Research Article
Hajar Barati; Hamid Reza Oreyzi
Abstract
Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables ...
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Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables were investigated. The participants consisted of 404 employees from an industrial company that selected by simple random sampling method. Participants responded to research instruments by Job Satisfaction and Organizational Commitment Questionnaires. Pearson´s correlation coefficients and path analysis used for data analysis. Findings showed that the proposed model fit the data properly. Results also indicated the positive relationships of job satisfaction, promotion satisfaction, and pay satisfaction with affiliation commitment, and positive relationships of job itself satisfaction, supervisor satisfaction, policy satisfaction and satisfaction with flow with identification commitment, and finally the positive relationships of identification commitment and affiliation commitment with exchange commitment. According to the findings, organizations should prepare conditions for increasing job satisfaction and in this way increase their employees organizational commitment.
Research Article
Monirsadat Zakerfard; Abulghasem Nouri; Hoshang Talebi; Hossein Samavatyan
Abstract
The aim of present research was to investigate the mediating role of work-family balance in the relationship between job autonomy and organizational citizenship behaviors. The research methodology was of descriptive and correlational type. The statistical population comprised all employees in a governmental ...
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The aim of present research was to investigate the mediating role of work-family balance in the relationship between job autonomy and organizational citizenship behaviors. The research methodology was of descriptive and correlational type. The statistical population comprised all employees in a governmental organization in Isfahan. Using stratified random sampling method, 150 employees were selected from the statistical population. The research tools included Work-Family Balance, Organizational Citizenship Behaviors and Job Characteristics Questionnaires. Structural equation modeling (SEM) was used for data analysis. The results showed that work-family balance plays a complete mediating role in the relationship between job autonomy and employee-oriented organizational citizenship behaviors, while this variable partially mediated the relationship between job autonomy and organization-oriented organizational citizenship behaviors. This research suggests that job autonomy leads to work-family balance and in this way resulting in increasing organizational citizenship behaviors.
Research Article
Ahmad Sadeghi; Mohammad Reza Daee jafari; Marzieh Rashidi; M. Ali Ghasemi
Abstract
The aim of this study was to investigate the relationship of ethical leadership, work happiness and a sense of energy with organizational citizenship behavior. The participants consisted of 254 nurses of Isfahan hospitals that were selected by random cluster sampling method. Instruments included work ...
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The aim of this study was to investigate the relationship of ethical leadership, work happiness and a sense of energy with organizational citizenship behavior. The participants consisted of 254 nurses of Isfahan hospitals that were selected by random cluster sampling method. Instruments included work happiness, ethical leadership, and organizational citizenship behaviors questionnaires. Data were analyzed using Pearson correlation coefficient and multiple regression. The results showed that there is a significant positive relationship of ethical leadership, work happiness and sense of energy with organizational citizenship behaviors. Therefore, creating a happy and energetic climate, as well as happiness at work workshops are recommended.
Research Article
Khaled Aslani; Khadigeh Moaref; Aabas Amanelahi
Abstract
The purpose of this study was to test a model of the relationship between work-family conflict and vocational well-being with mediating role of psychological strain in employees of Ahvaz public organizations. The sample consists of 203 female employees that were selected by multi-stage random sampling ...
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The purpose of this study was to test a model of the relationship between work-family conflict and vocational well-being with mediating role of psychological strain in employees of Ahvaz public organizations. The sample consists of 203 female employees that were selected by multi-stage random sampling method. Participants completed work-family conflict, mental health and vocational well-being questionnaires. Structural equation modeling showed that there are significant correlations between types of work-family conflict, psychological strain and vocational well-being. Findings also showed that psychological strain hah significant mediating role in the relationship between work-family conflict and vocational well-being.
Research Article
Abdulzahra Naami; Marjan Shamsi; Sayyed Esmail Hashemi; K. Beshlideh
Abstract
Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational ...
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Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational well-being as the moderator in the relationship of job satisfaction and psychological capital with organizational creativity in employees of an industrial company. The participants consisted of 222 employees of an industrial company that were selected by multi-stage random sampling method. They completed the organizational creativity, job satisfaction and psychological capital questionnaires. Moderated effect was examined through moderated hierarchical regression. Findings indicated that occupational well-being moderated the relationship between job satisfaction and psychological capital with organizational creativity. This research suggests that for increasing organizational creativity, there need to provide conditions to promote occupational well-being, job satisfaction and psychological capital.
Research Article
Hesam Bazrafkan
Abstract
Motivation refers to an internal force that Influences the direction, intensity, and persistence of an individual’s behavior. Low levels of work motivation leads to a sense of helplessness, depressed mood, and low levels of goal-directed action. This research was designed to investigate the effect ...
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Motivation refers to an internal force that Influences the direction, intensity, and persistence of an individual’s behavior. Low levels of work motivation leads to a sense of helplessness, depressed mood, and low levels of goal-directed action. This research was designed to investigate the effect of job characteristics (JCM) on turnover intention regarding the mediating role of job satisfaction and emotional exhaustion, in 80 knowledge worker of a technical equipment company. The participants completed job characteristics, turnover intention, job satisfaction and emotional exhaustion questionnaires. Structural equation modeling (SEM) through AMOS 18 was used for data analysis. The results indicated that, there was a significant relationship between job characteristics and turn over intention with full mediating role of job satisfaction and emotional exhaustion.
Research Article
Sahar Ahmadi chegeni; M. Baharlou; M. Mahmoodikia
Abstract
The aim of this study was to investigate the relationship between leadership empowerment behaviors (LEB) with intention to stay considering the mediating role of psychological empowerment, job satisfaction and affective commitment. The participants consisted of 150 employees who were selected through ...
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The aim of this study was to investigate the relationship between leadership empowerment behaviors (LEB) with intention to stay considering the mediating role of psychological empowerment, job satisfaction and affective commitment. The participants consisted of 150 employees who were selected through simple random sampling method from total employees of an industrial company. The instruments which used in this study include leadership empowerment behaviors (LEB), psychological empowerment, job satisfaction, affective commitment and intention to stay questionnaires. Data were analyzed using Pearson correlation coefficient, structural equation modeling (SEM) and mediation analysis. The results showed that the proposed model fit the data properly. Also all direct and indirect effects were significant.
