فصلنامه مطالعات رفتار سازمانی
سال ششم شماره 2 (پیاپی 22، تابستان 1396)

This study consists of the summarized results of a research project carried out in Day banks to design the desired organizational culture model and evaluation and assessment of its current situation. Mixed approach (qualitative and quantitative) was considered for the study. In the first step, dimensions, components and indicators of desired organizational culture model were identified. In this regard, an extensive literature review, comparative studies, religious foundations, corporate documents, managers mind minding and participant observations were used and the desired organizational culture model consists of five dimensions and their 26 components and 218 indicators were developed. Construct validity of the designed model was confirmed using structural equation modeling. In the next step, quantitative approach was used to assess the current state of organizational culture according to the extracted model. For this purpose, average comparison, regression and repeated measures tests were applied. The results of the field survey showed that the bank's organizational culture is in an acceptable condition. Value-based culture was more desirable than the other dimensions of organizational culture and human-centered and environment-centered cultures, required more attention. In addition, human-centered culture have the greatest impact on the Bank's organizational culture.

Considering the spread of the immoral phenomenon of staff hypocrisy in governmental organizations, this study investigated the role of Effective performance appraisal system in the outbreak of this phenomenon in Ilam Petrochemical Company. The study is an applied research considering its object and is a survey - descriptive research considering its data gathering method. For analyzing, the Correlation and Structural Equations Modeling (SEM) were used. The research statistics population consisted of all personnel of Ilam Petrochemical Company who were six hundred persons. According to the Morgan Table, Two hundred and forty-three persons were determined as the sample. The sampling method was random sampling and Data were gathered by questionnaire. The results showed that the Effective performance appraisal system has a direct and negative impact on hypocrisy, In fact, the more effective appraisal system Hypocrisy in the organization becomes less and organizational climate, Cooperative climate or Innovative climate, moderates this effect also.This means that Cooperative climate and Innovative climate has positive impact on the relationship between the performance appraisal systems. In this way increasing the impact of performance appraisal system on the corporate hypocrisy and thus causing a further reduction is hypocrisy.

The aim of this research was to study on the effect of the Big five Personality Traits (FFM) (Goldberg; 1990) on the workaholism with respect to the perceived organizational support on the Iranian public organizations. The research method of this study is developmental in purpose and descriptive- correlation research in typology. The statistical population who were studied in this research included employees of the Supreme Audit Court were 2.100 persons. According to the Cochran's formula sample size was determined as 330 persons. Simple random sampling was used to select the sample. To data analyzing and determination of the structural equations modeling, Smart PLS Software had been used. The results showed that workaholism is predicted by FFM as 0.752. In addition, the perceived organizational support variable with a causal relationship and moderating effect, equaled 0.21 perceived. So managers can manage workaholism by preparing psychological consulting programs in personality and employee's organizational support.

The present study aimed to investigate the role of emotional intelligence and emotional labor to reduce burnout and increase job satisfaction was conducted. For this purpose, the effect of emotional intelligence on the components of emotional labor, burnout and job satisfaction were examined. Data were collected from 132 employees and managers in the RAJA passenger services Co. To collect data from the field, 43-item questionnaire was used. According to basic conceptual model 16 hypotheses were developed to examine the relationship between variables mutually. In order to test the hypotheses, Smart PLS program were used. Nevertheless results using Smart PLS program indicated that emotional intelligence had a significant and positive effect on individual performance, job satisfaction and emotional labor; and negative effect on emotional dissonance and emotional exhaustion. The effect of emotional dissonance and emotional effort on job satisfaction was not significant. The effects of depersonalization and emotional exhaustion on job satisfaction was not significant but the effect of individual performance on job satisfaction was significant. In general it can be said, considering to the emotions of employees in an organization can have positive outcomes such as satisfaction and performance and prevent negative consequences such as job burnout.

This study aimed to explain mediating role of self-development on the relationship between transformational leadership and human capital agility. The research method was descriptive and correlational and data analysis method was SEM. The population study were 640 teachers of district1 at Tehran city that with stratified sampling by proportional allocation, 224 of them were selected. For data collection used of transformational leadership (Bass and Avilio, 2000), self-development (Abili and mazari, 2014) and human capital agility (Sherehiy, 2008) questionnaires respectively with reliability 0/94, 0/92 and 0/9 that their content validity were confirmed. Check the status of the variables showed that transformational leadership (4/45), self-development (4/20) and agility of human capital (3/85) is higher than average. Structural equation modeling showed the model is fitted to the data, accordingly transformational leadership have directly impact on self-development (γ=0/23) and with mediation of SD on human capital agility (β=0/08). Also, SD have directly impact on HCA (β=0/33) have impact. Finally, transformational leadership have not directly impact on human capital agility.

The purpose of this study was investigate the role of organizational trust in reducing organizational cynicism. The current research method, is descriptive and research project used, was based on Structural equations model and path analysis. The statistical population included all staff(non-faculty employees) of the number was 741 people and sample size265 subjects was determined based on the Cochran formula. Data were gathered through two questionnaire, organizational trust and organizational cynicism. For appointment of the questionnaires validity used of the Confirmatory Factor Analysis, and to assess the reliability used by Cronbach's Alpha coefficient, was estimated 0.86and 0.92 respectively. The data after collecting were analyzed by SPSS and LISREL. Results showed that effect of organizational trust on organizational cynicism is negative and significant. Too Results of path analysis showed that effect of trust in co-workers on emotional dimension of cynicism is negative and significant, but on behavioral and cognitive dimensions of cynicism is not significant. The effect of trust in management on the Affective, Behavior and Cognitive dimensions of cynicism is negative and significant. The effect of trust in workplace on Affective and behavioral dimensions of cynicism is not significant, but on Cognitive dimension of cynicism is negative and significant.

The aim of study was to investigate the effects of management based on human dignity on the quality of work life . This applied research was survey and the Statistical Society was PNU staff West Azerbaijan province Contains 530 people and the sample was 220 people . A questionnaire was used to measure the variables. The analysis of the data obtained from the questionnaires Using structural equation modeling and software PLS were carried out in two parts measurement model and structural section . In the first part , the technical characteristics of the questionnaire indices by the reliability , validity , convergent and divergent validity was confirmed by PLS and in the second part , the structural coefficients of model was used to investigate the hypothesis . The results confirmed management based on human dignity and its dimensions have significant and positive impact on quality of work life in the population of the study. The performance variables impact on the quality of working life at a rate of ./788 Units, more than any other component.