, A. B. (2011). The lived experiences of registered nurses exposed to toxic leadership behaviors. (doctoral dissertation) Retrieved from ProQuest Dissertations and Theses database .Chappelle University.
Schoorman, D., Mayer, R. C., Davis, J. H. (2007). An integrative model of organizational trust: past, presentandfuture, The Academy of Management Review, 32(2), 344 - 354.
Shen, X., W. (2008). Influences of trust in organization on organizational silence (MA dissertation, Hanan University). (Abstract).
Shiri, A., Khold Sharafi, S., Dehghani, M., & Yasini, A. (2015). Examining the Relationship between Managers' Narcissism and Hypocrisy Behaviors With the Moderator Role of Managers' Machiavellian Behavior in Governmental Organizations of Kermanshah City. Quarterly Journal of Public Administration. 3(11), 97-114. (in Persian)
Slade, M. R. )2008(. The adaptive nature of organizational silence: A cybernetic exploration of the hidden factory. The Graduate School of Education and Human Development, George Washington University. 64-78.
Smircich, L. (1983). Studying Organizations as Cultures. In G. Morgan (Ed.), Beyond Method: Strategies for Social Research, Beverly Hills: CA: Sage, 72-160.
Tan, H., & Tan, C. (2000). Toward the Differentiation of Trust in Supervisor and Trust in Organization. Genetic, Social, and General Psychology Monographs, 126(2), 241-260.
Trevino, L. K., Brown, M., & Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite. Human Relations, 55, 5-37.
Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organizational silence: An empirical investigation, Employee Relations, 27(3), 441-458.
Valentine, S. & Fleischman, G. (2003). The Impact of Self-Esteem, Machiavellianism, and Social Capital on Attorneys' Traditional Gender Outlook . Journal of Business Ethics, 43(4), 323-335.
Watherbee, T. G. (2010). Counterproductive use of technology at work: Information & communication technologies and cyberdeviancy. Human Resource Management Review, 20, 35-44.
Whicker, M. L. (1996). Toxic leaders: When organizations go bad. Quorum Books Westport, CT.
Williams, D. F. (2005). Toxic leadership in the Us Army , DTIC Document.
Yılmaz, K. (2008). The Relationship Between Organizational Trust and Organizational Commitment in Turkish Primary Schools. Journal of Applied Sciences, 8(12), 2293-2299.
Yukl, G. (2003). Management and Organizational Leadership. Tehran: Printing & Publishing Institute of the University of Imam Hussein. (in Persian)
Zapf, D., & Einarsen, S. (2003). Individual antecedents of bullying. in S. Einarsen, H. Hoel, D. Zapf, and C.L. Cooper (eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice, Taylor & Francis, London, 165-184.
Zareeimatin, H., Taheri, F., & Sayyar, A.(2012). Organizational Silence: Concepts, Atnecedents, and Consequences. Quarterly Iranian Journal of Management Sciences, 6(21), 77-104. (in Persian)
Zareimatin, H. (2009). Organizational Behavior Management. Tehran: Agah publisher.( in Persian)
Zarghamifard, M., Daneefard, H., & Zareimatin, H. (2016). Exploring Antecedents of Leader Integrity in Public Organizations: Qualitative Research. Journal of Public Administration, 8(2), 277-298. (in Persian)
CAPTCHA Image