فصلنامه مطالعات رفتار سازمانی
پیاپی 3 (پاییز 1392)

Nowadays along with the processes of globalization, the development of virtual organizations, the development of flexible organizational relationships and reducing the need for direct supervision, The need for research on trust is also developed. The current research that according to aim is an aPPlied with descriptive- correlation aPProach - to study the correlation between interpersonal trust (with two elements: the trusting beliefs and trusting behaviors) among employees in social security organization is paid.The first step behavioral components of trust include job performance, adjustment, commitment to superior, collaboration and conflict resolution ability during three rounds of the Delphi survey identified and explained. Structural Equation Modeling on data collected from 175 questionnaires of employees in the Social Security organization showed: the existing positive trusting Beliefs in employees (about trustworthiness others) have a direct positive effect on their trusting behaviors and the level of interpersonal trust above the mean was calculated. On the other hand, the impact of education and distance from center on trusting behaviors of employees were considered statistically significant.

Organizational citizenship behavior (OCB), as voluntary and optional, is influenced by some factors such as: job satisfaction, justice and employee engagement. So, OCB is not organized directly or indirectly based on formal bonus of organization. The purpose of this article is to determine the effect of employee engagement and its indicators (Vigor, Dedication, Absorption) on organizational citizenship behavior in Alborz General Governer’s. The research purpose and aPPlication of data collection are based on 520 experts in Alborz general governor’s as the statistic society and 220 employees as the sample. The results showed that the employee engagement and its indicators (Vigor, Dedication, Absorption) has positive relation with improving OCB behavior in its organization.

The aim of the present study was to investigate the role of three factors: trust, interpersonal reciprocity, and hospital's director abilities on attitudes and behaviors based on knowledge-sharing of nurses. In this context, using simple random sampling, 66 nurses employed at 17 Shahrivar Hospital in Mashhad were selected as sample. A questionnaire was used to collect data and to test the hypotheses in structural equation modeling was used to PLS software. Fitting the structural model and the path coefficients showed that the three factors of trust, reciprocity interpersonal and managerial skills significantly predict behavior changes based on knowledge sharing and attitude towards knowledge sharing, as well as is the role of the mediator. This means that while a relationship based on trust between managers and nurses are more and nurses have the feeling that you are participating in activities and use them properly to aPPreciate, area to create a collective learning space and reduce human errors in the treatment will be provided.

Study the effect of plurality and unity of team members creatively done. To achieve this goal, based on the literature research was the study that will explore the aPProach of the plurality in unity creativity. Based on this aPProach, according to statements by the exploration of the research literature, the following variables from the questionnaire prepared by the researchers, sample research and development organizations in the country, completed and collected, examined a total 189 questionnaires were useful. The data from the questionnaires after the and reliability, based on exploratory research hypotheses using path analysis and multiple regression, are tested, the results showed that the frequency members and union members directly and indirectly have a positive structural impact directly on creativity. Most notably, there is a relationship between diversity and creativity when it comes to unity and diversity at a high level there.

The purpose of this study is to investigate the role of CSR in predicting the relationship quality (organizational trust and Job satisfaction) and relationship outcomes (organizational commitment and turnover intention) among employees. The four CSR indicators had been used in the study. The results however showed that CSR have a positive effect on relationship quality, only economic and philanthropic dimensions have a positive effect on organizational trust. Among these four dimensions only ethical factor has a positive effect on job satisfaction and other indicators have no impact on relationship quality. Among two dimensions of relationship quality, while organizational trust shows a significant impact on organizational commitment either, it has a negative effect on turnover intention, while job satisfaction shows a positive impact on organizational commitment, and has no influence on turnover intention.

Models are central to scientific thinking and essential to many kinds of practical problem solving. Given the importance and aPPlication of models and lack of any theoretical model of intrinsic career success, and also taking into account the importance of intrinsic career success in new career paradigm, the purpose of this research was design model of perceptual factors affecting intrinsic career success in service firms of Fars Province. In this regard initially with literature study, perceptual factors were considered. Then through the Delphi process using expert opinion in four steps, the most important factors in research population were identified. Finally with consensus of experts, after the fourth round of the Delphi, seven factors, as most perceptual factors were selected and on the base of theoretical foundations, the model designed.. These factors were: perceived organizational suPPort, person-organization fit, perceived career path, learning climate, career self-efficacy, intrinsic motivation at work and organizational self-esteem. Conclusions and recommendations of study can help the career success of employees in service organizations and other similar companies in Iran.

The study tested the extent to which the emotional intelligence (EI), job satisfaction (JS) and organizational citizenship behavior (OCB) and their dimensions are related. Alsoit was tested that whether job satisfaction mediates personality effects (Emotional Intelligence) on organizational citizenship behavior. A questionnaire survey was carried out to explore these relations at the Islamic Azad University of Tehran, South Branch. Participants were 187 employees who completed the Wong Law Emotional Intelligence Scale, Blazer Job Satisfaction Scale and Podsakoff Organizational citizenship behavior Scale. Some basic socio-demographic questions were included too. Results indicated that emotional intelligence affects both job satisfaction and organizational citizenship behavior; and job satisfaction affects organizational citizenship behavior significantly. Using structural equation modeling (SEM), it was cleared that job satisfaction mediates the effects of emotional intelligence on organizational citizenship behavior partially. Among the four EI dimensions, "self-emotional aPPraisal", "other’s emotional aPPraisal" and "use of emotion" were significant independent predictors of job satisfaction and all the four EI dimensions were significant independent predictors of OCB. Originality/value: The relations among emotional intelligence, job satisfaction and organizational citizenship behavior have been analyzed simultaneously. Job satisfaction was found to be a mediator between emotional intelligence and organizational citizenship behavior. Emotional intelligence dimensions have significant relation with some aspects of job satisfaction and some dimensions of organizational citizenship behavior