Document Type : Original Article (Quantified)
Authors
1 Assistant Professor, Department of Public Management, Payam Noor University, Tehran, Iran
2 Assistant Professor, Department of business management, Payame Noor University, Tehran, Iran
3 Master of Business Management, Payam Noor University, Tehran, Iran.
Abstract
The primary objective of this study is to develop a structural model that predicts employees' opportunistic behavior. The research adopts a practical approach in terms of purpose and employs a descriptive-survey methodology. The statistical population consists of employees (7493 individuals) from small and medium-sized companies in Kurdistan province. Using Cochran's formula, a simple random sample of 365 employees was selected. The data collection instrument utilized standardized questionnaires specific to the research area. The validity (convergent and divergent) and reliability (factor loading, composite reliability coefficient, Cronbach's alpha coefficient) of these questionnaires were assessed, revealing satisfactory validity and reliability. The hypothesis testing results, conducted using AMOS software, indicate that high-performance corporate goals have a direct effect of 0.39 on employee opportunism, while the direct effect on supervisor opportunism is 0.36. Furthermore, supervisor opportunism has a direct effect of 0.30 on illegitimate tasks, and illegitimate tasks have a direct effect of 0.51 on employee opportunism. The mediating effects of opportunistic behavior and illegitimate tasks are 0.11 and 0.15, respectively. Additionally, the successive mediation effect of supervisor opportunism and illegitimate tasks is 0.58. Based on the findings of this study, it can be concluded that high-performance corporate goals are perceived as stressors, leading to supervisor opportunism and the assignment of illegitimate tasks. In response to these stressors, employees engage in opportunistic behavior. By implementing appropriate management strategies, the impact of these factors can be mitigated within the organization, ultimately fostering a diligent organizational culture.
Keywords
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