وحید میرزایی

This research investigates the impact of workplace ostracism on organizational envy, with workplace rumors serving as a mediating variable. The research employed a quantitative, correlational approach. The population of this study consisted of all employees at the second health center in Mashhad, totaling 666 individuals. A simple random sampling method was used to select a sample size of 244 participants, determined using Morgan's table. The instruments for measuring workplace ostracism, organizational envy, and negative workplace rumors were the questionnaires developed by Ferris et al. (2008), Velizadeh and Azerbaijan (2013), and Spoelma (2021), respectively. The validity of the research variables was assessed through confirmatory factor analysis. The reliability of the research variables, as indicated by Cronbach's alpha, was 0.813 for workplace ostracism, 0.792 for organizational envy, and 0.840 for negative workplace rumors, demonstrating the reliability of the research instrument. The findings of the study revealed that workplace ostracism can significantly influence organizational envy, and negative rumors can exacerbate this impact. When individuals feel ostracized in the workplace, these feelings can lead to decreased self-esteem, psychological distress, and even counterproductive behaviors. One common coping mechanism is engaging in negative rumors about others, which can negatively affect interpersonal relationships, productivity, and overall organizational performance.

This research aims to identify the behavioral dimensions of passive leadership and examine its effect on social avoidance of employees. This research is applied in terms of purpose and descriptive-correlational in terms of data collection and uses a mixed approach (inductive-deductive). The statistical population was experts in this field in the Education and Training Organization. To identify the dimensions of passive leadership, the research background was studied and a questionnaire on a 5-point Likert scale was designed using the Delphi method. then, the questionnaire was distributed based on the information obtained in the first stage. For the quantitative part, the participation avoidance questionnaires of Scott and Wolf (2014) were used to measure social avoidance. For quantitative analysis, the data collected from this questionnaire were combined with the data obtained from the behavioral dimensions of passive leadership questionnaire. The results showed that the behavioral dimensions of passive leadership have a positive effect on social avoidance and explained the dimensions of the social avoidance questionnaire

Incivility on the part of some employees, while distorting the reputation and image of the organization, leaves a significant negative impact on the organization's performance, as well as interpersonal relations and the spirit of cooperation of employees. Based on this, the present study aims to investigate the relationship between organizational incivility and the intention to move employees, playing a mediating role. Emotional exhaustion of employees took place. This research was applied in terms of purpose, and descriptive-survey in terms of method and correlational nature. The statistical population of the research included all the employees of Bojnourd Agricultural Jihad Organization. Due to the limited population, the census method was used. The information needed in the theoretical part was used through library studies and the data needed to test the research hypotheses through questionnaires, so as to measure the organizational uncivilization questionnaire of Blau and Anderson (2005), the intention to move employees, Jang and colleagues (2010), the emotional exhaustion of our employees, Sledge and Jackson (2009), were used. The reliability of the mentioned questionnaire was obtained by using Cronbach's alpha coefficient for the variables of organizational uncivilization (0.95), intention to move employees (0.852) and emotional exhaustion of employees (0.91) and the validity of the content and form of the questionnaire was also confirmed. was placed Data analysis was done using SPSS 24 software and Amos 22 software.

this research was conducted with the aim of designing a competency model for hospital managers.

This is applied- development research in which Sandelowski and Barroso's (2008) meta- synthesis qualitative research method is used. The statistical population of the research included all valid scientific sources in the field of research, which were extracted from reliable domestic and foreign databases between 2008 and 2023 for English sources and 1384 to 1402 for Persian sources. in total of 353 valid articles were extracted, 157 articles due to the title, 83 articles due to the abstract, 15 articles due to the content and 9 articles due to the quality assessment of the research method using the critical assessment skills program, were excluded from the research process And finally, 89 scientific sources were selected to carry out the meta- synthesis process. Data analysis was done using the content analysis of the text of the articles and the extracted data were confirmed using the Cohen's Kappa coefficient.

The findings led to the extraction of 84 open codes and the identification of 9 subcategories, which are divided and classified into three categories of knowledge competencies (personal development knowledge, professional knowledge and awareness, technological knowledge), skill competencies (interactive skills, management skills, direction strategic acquisition, transformational skills), and characteristics (individual and personality traits).

In general, the model presented in this research can be used as a basis for developing the competencies of Iranian hospital managers.

This research aimed to investigate the relationship between organizational identity and organizational silence among employees, considering the mediating role of organizational integrity. The research is applied in terms of purpose and descriptive-correlational in nature, employing structural equation modeling techniques. The statistical population consisted of all employees of the Social Security Organization in North Khorasan, from which a sample of 120 individuals was selected using Cochran’s formula. The sampling method was simple random sampling. The necessary information for the theoretical framework was gathered through library studies, while the data needed to test the research hypotheses was collected through the distribution of standard questionnaires: the Van Dyne et al. (2003) Organizational Silence Questionnaire, the Cheney (1983) Organizational Identity Questionnaire, and the Bordia et al. (2000) Organizational Integrity Questionnaire. The data analysis was performed using the Partial Least Squares method and Smart PLS software. The reliability of the questionnaires was confirmed using Cronbach’s alpha coefficient, and the content and face validity of the questionnaires were also affirmed. The results showed a significant relationship between organizational identity and organizational silence among employees. Additionally, organizational integrity was found to play a mediating role between organizational identity and organizational silence. Therefore, by strengthening organizational identity and creating an honest and transparent environment, the Social Security Organization of North Khorasan and other organizations can increase employee participation and achieve improved organizational performance.

The present study aimed to investigate the relationship between learning organization and transformational leadership with organizational citizenship behavior and the mediating role of employee work engagement. This study was applied in terms of purpose and descriptive-survey correlational in terms of method and nature. The statistical population in this study is the management staff of Mashhad Municipality Medical Centers. The Cochran formula was used to determine the sample size and 92 people were selected for the sample. The simple random sampling method was used. A questionnaire was used to collect data, such that the Watkins and Marsick questionnaire (2003) was used to measure learning organization, transformational leadership was used by Bass and Olive (2000), employee work engagement was used by Schafelly questionnaire (2006), and organizational citizenship behavior was used by Podsakov et al. (2000). The reliability of the questionnaire was obtained using Cronbach's alpha coefficient for the variables of learning organization (0.875), transformational leadership (0.894), work engagement (0.831) and organizational citizenship behavior (0.893), and the content and face validity of the questionnaire were also confirmed. SPSS 24 and Amos 22 software were used to analyze the data. The results of the research showed that there is a positive and significant relationship between learning organization and transformational leadership and organizational citizenship behavior. On the other hand, the results showed that employee work engagement mediates the relationship between transformational leadership and learning organization with organizational citizenship behavior. In addition, the results showed that learning organization and transformational leadership also have a direct relationship with employee work engagement.

The aim of the present study is to examine the causal relationship between organizational friction among employees and organizational exclusion, with the mediating role of organizational citizenship behavior (OCB) of employees, specifically the employees of Mahan Air in Mashhad, as valuable assets of the organization. This study is applied in terms of its purpose, and descriptive-correlational in terms of its method and nature. The statistical population of the study consisted of all employees of Mahan Air in Mashhad, and due to the limited size of the population, a census method was used. In this regard, organizational citizenship behavior questionnaires from Jin and Lyon (2024), an organizational exclusion questionnaire developed by Ferris, Brown, Berry, and Lian (2008), and an organizational friction questionnaire from Cooper and Campbell (1988) were used. For validity assessment, content validity and confirmatory factor analysis were used, and for reliability, Cronbach’s alpha coefficient was employed, with the following results organizational friction = 0.941, organizational exclusion = 0.936, and organizational citizenship behavior = 0.912. These values indicate high reliability of the measurement instruments. Data analysis was conducted using structural equation modeling with a partial least squares approach, and the Amos software was used. The research results indicated a positive and significant impact of organizational exclusion on organizational friction among employees. Furthermore, the results showed that there is an inverse relationship between organizational citizenship behavior and organizational exclusion, as well as organizational friction in the workplace, meaning that as organizational citizenship behavior increases among employees, organizational friction and consequently organizational exclusion decrease. Finally, the results revealed that employees' organizational citizenship behavior mediates the relationship between organizational friction and organizational exclusion in the workplace.

For the success and survival of organizations in today’s fast-paced and dynamic world, overcoming organizational inertia and laziness and transforming them into agility and flexibility is an undeniable necessity. In this context, this study was conducted with the aim of examining the impact of organizational inertia on organizational laziness, with the moderating role of organizational agility in the North Khorasan Governorate. This research is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of the study included 240 employees of the North Khorasan Governorate, of which 144 were selected as the sample through simple random sampling using the Cochran formula. To collect data, validated questionnaires on organizational inertia by Haug (2014), organizational laziness by Cooper (2012), and organizational agility by Worley and Lawler (2010) were used. The validity of these questionnaires was confirmed through face validity, and their reliability was verified by Cronbach's alpha coefficient. Data analysis and testing of the research model were performed using AMOS 24 software and structural equation modeling. The results of this study indicate that organizational inertia and organizational laziness are significantly and positively related. and organizational agility, as a moderating factor, has strengthened the relationship between organizational inertia and organizational laziness. These findings clearly demonstrate the importance of agility in reducing laziness and improving organizational performance.

The aim of the research was to validate the model of factors affecting teachers' organizational trauma. The approach of this research is quantitative. In the designed model, the components of teachers' organizational trauma were categorized into 9 dimensions using Parseh's (1990) analysis design method job demotivation, desire to quit, poor professional relationships, decreased mental health, job disinterest, perceived justice, decreased educational quality, organizational distrust, and organizational personalization. This model was validated using a researcher-made questionnaire. In the first part, the external model of the research was evaluated using first-order confirmatory factor analysis, presenting the results of convergent and divergent validity, and after the validity condition was met, the structural equation model was presented using AMOS software. Accordingly, the chi-squared indices with degrees of freedom, GFI, AGFI, NFI, NNFI, IFI, CFI, RMSEA, TLI, IFI, RFI, ratio economy index and PNFI were used. The findings showed that the model of the components affecting teachers' organizational trauma is valid.

Today, it is necessary to increase the quality of nursing care, commitment and productivity, attracting and retaining nurses as the largest part of the hospital staff through improving their quality of life and knowing the factors affecting it. This study was conducted with theaim of investigating the quality of work life on the intention of employees to stay with the mediator role of employees' commitment in Imam Hassan Bojnord Hospital. The statistical population of the research was made up of all the employees in Imam Hassan Bojnord Hospital, and 201 people were selected as a sample using Cochran's formula through simple random sampling. In order to collect data, Quality of Work Questionnaire Brooks' (2001), intention to stay Hinshaw Atwood's(1984) and employee commitment Allen and Meyer's (1990) were used. The validity of the questionnaires was confirmed by the face validity method and their reliability was confirmed by Cronbach's alpha coefficient. In order to test the research model and analyze the data, Imus 21 software was used and it was done by the method of structural equations. The results of the research indicate that there is a positive and significant relationship between the quality of work life and the intention of employees to stay. There is a positive and significant relationship between the quality of work life and employee commitment. There is a positive and significant relationship between employees' commitment and employees' intention to stay. And employee commitment mediates the relationship between quality of life and employees' intention to stay.

This study investigates the relationship between organizational apathy and job plateauing with the mediating role of organizational commitment. The research is applied in purpose and descriptivesurvey in methodology, utilizing a correlational approach. The statistical population includes the headquarters employees of the Water and Wastewater Organization of Khorasan Razavi Province. Using Cochran's formula, a sample size of 244 participants was determined, and simple random sampling was employed. Data were collected using validated questionnaires: Organizational apathy: Danaeefard et al.  Job plateauing: Milliman  Organizational commitment: Allen and Meyer (2007). The reliability of the questionnaires was confirmed with Cronbach's alpha coefficients of 0.88 for organizational apathy, 0.79 for job plateauing, and 0.87 for organizational commitment. Content and face validity were also verified. Data were analyzed using SPSS 24 and Amos 22 software. The findings reveal a positive and significant relationship between workplace apathy and job plateauing, indicating that increased levels of apathy contribute to higher job plateauing among employees. Organizational commitment partially mediates the positive relationship between organizational apathy and job plateauing.

This study investigates workplace mobbing and its impact on the mental health of employees at Mashhad Municipality. Organizational mobbing is recognized as a critical deviant behavior that significantly harms employees and organizational performance. These behaviors include physical violence, verbal abuse, harassment, intimidation, discrimination, and destructive actions, which can severely affect individuals' mental well-being. Considering the significance of Mashhad Municipality as one of the largest semi-governmental organizations in Iran, addressing mobbing and its consequences is vital for improving organizational efficiency and enhancing employee satisfaction.

THEORETICAL FRAMEWORK:

The theoretical framework of this research is based on concepts of organizational deviance and mental health. Organizational mobbing refers to a set of harmful and repetitive behaviors aimed at harming individuals or groups in the workplace. Previous studies highlight the long-term psychological, physical, and social impacts of these behaviors. Mental health, a key determinant of life quality and job performance, includes four main dimensions: anxiety and sleep disorders, depression, physical responses, and social functioning.

This applied research utilized a mixed-methods approach (qualitative and quantitative). In the qualitative phase, data were collected through interviews with 17 experts in management and psychology, each with at least 10 years of professional experience. This phase identified 35 mobbing-related factors, which were finalized using the Delphi method. In the quantitative phase, the population comprised Mashhad Municipality employees with a minimum of five years of service, from which 164 participants were randomly selected. Data collection tools included a mobbing questionnaire (based on qualitative findings) and the Goldberg & Hillier General Health Questionnaire. The data were analyzed using SPSS and various statistical tests.

The results revealed that workplace mobbing significantly impacts employees' mental health. Six key dimensions of mobbing were confirmed: physical violence, verbal abuse, harassment, intimidation, discrimination, and destructive/deviant behaviors. These behaviors had the most significant effects on mental health dimensions, including anxiety and sleep disorders (r = 0.871), depression (r = 0.685), physical responses (r = 0.582), and social functioning (r = 0.676). Employees exposed to mobbing experienced severe psychological issues, such as anxiety, depression, insomnia, and reduced social interactions. These findings align with previous research, which highlights mobbing as a major stressor leading to decreased motivation, reduced self-confidence, and impaired job performance.

CONCLUSIONS & SUGGESTIONS:

The study underscores the adverse effects of workplace mobbing on both employee mental health and organizational productivity. Managers at Mashhad Municipality should identify early signs of mobbing and implement preventive measures to mitigate such behaviors. Training programs for managers and supervisors are recommended to help them recognize mobbing symptoms and intervene effectively. Furthermore, fostering an open and supportive organizational culture, conducting anonymous surveys, and offering psychological counseling services can reduce the impact of mobbing and enhance employees' mental health. It is also suggested that intervention programs, such as yoga, breathing exercises, and group activities, be introduced to build employee resilience and reduce mobbing effects. These strategies can play a crucial role in improving working conditions, increasing job satisfaction, and ultimately enhancing organizational performance.

Organizational hypocrisy occurs when there are incompatible values, interests, and ideas of individuals that affect their performance in the organization. This study aimed to identify the components of organizational hypocrisy in government organizations in the General Directorate of Education of Khorasan Razavi. The research method was a qualitative study in which a phenomenological approach was used. The statistical population is a number of employees of the General Directorate of Education of Khorasan Razavi, and expert sampling was carried out using a purposive sampling method. Which was carried out with 17 participants. The data collection method was in-depth semi-structured interviews and the Claise analysis method. The study findings showed four main components including the duality of speech and action, pretense and masking, secrecy and concealment of the truth, and a tendency to self-deception. Therefore, there is a need for managers of the General Directorate of Education of Khorasan Razavi to promote a culture of honesty, transparency, and professional ethics in the workplace. This not only helps improve the organization's performance, but also creates a healthy and productive environment for employees.

Organizational citizenship behaviors (OCBs), which are voluntary employee behaviors that go beyond their defined duties, play a key role in organizational success. This study aimed to investigate the relationship between perceived organizational support (POS), job satisfaction (JS), and OCB, and the mediating role of organizational commitment (OC) in this relationship among employees of the Agricultural Jihad Organization in North Khorasan Province, Iran. The study was applied in terms of its purpose and descriptive-survey in terms of its research method and correlation type. The statistical population included all employees of the Jihad Agriculture Organization in Bojnord (90 people), and the census method was used to collect data. To collect data, the standard questionnaires of perceived organizational support (Eisenberger, 2001), job satisfaction (Amin, 2012), organizational commitment (Ryan & Organ, 2002), and organizational citizenship behavior (Organ, 1998) were used. The data were analyzed using SPSS 24 and Amos 22 software. The results showed that there is a positive and significant relationship between perceived organizational support and job satisfaction with organizational citizenship behavior. Additionally, organizational commitment plays a full mediating role in the relationship between perceived organizational support and organizational citizenship behavior and a partial mediating role in the relationship between job satisfaction and organizational citizenship behavior. Accordingly, managers of the Agricultural Jihad Organization should create a supportive environment and promote employee job satisfaction to pave the way for increased organizational commitment and ultimately enhance their organizational citizenship behavior.

The purpose of the present study is to investigate the relationship between organizational silence and turnover intention with the mediating role of organizational Mobbing in Ghaem Mashhad Hospital. The purpose of this research is applied and its method and descriptive-survey nature is correlational. The statistical population of the research is all the employees of Ghaem Hospital in Mashhad, according to Cochran's formula, 294 people were selected by simple random sampling. The data was collected by questionnaires, in such a way that to measure organizational silence, Van Dyne et al.'s (2003) questionnaire was used, Mobley et al.'s (1979) questionnaire was used to measure turnover intention, and Pranjik et al.'s (2006) questionnaire was used for organizational Mobbing. The reliability of the mentioned questionnaire was obtained using Cronbach's alpha coefficient for the variables of organizational Mobbing (0.8), organizational silence (0.74) and intention to transfer (0.87) and the validity of the content and form of the questionnaire was also confirmed. Imus 24 software was used for data analysis. The findings of the research showed that there is a significant relationship between organizational silence and turnover intention, and the mediating role of organizational Mobbing was confirmed.

The present study was conducted in order to investigate the relationship between ethical leadership and organizational cynicism, taking into account the mediating role of organizational bullying and gossips in the workplace among the employees of the General Directorate of Sports and Youth in Mashhad. The current research is practical from the point of view of the goal and descriptive-correlation in terms of the method of data collection, which is specifically based on structural equation modeling using Smart Pls 3 software. The desired statistical population was formed by the employees of the General Directorate of Sports and Youth of Mashhad in total (96) people. In order to collect data, four questionnaires were used: ethical leadership by Calshoven et al. (2011), organizational cynicism by Dean et al. (1998), organizational bullying by Bergen et al. (1994), and workplace gossip by Kuo et al. (2015). Cronbach's alpha values of 0.917 ethical leadership, 0.943 organizational cynicism, 0.949 organizational bullying and 0.916 workplace gossips were calculated and confirmed. The content validity of the questionnaires was checked and confirmed using experts' opinions. The results of the research showed that ethical leadership has an inverse and significant effect on organizational cynicism. Also, variables of organizational bullying and workplace gossip mediate the relationship between ethical leadership and organizational cynicism. In order to reduce organizational c, managers have increased the ethical leadership style to provide the ground for reducing bullying and gossip in the workplace.

This research was conducted with the aim of investigating the effect of ethical leadership on job attachment with the mediating role of organizational trust and the moderating role of job enthusiasm. The research is applied in terms of objective and descriptive-correlation type using structural equation modeling methods. The statistical population was all social security employees of North Khorasan, 120 of whom were selected as a statistical sample using Cochran's formula. The random sampling method was simple. The required information in the theoretical part through library studies and the required data to test the research hypotheses through the distribution of the standard ethical leadership questionnaire of Calshon et al. Job enthusiasm questionnaire of Salonava and Shoufeli (2001) was collected and partial least squares method and Smart PLS software were used for data analysis. The results showed that organizational trust mediates the relationship between ethical leadership and job attachment; Also, job passion moderates the relationship between ethical leadership and job attachment.

This research was conducted with the aim of investigating perceived organizational policy as an introduction to workplace rumors with the moderating effect of organizational compassion in the Neishabur Civil Registry Office. This research is applied in terms of purpose and descriptive-survey in terms of nature. The statistical population was made up of all the employees of the Neishabur Civil Registry Office, considering the limited statistical population, the census method was used to determine the sample size. In order to collect data, Brady et al (2017) organizational gossip questionnaire and Hachwarter et al (2003) Perceived organizational politics and organizational compassion Gopa et al (2014) perceived organizational politics were used. The validity of the questionnaires was confirmed by the face validity method and their reliability was confirmed by Cronbach's alpha coefficient. To test the research model and analyze the data, Imus 24 software was used and it was done by the method of structural equations. The research results indicate that organizational compassion can moderate the relationship between perceived organizational politics and positive and negative rumors in the workplace. There is a positive and significant relationship between perceived organizational politics and positive and negative rumors.

The purpose of this research is expanding the ground drivers of financial physics for the neurofinance effectiveness in the logic of financial decision makers. The implementation process of this study was mixed in terms of data collection. So, in the qualitative part, through a systematic screening, the background drivers of neurofinance in financial decisions were identified, and then, based on the pre-test and post-test plan, the difference between the approaches of financial analysts was determined through variance analysis. The results of the study showed that the experimental group, which was influenced by the skill evaluation of the identified drivers, has a higher coefficient than the control group in both decision-making scenarios of the analysts. It was also found that the experimental group, which was influenced by the DOPS skill evaluation based on the identified background drivers, has a higher favorability in the fair value fluctuation decision scenario than the conservative decision scenario. While the average of the control group is exactly the opposite of the experimental group.

The present study was conducted with the aim of examining the mediating role of psychological contract violation in the relationship between workplace bullying and organizational commitment and turnover intention of employees. This research was applied in terms of its purpose, and in terms of method and descriptive nature, it was a correlational survey. The statistical population of the research includes the employees of the headquarters of Khorasan Razavi Water and Wastewater Company. Cochran's formula was used to determine the sample size and 244 people were selected for the sample The random sampling method is simple. In order to collect data, a questionnaire was used, in this way, for relocation and intention to leave work, from the Martins (2004) questionnaire, for organizational bullying from the Esplage and Holt (2001) questionnaire, the standard organizational commitment questionnaire from Allen and Mayer (2007), and the standard questionnaire. Psychological contract violation Taklib et al. (2005) was used. The reliability of the mentioned questionnaires was obtained by using Cronbach's alpha coefficient for the variables of relocation and intention to leave work (0.832), organizational bullying (0.857), organizational commitment (0.871) and psychological contract violation (0.811). The validity of the content and form of the questionnaire was also confirmed. Data analysis was done using SPSS 24 and Amos 22 software. The findings of the research showed that violation of the psychological contract mediates the relationship between workplace bullying and organizational commitment and turnover intention of employees.

The present study was conducted with the aim of investigating the mediating role of organizational shame and the moderating role of perceived organizational support in the relationship between deviant behavior in the workplace and job performance.This research was applied in terms of its purpose, and in terms of method and descriptive nature, it was a correlational survey. The statistical population in this research is the employees of Mehr Iran Bank of North Khorasan Province, Due to the small size of the population; the full enumeration method was used. In order to collect data, a questionnaire was used, in order to measure the deviant behavior of employees from the questionnaire of Robinson and Bennett (2000), perceived organizational support from the questionnaire of vatankhah et al (2017), organizational shame from the questionnaire of Marshall et al (1994) and Job performance has been used from the questionnaire of Karl et al (2004). The reliability of the mentioned questionnaire was obtained using Cronbach's alpha coefficient, and the content and form validity of the questionnaire were also confirmed. Data analysis was done using SPSS 24 and Amos 22 software. The results of the research showed that by reducing deviant behavior in the workplace, the job performance of employees improves. On the other hand, the results showed that organizational shame mediates the relationship between deviant behavior in the workplace and job performance. In addition, the results showed that perceived organizational support has a moderating role in the relationship between workplace deviant behavior and job performance.

The present study was conducted with the aim of investigating the effectiveness of perceived organizational support on organizational pessimism, emphasizing the mediating role of job burnout. This research is applied in terms of purpose and descriptive in terms of method. The current research is practical in terms of its purpose and in terms of descriptive-survey method, the statistical population of this research consists of all the nurses of Ghaem Hospital in Mashhad, numbering 1000 people, and the sample size was 277 people. The research tool includes three questionnaires of perceived organizational support, organizational cynicism, and job burnout with 8, 14, and 13 questions respectively, the validity of which has been approved by the relevant professors and experts, and it has also been proven in the form of construct validity based on confirmatory factor analysis. and its reliability has been confirmed based on Cronbach's alpha. The collected data were analyzed based on structural equation path analysis in smart PLC software. The results showed that perceived organizational support has a negative and inverse relationship with job burnout, so that with an increase in the level of perceived support, job burnout decreases. Also, there is a negative and inverse relationship between perceived organizational support and organizational pessimism. So that with the increase in the level of perceived organizational support, organizational pessimism decreases. There is a positive and direct relationship between job burnout and organizational pessimism. So that with the increase in the level of job burnout, organizational pessimism increases. The burnout variable plays a mediating role in the relationship between perceived organizational support and organizational pessimism. The coefficient of the direct path between perceived organizational support and organizational pessimism in the presence of the mediating variable of job burnout is -0.285 and is significant. This content and the significance of the total effect indicate partial mediation of the variable of job burnout. According to the results obtained from the present research, some suggestions are made, such as: among nurses, value management should be a value enhancement tool, so that organizational support can be improved based on that, and also hospital managers by creating a happy and carefree environment. and to create spaces to reduce the stress of nurses and provide counseling services to nurses in different departments so that they have the necessary knowledge in this field and take advantage of the opinions and capacities of the nursing team so that they can ultimately reduce job burnout and pessimism of the organization.

The present study aims to discover the relationship between ethical leadership and organizational spirituality on job burnout and to study the possible mediation of organizational learning in between. The statistical population of this study consisted of all the second stage of highschool teachers of the Iranian of Mashad who were selected as a sample using Cochran's formula. This research is applicative, in terms of purpose and descriptive-correlational in terms of nature and method. The data collection tools are questionnaires. The validity of the questionnaires was confirmed using face and structural validity and the reliability was ssconfirmed using Cronbach's alpha coefficient. Structural equation modeling and PLS4 software was used for statistical analysis of the collected data. The results contribute to new knowledge that both organizational spirituality and ethical leadership have a direct and reversal relationship with the organizational burnout and in the meantime organizational learning Plays a mediating role through reducing the effects of organizational burnout among the employees improving the anti-productive organizational behaviours, while receiving a direct and positive effect from both the ethical leadership and organizational spirituality. According to the confirmation of all the research hypotheses, suggestions have been made regarding how to choose and train the school managers and how to eliminate and reduce organizational burnout among the teachers.