فصلنامه مطالعات رفتار سازمانی
سال سوم شماره 1 (پیاپی 9، بهار و تابستان 1393)

The aim of this study was to describe the personality profile of R&D workers in a manufacturing company. The Myers-Briggs Type Indicator (MBTI), Bar-On Emotional Quantity Questionnaire, and, Abedi Creativity Questionnaire used to describe the psychological preferences. Blood type and works performances grade collected too. We tested a sample of 100 R&D workers in an Electronic manufacturing company and Instrument for data analyzing was SPSS16 software package. This article finds that about 25 percent of R&D workers were ISTJ and almost 21 percent were ISTP. About 69 percent were Introverts and 31 percent were extraverts. The B and AB blood types exhibited a large deviation from expected distribution. The analysis between blood type and performance, EQ, and, Creativity, revealed no significant relationship between these variables. The relationship between performance, creativity, and, EQ revealed no significant relationship too. However the relationship between EQ and creativity was significant.

Positive organizational scholarship is among the most recent approaches in organization and management studies. Undoubtedly, such researches originate from the science of psychology. However, it has drastically affected thinkers in management science. Organizational well-being is among the aspects of positivistic researches. The current research aims to explain this phenomenon in lights of the key role of positive psychological capital. This research claims that positive psychological capital in public organizations leads to organizational virtue and citizenship behavior. On the other hand, these two prepares the ground for the formation of a phenomenon named psychological climate in organizations and this climate brings organizational well-being. The statistical population of this research includes the managers and the staff of governmental organizations in Yazd province.

Hardworking behavior is one of the significant dimensions of work ethic, but nonetheless few studies have been done about the factors affecting the hardworking behavior of employees. In this study, it was intended to examine the effect of religiosity and Islamic work ethic on hardworking behavior of employees. Research method is descriptive survey and instrument for data gathering was a questionnaire. Statistical territory is Muslim employees working in manufacturing and service companies located in Tehran. To examine the relationship between variables, the Pearson correlation coefficient and multivariate linear regression was used and to examine the differences between the two groups of single and married employees in hard working behavior, independent t-test was used. Findings of this research indicate that religiosity and Islamic work ethic have significant positive relationship with each other and both are factors that have positive effect on hardworking behavior of employees. In addition, it was found out that hardworking, differs according to marital status, this means that married employees have earned a higher average in hardworking variable. The results help the managers to promote the hardworking behavior of employees through expansion of religious and moral culture in organization.

Aim of this study was to investigate the relationship between the types of leadership worldview and organizational climate at Shiraz University from the viewpoint of faculty members and personnel. Statistical population was all faculty members and personnel of the university and the method of sampling was cluster random sampling. The instrument to collect data consisted of two questionnaire of researcher made questionnaire of leadership worldview covering four types of worldview (Regulatory, Communitarian, Network and Entrepreneurial) and an organizational climate questionnaire covering four kinds of climate (Developmental, Internal, Rational and group) which after computing validity and reliability distributed between the sample and gathered. Data was analyzed using methods of inferential statistics and the results indicated: 1) the dominant type of worldview from the viewpoint of faculty members was entrepreneurial and from the viewpoint of personnel was regulatory. 2) From the viewpoint of faculty member and personnel the overcoming kind of organizational climate at Shiraz University was rational. 3) From the viewpoint of faculty and personnel there is a significant difference between the mean of regulatory and network worldview but there is no any significant difference between the communitarian and entrepreneurial worldview. 4) From the viewpoint of faculty and personnel in most cases there is a significant relationship (positive or negative) between the kind of leadership worldview and organizational climate. 5) From the viewpoint of faculty and personnel the kind of leadership worldview in most cases was significant anticipant (positive or negative) of organizational climate.

Due to the difficulty of analysis of raw data, themes, and categories which is necessary in the process of formulating and constructing the theories in organizational science, the "cognitive mapping method" is introduced. This approach is designed as a method of understanding phenomena through people's senses making and eliciting the structure and content of the mental process with minimal interferences and potential biases of the researcher. This technique is a part of the interpretive paradigm and its basic concepts derived from George Kelly's "personal construction theory". Despite the importance of cognitive mapping method in structuring qualitative data, various aspects of this method is little known in our country, Iran, and rarely has been used in analyzing managerial and organizational studies. Therefore, this paper intends to introduce the cognitive mapping method, its origin, types, techniques, and implementations in the field of organizational studies. Moreover, for better understanding of the method, practical examples including cases and applications, and its strengths and weaknesses as well reliability and validity are explained in this paper.

This study purposes to investigate the servant behaviors of managers based on a servant leadership model in the organization setting of Melli Bank as a symbol of finance - credit organizations. The present research method is descriptive and correlation one. Research population is consisted of the personnel of Melli Bank of Kerman City, that 455 managers, coaches, and employees participated in the study as a sample in this research. Data collection tool is a questionnaire. Research data and hypotheses were analyzed and tested by using descriptive statistical test, correlation coefficient, and structural equation modeling. The most important findings of this study showed that managers wisdom has a significant, and positive direct impact on their altruistic calling and persuasive mapping, as well as a significant and positive indirect impact on their emotional healing and organizational stewardship. In addition, managers altruistic calling has a significant, and positive direct impact on their emotional healing and persuasive mapping, and also a significant and positive indirect impact on their organizational stewardship. Also, managers persuasive mapping, and emotional healing has a significant, and positive impact on their organizational stewardship.

This paper examines the relations among emotional intelligence, work-family conflict and organizational citizenship behavior of nurses and the mediating effect of work-family conflict between emotional intelligence and organizational citizenship behavior among nurses. a questionnaire survey was carried out to explore the relations among emotional intelligence, work-family conflict and organizational citizenship behavior. a 51-item questionnaire which consist of emotional intelligence, work-family conflict and organizational citizenship behavior parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. The study resulted emotional intelligence was significantly and negatively related to work-family conflict(r=-0.26, p ≤ 0.01) and significantly and positively related to organizational citizenship behavior(r=0.62, p ≤ 0.01). The negative relation between work-family conflict and organizational citizenship behavior was also significant(r=-0.27, p ≤ 0.01). it was found that work-family conflict is a partial mediator between emotional intelligence and organizational citizenship behavior. The other finding of the study was that emotional intelligence, work-family conflict and organizational citizenship behaviors and some of their dimensions are significantly related to each other.