Rahmatallah Marzooghi; Elham Heidari
Volume 13, Issue 4 , November 2016, , Pages 286-291
Abstract
Introduction: Innovation depends on people's willingness towards innovative behavior and can be affected by various factors. Therefore, the aim of this study was to Explanation the role of organizational cohesiveness in explaining the relationship between abusive supervision and employees’ innovative ...
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Introduction: Innovation depends on people's willingness towards innovative behavior and can be affected by various factors. Therefore, the aim of this study was to Explanation the role of organizational cohesiveness in explaining the relationship between abusive supervision and employees’ innovative behavior.Methods: This study is a descriptive-survey based on the method with applied goal. The sample included 224 employees of Shiraz University of Medical Sciences in 2015 who were selected using random sampling method. The research tool was the scales of abusive supervision, innovative behavior and measurement of organizational cohesiveness whose validity was significant based on Spearman correlation coefficient and their reliability was calculated using Cronbach's alpha coefficient to be higher than 0.70. To analyze the data, descriptive and inferential statistics especially the structural equation model, were used.Results: Abusive supervision has a significant negative impact on organizational cohesiveness. In addition, organizational cohesiveness has a significant positive impact on employees’ innovative behavior. Therefore, the organizational cohesiveness has an intermediary role in the relationship between abusive supervision and employees’ innovative behavior.Conclusion: Managers of health-based organizations must increase the willingness of their employees to stay with the organization, improve their performance and contribute to the development of the organization with their behavior in order to increase motivation for innovation in the staff. Keywords: Supervision; Innovation; Organizational Cohesiveness
