Developing Imitation Ability in Organizational Behavior and Psychology

to reveal the knowledge-seeking behavior [13]. This defense and future planning strategy emerges as a result of the The aim of this study is to prove whether imitation ability can be developed in organizational behavior and psychology. The study was carried out with joint-stock companies, public institutions, and professional organizations operating in five different provinces and countries (375 participants). Five managers from each sample unit were included in this study, which was carried out in 2020 and 2021. The phenomenological method, one of the qualitative research methods, was adopted in the study. The data obtained through the interview were coded, classified, and categorized. Research results revealed that human behavior and psychology are imitated by organizations. According to the coding results, three types of imitation behaviors were identified in the context of organizational behavior: defense, strategic attack, passive action behaviors. Defensive imitation ability in organizational behavior consisted of defense for existence, competition defense, sustainability/adaptation defense, resource dependency defense, organizational psychology defense. It was determined that the imitation ability of organizational psychology consisted of traffic (psycho technical ability), health and clinical, training, forensic, and counseling psychology categories. Abbreviations: SLE: Systemic Lupus Erythematosus; R: Researcher; EC: Expert Committee


Introduction
Human psychology is an unknown multifactorial cosmos [1].
The psychology cosmos reveals the aspects of human beings that differ from the psychology of other living things day by day. The complexity in the development of behaviors and the structure of psychology affecting human cognitive processes are the subject of research in many fields of science [2]. The positive and negative effects of psychology on human behavior emerge as a result of environmental and pathological factors [3]. These factors shape and direct the behavior of individuals. The fact that human behavior is under the influence of various factors causes the effects of psychology to become more complex [4]. One of these complex effects is imitation behaviors [5]. Imitation behavior emerges as a result of pushing human psychology to repeat the observed events that occur in the cognitive process [6]. The neuropsychological and systemic mirror neuron effect is an important function that activates the human defense system [7]. The mirror neuron system, which people activate for adaptation to the environment, facilitates learning about other living things thanks to its imitation ability [8]. Behaviors are simulated by observing the movements of living things through imitation [9][10][11]. Diseases that Systemic Lupus Erythematosus (SLE) patients observed are imitated.
In a study on this subject, it was revealed that SLE causes psychological signs of aging [11]. According to another study, the effect of menstruation on the perception of aging through the imitation of menopause was proven [9]. Other studies on the perception of aging, latent aging, and the pathological and psychological effects of imitation ability clearly reveal the complex and influencing nature of this ability of human psychology [12].
The functional contribution of the mirror neuron system in humans to the ability to imitate enables to simulate the planning for the future and to reveal the knowledge-seeking behavior [13]. This defense and future planning strategy emerges as a result of the

ARTICLE INFO ABSTACT
The aim of this study is to prove whether imitation ability can be developed in organizational behavior and psychology. The study was carried out with joint-stock companies, public institutions, and professional organizations operating in five different provinces and countries (375 participants). Five managers from each sample unit were included in this study, which was carried out in 2020 and 2021. The phenomenological method, one of the qualitative research methods, was adopted in the study. The data obtained through the interview were coded, classified, and categorized. Research results revealed that human behavior and psychology are imitated by organizations. According to the coding results, three types of imitation behaviors were identified in the context of organizational behavior: defense, strategic attack, passive action behaviors. Defensive imitation ability in organizational behavior consisted of defense for existence, competition defense, sustainability/adaptation defense, resource dependency defense, organizational psychology defense. It was determined that the imitation ability of organizational psychology consisted of traffic (psycho technical ability), health and clinical, training, forensic, and counseling psychology categories. complex and perfect neuropsychological functions of humans [14].
Although pathological studies have revealed neuropsychological evidence of disease, the effects of human mimicry/imitation on their environment have not been investigated. The imitation effects on organizations, businesses, systems, and cyber elements created by people are important and remarkable issues. The aim of this study is to prove whether imitation ability can be developed in organizational behavior and psychology.

Sample Selection
The study was carried out with joint-stock companies, public institutions, and professional organizations operating in five different provinces and countries. Five managers from each sample unit were included in this study, which was carried out in 2020 and 2021. Two interviews were held with the managers, one year apart.
In the Interview, the questions in the Appendix 1 were directed to the participants. The interview with the participants was carried out through Google meet. The contact information of the sample was obtained through LinkedIn and Google search engines. The five units, each accepting the research proposals sent to 211 companies, 98 public institutions, and 78 professional organizations, were included in the study. It was foreseen that the units selected from the groups in which the research would be carried out were equal, which would ensure the generalizability of the results and the objectivity of each unit's contribution to the sample. All participants were informed about the title, cause, and results of the study, and that it was carried out on a voluntary basis with an online consent form. 32 participants who did not accept to participate in the study were excluded from the study. As a result, 5 participants from each research group who accepted to participate in the study voluntarily were included in the study. The group, city, and country information included in the study are shown in Table 1. As can be seen from Table 1, the total number of units in each group included in the sample is 25 and the number of participants is 125. A total of 375 participants were included in the study. Demographic information of the participants is presented in Table 2. Note: n g : Number of sample groups; n p : Number of group participants

Analysis Method
The phenomenological method, one of the qualitative research methods, was adopted in the study [15]. The data obtained through applied to the participants. The data obtained after the questions were applied to the participants were recorded and coded [16].
Associations and categories between experiences and phenomena were revealed [17]. The data obtained with semi-structured interview questions were subjected to relational analysis [18].
Obtained findings were reported. In order to eliminate the bias of the researcher in the research findings, the findings were presented to a 7-person academic expert committee. The first reports of the researcher (R1) and expert committee (EC1) were compared. The second reports on the findings of the interviews conducted in the second year were compared with the R2 and EC2 (Figure 1).

Results
In the research, interviews were conducted for two main topics: organizational behavior imitation ability, organizational psychology imitation ability. Findings for both main issues were reported.

Organizational Behavior Imitation Ability
Organizational behavior is the whole of actions that emerge after interaction and communication with the external and internal environment. Research findings showed that organizations imitate the behavior of humans, stakeholders, systems, and the environment.
Defense: Participants stated that defense is a behavior that is imitated via humans in organizations. Defense is a necessary behavior for organizations to maintain their sustainability, competitiveness, and enter new markets. This behavior is similar to the reactive actions of people against danger and threats.
The similarities of the defensive behaviors in the human and organizational behaviors stated by the participants are shown in Table 3.  (Table 4). Table 4: Imitation ability in organizational psychology.

Human Psychology Organizational Psychology Descriptions
Traffic psychology (psycho technical ability) Ability to manage the organization The management of the organization in accordance with the mission and vision.
Health and clinical psychology Developing a psychological strategy to prevent the organization from getting rigor mortis Developing the behavioral, psychological, and emotional aspects of employee performance in the organization.

Training psychology Training of employees and stakeholders
Developing, improving, and sustaining relationships and interactions with employees, groups, teams, departments, stakeholders, and customers.

Forensic psychology Elimination/limitation of illegal behavior of organizations
Avoiding unfair competition, cybercrime, information theft, unfair management, bid-rigging, fraud.

Counseling psychology Employees, stakeholders, customers
Developing positive organizational psychology. Occupational, workplace, job, workplace, and employee harmony, focusing on solving problems related to workfamily balance, developing a strategy.

Discussion
Organizational behavior and psychology are under the influence of human psychology [19][20][21]. This effect causes organizations to be shaped under the reflections of human behavior [22][23].
Researches have examined organizational psychology in the context of the social network, learning, strategies, and practices [24][25][26][27][28][29][30]. There is no study in the literature on the imitation of human behavior and psychology by the organization. This study is the first study in this direction.