Document Type : Research Article

Authors

• Kazem Moosavi ¹
• Ali Asghari Sarem ²
• Kambiz Hamidi ³
• Reza Taghvaei ⁴

¹ Ph.D. Candidate, Department of Public Administration, Hamedan Branch, Islamic Azad University, Hamedan, Iran.

² Assistant Professor, Department of Management, Faculty of Management & Accounting, Bu-Ali Sina University, Hamedan, Iran.

³ Assistant Professor, Department of Public Administration, Hamedan Branch, Islamic Azad University, Hamedan, Iran.

⁴ Assistant Professor, Department of Management, College of Humanities, Tuyserkan Branch, Islamic Azad University, Tuyserkan, Iran.

Abstract

Purpose: One of the negative phenomena of organizational behavior in organizations is the marginalization of employees in the context of organizational life. This, as an example of the ugly face of organizations, has many negative consequences for the dependent variables of organizational behavior and ultimately the productivity and performance of the organization. Management and control of the consequences of this reprehensible phenomenon in the organization depend on understanding the process of the emergence of organizational consequences of employees being marginalized. The purpose of this research is to identify the process model of the organizational consequences of the marginalization of employees in the organization and help better understand the consequences of this phenomenon.
Design/ methodology/ approach:  In this research, which was conducted with structural-interpretive methodology, and in one of Iran's government organizations in the oil industry, an attempt has been made to consider the narratives and stories of people who have experienced the phenomenon in this organization. The organizational consequences of marginalization in the identification organization and its process model are presented and discussed. The participants of this research were 15 employees who were selected by the purposeful sampling method, and their narratives and lived experiences about marginalization were identified and presented in the form of a marginalization model. Then these results were analyzed and evaluated with the structural-interpretive modeling method.
Research Findings: Based on the results of the consequences of marginalization and using structural-interpretive modeling, the process model of the organizational consequences of employee marginalization and its different levels was compiled and discussed. Identifying the elements of the consequences of marginalization in the organization and the different dimensions of these elements was one of the findings of this research. Based on these findings, the ISM graph of the organizational consequences of employee marginalization has eight levels. The organizational consequences of "non-competitive atmosphere in the organization,"  "organizational appearance,"  "organizational injustice," and "lack of meritocracy in the organization" are at the lowest level of the ISM graph, which shows the importance and influence of these consequences on the continuation of the series of subsequent consequences. "Vertical conflicts" are at the next level, followed by "horizontal conflicts," and in the same way, the next elements are placed at higher levels. Also, the variables of the lowest level, along with "horizontal conflicts," "intentional conflicts," "job dissatisfaction," "job burnout," "organizational pessimism," and "emotional burnout," by being placed in the influence section of the MICMAC diagram, give the managers of the organization the knowledge that by changing these variables, they can stop the process of the subsequent consequences and prevent the deepening of the organizational consequences of being marginalized, leading to the transformation of the employees of the organization into isolated and rejected employees from the organization or leaving the organization by them.
Limitations & Consequences: The results of this research are applicable in oil and gas industries such as refining, petrochemicals, and gas companies, as well as companies and organizations aligned with oil and gas industries and with similar organizational structures.
Practical Consequences: The pattern of the consequences of being marginalized in the organization and the relationship of its elements with each other indicate that neglecting the primary consequences, such as lack of meritocracy in the organization, organizational injustice, organizational appearance, and a non-coercive atmosphere in the organization, aggravates the subsequent consequences and ultimately isolation and rejection. Employees in the organization or leaving the organization by employees. By being aware of the organizational consequences of marginalization in the organization and the degree of influence or effectiveness of each element on other elements, the managers of the organization will be able to predict and control these consequences and will be able to prevent the consequences from intensifying and moving towards the emptying of the organization. Prevent competent employees. Organization managers' attention to the eight levels of the ISM graph of the organizational consequences of marginalization will give them the necessary information about the occurrence of the next consequences. Also, the results of the MICMAC chart are a guide for the managers of the organization to recognize the importance and necessity of each element of the consequences of marginalization and to prioritize and plan to solve them.
Innovation or value of the Article: In this article, the elements of the consequences of the marginalization of employees in the organization have been identified and presented from the narratives and lived experiences of the employees. The process of analysis and review of these elements has also been done with the cooperation and supervision of the participants in the research. These elements have been experienced and touched by the employees of the organization over many years, which will ultimately enrich the results and make them more practical.
Paper Type: Original Paper
 

Keywords

• Marginalization
• Narrative Research
• Consequences Exclusion in the Organization
• Interpretive Structural Modeling