narges sadat mortazavi

The purpose of this study was to investigate the relationship organization constraint with counterproductive behavior of Isfahan's Mobarakeh Steel Company employees considering moderator role of negative affect. Organizational constraint is frustrating work condition beyond the control of employees that prevent them from completing their work related tasks. Research design was relational and type of moderating analysis and Participants in this study were 319 employees of Isfahan's Mobarakeh Steel Company that Sample Available were selected. The instruments used included The Organizational Constraints Scale (Spector & Jex,1998), Job Related Affects Scale(Fox & Spector,1999) and Counterproductive Work Behavior Index(Fox, Spector & Miles ,2001). Data was analyzed using the hierarchical regression and moderate analysis. The findings indicated that the high organization constraint, their counterproductive behavior increases, when employees have high negative affect. Also moderating effect of negative affect at relationship between organization constraint and counterproductive behavior in the workplace was confirmed (P<0/01).

The aim of this study was to compare childrenchr('39')s problem-solving skills and self-esteem levels in child-centered and teacher-centered preschools. This study was a comparative causal study. the statistical population of the study included children studying in preschools in the 15th district of Tehran. 50 children (25 people with child-centered education and 25 people with teacher-centered education) were selected by convenience sampling method. Data were collected using a clinical interview scale of different solutions (Shure & Spivack, 1988) and a childrenchr('39')s self-esteem questionnaire (Azizi Moghaddam, 1386). The obtained data were analyzed using multivariate analysis of variance. The results of this study showed that problem-solving skills and their sub-components (related solutions, related classes, and unrelated answers) and self-esteem level and its sub-components (social self-esteem and academic self-esteem) are significantly higher in children in child-centered preschools than teacher-centered preschools (P <0.05). Due to the effect of the type of instructor training on problem-solving skills and childrenchr('39')s self-esteem, the implementation of training based on a child-centered style can be used to adjust the psychological characteristics of children.

The purpose of this study was to investigate relationship work-family conflict with organizational commitment considering moderator role of perceived organizational justice. The population was 623 employees of an industrial company that the pay for performance plan was implemented, that 138 subjects were selected through random sampling, in order to completing the following three research questionnaires included 5 items Work Family Conflict Scale (Siegel, Post, Brockner, Fishman & Garden, 2005), 4items Procedural Justice Scale(Bies,1987) and 15items Organizational Commitment (Mowday, Porter & Steers,1982). Data was analyzed using the hierarchical regression and moderate analysis. The findings indicated employees, who perceive high justice increased their commitment to the organization, when they have a low level of family work conflict.

The purpose of this study was to investigate difference between dimension- based assessment center and task-based assessment center and training in the individual empowerment and team empowerment in the workplace. The current study was the quasi experimental research and participants in this study were 24 managers of industrial Company that who were selected through purposeful sample and according to Murphy & Myors's (1999) table. The instruments used in the study included the simulations exercises(Role play, Leaderless group discussion, Case study and Oral presentations) and Individual Empowerment Questionnaire (Speritzer,1995) and Team Empowerment Questionnaire (Kirkman & Rosen,1999 ). Data was analyzed using the Kruskal–Wallis test. The results of this study showed that there is a difference between dimension- based assessment center and task-based assessment center and training in the team empowerment. Also there is a difference between assessment center in occupations with high and low task interdependence in team empowerment.Keywords: Team empowerment- Individual empowerment- Assessment center(AC

TThe purpose of this study was to investigate moderating effect of emotional load at relationship between workload and physical and psychological violence in the workplace. Research design was relational and the population was the employees of Iran's Polyacryl Company that 279 persons were selected through accessible sampling. The instruments used included the Workload Questionnaire (Van veldhoven & Meijman,1994; Van veldhoven & Met al,2005), Emotional load Scale (Van veldhoven,1994) and physical and psychological violence Questionnaire(Menard & Met al ,2011). Data were analyzed using the hierarchical regression and moderate analysis. The findings indicated that, their physical and psychological violence increases, when employees have high emotional load. Also moderating effect of emotional load at relationship between workload and physical and psychological violence in the workplace was confirmed. Based on the findings of the research, it is suggested to managers of organizations to reduce the workload of employees and their negative emotions.

The purpose of this study was to determine the effect of procedural justice on physical and psychological aggression considering moderator role of negative affect in the workplace. The population was the employees of Iran's Polyacryl Company that 279 subjects were selected through accessible sampling. Research instruments consisted of The Organizational Justice Questionnaire (Colquitt,2001), Job Related Affects Scale (Fox & Spector,1999) and Physical and Psychological Aggression Questionnaire (Menard&et al,2011). The results of path analysis showed that when employees perceived procedural injustice in the organization and have high negative affect, their physical and psychological violence increasesed. The results also confirmed the effect of procedural justice on physical and psychological violence considering moderator role of negative affect(P

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Immoral behaviors such as counterproductivity have increased in different industries and organizations. Consequently, studies have been conducted to examine environmental predictors for counterproductive behaviors such as occupational stressors or negative emotions. Evidently, focusing on this subject is of substantial importance.
2- THEORETICAL FRAMEWORK
Today, counterproductive behaviors have become prevalent in organizations and industries, becoming the focus of numerous researchers (Babamiri, 2011؛ Zare, 2012; Christian & Ellis, 2014). Such behaviors could bring about a number of impacts such as increasing turnover and reducing productivity for organizations and their employees (Coyne, Gentile, Born, Ersoy & Vakola, 2013). Counterproductive behaviors are highly correlated with occupational stressors (Fida & et. al, 2014; Fox & Spector, 1999). One of the occupational stressors related to counterproductive behaviors are interpersonal conflicts (Ho, 2012; Penney & Spector, 2002), which are directly connected to negative emotions at workplace (Chen, Zhao, Liu & Dash Wu, 2012). The three main constructs in the present study include interpersonal conflicts, counterproductive behaviors, and negative affect. According to the theoretical model, the purpose of this study is to investigate moderating role of negative affect on relationship between interpersonal conflict and counterproductive behaviors.
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The current study was the correlation research and the population was the employees of Isfahan's Mobarakeh Steel Company that 319 persons were selected through available sampling. Research instruments consisted of the interpersonal Conflict at Work Scale Spector & Jex (1998), Job Related Affects Scale Fox & Spector (1999) and Counterproductive Work Behavior Index Fox, Spector &Miles (2001). Data was analyzed using the hierarchical regression and moderate analysis.
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The results showed that given considerable interpersonal conflicts, the counterproductive behaviors reported by the person himself as well as his coworker would increase when the staff are in a highly negative affect. In fact, the results denote the substantial role of negative affect in forming counterproductive behaviors at workplace, confirming the moderating impact of this variable in the relation between counterproductive behaviors and interpersonal conflicts at workplace.
5- CONCLUSIONS& SUGGESTIONS
The present study was conducted with the purpose of examining the moderating impact of negative affect in the relation between counterproductive behavior and interpersonal conflicts at workplace. The results showed that the main impact for the interpersonal conflicts and negative affect were not significant, whereas the interactive effect for counterproductive behaviors graded by the subject himself and their coworker shows a significant relation. Furthermore, the results indicated that whenever the staff are in a highly negative affect, they are more likely to show counterproductive behaviors. These results could be exploited by mangers in organizations and industries in order to enhance the performance of their staff as well as reducing counterproductive behaviors at workplace. In fact, a pleasant, positive atmosphere could be offered by managers at the workplace so as to reduce the negative affect of the staff, followed by decreasing the extent of counterproductive behaviors and interpersonal conflicts.
Key Words: Negative affect, Counterproductive behavior, Inter personal conflict

Researchers focused on mental health are increasingly interested in the concept of resilience. Knowledge of resilience may assist in developing interventions aimed at improving positive outcomes or reducing negative outcomes. Resilience can be viewed as a defense mechanism which enables people to thrive in the face of adversity and improve mental health. The aim of this study was to integrate the results of the relationship between resilience and mental health and to investigate their effect sizes though meta-analysis. For this purpose, 9 Iranian eligible studies were selected and meta-analysis was performed on them. The period of studies is from 2007 to 2013. Research instrument was the checklist of meta-analysis. Findings indicate the effect size of the relationship between resilience and mental health was 0.35 (P<0.00001). Also, the results of moderator analysis showed no effect for moderator variables in this regard. According to Cohen chart, the effect size of the relationship between resilience and mental health is considered to be medium.

Two divergent theoretical viewpoints exist about the contradictory economic effects of advertising namely “market power” and “economics of information” view points. The aim of the present research was to determine if these perspectives on advertising could be a separate part of generalized theoretical framework by two different types of information provided. The research method was experimental. The research population consisted of the Faculty of Education and Psychology students in University of Isfahan. Statistical sample of the research were 128 graduate and postgraduate students in the faculty who were assigned to low and high advertisement frequency groups randomly. In this research, advertising and price sensitivity were independent and dependent variables respectively, while mediating variables were consideration set size and relative strength of preference. Two distinct forms of ads memory (explicit and implicit) were constructed plus a researcher made questionnaires for relative strength of preference. Price sensitivity was measured subjectively by a direct question from the participants about how much they pay. Advertisements were made for fictitious candy, chocolate, biscuits and nonalcoholic drinks. Low frequency advertising exposure was 1-3 and high frequency was 4-6 were. based on the Findings, the first, second and third hypotheses were confirmed and relative strength of preference and consideration set size were mediating and moderating variables between advertising and price sensitivity (P<0.01). Price sensitivity in the first route (the route of consideration set size) decreased and in the second route (the route of relative strength of preference) increased (P<0.01).