mostafa asheghi

The purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader.

The present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares.

Structural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have  positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01).

In general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So,  probably they will have more unethical pro-organizational behavior To benefit their organization.

The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction. The present study was a correlational study. The population of the present study included all the staff of Shahid Chamran University of Ahvaz, from which 133 people were selected by stratified random sampling as a sample of the present study. The data collection instruments were Ethical Leadership Questionnaire, Brown et al. (2005), organizational identification Questionnaire, Mael & Ashforth (1992), workplace spirituality Questionnaire Milliman et al. (2003), unethical pro-organizational behavior Questionnaire Umphress et al. (2010), and Job Satisfaction Questionnaire Barry Fieldworth (1951). Data were analyzed using structural equation modeling (SEM) in SPSS version 23 and AMOS 23 software programs. Structural SEM confirmed the proposed model’s fitness. The results indicated a direct and indirect relationship of ethical leadership, organizational identification, and workplace spirituality through job satisfaction on unethical pro-organizational behavior.

Successful and healthy aging is the most critical outcome and policy of decisions in the elderly population. Paying attention to the elderly as well as their life satisfaction and wellbeing can be beneficial for this stratum. Among the influencing characteristics of successful aging and life satisfaction in the elderly is their ability to having active social relationships and feeling useful. Accordingly, the ability to regulate emotions can affect wellbeing and life satisfaction and reduce procrastination in the elderly. Therefore, the present study aimed to investigate the relationship between procrastination, Psychological Wellbeing (PWB), and Life Satisfaction (LS) mediated by Emotion Regulation (ER) in the elderly.

The study participants included 260 elderly in Tehran City, Iran, who were selected by convenience sampling method. The research tools included the Satisfaction With Life Scale (SWLS), Ryffchr('39')s Psychological Wellbeing (PWB) Scale, the Tuckman Procrastination Scale (TPS), and the Emotion Regulation Questionnaire (ERQ).

The obtained results signified the mediating role of ER in the direct and indirect relationship between procrastination and LS, and enhanced PWB in the explored elderly. Structural equation modeling analyses data demonstrated the fit of the proposed model (IFI=0.94, CFI=0.94, GFI=0.95, AGFI=0.95, RMSEA=0.07).

Solutions can be provided to reduce procrastination and increase offer skills in the elderly; accordingly, their LS and PWB could be improved by practical training and holding workshops in this respect.

Mental health, job burnout, and job stress have an important role in the wellbeing of nurses and their services. The present study aimed to investigate the relationship between job stress and burnout and mental health with the mediation of psychological capital.

The participants included 250 nurses from Bojnourd City, Iran who were selected by the available sampling method. The data were analyzed by Structural Equation Modeling (SEM) in SPSS version 23 and AMOS version 24.

Structural equation modeling analysis confirmed the proposed pattern. The results showed the direct effect of job and indirect effect of stress through psychological capital on the mental health and burnout.

According to the results, hospitals and medical centers can benefit from psychological capital and its components to reduce job stress and burnout, and to increase mental health.

 Today, stress and burnout are common problems among employees working in service industries; however, they have serious consequences for organizations and can lead to lower productivity. Thus, it is important to identify the factors reducing occupational stress and burnout.

 We aimed to investigate the relationship of mindfulness with burnout and adaptive performance with the mediatory role of resiliency.

 Participants consisted of 220 employees from an industrial company who were selected by using the stratified random sampling method. The data collection instruments were Mindful Attention and Awareness Scale (MAAS), Aadaptive Performance Questionnaire, Burnout Questionnaire, and Resilience Questionnaire. Data were analyzed using structural equation modeling (SEM) in SPSS version 23 and AMOS 23 software programs.

 SEM confirmed the proposed model’s fitness. The results indicated the direct and indirect effects of mindfulness on adaptive performance and burnout through resiliency.

 According to the results, one of the strategies for alleviating burnout and improving employees’ health and adaptation to workplace is the training of mindfulness skills with the aim of enhancing resilience skills against the stressful and challenging workplace conditions.