نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت فرهنگی، دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب، تهران، ایران

2 استادیار ،دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب، تهران، ایران

3 استادیار، دانشکده صدا و سیما، تهران، ایران

چکیده

هدف این پژوهش بررسی تأثیر قلدری سازمانی بر بدبینی سازمانی از طریق سکوت سازمانی و مدیریت برداشت بود. پژوهش حاضر ازنظر هدف کاربردی و ازنظر نحوه گردآوری اطلاعات توصیفی، از نوع همبستگی بود. جامعه آماری پژوهش حاضر را کلیه کارکنان دانشگاه آزاد اسلامی، واحد تهران جنوب به تعداد 1000 نفر تشکیل دادند که از طریق فرمول نمونه‏گیری کوکران تعداد 287 نفر در قالب نمونه از طریق روش نمونه‏گیری طبقه‏ای متناسب با حجم انتخاب شدند. ابزار پژوهش پرسش‏نامه استاندارد بدبینی سازمانی دین و همکاران (1998)، پرسش‏نامه استاندارد قلدری سازمانی ایلی نویز (2001)، پرسش‏نامه سکوت سازمانی واکولا و برادوس (2005) و مدیریت برداشت بولینو و ترانلی (1999) بودند که روایی پرسش‏نامه‏ها بر اساس روایی محتوایی با استفاده ازنظر صاحب‏نظران، صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی بررسی و پس از اصطلاحات لازم روایی تأیید شد و از سوی دیگر، پایایی پرسش‏نامه‏ها با روش آلفای کرونباخ به ترتیب (88/0)، (89/0)، (89/0) و (88/0) برآورد شد. تجزیه‏وتحلیل داده‏ها در سطح استنباطی مشتمل بر مدل‏سازی معادلات ساختاری انجام گرفت. نتایج پژوهش نشان داد که قلدری سازمانی از طریق سکوت سازمانی بر بدبینی سازمانی تأثیر مثبت و معناداری دارد که ضریب این تأثیر 44/0 است و از طریق مدیریت برداشت بر بدبینی سازمانی تأثیر مثبت و معناداری دارد که ضریب این تأثیر 33/0 است و همچنین قلدری سازمانی بر بدبینی سازمانی تأثیر مثبت و معناداری دارد که ضریب این تأثیر 50/0 است.

کلیدواژه‌ها

عنوان مقاله [English]

The Impact of Organizational bullying on Organizational Cynicism through Organizational Silence and impression management (Case Study: Islamic Azad University, South Tehran Branch)

نویسندگان [English]

  • Homira Abdi 1
  • Abdolreza Sobhani 2
  • Seyed Morteza Mousavian 3
  • Hojatullah Abbasi 2

1 Ph.D. Student, Cultural Managementof Facuty Management. South Tehran Branch, Islamic Azad University, Tehran ,Iran

2 Assistant Professor of Facuty Management South Tehran Branch, Islamic Azad University, Tehran ,Iran

3 Assistant Professor of Facuty IRIB, Tehran, Iran

چکیده [English]

The purpose of this study is to investigate the impact of organizational bullying on organizational cynicism through organizational silence and impression management. The purpose of the present study is to determine the purpose of the study and to collect the descriptive correlational data. The statistical population of this study consisted of 1000 employees of Islamic Azad University of Tehran South Branch. 287 individuals were selected through proportional stratified sampling method by Cochran sampling formula. (1998) and the standard questionnaire of organizational bullying (Illinois) (2001) and the organizational silence questionnaire of Vakula and Brados (2005) and Bolino & Tranley (1999) impression management questionnaire. Formal based on the view of a number of statistical societies and structures by analytical method Factor analysis was performed and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.88), (0.89), (0.89) and (88.8), respectively. 0) Estimated. Data were analyzed at the inferential level including structural equation modeling. The results showed that organizational bullying through organizational silence had a positive and significant effect on organizational skepticism, which had a coefficient of 0.44 and a positive and significant effect on organizational cynicism through perception management, which had a coefficient of 0.33. Organizational bullying has a positive and significant effect on organizational cynicism with a coefficient of 0.50.

کلیدواژه‌ها [English]

  • organizational bullying
  • organizational cynicism
  • organizational silence
  • impression management
اسماعیلی، محمود رضا.حکاک، محمد. شاه سیاه، ندا (1395) بدبینی سازمانی به سوی رفتار انحرافی در محیط کار: تأکید بر نقش رفتار شهروندی و ادراک سیاست سازمانی )موردمطالعه: دانشگاه لرستان(. فصلنامه پژوهش­های رهبری و مدیریت آموزشی. سال 2، (7) 1-35.
حق­گویان، زلفا.کریمی مالک آبادی، لاله.کاظمی، زهره (1397). بررسی نقش بدبینی سازمانی در سایش اجتماعی: سکوت سازمانی به­عنوان متغیر میانجی. فصل نامه مدیریت سرمایه اجتماعی، دوره5، (4). 553-577.
رئیسی، آسیه. ناستی زایی، ناصر (1398). بررسی رابطه بین بدبینی سازمانی و رفتار ضد شهروندی سازمانی با نقش میانجی حسادت سازمانی. فصلنامه مشاوره شغلی و سازمانی.دوره 11، (38) 109-126.
شریفی، اصغر. اسلامیه، فاطمه (1392 ). تحلیل روابط بین ویژگی‌‌های شخصیتی کارکنان با فرهنگ و سکوت سازمانی. فصلنامه رهبری و مدیریت آموزشی. دانشگاه آزاد اسلامی واحد گرمسار، سال 7، (2) 52-71.
صادقی، مهرداد. اعتباریان، اکبر. ابراهیم زاده، رضا (1396). ارائه الگوی ارسیابی مدیریت برداشت در سازمان­های فرهنگی با رویکرد آمیختة اکتشافی مورد مطالعه: ادارة کل فزهنگ و ارشاد اسلامی استان اصفهان. فصلنامه علمی-پژوهشی مدیریت سازمان­های دولتی، دروه 6، (1) 35-50.
مسلمی، مریم. بانشی، عبدالله. کوشکی جهرمی، علی رضا (1398). شناسایی و ارزیابی عوامل مؤثر بر قلدری در محیط کار )مورد مطالعه: دستگاه‌‌های اجرایی شهر بندرعباس(. فصل­نامه مدیریت فرهنگ سازمانی، دوره 17، (3) 491-510.
ناظری، ناظری. حسن پور، اکبر. جعفری نیا، سعید. وکیلی، یوسف (1398). در پژوهشی باعنوان فراتحلیل پیشایندها و پسایندهای قلدری محل کار. فصل­نامه مطالعات رفتار سازمانی، سال 8، (2)1-36.
یسلیانی آخوره، شهرام. دلخواه، جلیل. خائف الهی، احمدعلی (1394). بررسی تاثیر قلدری سازمانی بر بدبینی سازمانی در سازمان­های دولتی ایران. پایان نامه کارشناسی ارشد مدیریت دولتی. دانشکده مدیریت و افتصاد، دانشگاه تربیت مدرس تهران.
نداف، مهدی. رحیمی، فرج الله. هادی زاده، زهرا (1395). مدل­سازی ساختاری از تأثیر سکوت سازمانی و قلدری در تمایل کارکنان به جابه­جایی (مورد مطالعه: منتخبی از سازمان‌های دولتی در کلان شهر اهواز). دو فصل­نامه پژوهش‌‌های روان­شناختی در مدیریت، سال2، (1) 123-144.
Aasland Merethe Schanke, Skogstad Anders, Notelaers Guy, Nielsen Morten, Einarsen Sta˚le. (2010). the prevalence of destructive leadership behavior. British Journal of Management, 21, 438–452.
Acaray, A; Akturan, A. (2015). “The Relationship between Organizational Citizenship Behaviour and Organizational Silence”. Procedia - Social and Behavioral Sciences 207, 472 – 482.
Aksu  ali (2016). Organizational deviance and multi-factor leadership. Journal Educational Research and Reviews. Vol. 11(8), pp. 589-597.
Andersson, Lynne, M. & Bateman, Thomas, S. (1997). Cynicism in the workplace: some causes and effects. Journal of Organizational Behaviour, 18, 449-469
Appelbaum, H. Laconi. Matousek. (2007). "Positive and negative deviant workplace behaviors: Causes, impacts and solutions". Corporate governance international journal of business in society, Vol 7, No 5, p: 586-598.
Bang, H. Reio,T.(2017). Examining the role of cynicism in the relationships between burnout and employee behavior, Revista de Psicologia, Vol33, Issue3
Beheshtifar, M; Borhani, H; Nekoie.Moghadam, M. (2012). “Destructive role of employee silence in organizational success”. International Journal of Academic Research in Business and Social Sciences, 2 (11): 275-282.
Bibi Z., Karim J., ud Din S. (2013) "Workplace incivility and counterproductivework behavior: Moderating role of emotional intelligence", Pakistan Journal ofPsychological Research, 28(2): 317-334.
Bolino, M. C. (1999). Citizenship and impression management: good soldiers or good actors? Academy of Management Review, 24(1), 82-98.
Bolino, M. C., Klotz, A. C., & Daniels, D. (2014). The impact of impression management over time.Journal of Managerial Psychology, 29, 266–284. Doi: 10.1108/JMP-10-2012-0290
Bolino, M., Klotz, A.C., & Daniels, D. (2014). The impact of impression management over time. Journal of Managerial Psychology, 29(3), 266-284.
Bordia, P., Restubog, S., & Tang, R. (2008). When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93(5):1104-1117.
Bowen, F. & Blackmon, K. (2003). “Spirals of silence: The dynamic effects of diversity on organizational voice”. Journal of Manage-ment Studies, 40, 1393–1417.
Bransh, S, Murray, j. (2015). "Workplace bullying: Is lack of understanding the reason for inaction?". Organizational Dynamics, 44(4), 287-295.
Breevaart, K., Bakker, A. B., Demerouti, E., & Machteld, v. d. (2015). “Leader-Member Exchange, Work Engagement, and Job Performance”. Journal of Managerial Psychology, 30(7), 424-457.
Carretero, N., Luciano, V.L. (2013). Prevalence and incidence of workplace bullying among Spanish employees working with people with intellectual disability, Disability and Health Journal, Vol.6, 405-409.
Chen, Chi-Ting. Hsin-Hui Sunny Hu. Brian King )2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management 35. 1-8.
Chen, Chi-Ting. Hsin-Hui Sunny Hu. Brian King) 2018). Shaping the organizational citizenship behavior or workplace deviance: Key determining factors in the hospitality workforce. Journal of Hospitality and Tourism Management 35. 1-8.
Chiaburu, D. S., Peng, A. C., Oh, I.-S. B., & Lomeli, L. (2013). “Antecedents and Consequences of Employee Organizational Cynicism: A Meta-Analysis”. Journal Of Vocational Behavior, 83(2), 181-197.
Cinar, O; Karcioglu, F; Aliogullari, Z, D. (2013). “The relationship between organizational silence and organizational citizenship behavior: a survey study in the province of Erzurum, Turkey”. Procedia - Social and Behavioral Sciences 99, 314 – 321.
Cinar, Orhan; karcioglu, Fatih; Aliogullari, Zisan Duygu (2013). Relationship between organizational silence and organizational citizenship behavior: a survey study in the province of Erzurum, Turkey. Procedia - Social and Behavioral Sciences, 99, pp 314 321.
Claremont Graduate University in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology.
Colbert A.E., Mount M.K., Harter J.K., Witt L.A., Barrick M.R. (2004) "Interactive Effects of Personality and Perception of the Work Situation on Workplace Deviance", Journal of Applied Psychology. 89/4:599-609.
Colbert A.E., Mount M.K., Harter J.K., Witt L.A., Barrick M.R. (2004). "Interactive Effects of Personality and Perception of the Work Situation on Workplace Deviance", Journal of Applied Psychology. 89/4:599-609.
Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A. & Barrick, M. R.(2004). Interactive Effects of Personality and Perception of the Work Situation on Workplace Deviance. Journal of Applied Psychology, 89(4), 599-609.
Connor Peter J. O. Stone, Sharon. Walker, Benjamin R.  Jackson Chris J.)2017). Deviant behavior in constrained environments: Sensation-Seeking predicts workplace deviance in shallow learners. Personality and Individual Differences108.pp20-25.
Cox, B. D. (2010). Differential functioning by high and low impression management groups on a big five applicant screening tool. Unpublished Doctoral Dissertation, the Graduate Faculty of Auburn University.
Dean, J. W., Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23, 341-353.
Deniz, N; Noyan, A; Ertosun, O, G. (2013). “The Relationship between Employee Silence and Organizational Commitment in a Private Healthcare Company”. Procedia - Social and Behavioral Sciences 99, 691 – 700.
Dimitris, Bouradas and Vakola, Maria, (2007). “Organizational silence: A new challenge for human resource management”. Athens University of economics and business, pp1-19
Drory, A., Zaidman, N. (2007). “Impression management behavior: effects of the organizational system”, Journal of Managerial Psychology, Vol 22, No. 3, pp. 290-308.
Drory, A., Zaidman, N. (2007). "Impression management behavior": Journal of Managerial Psychology, Vol 22.No.3, PP.290-308.
Dzurec, L., Kennison, m., & Gillen, p. (2017). "The incongruity of workplace bullying victimization and inclusive excellence". Nursing Outlook, In Press, Corrected Proof., 65(4), 1-9.
Einarsen S., Aasland M. S., Skogstad A. (2007) "Destructive leadership behavior: A definition and conceptual model", The Leadership Quarterly, 18(3): 207-216.
Einarsen, S., Hoel, H., & Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire—Revised. Work and Stress, 23(1), 24–44.
Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2011). The concept of bullying and harassment at work: The European tradition. In S. Einarsen, H. Hoel, D. Zapf, & C. L. Cooper (Eds.), Bullying and harassment in the workplace (pp. 3–40). London: Taylor & Francis.
Fox, Suzy, Renee L (2015). Revision of the workplace bullying checklist: the importance of human resource management’s role in defining and addressing workplace bullying, Human Resource Management Journal, Vol 25, no 1, 2015, pages 116–130.
Gatling, Anthony .Cass Shum, Laura Book. Billy Bai (2017). The influence of hospitality leaders’ relational transparency on followers’ trust and deviance behaviors: Mediating role of behavioral integrity. International Journal of Hospitality Management 62. 11–20
Gholipour, A. S. (2009). The Explanation of anti-citizenship behaviors in the workplaces.International Business Research, 2(4), p 76-100.
Giorgi, G. Mancuso, S. Fiz Perez, F. Castiello D’Antonio, A. Mucci, N, Cupelli, V. Arcangeli, G (2015). Bullying among nurses and its relationship with burnout and organizational climate, International Journal of Nursing Practice2015. Wiley Publishing Asia Pty Ltd., doi:10.1111/ijn.12376.
Grant, A. M., & Mayer, D. M. (2009). Good soldiers and good actors: pro-social and impression anagement motives as interactive predictors of affiliative citizenship behaviors. Journal of Applied Psychology, 94(4), 900–912.
Gulsun, Eriguc, Ozer, Ozlem; Turac, Ilkay Sevinc; Songur, Cuma (2014). Organizational Silence among Nurses: A Study of Structural Equation Modeling. International Journal of Business, Humanities and Technology, 4(1): January, pp 150-162.
Henrikson, K. & Dayton, E. (2006). “Organizational silence and hidden threats to patient safty”. Journal of Health Service Research, 41(4), 1539-1554.
Hubert, A. B., & van Veldhoven, M. J. P. M. (2001). Risk sectors for undesirable behaviour and mobbing. European Journal of Work and Organizational Psychology, 10, 415–424.
Hutchinson, M. & Jackson (2015). The construction and legitimation of workplace bullying in thepublic sector insight into power dynamics and organizational failures in health and social care. Nursing Inquiry2015; 22:13–26. DOI: 10.1111/nin.12077.
James, M. (2005). “Antecedents and Consequences of Cynicism in Organizations: An Examination of the Potential Positive and Negative Effects on School Systems”. Florida: The Florida State University.
James, M. S. L. (2005). Antecedents and Consequences of Cynicism in organizations: An examination of the potential positive and negative effects on school systems. Dissertation submitted to the Department of Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy, The Florida State University, and College of Business.
Jelinek, R. &. (2006). The ABC's of ACB: Unveiling a clear and present danger in the sales
force. Industrial Marketing Management, 35(4), 457-467.
Kim, Dan S.; Peng, Ann Chunyan.; Oh, In-Sue.; Banks, George C. & Lomeli, Laura c (2009). "Top management credibility and employee cynicism: A comprehensive model". Human Relations, 62(10), 1435 1458
Li, Y. & Sun, J. M. (2015). Traditional Chinese leadership and employee voice
behavior: A cross-level examination. The Leadership Quarterly, 26 (2), 172-189.
Lim, V. (2002). It way of loafing on the job: Cyberloafing, neutralizing and organizational Justice. Journal of organizational Behavior, p 75-94.
Liu, W., Zhu, R. & Yang, Y. (2015). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The LeadershipQuarterly, 21(1), 189-202.
Lord R. G. & Brown D. J. (2001). “Leadership, Values, and Subordinate selfconcepts”.Leadership quarterly, 12(2), 133-147.
Lu Hong, Ling Wenquan, Wu Yuju, Liu Yi. (2012). A Chinese perspective on the content and structure of destructive leadership. Chinese Management Studies, 2, 271 – 283.
Nair, P., & Kamalanabhan, T. J. (2010). “The Impact of Cynicism on EthicalIntentions of Indian Managers”. Journal of International Business Ethics, 1(2),155-159.
Nayyar, S., & Raja, N. T. (2012). The impact of impression management behavior on organizational politics among male and female employees in organic and mechanistic organizational systems of Pakistan telecommunication sector.Interdisciplinary Journal of Contemporary Research in Business, 3(9), 914-924.
Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24, 391–419.
Neves, P.; Story, J. (2013). Ethical leadership and reputation: Combined indirect effects on organizational deviance. Journal of Business Ethics, 115(1), 1-12
Nikmaram S, Gharibi Yamchi H, Shojaii S, Ahmadi Zahrani M & Alvani SM.,(2012). Study on Relationship between Organizational Silence and Commitment in Iran. World Applied Sciences Journal, 17(10): 1271-1277
Polatcan, M., & Titrek, O. (2014). “The Relationship between Leadership Behaviors of School Principals and Their Organizational Cynicism Attitudes”. Social and Behavioral Sciences, 141(25), 1291 – 1303.
Proost, K., Germeys, F., & Schreurs. (2010). when does impression management work: The influence of temporal distance on interviewer evaluations. Hub Research Papers 2011/30, Economics & Management. Pp. 29.
Rajalakshmi & Naresh (2018). Influence of psychological contract on workplace bullying. Aggression and Violent BehaviorVolume 41, Pages 90-97.
Rishipal.  Kumar Chand. (2012). "Counterproductive work behavior and locus of control among managers ". Vol 2, No 12, p: 94-120.
Rosenfeld, P., Giacalone, R.A. and Riordan, C.A. (2002). Impression Management: Building and Enhancing Reputations at Work, Thomson Learning, London.
Ruck, K., Welch, M., & Menara, B. (2017). Employee voice: An antecedent to organisational engagement? Public Relations Review, 43(5), 904-914.
Schaubroeck John, Walumbwa Fred O, Ganster Daniel C, Kepes Sven. (2007). Destructive leader traits and the neutralizing influence of an “enriched” job. The Leadership Quarterly, 18, 236–251.
Schyns B., Schilling J. (2013) "How bad are the effects of bad leaders? A metaanalysis of destructive leadership and its outcomes", The Leadership Quarterly, 24(1): 138-158.
Schyns Birgit, Hansbrough Tiffany. (2010). when leadership goes wrong: destructive leadership, mistakes and ethicalfailures. Available.
Shahzad, A., & Mahmood, Z. (2012). The Mediating - Moderating Model of Organizational Cynicism and Workplace Deviant Behavior: (Evidence from Banking Sector in Pakistan). Middle-East Journal of Scientific Research, 12(5), 580-588.
Shaw, J. B., Erickson, A., & Nassirzadeh, F. (2014). Destructive leader behaviour: A study of Iranian leaders using the Destructive Leadership Questionnaire. Leadership, 10(2), 218–239.
Tambur, M., & Vadi, M. (2012). Workplace bullying and organizational culture in a posttransitional country. International Journal of Manpower, 33, 754-768.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59, 101–123.
Van de Vliert Evert, Euwema Martin C, Huismans Spike E. (1995). Fighting a subordinate or a superior: The case ofpolice sergeants. Journal of Applied Psychology, 80, 271-281.
Ward, K.D. (2014). Cynicism about organizational Change: Measurement antecedent and correlates; Group & Organization Management, 25(2), 132-153.
Westphal, J. D. (2010). An impression management perspective on job design: The case of corporate directors.Journal of Organizational Behaviors, 31(2-3), 319-327.
Wilkinson, A., Donaghey, J., Dundon, T., & Freeman, R. B. (Eds.). (2014). Handbook of Research on Employee Voice: Elgar original reference. Edward Elgar Publishing.
Xu, A. J., Loi, R. & Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader–member exchange interact to influence employee silence. The Leadership Quarterly, 26 (5), 763-774.
Yen T. Q., Tian Y., SankohF. P. (2013) "The impact of prevalent destructive leadership behaviors on subordinate employees in a firm", American Journal of Industrial and Business Management, 3(7): 595-600.
Zehir, C. & Erdogan, E. (2011). “The Association between Organizational Silence and Ethica Leadership through Employee Performance”. Procedia - Social and Behavioral Sciences 24, 1389– 1404.