طراحی الگوی پیشایندها و پیامدهای غوغاسالاری در سازمان (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
با توجه به رواج پدیده غوغاسالاری به عنوان یکی از جنبه های تاریک رفتار سازمانی که زمینه ناکامی سازمان ها را فراهم می آورد و از طرفی، اهمیت شناسایی پیشایندها و پیامدهای این پدیده در راستای مدیریت آن و نیز فقدان مطالعه ای جامع و کل نگر در این باره، پژوهش حاضر با هدف طراحی الگوی پیشایندها و پیامدهای غوغاسالاری در سازمان طراحی و اجرا شد. این مطالعه، پژوهشی کیفی است که با استفاده از روش فراترکیب اجرا شده است. نتایج حاصل بیانگر این است که پیشایندهای غوغاسالاری در سازمان، در سه بعد فردی (با سه مؤلفه ویژگی های قربانی، فرد غوغاسالار و عوامل بین فردی)، گروهی (با دو مؤلفه عوامل درون گروهی و برون گروهی) و سازمانی (با دو مؤلفه عوامل مرتبط با شغل و غیرشغلی) مطالعه می شوند. نتایج همچنین حاکی است که پیامدهای غوغاسالاری در سازمان نیز در چهار بعد فردی (با سه مؤلفه نگرشی- ادراکی، فیزیولوژیکی و رفتاری- عملکردی)، گروهی (با دو مؤلفه دورن گروهی و برون گروهی)، سازمانی (با دو مؤلفه فرهنگی و مدیریتی- اجرایی) و فراسازمانی (با دو مؤلفه خانوادگی و اجتماعی) قابل ردیابی و مطالعه است.Designing a Pattern of the Causes and Consequences of Mobbing in Organizations
IntroductionIn recent years, mobbing has emerged as a significant global problem in workplaces, leading to negative organizational behaviors (Alfano et al., 2021). This phenomenon poses challenges to productivity, competitive advantage, and organizational sustainability (Kurnaz & Oğuzhan, 2021). Mobbing refers to a situation where certain members of an organization are targeted, harassed, rejected, and socially isolated, resulting in a detrimental impact on the performance of the individuals affected (Balducci et al., 2009). Consequently, mobbing can have unfortunate consequences within the organization, disrupting harmony of the work environment and diminishing employee’s motivation (Psunder, 2015). Therefore, it is crucial to thoroughly study mobbing, identify its causes and consequences, and effectively manage it (Mehmet, 2021). However, the existing research in this field has only focused on specific aspects of the issue, lacking a comprehensive and cohesive framework for understanding the causes and consequences of mobbing. Consequently, there is a gap in the literature that needs to be addressed. To address this gap and facilitate the management and mitigation of the destructive effects of mobbing, this study aimed to design a comprehensive model to encompass the causes and consequences of mobbing within organizations. By doing so, we aimed to contribute to the existing literature and provide valuable insights into this phenomenon. Materials & MethodsThis study employed a qualitative approach and utilized the meta-synthesis method to systematically review and integrate the findings of various research studies with the aim of reshaping the existing knowledge (Jensen & Allen, 1996) and proposing new frameworks (Paterson et al., 2001). The seven stages of meta-synthesis, as presented by Sandelowski & Barroso (2007), were followed to analyze and combine the results of previous research studies. In the initial stage, research questions were formulated and in the 2nd stage, a comprehensive literature review was conducted. Relevant keywords were searched in both Persian and English databases to identify the necessary sources in the 3rd stage. Subsequently, the identified sources were evaluated based on their title, abstract, and content, resulting in the selection of 49 sources for inclusion in this research. In the 4th stage, the selected sources were thoroughly examined and the causes and consequences of mobbing in organizations were extracted as primary codes. In the 5th stage, the identified codes were carefully reviewed, duplicate codes were eliminated, and efforts were made to categorize the codes into specific and distinct components based on their semantic and conceptual similarities. Next, the components were classified into dimensions to create a model representing the causes and consequences of mobbing in organizations. To ensure the research reliability, the Kappa index was utilized for evaluating the agreement between researchers in the coding process. Discussion of Results & ConclusionThe findings of this study revealed that the causes of mobbing in organizations could be categorized into the three individual, group, and organizational dimensions. The individual dimension encompassed 3 components: the victim’s characteristics, the mobber’s characteristics, and interpersonal factors. The group dimension included in-group and out-group factors, while the organizational dimension comprised job-related and non-job-related factors. Although previous studies had touched upon these dimensions, none of them had comprehensively addressed all the three dimensions in a single study. For instance, Demiroren & Simsek (2021) focused solely on the individual level, neglecting the other dimensions. Similarly, Picakciefe et al. (2017) only examined the characteristics of the immediate environment. On the other hand, Demiroren & Simsek (2021) explored organizational causes but failed to consider other aspects. Furthermore, the results indicated that the consequences of mobbing could be analyzed across the four individual, group, organizational, and extra-organizational dimensions. The individual dimension encompassed attitudinal-perceptual, physiological, and behavioral-functional components. The group dimension included in-group and out-group consequences, while the organizational dimension comprised cultural components and managerial-executive consequences. Lastly, the extra-organizational dimension encompassed family and social consequences. Although previous researchers had examined the consequences of mobbing, no studies had comprehensively addressed all these dimensions together. For example, İnandi & Büyüközkan (2022) and Kurnaz & Oğuzhan (2021) focused primarily on individual consequences, while Dagli & Arslantas (2022) emphasized group and organizational levels. Notably, the extra-organizational consequences had received limited attention in the literature with only a few studies (Plos et al., 2022; Yildiz, 2007) exploring this aspect of analysis.
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