Volume 34, Issue 3 (Autumn 2021)
JMDP 2021, 34(3): 23-52 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Kazemzadeh R, Vedadi A, Teymournejad K. A Model of Antecedents and Consequences of Various Organizational Anti-Citizenship Behaviors against Female Managers in Tehran University of Medical Sciences. JMDP 2021; 34 (3) :23-52
URL: http://jmdp.ir/article-1-4270-en.html
URL: http://jmdp.ir/article-1-4270-en.html
1- Ph. D. Student of Public Administration, Faculty of Education and Counseling, Roodehen Branch, Islamic Azad University, Roodehen, Iran.
2- Associate Professor, Department of Public Administration, Faculty of Management, Tehran Central Branch, Islamic Azad University, Tehran, Iran , hm.vedadi@iauctb.ac.ir
3- Assistant Professor, Department of Public Administration, Faculty of Management, Tehran Central Branch, Islamic Azad University,Tehran, Iran
2- Associate Professor, Department of Public Administration, Faculty of Management, Tehran Central Branch, Islamic Azad University, Tehran, Iran , hm.vedadi@iauctb.ac.ir
3- Assistant Professor, Department of Public Administration, Faculty of Management, Tehran Central Branch, Islamic Azad University,Tehran, Iran
Abstract: (1833 Views)
Purpose: Organizational behavior is of great importance regarding the state organizations personnel, particularly the hospital staff, who play a significant role in rendering service to people. Due to the stressful workload they have had during Covid-19 pandemic, this research is implemented to present a model of the antecedents and consequences of various organizational anti-citizenship behaviors against female managers in Tehran University of Medical Sciences.
Methodology: With regard to the purpose, this research was applied; its approach was both qualitative and exploratory, while it used thematic analysis method. The Data collection tool was semi-structured interviews with a sample of 14 female managers of Tehran University of Medical Sciences, who were selected through snowball sampling method.
Findings: The network of themes developed in this research contains 226 basic items, 9 comprehensive items and 3 organizing items. The precedents of the organization's anti-citizenship behaviors against female managers include themes such as job factors, behaviors and mindset of managers; together with managerial levels, structural-organizational and socio-cultural-economic factors. Also, the consequences of the organization's anti-citizenship behaviors against female managers are the themes which include reduction in human-social capital, performance and organization's credibility.
Originality: The enriching value of this research lies in presenting a completely new model including antecedents and consequences of organizational anti-citizenship behaviors in medical organizations. On the one hand, such a model has not been presented in domestic research so far, and on the other, the directional approach of this model is based on the experiences of female managers in the medical field.
Methodology: With regard to the purpose, this research was applied; its approach was both qualitative and exploratory, while it used thematic analysis method. The Data collection tool was semi-structured interviews with a sample of 14 female managers of Tehran University of Medical Sciences, who were selected through snowball sampling method.
Findings: The network of themes developed in this research contains 226 basic items, 9 comprehensive items and 3 organizing items. The precedents of the organization's anti-citizenship behaviors against female managers include themes such as job factors, behaviors and mindset of managers; together with managerial levels, structural-organizational and socio-cultural-economic factors. Also, the consequences of the organization's anti-citizenship behaviors against female managers are the themes which include reduction in human-social capital, performance and organization's credibility.
Originality: The enriching value of this research lies in presenting a completely new model including antecedents and consequences of organizational anti-citizenship behaviors in medical organizations. On the one hand, such a model has not been presented in domestic research so far, and on the other, the directional approach of this model is based on the experiences of female managers in the medical field.
Keywords: Organizational Anti-Citizenship Behaviors, Tehran University of Medical Sciences, Female Managers, Thematic Analysis, Non-Productive Behaviors.
Type of Study: Research |
Subject:
Public Administration
Received: Jul 31 2021 | Accepted: Sep 25 2021 | ePublished: Mar 16 2022
Received: Jul 31 2021 | Accepted: Sep 25 2021 | ePublished: Mar 16 2022
References
1. AL-Abrrow, H., Alnoor, A., Ismail, E., Eneizan, B., & Makhamreh, H. Z. (2019). Psychological Contract and Organizational Misbehavior: Exploring the Moderating and Mediating Effects of Organizational Health and Psychological Contract Breach in Iraqi Oil Tanks Company. Cogent Business & Management, 6(1), 1683123. [DOI:10.1080/23311975.2019.1683123]
2. Allen, T. D. (2006). Rewarding Good Citizens: The Relationship between Citizenship Behavior, Gender, and Organizational Rewards. Journal of Applied Social Psychology, 36(1), 120-143. [DOI:10.1111/j.0021-9029.2006.00006.x]
3. Alnoor, A., Eneizan, B., Makhamreh, H. Z., & Rahoma, I. A. (2018). The Effect of Reverse Logistics on Sustainable Manufacturing. International Journal of Academic Research in Accounting, Finance and Management Sciences, 9(1), 71-79. [DOI:10.6007/IJARAFMS/v9-i1/5768]
4. Aquino, K., & Douglas, S. (2003). Identity Threat and Antisocial Behavior in Organizations: The Moderating Effects of Individual Differences, Aggressive Modeling, and Hierarchical Status. Organizational Behavior and Human Decision Processes, 90(1), 195-208. [DOI:10.1016/S0749-5978(02)00517-4]
5. Aymen, R., Alhamzah, A., & Bilal, E. (2019). A Multi-Level Study of Influence Financial Knowledge Management Small and Medium Enterprises. Polish Journal of Management Studies, 19(1), 21-31. [DOI:10.17512/pjms.2019.19.1.02]
6. Baloochi, H., & Rastgar, A. A. (2015). Interpretive Structural Modeling of Effective Factors on Business Cynicism. Quarterly Journal of Public Organzations Management, 3(3), 71-91. [http://ipom.journals.pnu.ac.ir/article_2112.html]
7. Barahooyi, S. A., & Nastiezaie, N. (2019). The Effect of Work Alienation on Incidents Organizational Anti-Citizenship Behaviors through the Mediating Role of Job Burnout (Case Study: Principals of Zahedan High Schools). Knowledge & Research in Applied Psychology, 20(3), 77-90. [https://dx.doi.org/10.30486/jsrp.2019.582782.1645]
8. Bartlett, J. E., & Bartlett, M. E. (2011). Workplace Bullying: An Integrative Literature Review. Advances in Developing Human Resources, 13(1), 69-84. [DOI:10.1177/1523422311410651]
9. Bolino, M. C., Turnley, W. H., & Bloodgood, J. M. (2002). Citizenship Behavior and the Creation of Social Capital in Organizations. Academy of Management Review, 27(4), 505-522. [DOI:10.5465/amr.2002.7566023]
10. Braun, V., & Clarke, V. (2006). Using Thematic Analysis in Psychology. Qualitative Research in Psychology, 3(2), 77-101. [DOI:10.1191/1478088706qp063oa]
11. Carter, N. M., & Silva, C. (2010). Women in Management: Delusions of Progress. Harvard Business Review, 88(3), 19-21.
12. Correll, S., & Simard, C. (2016). Vague Feedback is Holding Women Back. Harvard Business Review, 94(1), 2-5.
13. Desrumaux, P., Machado, T., Przygodzki-Lionet, N., & Lourel, M. (2015). Workplace Bullying and Victims' Prosocial or Antisocial Behaviors: What Are the Effects on Equity, Responsibility Judgments, and Help Giving? Journal of Human Behavior in the Social Environment, 25(6), 509-521. [DOI:10.1080/10911359.2014.988318]
14. Esfidani, M. R. (2002). Obstruction of Women's Management. Women in Development and Politics, 1(4), 67-85. [https://jwdp.ut.ac.ir/article_26991.html]
15. Farrell, S. K., & Finkelstein, L. M. (2007). Organizational Citizenship Behavior and Gender: Expectations and Attributions for Performance. North American Journal of Psychology, 9(1), 81-95.
16. Gholipour, A., Saeidinejad, M., & Zehtabi, M. (2009). The Explanation of Anti-Citizenship Behaviors in the Workplaces. International Business Research, 2(4), 76-86. [DOI:10.5539/ibr.v2n4p76]
17. Grabowski, D., Chudzicka‐Czupała, A., Chrupała‐Pniak, M., Mello, A. L., & Paruzel‐Czachura, M. (2019). Work Ethic and Organizational Commitment as Conditions of Unethical Pro‐Organizational Behavior: Do Engaged Workers Break the Ethical Rules? International Journal of Selection and Assessment, 27(2), 193-202. [DOI:10.1111/ijsa.12241]
18. Greenidge, D., Devonish, D., & Alleyne, P. (2014). The Relationship between Ability-Based Emotional Intelligence and Contextual Performance and Counterproductive Work Behaviors: A Test of the Mediating Effects of Job Satisfaction. Human Performance, 27(3), 225-242. [DOI:10.1080/08959285.2014.913591]
19. Griffin, R. W., & Lopez, Y. P. (2005). "Bad Behavior" in Organizations: A Review and Typology for Future Research. Journal of Management, 31(6), 988-1005. [DOI:10.1177/0149206305279942]
20. Hashish, E. A. A. (2020). Nurses' Perception of Organizational Justice and Its Relationship to Their Workplace Deviance. Nursing Ethics, 27(1), 273-288. [DOI:10.1177/0969733019834978] [PMID]
21. Jelinek, R., & Ahearne, M. (2006). The ABC's of ACB: Unveiling a Clear and Present Danger in the Sales Force. Industrial Marketing Management, 35(4), 457-467. [DOI:10.1016/j.indmarman.2005.04.003]
22. Kazemi Gorji, A., Hadizadeh Moghadam, A., Hamidian, M., & Mazarei, S. (2020). The Impact of Internal Branding on Anti-Citizenship Behavior: The Mediating Role of Person-Organization Fit. The Journal of Productivity Management, 14(2), 73-95. https://dx.doi.org/10.30495/qjopm.2020.562041.1988
23. Kickul, J. R., Neuman, G., Parker, C., & Finkl, J. (2001). Settling the Score: The Role of Organizational Justice in the Relationship between Psychological Contract Breach and Anticitizenship Behavior. Employee Responsibilities and Rights Journal, 13(2), 77-93. [DOI:10.1023/A:1014586225406]
24. Koh, W. M. S. (2016). Management of Work Place Bullying in Hospital: A Review of the Use of Cognitive Rehearsal as an Alternative Management Strategy. International Journal of Nursing Sciences, 3(2), 213-222. [DOI:10.1016/j.ijnss.2016.04.010]
25. Lopez, S. H., Hodson, R., & Roscigno, V. J. (2009). Power, Status, and Abuse at Work: General and Sexual Harassment Compared. The Sociological Quarterly, 50(1), 3-27. [DOI:10.1111/j.1533-8525.2008.01131.x]
26. Malmir, A., Abasi, H., Honari, E., & Vafaie, P. (2019). The Impizenship Behavioract of Job Burnout on Organizational Anti-Cit (Case Study: Traffic in Hamedan Province). Traffic Management Studies, 1398(54), 31-56. [http://tms.jrl.police.ir/article_93541.html]
27. Meriläinen, M., Kõiv, K., & Honkanen, A. (2019). Bullying Effects on Performance and Engagement among Academics. Employee Relations: The International Journal, 41(6), 1205-1223. [DOI:10.1108/ER-11-2017-0264]
28. Mortazavi, S., Lagzian, M., & Seyyed Hosseini, S. (2013). The Intermediary Role of Envy in the Impact of Leader-Member Exchange on Knowledge Sharing and Uncivil Behaviors. Iran Journal of Nursing, 26(83), 68-77. [http://ijn.iums.ac.ir/article-1-1612-fa.html]
29. Nafei, W. A., & Kaifi, B. A. (2013). The Impact of Organizational Cynicism on Organizational Commitment: An Applied Study on Teaching Hospitals in Egypt. European Journal of Business and Management, 5(12), 131-147.
30. Oni-Ojo, E., Adeniji, A., Osibanjo, A. O., Heirsmac, P., & Igbinoba, E. E. (2014). Impact of Domestic Abuse on Female Employees'Productivity in the Nigerian Workforce. European Scientific Journal, 10(26), 185-198.
31. Özler, D. E., & Atalay, C. G. (2011). A Research to Determine the Relationship between Organizational Cynicism and Burnout Levels of Employees in Health Sector. Business and Management Review, 1(4), 26-38.
32. Pearce, C. L., & Giacalone, R. A. (2003). Teams Behaving Badly: Factors Associated with Anti‐Citizenship Behavior in Teams. Journal of Applied Social Psychology, 33(1), 58-75. [DOI:10.1111/j.1559-1816.2003.tb02073.x]
33. Rath, T. S., Mohanty, M., & Pradhan, B. B. (2019). An Alternative Career Progression Model for Indian Women Bank Managers: A Labyrinth Approach. Women's Studies International Forum, 73(1), 24-34. [DOI:10.1016/j.wsif.2019.01.005]
34. Rayisi, A., & Nastiezaie, N. (2019). The Relationship between Organizational Cynicism and Organizational Anti-Citizenship Behavior with the Mediating Role of Organizational Envy. Career and Organizational Counseling, 11(38), 117-136. [DOI:10.29252/jcoc.11.1.117]
35. Reuben, E., Sapienza, P., & Zingales, L. (2014). How Stereotypes Impair Women's Careers in Science. Proceedings of the National Academy of Sciences, 111(12), 4403-4408. [DOI:10.1073/pnas.1314788111] [PMID] [PMCID]
36. Sandberg, S. (2013). Lean in: Women, Work, and the Will to Lead: Random House. [DOI:10.1177/0974173920150225]
37. Spector, P. E., Zhou, Z. E., & Che, X. X. (2014). Nurse Exposure to Physical and Nonphysical Violence, Bullying, and Sexual Harassment: A Quantitative Review. International Journal of Nursing Studies, 51(1), 72-84. [DOI:10.1016/j.ijnurstu.2013.01.010] [PMID]
38. Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The Effects of the Perceived External Prestige of the Organization on Employee Deviant Workplace Behavior: The Mediating Role of Job Satisfaction. International Journal of Contemporary Hospitality Management, 28(2), 366-396. [DOI:10.1108/IJCHM-04-2014-0182]
39. Volpe, R. L., Mohammed, S., Hopkins, M., Shapiro, D., & Dellasega, C. (2014). The Negative Impact of Organizational Cynicism on Physicians and Nurses. The Health Care Manager, 33(4), 276-288. [DOI:10.1097/HCM.0000000000000026] [PMID] [PMCID]
40. Wech, B. A., Howard, J., & Autrey, P. (2020). Workplace Bullying Model: A Qualitative Study on Bullying in Hospitals. Employee Responsibilities and Rights Journal, 32(2), 73-96. [DOI:10.1007/s10672-020-09345-z]
41. Wei, F., & Si, S. (2013). Tit for Tat? Abusive Supervision and Counterproductive Work Behaviors: The Moderating Effects of Locus of Control and Perceived Mobility. Asia Pacific Journal of Management, 30(1), 281-296. [DOI:10.1007/s10490-011-9251-y]
42. Węziak-Białowolska, D., Białowolski, P., & McNeely, E. (2020). The Impact of Workplace Harassment and Domestic Violence on Work Outcomes in the Developing World. World Development, 126(1), 104732. [DOI:10.1016/j.worlddev.2019.104732]
43. Yadav, H., Jegasothy, R., Ramakrishnappa, S., Mohanraj, J., & Senan, P. (2019). Unethical Behavior and Professionalism among Medical Students in a Private Medical University in Malaysia. BMC Medical Education, 19(1), 1-5. [DOI:10.1186/s12909-019-1662-3] [PMID] [PMCID]
44. Zenger, J., & Folkman, J. (2019). Women Score Higher than Men in Most Leadership Skill. Harvard Business Review. June 25.
45. Zeynali, S. P., & Pourezzat, A. (2012). The Effects of Unethical Climate in Working Environment on Organizational Anti-Citizenship Behaviors. Ethics in Science and Technology, 6(4), 32-41. [http://ethicsjournal.ir/article-1-747-fa.html]
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution 4.0 International License. |
