شناسایی و تبیین مدل کاهش رفتار ضدشهروندی سازمانی با رویکرد تبیین منزلت کارکنان در سازمان‌های دولتی

افشین  علمی حسینی; محمد روحی عیسی لو; مجید  احمدلو; محمد  خیراندیش

Authors

Afshin Elmi Hosseini Department of Management, Ard.C., Islamic Azad University, Ardebil, Iran. Author https://orcid.org/0000-0002-6758-1810
Mohammad Rouhi Essalou Department of Management, Ard.C., Islamic Azad University, Ardebil, Iran. https://orcid.org/0009-0007-0215-7860
Majid Ahmadlou Department of Management, Ard.C., Islamic Azad University, Ardebil, Iran. Author https://orcid.org/0000-0003-1819-2912
Mohammad Kheyrandish Department of Management, Ard.C., Islamic Azad University, Ardebil, Iran. Author https://orcid.org/0000-0002-8624-8562

Keywords:

Organizational anti-citizenship behavior, employee dignity, government organizations

Abstract

The objective of this study was to explain how organizational anti-citizenship behavior can be reduced by emphasizing employee dignity in governmental organizations. This research adopted an exploratory mixed-methods design. In the qualitative phase, semi-structured interviews were conducted with 15 university faculty members and senior managers from governmental organizations, and the data were analyzed through open, axial, and selective coding. Based on qualitative findings, a 123-item researcher-made questionnaire was developed and administered to 245 managerial employees selected through simple random sampling. Reliability was confirmed (Cronbach’s alpha = 0.86). Quantitative data were analyzed using structural equation modeling (SEM) in SmartPLS and SPSS. All structural paths were statistically significant at p < 0.05. The strongest effect was observed for the path from causal conditions to contextual conditions (t = 23.568). Strategies had a significant direct effect on outcomes (β = 0.684, t = 16.548). Contextual, causal, and intervening conditions significantly influenced organizational citizenship behavior and proposed strategies. Indirect paths through organizational citizenship behavior and strategies were also significant. Coefficients of determination (R²) ranged from 0.34 to 0.47, indicating acceptable predictive power. The paradigm model developed in the qualitative stage was fully supported by quantitative findings. The results demonstrate that enhancing employee dignity contributes meaningfully to reducing anti-citizenship behaviors by shaping causal, contextual, and intervening organizational conditions. Organizational, human-resource, and individual-level strategies play a central role in mitigating such behaviors. The validated paradigm model offers a comprehensive framework for managing and reducing anti-citizenship behavior in governmental organizations.

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