طراحی مدل غیبت ذهنی کارکنان با رویکرد داده‌بنیاد در شهرداری

Aramoon, H., Feizy, T., & Gramipour, M. (2018). Designing Job Embeddedness Model Using Grounded Theory. Journal of Governmental Organizations Management, 4(4), 136-119. (In Persian)

Cho, Y. J., & Sai, N. (2013). Does organizational justice matter in the federal workplace? Review of Public Personnel Administration, 33, 227-251.

Creswell, J. W. (2005). Educational design: Planning, conducting, and evaluating quantitative and qualitative research.‏

DanaeeFard, H., & Imami, M. (2007). Strategies of Qualitative Research: A Reflection on Grounded Theory.  Strategic Management Thought, 1(2), 97-69. (In Persian)

DanaeeFard, H., & Islami, A. (2011). Application of Grounded Theory Constructing of organizational indifference. Imam Sadegh University, Tehran. (In Persian)

DeRue, D. S., Nahrgang, J. D., Wellman, N. E. D., & Humphrey, S. E. (2011). Trait and behavioral theories of leadership: An integration and meta‐analytic test of their relative validity. Personnel Psychology, 64(1), 7-52.

Doucet, O. Poitras, J., & Chênevert, D. (2009). The impacts of leadership on workplace conflicts", International Journal of Conflict Management, 20(4), 340-354.

Ellis, A., & Jamesnal, W. (2003).  Overcoming Procrastination: Or how to Think and Act Rationally in Spite of Life's Inevitable. Translated by Mohammad Ali Farjad, Tehran: Roshd Publications. (In Persian)

Fisher, C.D., Schoenfeldt, L.F., & Shaw, J.B. (1993), Human Resource Management. Boston, MA: Houghton-Mifflin, Second edition.

Ghaffari, A. (2010). Virtual service leaving is an effective factor in the inefficiency of organizations, Institute of Productivity Studies and Human Resources. (In Persian)

Godet, M., Durance, P., & Gerber, A. (2008). Strategic foresight la prospective. Cahiers du LIPSOR, Paris.‏

Gostick, A., & Elton, C. (2006). The invisible employee: Realizing the hidden potential in everyone. John Wiley & Sons.‏

Harold, C. M., & Holtz, B. C. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36(1), 16-38.

Hipp, L., & Christopher J. A. (2015). Laziness or liberation? Labor market policies and workers’ attitudes toward employment flexibility. International journal of social welfare. 26(4), 287-296.

Kamali, Y. (2014). The role of employee performance evaluation in the realization of meritocracy in the organization. NAJA Human Resources Quarterly, 9(37), 49-76. (In Persian)

Kermani, B. (2009). The role of invisible employees in the proper use of health resources, the seventh annual conference of health services management students across the country, Kerman Medical Sciences. (In Persian)

Keshavarz Haddad, G., & Mohit, S. (2013). Dual Job Holding in the Iran’s Urban Labor Market. Journal of Economic Research, 47(3), 85-108. (In Persian)

Khalili, k. (2018). The effect of poisonous (toxic) leadership style on social idleness with the role of sub-mediator on employees (Case study: Ilam Petrochemical Company). Human Resource Management in the Oil Industry, 9(36), 137-158. (In Persian)

Krats, P., & Brown, T. C. (2013). Unionised employee's reactions to the introduction of a goal‐based performance appraisal system 1. Human Resource Management Journal, 23(4), 396-412.‏

Kumari, G., & Pandey, K. M. (2011). Analysis of an Individual’s Behaviour in Work Environment for a Better Output, International Journal of Innovation, Management and Technology, 2(20), 324-331.

Lee, J. (2001). A grounded theory: integration and internalization in ERP adoption and use. The University of Nebraska-Lincoln.‏

Manteghi, M. (2020). Analyzing the Behavior Pattern of Invisible Employees in the Organization, Quarterly Journal of Public Organizations Management, 8(1), 125-140. (In Persian)

Mohammadyari, Z., Sepahvand, R., Vahdati, H., & Mousavi, S.N. (2018). The role of invisible employees on organizational laziness in government organizations, Human Resource Management Research, 10(1), 51-75. (In Persian)

Mousavi, S.N., Arefnejad, M., Fathi Chegni, F., & Sepahvand, M. (2020), An Analysis of the Effect of Bureaucratic Culture on the Invisibility of Employees with the Mediating Role of Passive Leadership: A Case Study of Lorestan Province Governmental Organizations, Organizational Culture Management, 18(2), 296-273. (In Persian)

Organizational Resources Management Researchs, 2(4), 111-131 (In Persian)

Patnaik, C., & Satpathy, I. (2013). The Non-visual side of Invisible employee: A study. Asian Journal of Multidimensional Research, 2(6), 107-116.

Rahsepar, Z. Salehi, K. Ezati, M. Zolfagharzade, M.M. (2019). Identification and structural analysis of the interactional effect of the change drivers on the field of education. Quarterly Journal of Educational Innovation, 18(2), 126-101. (In Persian)

Rezaei, S.A. (2013). Organizational Commitment and Factors Affecting It, Master Thesis in Executive Management, Islamic Azad University, Semnan Branch. (In Persian)

Saffarinia, M., Amirkhani Razlighi, Z. (2013). Path Analysis relationship Organizational Procrastination with Cognetive arousal and Burn-out Tehran governmental employees

Sakizadeh, E. (2014). Investigating the causes and factors of invisible employees leaving work, Developmental View Monthly, No. 45. (In Persian)

Salimi, N., Taban, M., Pourashraf, Y., & Veiseh, V. (2020), Designing an Invisible Employee Control Pattern in Public Organizations. Journal of Productivity Management, 15(58), 121-143. (In Persian)

Strauss, A. L. (1987). Qualitative analysis for social scientists. Cambridge university press.‏