درخت حوزه‌های تخصصی

While categorization of human beings into various subgroups in terms of their race, ethnicity, gender, religion, nationality and alike is not a new phenomenon but such a diversity in communities all around the world has drawn much attention to the issue in recent years due to the increasing importance of equality for governments and societies. Workplaces are among those contexts which are proposed to equality issues and are trying to deal with it utilizing different approaches among which creating spirituality in workplace is a noteworthy one. Tourism businesses are not an exception in this regard and are faced with the diversity challenge especially in terms of interaction between different cultures throughout the industry. Additionally, it seems that organizational outcome is influenced by level of diversity at the workplace. Therefore, this paper adopts a developmental descriptive-analytical approach implemented by documentary analysis to discuss the relationship between diversity management and organizational outcome and provides a theoretical model indicating how workplace spirituality (WPS) mediates the relationship between cultural diversity management and organizational outcome in tourism businesses since cultural diversity is as necessary for humankind as biodiversity is for nature and can be a source of competitive advantage for businesses as well.

Purpose: this study has been conducted with the aim of understanding the phenomenon of evading teamwork with a phenomenological approach in the General Department of Cooperation, Labor and Social Welfare of Fars Province. Method: The research method of the present study was conducted with qualitative analysis of hermeneutic phenomenology. In order to collect the data, an interview protocol was prepared. The statistical population included 11 eligible experts who were selected using the purposeful and non-probability sampling method, and in-depth and semi-structured interviews were given to them. Qualitative analysis of phenomenology has been used to identify the main and sub-categories of the research. MAXQDA software was used for qualitative analysis. Findings: The findings showed that 39 sub-categories were identified by examining and categorizing the descriptive codes obtained from the interview texts, according to the seven-step process of Claysey and according to their semantic similarity and affinity, they have been categorized into 7 main concepts including: inadequacy of the educational system, negative personality traits, weak communication and interactions, inappropriate organizational structure, insufficient knowledge and awareness of employees, lack of budget and financial resources, and negative cultural beliefs. Holsti coefficient was used for the final validation, reliability, transferability and verifiability of the data. The value of PAO in the present study was 0.712, which is greater than 0.7, and the data was confirmed. The results show that the categories of inadequacy of the educational system, personality traits, poor communication and interactions, inappropriate organizational structure, insufficient knowledge and awareness of employees, lack of budget and financial resources, and negative cultural beliefs have a direct impact on teamwork.Conclusion: Finally, practical suggestions were presented to the managers of the General Department of Cooperation, Labor and Social Welfare of Fars province to overcome the challenges and problems of teamwork evasion.