A Framework for Stabilizing the Person-Organization Relationship
In many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this stu...
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| Format: | Article |
| Language: | fas |
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Allameh Tabataba'i University Press
2022-06-01
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| Series: | مطالعات مدیریت بهبود و تحول |
| Subjects: | |
| Online Access: | https://jmsd.atu.ac.ir/article_14974_2fa13cee2e76f63252bae8119a4f9a30.pdf |
| _version_ | 1827579834241384448 |
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| author | Gholam Reza Tavakoli mohammad mohammad zaheri Javad Aghazadeh Habashi |
| author_facet | Gholam Reza Tavakoli mohammad mohammad zaheri Javad Aghazadeh Habashi |
| author_sort | Gholam Reza Tavakoli |
| collection | DOAJ |
| description | In many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this study is to "provide a framework for stabilizing the employee-organization relationship,studied:Snapp".This research is applied-developmental in terms of purpose and mixed method in terms of approach and descriptive-survey in terms of data collection method.The statistical population used in this study were Snapp managers and experts in middle and senior levels and the sample size was 15 Snapp organizational experts.To select these people,targeted sampling and snowball sampling methods were used.In this study,interpretive structural modeling(ISM) and MICMAC analysis were used to identify the criteria and explore the relationships between them,After studying the literature and conducting in-depth semi-structured interviews with the sample size.Findings of the study showed the extraction of six components "employee characteristics,cultural characteristics,structural factors, governance model, policy rationality and environmental context" in a four-level ISM graph. Environmental contexts and policy rationality were identified as the most effective components and employee characteristics as the most impressive component in stabilizing the relationship between the employee and the organization. |
| first_indexed | 2024-03-08T22:09:41Z |
| format | Article |
| id | doaj.art-abd91b68d0a4414fa58043a1872c4714 |
| institution | Directory Open Access Journal |
| issn | 2251-8037 2476-5988 |
| language | fas |
| last_indexed | 2024-03-08T22:09:41Z |
| publishDate | 2022-06-01 |
| publisher | Allameh Tabataba'i University Press |
| record_format | Article |
| series | مطالعات مدیریت بهبود و تحول |
| spelling | doaj.art-abd91b68d0a4414fa58043a1872c47142023-12-19T06:51:24ZfasAllameh Tabataba'i University Pressمطالعات مدیریت بهبود و تحول2251-80372476-59882022-06-01311049512210.22054/jmsd.2022.65764.408314974A Framework for Stabilizing the Person-Organization RelationshipGholam Reza Tavakoli0mohammad mohammad zaheri1Javad Aghazadeh Habashi2Associate Professor, Faculty of Management and Industrial Engineering, Malek Ashtar University of Technology, Tehran, IranPhD in Human Resource Management, Researcher, Malek Ashtar University of Technology, Tehran, IranMaster, MBA, Faculty of Management and Industrial Engineering, Malek Ashtar University of Technology, Tehran, IranIn many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this study is to "provide a framework for stabilizing the employee-organization relationship,studied:Snapp".This research is applied-developmental in terms of purpose and mixed method in terms of approach and descriptive-survey in terms of data collection method.The statistical population used in this study were Snapp managers and experts in middle and senior levels and the sample size was 15 Snapp organizational experts.To select these people,targeted sampling and snowball sampling methods were used.In this study,interpretive structural modeling(ISM) and MICMAC analysis were used to identify the criteria and explore the relationships between them,After studying the literature and conducting in-depth semi-structured interviews with the sample size.Findings of the study showed the extraction of six components "employee characteristics,cultural characteristics,structural factors, governance model, policy rationality and environmental context" in a four-level ISM graph. Environmental contexts and policy rationality were identified as the most effective components and employee characteristics as the most impressive component in stabilizing the relationship between the employee and the organization.https://jmsd.atu.ac.ir/article_14974_2fa13cee2e76f63252bae8119a4f9a30.pdfemployee-organization relationspsychological contractsocial exchange theoryemployment relationssnapp |
| spellingShingle | Gholam Reza Tavakoli mohammad mohammad zaheri Javad Aghazadeh Habashi A Framework for Stabilizing the Person-Organization Relationship مطالعات مدیریت بهبود و تحول employee-organization relations psychological contract social exchange theory employment relations snapp |
| title | A Framework for Stabilizing the Person-Organization Relationship |
| title_full | A Framework for Stabilizing the Person-Organization Relationship |
| title_fullStr | A Framework for Stabilizing the Person-Organization Relationship |
| title_full_unstemmed | A Framework for Stabilizing the Person-Organization Relationship |
| title_short | A Framework for Stabilizing the Person-Organization Relationship |
| title_sort | framework for stabilizing the person organization relationship |
| topic | employee-organization relations psychological contract social exchange theory employment relations snapp |
| url | https://jmsd.atu.ac.ir/article_14974_2fa13cee2e76f63252bae8119a4f9a30.pdf |
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