مطالعات رفتار سازمانی

مطالعات رفتار سازمانی

Green Organizational Support: A New Approach in Reinforcement and Promoting Green Organizational Behavior of Employees

نوع مقاله : مقاله پژوهشی

نویسندگان
جواد معدنی 1
رضا نجاری 2
1 استادیار گروه مدیریت دولتی و گردشگری دانشگاه محقق اردبیلی، اردبیل، ایران
2 دانشیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران
چکیده
Environmental protection is one of the most important human concerns, for which several actions have been taken. Organizations are no exception to this rule and have taken one of the most basic and important actions in the form of green organizational behavior of employees. Green organizational behavior of employees owes to various factors that organizational support is one of the most important. Paying attention to such issues creates a new and constructive approach in organizations, which is considered as green organizational support. The main purpose of this study is to identify and explain the elements of green organizational support as a new approach to reinforcement and enhancing the green organizational behavior of employees that using a mixed method. The approach used in this method is a concurrent triangulation strategy that taken in two qualitative-qualitative phases. In these phases, two qualitative methods of "Expert Panel-Grounded Theory" have been used, respectively. The main tool used in both quality phases is interviews, which uses 6 experts in the first quality phase, 11 people as academic and executive experts in the second phase, respectively. According to the research findings, in the panel of experts 6 thematic axes were extracted and in the second qualitative phase, 19 components were classified into six main categories of grounded theory. The results of the study indicate that green organizational support can positively affect employees attitudes to green behaviors, and in addition, the organization, managers or colleagues can adopt approaches to support employees who perform their duties be effective and provide an opportunity to create a supportive organizational environment for employees.
کلیدواژه‌ها
Organizational support
Green organizational behavior
Personality traits
Mixed method

عنوان مقاله English

Green Organizational Support: A New Approach in Reinforcement and Promoting Green Organizational Behavior of Employees

نویسندگان English

javad madani 1
Reza Najjari 2
1 Assistant Professor, Department of Public Administration and Tourism, University of Mohaghegh Ardabili
2 Associate Professor, Department of Public Management, Payame Noor University, Tehran, Iran
چکیده English

Environmental protection is one of the most important human concerns, for which several actions have been taken. Organizations are no exception to this rule and have taken one of the most basic and important actions in the form of green organizational behavior of employees. Green organizational behavior of employees owes to various factors that organizational support is one of the most important. Paying attention to such issues creates a new and constructive approach in organizations, which is considered as green organizational support. The main purpose of this study is to identify and explain the elements of green organizational support as a new approach to reinforcement and enhancing the green organizational behavior of employees that using a mixed method. The approach used in this method is a concurrent triangulation strategy that taken in two qualitative-qualitative phases. In these phases, two qualitative methods of "Expert Panel-Grounded Theory" have been used, respectively. The main tool used in both quality phases is interviews, which uses 6 experts in the first quality phase, 11 people as academic and executive experts in the second phase, respectively. According to the research findings, in the panel of experts 6 thematic axes were extracted and in the second qualitative phase, 19 components were classified into six main categories of grounded theory. The results of the study indicate that green organizational support can positively affect employees attitudes to green behaviors, and in addition, the organization, managers or colleagues can adopt approaches to support employees who perform their duties be effective and provide an opportunity to create a supportive organizational environment for employees.

کلیدواژه‌ها English

Organizational support
Green organizational behavior
Personality traits
Mixed method
  1. امیرکبیری، احمد (1394)، رویکردهای سازمان و مدیریت رفتارسازمانی، چاپ چهارم، تهران، انتشارات نگاه دانش.
  2. حسینی، منیره؛ مهداد، علی و گل‌پرور، محسن (1392)، تحلیل رابطه بین حمایت سازمانی ادراک‌شده با ادراک استرس شغلی و رفتارهای انحرافی براساس مدل معادلات ساختاری، مجله روان‌شناسی اجتماعی، 8 (28): 29-17.
  3. خوشگویان‌فرد، علی‌رضا (1386)، روش­شناسی کیو، تهران، مرکز تحقیقات صدا و سیما.
  4. دانایی‌فرد، حسن؛ حسینی، سیدیعقوب و شیخ‌ها، روزبه (1392)، روش‌شناسی کیو: شالوده‌های نظری و چارچوب انجام پژوهش، انتشارات صفار، چاپ اول، تهران.
  5. ذاکری، علی (1392)، مشکلات تیم بانکی در کشور، ابرتورم و مسائل بانکی، ماهنامه اتاق بازرگانی، 85 (81) : 24-23.
  6. رضانژاد، محمد (1397)، بررسی رابطه بین ویژگی­های شخصیتی و رفتارهای ضد بهره­وری (مطالعه موردی: کارکنان شرکت توزیع برق غرب مازندران)، کنفرانس بین‌المللی پژوهش‌های کاربردی در مدیریت و مهندسی صنایع، دوره 1، تهران.
  7. سربلند، خیراله؛ فیضی، بهنام؛ و کیومرثی اجیرلو، قلعلی(1396)، بررسی ارتباط رفتارهای ضد بهره­وری با سکون‌زدگی شغلی کارکنان تأمین اجتماعی استان اردبیل، پنجمین کنفرانس بین‌المللی رویکردهای پژوهشی در علوم انسانی و مدیریت،24 آذرماه، تهران.
  8. شاه‌آبادی، ابوالفضل و داوری کیش، راضیه (1394)، تأثیر آزادی اقتصادی بر توسعه بخشی بانکی ایران، مجله مدلسازی اقتصادی، 3(30): 66-47.
  9. شیرزاد کبریا، بهارک و برازیده، معصومه (1395)، بررسی میزان بهره­وری نیروی انسانی در بانک ملی و راه­های افزایش آن، فصلنامه تحقیقات مدیریت آموزشی، سال هشتم، شماره اول، پیاپی (29):1-23.
  10. صفری، امیر (1389)، نقش مشتری‌مداری و بازاریابی در بانکداری نوین. دومین کنفرانس بین‌المللی بازاریابی خدمات مالی، تهران.
  11. محمود روشن‌ضمیر، سمیرا؛ ایرانی، حمیدرضا و یزدانی، حمیدرضا (1396)، شناسایی عوامل مؤثر بر بروز رفتار انحرافی کارکنان (مطالعه موردی: ستاد مرکزی دانشگاه تهران)، فرهنگ در دانشگاه اسلامی، سال هفتم شماره دوم: 204-183.
  12. مرتضی‌بیگی، مهدی (1392)، بررسی رابطه بین عوامل استراتژیک مالی و سودآوری بانک رفاه کارگران، پایان‌نامه کارشناسی ارشد، دانشگاه آزاد اسلامی واحد تهران مرکزی، تهران.
  13. مشیری، کیوان؛ آقایی، نجف و پورسلطانی، حسن (1393)، ارتباط بین عدالت سازمانی ادراک‌شده با فرسودگی شغلی و تمایل به ترک خدمت کارکنان اداره‌کل ورزش و جوانان استان تهران، فصلنامه پژوهش در مدیریت ورزش و رفتار حرکتی، سال چهارم، شماره7.
  14. مهدی‌زاده اشرفی، علی؛ شیب‌الحمدی، سیداحمد و ربیعی، حمزه (1393)، بررسی رابطه به‌کارگیری مدیریت ارتباط با مشتری و رضایت مشتریان بانک ملی (مطالعه موردی شعب بانک ملی شهرستان دماوند)، فصلنامه پژوهش­های علوم انسانی دانشگاه اصفهان، 6 (22): 97-32.
  15. Ackroyd S. (2012). Even More Misbehavior: What has happened in the Last Twenty Years? In: Barnes, A., Taksa, L., Editors, Rethinking Misbehavior and Resistance in Organizations (Advances in Industrial and Labor Relations). 19Emerald Group Publishing Limited, 1-28.
  16. Aggrey N., Lurando E., and Shitundo J. (2010). Human Capital and Lab productivity East African Manufactoring Firms. Current Research Journal of Economic Theory, 2(2): 48-54.
  17. Ang L., & Koslow S. (2012). Customers Behaving Badly! Barnes, A. and Taksa, L. (Ed.). Rethinking Misbehavior and Resistance in Organizations, (Advances in Industrial & Labor Relations, Vol. 19), Emerald Group Publishing Limited, Bingley, pp. 181-207.
  18. Barker J. H. (2008). Q-methodology: An alternative approach to research in nurse education. Nurse Education Today, 28(8): 917-925.
  19. Barnes A., & Taksa, L. (2015). Introduction Misbehavior in the Air, In: Barnes A., Taksa L., Editors Rethinking Misbehavior and Resistance in Organizations. 19 Published Online 08Mar2015, iX-Xxiii.
  20. Barsan S. (2012). Employee views of ethics at work: 2012 continental Europe survey. London: Institute of Business Ethics. 
  21. Bennett, R. J., & Robinson S. L. (2003). The past, present and future of workplace deviance research. In J. Greenberg (Ed.), Organizational behavior: The state of the science. (2nd Ed., pp. 247 -281). Mahwah, N J: Erlbaum.
  22. Braun S., Aydin N., Frey D., & Peus C. (2018). Leader narcissism predicts malicious envy and supervisor-targeted counterproductive work behavior: Evidence from field and experimental research. Journal of Business Ethics, 151(3), 725–741.
  23. Brooks G. (2015). Misbehavior, Its Dimensions and Relationship to Commitment in Organization, In: Barnes, A., Taksa L. Editors Rethinking Misbehavior and Resistance in Organizations, 09Mar2015, 237-257.
  24. Chen Hao, Richard Orlando C., Dorian Boncoeur, O., & Ford David L. (2020). Work engagement, emotional exhaustion and counterproductive work behavior. Journal of Business Research, Vol. 114, 30-41.
  25. Ciampa V., Sirowatka M., Schuh C., Fraccaroli F., Dick V. (2019). Ambivalent Identification as a Moderator of the Link Between Organizational Identification and Counterproductive Work behaviors. Journal of Business Ethics, 169, 119–134.
  26. Cizek, G. J. (2012). Defining and distinguishing validity: Interpretations of score meaning and justifications of test use. Psychological Methods, 17(1), 31-43.
  27. Cohen A., & Diamant A. (2019). The role of justice perceptions in determining counterproductive work behaviors. The International Journal of Human Resource Management, 30:20, 2901-2924.
  28. Daunt K. L., & Harris L. C. (2014). Linking employee and customer misbehaviour: The moderating role of pastmisdemeanours. Journal of Marketing Management, Vol. 30, Issue 3-4, 221-244.
  29. De Oliveria Medeiros C. R., & Alcapadipani R. (2016). In the Corporate Backstage, The Taste of Revenge: Misbehaviour and Humor as Form of Resistance and Subversion. Revista de Administacao, 57(2), 123-136.
  30. Erdem Ahmet Tuncay Erdem. (2021). The Mediating Role of Work Alienation in the Effect of Democratic and Autocratic Leadership Styles on Counterproductive Behaviors: A Study in Ankara OSTİM Industrial Zone. Uluslararası Toplum Araştırmaları Dergisi International Journal of Society Researches, 17(34), 873-902.
  31. Exel J. V., Graaf G., & Brouwer W. (2007). Care for a break? Aninvestigation of informal caregiver attitudes toward respite care using Q methodology. Health Policy, 83: 332–342.
  32. Everton Wendi J., Jolton Jeffrey, A., Mastrangelo Paul M. (2007). Be Nice and Fair or Else: Understanding Reasons for Employees' Deviant Behaviors. Journal of Management Development, 26(2), 117-131.
  33. Galić Z., & Ružojčić M. (2017). Interaction between implicit aggression and dispositional self-control in explaining counterproductive work behaviors. Personality and Individual Differences, 104,111-117.
  34. Griffin R. W., & Leary-Kelly A. M. (2004). The Dark Side of Organizational Behavior. The Organizational Forntiers Series, John Wiley & Sons.
  35. Griffin R. W., & Lopez Y. P. (2005). Behavior in Organizations: A Review and Typology for future Research. Journal of Management, 31(6), 988-1005.
  36. Gruys M. L., & Sackett P. R. (2003). Investigating the dimensionality of counterproductive work behavior.  International Journal of Selection and Assessment, 11, 30−42.
  37. Güllü Sevim. (2018). Counterproductive behaviors: A case study of a private sports business. International Journal of Social Sciences and Education Research. 4(2),393-404.
  38. Hollinger R. C., & Davis J. L. (2006). Employee theft and staff dishonesty, In M. Gill (Ed.), the handbook of security, London: Palgrave, 203-228.
  39. Jacobs G., Belschak F. D., & Denhartog D. N. (2014). (Un) Ethical behavior and performance appraisal: The role of affect, support, and organizational justice. Journal of Business Ethics, 121(1), 63–76.
  40.  
  41. Jacobson R. P., Marchiondo L. A., Jacobson K. J., & Hood J. N. (2019). The synergistic effect of descriptive and injunctive norm perceptions on counterproductive work behaviors. Journal of Business Ethics, 162(1), 191-209.
  42. Jiang Daokui, Chen Qian, Ning Lei, & Liu Qian. (2022). Work-Family Conflict and Counterproductive Behavior of Employees in Workplaces in China: Polynomial Regression and Response Surface Analysis. Journal of Asian Finance, Economics and Business. 9(6), 0095–0104.
  43. Kelloway E. K., Francis L., Prosser M., Cameron J. E. (2010). Counterproductive work behavior as protest. Human Resource Management Review, 20, 18-25. 
  44. Lebron Mariana, Tabak Filiz, Shko Orle; & Rabenu Edna. (2018). Counterproductive Work Behaviors toward Organization and Leader-Member Exchange: The Mediating Roles of Emotional Exhaustion and Work Engageme. Organizational Management Journal, vol 15, issue 4.159-173.
  45. Lee A., Schwarz G., Newman A., & Legood A. (2019). Investigating when and why psychological entitlement predicts unethical pro-organizational behavior. Journal of Business Ethics, 154(1), 109–126.
  46. Litzky Barrie E., Eddlestone Kimberly A., Kidder Deborah L. (2006). The Good, the Bad and the Misguided: How managers In advertently Encourage Deviant Behaviors. Academy of Management Perspectives, 91-103.
  47. Lubbadeh Tareq. (2021). Job Burnout and Counterproductive Work Behaviour of the Jordanian Bank Employees. Organizacija, Journal of Management, informatics and Human Resourses. 54(1), 49-62.
  48. Olson Bradly J., Nelson Debra L., Parayitam Satyana R. (2006). Managing Aggression in Organization What Leader Must Known Leadership. Organization Development Journal, 27(5), 384-398.
  49. Papini J. D. S. (2008). Big brother: The effect of electronic employee monitoring on electronic misbehavior, job satisfaction, and organizational commitment. Dissertation Abstracts International: Section B: The Sciences and Engineering, Vol. 68(11-B), 7698.
  50. Pearson C. M., Anderson L. M., & Wegner J. W. (2004). When Workers Flout Convention: A Study of Workplace Incivility. Human Relations, 54(11), 1387-1419.
  51. Runge J. M., Lang J.W.B., Zettler I., Lievens F. (2020). Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits? Journal of Research in Personality, Volume 89,104019.
  52. Tuna M., Ghazzawi I., Yesiltas M., Tuna, A. A., & Arslan S. (2016). The effects of the perceived external prestigs of the organization on employee deviant workplace behavior: The Mediating Role of Job Satisfaction. International Journal of Contemporary Hospitality Management, 38(2), 366-396.
  53. Vardi Y., & Weitz E. (2002). Organizational Misbehavior: Hypotheses, Research and Implications, In: Pava, M. L., Editor, Re-Imaging Business Ethics: Meaningful Solutions for a Global Economy. 4 Emerald Group Publishing, 51-84.
  54.  
  55. Van Fleet David D., Griffin Ricky W. (2006). Dysfunctional Organization Culture, the Role of Leadership Motivating Dysfunctional Work Behaviors. Journal of Managerial Psychology, 21(8), 698-708.  
  56. Watson T. (2017). Sociology, Work and Organization. Seventh Edition, London, Routledge.
  57. Zhou Z. E., Eatough E. M., & Wald D. R. (2018). Feeling Insulted? Examining End of Work Anger as a Mediator in the Relationship Between Daily Illegitimate Tasks and Next day CWB. Journal of Organizational Behavior, 39(8), 1-11.
  58.  
مطالعات رفتار سازمانی
دوره 11، شماره 4 - شماره پیاپی 44
زمستان
زمستان 1401
صفحه 197-216