seyed mohammadjavad mousavinia

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 investigating the effect of proactive personality, cognitive abilities and emotional stability on subjective career success through mediating role of self-efficacy. The research method is correlation of structural equation modeling and statistical population was the female managers of governmental organizations in ahvaz that 120 managers were studied by available sampling method. Research tools include careers success questionnaire   (Gattiker & Larwood, 1986), proactive personality scale (Seibert et al., 1999), cognitive abilities questionnaire (nejati, 1392), emotional stability taken from Big Five Questionnaire (Caprara et al., 1993) and self-efficacy scale (Sherer et al., 1982). Data analysis was performed by structural equation modeling method. The findings showed that direct effect of proactive personality and self-efficacy on subjective career success and direct effect of proactive personality, cognitive abilities and emotional stability on self-efficacy were significant (p< 0/001). Also the indirect effect of proactive personality, cognitive abilities and emotional stability on subjective career success was significant with the mediating role of self-efficacy (p< 0/001). Based on this, it can be concluded that proactive personality, both directly and through self-efficacy, affects the subjective career success. In addition, cognitive abilities and emotional stability through mediating self-efficacy improve subjective career success.

The aim of this study was to investigate the psychometric properties of the 18-item work-family conflict scale developed by Carlson, et al (2000) as an existing most comprehensive scale and the 6-item work-family conflict scale developed by Matthews et al. (2010) as a short scale with few items. For this purpose, 350 employees of the North Drilling Company of Ahvaz Branch participated in the research and completed the research questionnaires. Examination of the internal consistency of the questionnaire questions by Cronbachchr(chr('39')39chr('39'))s alpha method and the correlation of each question with the total test score showed that these two scales have acceptable reliability. In order to evaluate the validity of the scales, two methods were used: First, the confirmatory factor analysis, as expected, showed that the three-factor models for the work-family and family-work conflict conflict scale Carlson et al. (2000), as well as the two-factor model for the work-family and family-work conflict scale Matthews et al. (2010), fit well with the data. Second, the results of the empirical validity study showed that both work-family conflict scales have a positive relationship with the depression scale and a negative relationship with the satisfaction with life and subjective happiness scales. Overall, the research findings showed that both scales of work-family conflict, similar to the previous research, have acceptable validity and reliability. As a result, it can be used to measure this structure in Iranian employees.

The conflict between work and family as a major issue affecting both employees and employers and their families is accompanied by prominent family problems such as family satisfaction, couple relationship quality, and parenting quality. Therefore, industrial and organizational psychologists have focused their research on finding moderating variables to reduce such adverse effects. Therefore, the present study aimed to investigate the role of work-self facilitating and work-family conflict self-efficacy in reducing the effect of work-family conflict on family satisfaction, couple relationship quality and parenting quality of nurses.

The present study was a descriptive-correlational survey. the research community consisted of married nurses with children of govermental ahvaz city hospitals , among which 240 were selected as sample members in a multi - step sampling method. Carlson et al. (2000) Work-Family Conflict, Aryee et al. (1999) Family Satisfaction, Chonody et al. (2016) Couple Relationship Quality, Arnol et al. (1993) Parenting scale, Demerouti (2009) Work-Self Facilitation, Cinamon (2006) Work-Family Conflict Self-Efficacy Scale Questionnaires were used for data collecting. Data were analyzed by pearson correlation and multiple regression analysis using SPSS-22.

Results showed that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality (P <0.01), Also, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables.

The results show that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality. In addition, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables. As a result, it is possible to reduce the negative impact of work-family conflict on the family variables mentioned by increasing the conditions of Work-Self Facilitation in the workplace for nurses and also increasing the level of Work-Family Conflict Self-efficacy.

 Today, employees are constantly confronted with work-family conflict. These conflicts can affect family functioning including satisfaction, quality of marital relationship, and quality of parenting.  This descriptive-correlational survey aimed to investigate whether the family-self facilitating and Family-Friendly Work Environment can reduce the effect of work-family and family work conflicts on the aforementioned variables among nurses.

The participants of this study were 240married nurses with children who worked at governmental hospitals Ahvaz city. The sample selection was performed by multistage random sampling method. Data were collected using Carlson et al. (2000) Work-Family Conflict, Aryee et al. (1999) Family Satisfaction, Chonody et al. (2016) quality of marital relationship, Arnol et al. (1993) Parenting scale, Demerouti et al (2009) Family-Self Facilitation, Odle-Dusseau et al. (2013) Family-Friendly Work Environment Scale Questionnaires. The data was analyzed by Pearson correlation and multiple regression analysis with SPSS-22 software.

We found that work-family and family work conflict had a significant negative relationship with family satisfaction, quality of marital relationship and parenting quality (P <0.01). In addition, family-self facilitation and family-friendly work environment were able to moderate the relationship between these variables.

According to the results the negative effects of work family and family-work conflict can be eased by the family-self facilitation and family-friendly work environment.