Designing Interrelationships Among Dimensions of Multicultural Organizational Behavior in Public Sector Organizations
Keywords:
Multicultural organizational behavior, flexible organizational culture, public sectorAbstract
The primary objective of this study is to design the interrelationships among the dimensions of multicultural organizational behavior in public sector organizations using Interpretive Structural Modeling (ISM). Employing purposive sampling, 15 experts in public administration and organizational behavior—recognized for their contributions to multicultural organizational behavior in the public sector—were selected as the study's sample. Through ISM, the internal relationships among the study's components were identified. The findings indicate that the dimension of flexible organizational culture serves as the foundation of the model, influencing three other variables. A bidirectional relationship was observed between continuous, multi-level training and effective communication; these two variables occupy the second level and impact the management of multicultural elites. Therefore, neglecting multicultural organizational behavior and the absence of diversity in public environments will underscore negative consequences, including increased discrimination and adverse effects on employee morale and client trust.
Downloads
References
Ahmadi, M., Hosseini, M. S., & Tafazzoli, R. (2020). Examining the relationship between social capital and cultural intelligence with organizational voice among education department managers in Bashagard County. The 2nd National Conference on New Findings in Teaching and Learning in Primary Education, Bandar Abbas. https://civilica.com/doc/1115633/
Asanloo, B., & Khodami, S. (2014). Investigating the effect of cultural intelligence on culture shock, intercultural adaptation, and performance. Socio-Cultural Development Studies Quarterly, 2(4), 75-96. https://www.sid.ir/paper/246601/en
Flaspoler, B. (2014). Cultural Intelligence and Adaptation Faculty of Economics and Business Administration, Universiteit Maastricht].
Green, D. N. (2024). Organizational Behavior and Multicultural Strategies in Healthcare Organizations. Health Economics and Management Review(3). https://doi.org/10.61093/hem.2024.3-04
Ieng Lai, K., Fong, P., & Meng, L. (2025). Cross-sectional Study Reveals Moderate Professional Benefits Among Nurses in a Multicultural Healthcare System. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 62, 1-10. https://doi.org/10.1177/00469580251316966
Kaplan, R. S., & Norton, D. P. (2010). Strategy Maps, Converting Intangible Assets Into Tangible Outcomes. https://books.google.de/books?id=LzXuXXu78e0C&hl=de&source=gbs_navlinks_s
Ketemaw, A., Ayenew, Z., & Zewde, S. (2024). Managing Diversity and Multi-Cultural Collaboration: A Systematic Review. Sage Open, 1-10. https://doi.org/10.1177/21582440241273933
KiaKajouri, D., Fallah, A., Khodayari, J., & Mohammady, P. (2013). Readiness assessment of human resources (HR) for ERP implementation in governmental organization case study: The agricultural Jahad organization of Qazvin Province. Life science journal, 10(3s). http://www.lifesciencesite.com
KiaKajouri, D., & Mir Taghian Rudsari, M. (2016). Students' attitudes to the effectiveness of the factors affecting the development of e-learning (case study: Imam Khomeini Marine Science University in Nowshahr). Journal of Teaching in Marine Science. https://rmt.iranjournals.ir/article_24837.html?lang=en
Springs, D. (2022). An exploratory content analysis of human resources management in healthcare organizations. In I. M. Association (Ed.), Research Anthology on Human Resource Practices for the Modern Workforce (pp. 2092-2102). https://doi.org/10.4018/978-1-6684-3873-2.ch104
