ارائه مدل چالش ها و فرصت های مدیریت عشق در سازمان های ایرانی

The purpose of this research is to present a model of challenges and opportunities of love management in Iranian organizations. The research is developmental in terms of purpose and descriptive-exploratory in terms of type. The foundational data theory research strategy is based on Glaser's emergent approach. Participants in the research include managers, assistants and experts related to the subject of the research, which was conducted with 13 semi-structured interviews with the logic of theoretical saturation. The method of data analysis was open, selective and theoretical coding. The findings of the research state that the causal factors include: individual, organizational and extra-organizational factors; Aggravating factors including: deficiency in organization rules and regulations, modernity, media and internet, type of organization (public/private); Limiting factors including: strengthening religious values and beliefs, strengthening organizational supervision; Examples of romantic relationships include: verbal, behavioral, sexual relationships; Mechanisms of love management including: the attitude and treatment of managers, human resource management measures, personal privacy, training and counseling programs, ethical and adaptive behaviors, written ethical charter; Opportunities include: increasing job satisfaction, increasing organizational vitality, forming positive feelings, and challenges include: physical problems, emotional tensions, sexual tensions, unhealthy relationships with other colleagues, disruption of job function, formation of unethical relationships, weakening of social credibility and weakening of values.
 
Keywords: love, love management, romantic relationships in the organization, Sexual harassment in the organization.
 
Introduction
Undoubtedly, since the majority of women have entered the labor market, especially men's professions, and are interacting with men in a tangible way, workplace romances are flourishing at a remarkable speed. Creating love and positive emotions in employees increases their success, people with love and positive emotions are more willing to be present in new situations and conditions and engage in work more effectively. On the other hand, romantic relationships in the workplace are associated with many challenges. In case the managers of the organization do not pay attention to the management of love in the organization, negative consequences such as: requests for untimely vacations; Expressing boredom, lethargy and fatigue; increasing the rate of mistakes and accidents; There will be conflicts of interest between people and so on. On the other hand, various studies show that the patterns of premarital relationships between boys and girls are increasing in recent years. The result of recent developments has been the gradual change of values and the structure of social relations in a number of young Iranians. The process of value changes shows itself well in intergenerational gaps. A kind of turn in the generation and a trend that is a sign of change in a society where the role of its traditional norms and values has decreased in young people. On the other hand, in the current era, we are witnessing the entry of the millennial generation (people born in the 90s and later) into organizations and the labor market. A generation that does not look at the relationship between men and women like previous generations and considers it much more open. The set of these factors makes the necessity of examining romantic relationships between employees in Iranian organizations even more clear. In this regard, the aim of this research is to present a model of challenges and opportunities of love management in Iranian organizations.
Materials & methods
The research has been from the perspective of the main applied-developmental orientation, from the perspective of exploratory nature and from the perspective of qualitative approach. The participants in the research include managers, deputies and experts of Iranian organizations, who were selected by a combination of purposeful sampling and until reaching the theoretical saturation point, and 13 of them were selected as a sample. To analyze the interviews, the open, selective and theoretical coding method was used, and to measure the external validity in the qualitative phase, the double coder (evaluator) method was used.
Discussion & Result
Research findings show that love management is explained in the following categories. 1- Causal factors: Causal factors include 3 categories: individual, organizational and extra-organizational factors. 2- Aggravating factors: deficiency in rules and regulations of the organization, modernity, media and internet; 3- Limiting factors: strengthening religious values and beliefs, strengthening organizational supervision; 4- Examples of romantic relationships: romantic relationships can be divided into 3 types: verbal, behavioral, sexual; 5- Mechanisms: love management mechanisms including 6 concepts: Attitudes and behavior of managers, human resources management measures, personal privacy, training and counseling programs, ethical and adaptive behaviors, written code of ethics and 6-consequences: which is divided into 2 general categories of positive and negative consequences. The opportunities of love management (positive consequences) include: increasing job satisfaction, increasing organizational vitality, the formation of positive emotions and the challenges of love management (negative consequences) including: physical problems, emotional tensions, sexual tensions, unhealthy relationships with other colleagues, disruption of job performance. the formation of immoral relationships, the weakening of social credibility and the weakening of values.
Conclusion
Employees spend a significant amount of time during the day in work environments, and the formation of romantic relationships between them is inevitable. Dealing with this phenomenon is one of the important factors in the organization. Many managers do not accept these relationships and have harsh dealings with employees. On the other hand, these relationships are more open in many organizations, especially in non-Muslim countries. There is no escape from love. Love doesn't count, but if two people fall in love at work, they should promote this love within the framework of the environment. They should not let their interest and its sidelines affect their work. Of course, the attitude and limits of relations are different in countries. If romantic relationships between employees are not managed properly in the organization, it will bring negative and destructive consequences. One of the most important consequences is sexual harassment, which causes many physical and mental problems for people and has a great impact on the personal and professional lives of employees. In this regard and according to the model derived from the current research, it is suggested to the managers and officials of Iranian organizations to consider and guide romantic relationships between employees in the context of the current research model, and with harsh encounters or too much freedom in the organization, it causes the formation of destructive results. Do not turn away from these behaviors.