Document Type : Original Article (Qualitative)
Authors
1
Department of Cultural Management and Planning, Kish International Branch, Islamic Azad University, Kish, Iran.
2
Department of Cultural and Media Studies, CT.C, Islamic Azad University, Tehran, Iran.
3
Department of Education al Science, Ro.C, Islamic Azad University, Roudehen, Iran.
4
Department of Cultural Management, Tehran North Branch, Islamic Azad University, Tehran, Iran.
5
Department of Industrial Design, West Tehran Branch, Islamic Azad University, Tehran, Iran.
Abstract
Considering the pivotal role of the Deputy of Tourism of the Ministry of Cultural Heritage, Tourism and Handicrafts in preserving cultural assets and delivering public services, the emergence of deviant behaviors among employees may have serious consequences for organizational credibility, service quality, and public trust. Therefore, designing preventive models based on a deep understanding of the roots of such behaviors is of considerable importance. The present study aimed to design a preventive model of employees’ deviant behaviors in this deputy. The research adopted a qualitative approach using thematic analysis. Data were collected through semi structured interviews with ten selected experts who were chosen through purposive and criterion-based sampling. The process of data analysis continued until theoretical saturation was achieved. To ensure the validity and reliability of the findings, member checking and triangulation strategies were employed.The findings indicated that employees’ deviant behaviors in this organization can be identified within three main components: cultural–value deviations, administrative and occupational deviations, and communicational and behavioral deviations. Based on these components, a preventive model consisting of three dimensions (individual, organizational, and managerial) and twenty components was identified and developed. This model can serve as a strategic framework for reducing deviant behaviors and enhancing cultural–organizational cohesion within the Deputy of Tourism. The results suggest that implementing this model can contribute to improving administrative integrity, enhancing the quality of organizational interactions, and strengthening cultural values within the workplace.
Keywords
Subjects
