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dc.contributor.authorKaveh Hasani
dc.contributor.authorSaeed Sadeghi Boroujerdi
dc.contributor.authorSaman Sheikhesmaeili
dc.contributor.authorTayebeh Aeini
dc.date.accessioned2015-03-20T11:19:13Z
dc.date.available2015-03-20T11:19:13Z
dc.date.issued2014-12
dc.identifier.citationKaveh Hasani [et al.]. Identity of organizational conflict framework: evaluating model factors based on demographic characteristics in Iran. "", Desembre 2014, vol. 7, núm. 5, p. 1013-1036.
dc.identifier.issn2013-0953
dc.identifier.issn201 3 -8423
dc.identifier.urihttp://hdl.handle.net/2099/16228
dc.description.abstractPurpose: The purpose of this study was to Identity of organizational conflict framework: Evaluating model factors based on demographic characteristics in Iran. Design/methodology/approach: Research method is descriptive - applied. The statistical population includes all of the employees in Iran's Azad Universities with 600 individuals at the time of the study and statistical sample included 234 individuals who were selected using Morgan table. Beside this study, descriptive and inferential statistics were used. Also, reliability approved through Cronbach alpha (0.87). Then, to detect the dimensions causes of organizational conflict, factor analysis in line with the main components was used. Through exploratory analysis, ten principal factors identified. Thereafter, confirmatory factor analysis reconfirmed these factors. Findings and originality/value: The results of study showed that there is no significant difference between the causes of organizational conflict based on the gender. Also, there are significant differences among the causes of organizational conflict based on the variables of age, education and work experience. Research limitations/implications: We adopt a cross sectional research design and as a result inferences regarding causality cannot be drawn. Future studies following a longitudinal design could provide a more dynamic perspective and contribute further to this stream of research. Originality/value: A lot of researches about the conflict management styles, organizational conflict's effects, etc. are conducted by different researchers, but a handful of researches have been conducted in the field of resources and causes of organizational conflict and this is one of the reasons that it is important for researchers to address this issue
dc.format.extent24 p.
dc.language.isoeng
dc.publisherOmniaScience
dc.rightsAttribution-NonCommercial 3.0 Spain
dc.rights.urihttp://creativecommons.org/licenses/by-nc/3.0/es/
dc.subjectÀrees temàtiques de la UPC::Economia i organització d'empreses
dc.subjectÀrees temàtiques de la UPC::Ensenyament i aprenentatge::Ensenyament universitari::Universitats i centres de recerca
dc.subject.lcshUniversities and colleges--Employees
dc.subject.lcshUniversities and colleges--Iran
dc.subject.lcshOrganizational sociology
dc.subject.lcshLabor disputes
dc.subject.otherConflict
dc.subject.otherCauses of conflict
dc.subject.otherEmployees
dc.subject.otherUniversity
dc.titleIdentity of organizational conflict framework: evaluating model factors based on demographic characteristics in Iran
dc.typeArticle
dc.subject.lemacUniversitats -- Personal
dc.subject.lemacUniversitats -- Organització
dc.subject.lemacConflictes laborals
dc.identifier.doi10.3926/jiem.1061
dc.identifier.dlB-28744-2008
dc.description.peerreviewedPeer Reviewed
dc.rights.accessOpen Access
local.citation.authorKaveh Hasani; Saeed Sadeghi Boroujerdi; Saman Sheikhesmaeili; Tayebeh Aeini
local.citation.volume7
local.citation.number5
local.citation.startingPage1013
local.citation.endingPage1036


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Except where otherwise noted, content on this work is licensed under a Creative Commons license : Attribution-NonCommercial 3.0 Spain