Bullying in faculty relations at universities affiliated with the Ministry of Science, Research and Technology and presenting solutions to improve it

The purpose of this research was to investigate the degree of bullying in relationship between faculty members in universities affiliated with the Ministry of Science, Research and Technology and to provide solutions to improve it. The research approach was quantitative. A descriptive correlation method, multiple regression analysis was used.  A questionnaire tool was designed to gather information. The statistical population was faculty members at public universities and institutes affiliated with the Ministry of Science, Research and Technology.  A sample of 601 individuals were randomly selected using stratified random sampling method. Findings showed that 56.24% of the faculty members participated in this study were bullied during their careers. Meanwhile, single female faculty members with the rank of assistant professor and probationary contract have experienced social bulling more than any other dimension of bullying (verbal and physical). The research results also showed that organizational and individual factors have a significant relationship with bullying and highly explain and predict the changes in bullying variance among faculty members. Based on the results of regression test, organizational factors predict bullying with more strength than individual factors. Among the five components of organizational factors,   organizational culture and academic leadership factors, while having a significant and indirect relationship with bullying, have more power in explaining bulling than other components. In terms of the power of anticipating bullying change and explanation,   the three components of rules and regulations, organizational discrimination, and culture and society are ranked third to fifth, respectively. From the perspectives of participants in focus group meetings, the  following solutions may pave the way to solve the bulling problem: reviewing the faculty socialization programs, decentralization in recruitment and revising the provisions of promotion regulations, avoiding  politicization,  academics participation in the selection of university presidents on the basis of meritocracy, turning bulling into a macro-socio-structural discourse, establishing a clear appeal system  with feedback mechanism and structural strength, respectively.