خلاصة:
Although organizations design and implement career management systems and promotion strategies for employees with high productivity levels and desirable performance, studies indicate the impact of political processes and behaviors, including ingratiation, on employees' professional advancement. In this regard, the present research examines the predictability of employees' career advancement through ingratiation and analyzes two categories of individual and situational factors affecting it. The statistical population of this research is the employees of Ferdowsi University of Mashhad. Using measures from previous studies, a research questionnaire was designed, and its validity and reliability were confirmed. Data obtained from a sample of 218 employees served as the basis for analysis. The results showed that individual variables, namely locus of control and Machiavellianism, had a significant effect on ingratiation; however, among the two situational variables, including leadership style and role ambiguity, only the effect of leadership style on ingratiation was confirmed. Furthermore, the significance of the positive relationship between employees' ingratiation and their career advancement was confirmed.
ملخص الجهاز:
Investigating individual and situational antecedents effective on flattery and its impact on employees' career advancement (Case study: Employees of Ferdowsi University of Mashhad) 1 Hamid Rezazadeh Barfuyi ∗∗ Dr. Saeed Mortazavi ∗∗∗ Dr. Fariborz Rahimnia Abstract Although organizations design and implement career path management systems and promotion strategies for employees who have high productivity levels and desirable performance, studies indicate the impact of political processes and behaviors, including flattery, on the professional advancement of employees.
Although organizations design and implement career path management systems and promotion strategies for employees who have high productivity levels and desirable performance, studies largely report the impact of political processes and behaviors, including flattery, on the professional success of employees.
On the other hand, considering the effects that flattery has on the process of employee evaluation and their career advancement, organizations can use the results of this research to prevent the appointment of unworthy individuals to sensitive organizational positions and its destructive consequences.
He considers three types of individual factors, namely Machiavellianism, locus of control, and job uniqueness, as well as three types of situational factors, including manager style, role ambiguity, and lack of resources in the organization, to be effective in the emergence of sycophantic behavior.
By studying these investigations, the researcher concluded that the most important individual factors are Machiavellianism and locus of control, and the most important situational factors are the manager's leadership style and the level of role ambiguity of the employees.
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