رفتار شهروندی سازمانی

  This study was conducted to investigate the effect of ethical leadership, organizational culture and psychological capital in employee retention, job involvement and job stress with the mediating role of organizational citizenship behavior on the junior and secondary school teachers in Ardabil. This study is an applied research in term of purpose and descriptive research in term of data collection, and has been analyzed using structural equation modeling. The statistical population of the study consisted of all junior and secondary school teachers in Ardabil in the academic year 2020-2021. From this number, 290 people were selected using a multi-stage random sampling method and questionnaires were distributed among them. Data for this study were obtained using Brown et al.'s ethical leadership questionnaire, Denison's Organizational Culture questionnaire, Luthans's Psychological Capital questionnaire, Utrecht's job involvement questionnaire, Parker & DeCotiis's Job Stress questionnaire, Oregon and Kanowski's Organizational Citizenship behavior questionnaire and researcher made questionnaire for employee retention. The results showed that the proposed model has a relatively good fit in all fitness indicators. As well as, ethical leadership, organizational culture and psychological capital have an effect on employee retention, job involvement and job stress and the relationship between organizational citizenship behavior and employee retention, job engagement and job stress is significant and also organizational citizenship behavior mediates the impact of ethical leadership, organizational culture, and psychological capital on employee retention, job involvement and job stress. Accordingly, it can be concluded that the presence of ethical leadership along with attention to organizational culture and psychological capital are among the factors that make employees more involved in their jobs, lead to citizenship behavior on their part and reduce job stress among them.

In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover with the mediating role of organizational citizenship behavior.

This research statistical population was the Khalesazan Roy Company employees. Using Cochran's formula, the statistical sample size was equal to 73 people. In this research, a convenient sampling method was used.  SPSS and smartPLS softwares were also used for data analysis.

The direct effect of emotional commitment on turnover tendency is confirmed with a t-value of 4.040. The direct effect of Percieved organizational support of mental health on emotional commitment is confirmed with t-value 9.021. The direct effect of organizational citizenship behavior on the tendency to turnover is confirmed with a t-value of 2.296. The direct effect of emotional commitment on organizational citizenship behavior is confirmed with a t-value of 5.060.

In today's competitive world, maintaining capable and loyal employees has become an important issue for organizations; And the tendency of employees for quit the organization threatens this issue. Various factors affect the willingness to leave the organization. In this research, the effect of perceptual organizational support of mental health, emotional commitment and organizational citizenship behavior on the tendency of turnover the organization was investigated. According to the results, hypothesis 1 was confirmed, therefore emotional commitment has a positive effect on reducing the tendency of turnover. This result is consistent with the research results of Parizadeh et al., (2019), Ghorbanzadeh et al (2021), Shahtahmasbi & Mazarei (2020). Hypothesis 2 was also confirmed and the percieved organizational support of mental health has a positive effect on the emotional commitment, which is consistent with the results of the researches of Mehdibeigi (2017) and Doai & Barjalilou (2019). Organizational citizenship behavior has a negative effect on tendency of turnover, and hypothesis 3 was also confirmed, which means that organizational citizenship behavior affects reducing the tendency of turnover. This finding is consistent with the results of Shahtahmasbi & Mazarei (2020) and Qaidamini Harouni et al (2017). Hypothesis 4 was also confirmed, so emotional commitment has a positive effect on organizational citizenship behavior, which is consistent with the results of Katebi Jahromi et al. (2021), Moini Karbkandi & Azar (2020) and Malek Shaoar (2015). According to the confirmation of hypotheses 3 and 4, the mediating role of organizational citizenship behavior in the relationship of emotional commitment on tendency of turnover was also confirmed.

The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of role overload, role conflict, & role ambiguity on task performance & organizational citizenship behavior. The sample of study was 213 employees of the National Iranian Drilling Company who were selected using simple random sampling. In this study, was used standard questionnaires such as Michigan Organizational Assessment (1969), Role Conflict, & Ambiguity (Rizo, Hose, & Lirtzman, 1970), Job Performance (Williamz & Anderson, 1991), Organizational Citizenship Behavior (Podsakoff, MacKenzie, Morrman, & Fetter, 1990), & Organization-based Self-Esteem (Pierce, Gardner, Cummings, Dunham, 1989), & for analyzing data, was used Path Analysis Method. The research model test showed the acceptable fitted of the model. Examination of the direct effects indicated that role ambiguity has a significant and negative effect on task performance (p<0.01), organizational citizenship behavior (p<0.05), & organization-based self-esteem (p<0.01), & organization-based self-esteem has a significant and positive effect on task performance, & organizational citizenship behavior (p<0.01). Also, the indirect effects test showed that organization-based self-esteem has mediating role in the effect of role ambiguity on task performance, & organizational citizenship behavior (p<0.05). Therefore, it is recommend to managers that by using appropriate solutions, reduce role ambiguity and enhance organization-based self-esteem of employees, until in this way, their job performance and organizational citizenship behavior will also increase.

The purpose of this research was to investigate the relationship between mindfulness and cognitive ability with innovative work behavior, job performance and organizational citizenship behavior of bank managers with the mediation of occupational stress in the context of the corona virus epidemic.

The current research method was applied in terms of purpose and descriptive in terms of correlation and SEM. The statistical population of the current research included all private and non-private bank managers in Iran, 318 of whom were selected by available sampling. Subjects were asked the innovative work behavior questionnaires of Cross (2004), William and Anderson's job performance (1991), Oregon and Kanowski's organizational citizenship behavior (1978), Halshegar and Alberts' mental awareness (2021) and rescue cognitive ability (2013(, General occupational stress of HSE and stress related to Corona Alipour et al. (2018) answered. The data were analyzed using the structural equation model.

The results showed that in the bank managers, there is a significant relationship between mindfulness, cognitive ability and corona stress with the job stress variable. Also, the significant relationship between the mediating variable of job stress and dependent variables, i.e. innovative work behavior, job performance and organizational citizenship behavior, was confirmed. In addition, the mediating role of job stress in the relationship between mindfulness and job performance and organizational citizenship behavior, as well as in the relationship between cognitive ability and job performance, organizational citizenship behavior, and innovative work behavior, and in the relationship between Corona stress and organizational citizenship behavior, examined and its significance was confirmed.

The competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors.

 The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.

The findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development.

According to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.

The coaching style is considered a kind of supportive and encouraging relationship in organizations and is formed in the context of interactions and close relationships and can influence organizational citizenship behaviors. Also, organizational citizenship behaviors increase performance, commitment, and job satisfaction through influencing the internal factors of the organization and reducing destructive organizational behaviors and attitudes. Based on this, the aim of the present study was to investigate the mediating role of organizational citizenship behavior in the relatonship of perceived coaching style and workplace deviant behaviors.

Type of research was descriptive-correlation and the statistical population consisted of 3237 teachers of Kashan city by using Cochran's formula and stratified random sampling method. 315 teachers were selected as research sample. The instrument consisted of three questionnaires of coaching by Mc Lean et al (2005), deviant behavior by Bennett & Robinson (2000) and organizational citizenship behavior by Organ & Kanovsky (1989). In order to confirm the questionnaire's validity, face validity and construct validity were used. Data analysis of the research was done using AMOS and SPSS software.

The results showed that the mean variable of coaching style and organizational citizenship behavior is higher than average and the deviant behaviors of teachers is lower than average. Also, the total effect of coaching on deviant behavior was negative and meaningful, the effect of citizenship behavior on deviant behavior was negative and significant and the effect of coaching on citizenship behavior was positive and significant. The mediating role of citizenship behavior in effect of coaching on deviant behavior was significant and confirmed.

Based on the results, it can be said that with the appropriate leadership style, mutual trust and commitment are formed between the individual and organization. The organization also seeks personal and professional growth and development of individuals, and individuals mutually seek to achieve organizational goals, even with behaviors are voluntary, less deviant behaviors will be seen in the organization.

With a review of the existing background in the field of organizational psychology, a significant gap can be observed in identifying instances of citizenship behaviors among managers in educational organizations and the available theories. Despite extensive studies in the realm of organizational psychology, fewer studies categorize and determine instances of citizenship behavior among education and training managers.Top of Form

The objective of the present research was to identify the theories and instances of organizational citizenship behavior of managers within the education and training organization.

The present study was a systematic review. A search was conducted from 2000 to 2023 using keywords related to organizational behavior, citizenship behavior, organizational citizenship behavior, organizational psychology, theories of citizenship behavior, and education in specialized databases such as SID, Magiran, PubMed, Scopus, and Science Direct. Twenty-four articles were retrieved, and following the inclusion and exclusion criteria, ultimately, five studies directly relevant to the subject were examined. Their findings were synthesized together based on the PRISMA statement.

The results indicated that the development and expansion of organizational justice, organizational culture, and commitment within educational organizations, in all their dimensions, can create an environment conducive to the emergence of organizational citizenship behaviors and increase the likelihood of such behaviors occurring.

Managers and leaders within educational organizations should create opportunities for increasing organizational citizenship behavior through organizational justice, culture, and commitment by employing leadership styles that allow greater participation in decision-making for all middle and lower-level managers.

The present study was conducted with the aim of investigating cognitive-behavioral game therapy on alexithymia and reducing aggression in students with attention-deficit/hyperactivity disorder. The current study was experimental with a pre-test-post-test design with a control group. The statistical population included all students with hyperactive/inattentive disorder in Kermanshah city, from which a sample of 30 people was selected using convenience sampling and randomly assigned to two experimental and control groups. The tools of this research included cognitive behavioral game therapy protocol, Eysenck's Aggression Questionnaire (1975) and Toronto Alexithymia Questionnaire (1994). The treatment program was implemented for eight sessions of 30-45 minutes duration twice a week. The findings of covariance analysis showed that the cognitive-behavioral game therapy program significantly reduced emotional problems, alexithymia and aggression in children with hyperactivity/inattention disorder. Finally, the results showed that play therapy can be used as a suitable method to reduce children's emotional and behavioral problems.

The aim of this study was to investigate the mediating role of organizational identification in the relationship between social responsibility and Work engagement and organizational citizenship behavior. In terms of applied purpose, research method is descriptive and correlational and the statistical population of this study is made up of 400 teachers in the schools of Bowanat city in the academic year 1400-1999 in Fars province. To select the sample size using the Cochran's formula, a sample of 196 people was selected by stratified random proportion or volume. The Shuffle et al. (2006) Questionnaire on Organizational identification (Boyle et al., 2019), Social Responsibility (Carroll, 1991), and Organizational Citizenship Behavior (Oregon and Kanowski, 1996) were used to measure Work engagement. Using the technique of equation modeling, the use of research hypotheses on the analysis and exposure analysis. The research hypotheses were analyzed using structural equation modeling technique. The results showed that there is a positive and significant relationship between social responsibility and Organizational identification, Organizational identification with Work engagement and organizational citizenship behavior. It was also found that Organizational identificationplays a mediating role between social responsibility and Work engagement and organizational citizenship behavior.

The main purpose of this study was to investigate the effect of spirituality at work on job performance by mediating of organizational citizenship behavior among the employees of the technical and vocational education organization in Alborz province. The research design was descriptive-correlational. The population consisted of all employees of the General Directorate of Technical and Vocational Education of Alborz Province. A sample of 175 people was selected by single-stage cluster sampling. They completed the Spirituality Questionnaire in the Workplace (Milliman et al., 2003), Organizational Citizenship Behavior (Konovsky and Organ, 1996) and Job Performance (Paterson, 1992). The collected data were analyzed by structural equation method using LISREL software. The results showed that some components of spirituality at work have an indirect effect on employees' job performance by mediating of organizational citizenship behavior (P<0.05). In addition, some components of spirituality at work directly had positive effect on job performance. Also, the organizational citizenship behavior had directly positive and significant effect on job performance (P<0.05). Thus, a person's inner sense of meaningful work, connection with others and higher meaning of moral principles are the truth, correctness, and goodness of the beliefs that coduct person to his job. Also, spirituality at work increases the sense of intimacy and empathy towards colleagues, more work conscience and discipline in the rules, and with a positive impact on performing tasks and relation with colleagues, it leads to increased efficiency and effectiveness of employees in the organization.

The purpose of this research is to investigate the effect of servant leadership on organizational citizenship behavior with the mediating role of perceived procedural justice and trust. This research is applied in terms of purpose and descriptive-analytical in terms of method. The statistical population was the employees of Shahid Sadoqi University of Medical Sciences in Yazd (300 people) and research tools were the standard questionnaire of trust in leaders by Podsakoff (1990), servant leadership by Babakus (2010), perceived procedural justice byColquitt (2001) and organizational citizenship behavior by Stumpf (2013). They were distributed electronically and according to the Cochran formula, 168 complete questionnaires were examined as a sample. Hypotheses were tested by structural equation modeling method in SPL3 software and the fit of the model was checked. The findings showed that servant leadership on organizational citizenship behavior and Perceived procedural justice on trust in leaders have a positive and significant effect (t> 1/96). Also Perceived procedural justice has a mediating role in the effect of servant leadership on organizational citizenship behavior (Z < 1.96), but the mediating role of trust in leaders in the effect of servant leadership on organizational citizenship behavior was not confirmed (Z < 1.96). So it can conclud that traditional leadership styles should be replaced by new approaches such as servant leadership in order to ensure long-term financial benefits for organizations and social benefits for the entire society.

Psychological contract is defined as the belief of employees about the extent to which the organization adheres to its commitments in employment relationships. The mechanism that explains the relationship between the fulfillment of various types of psychological contracts (transactional, relational and ideological) and behavioral outcomes, has received less attention so far. Therefore, based on the social exchange theory and positive norm of reciprocity, the conceptual model of the present study was formed. This paper focused on the mediating role of employee engagement in the relationship between fulfilment of psychological contract (PC) types and outcome behaviors (i.e., organization citizenship behavior, counter-productive behavior). The sample of this cross-sectional study included hospital nurses (N=338) in Iran. First, the measurement model of study was confirmed using Amos package and then Macro PROCESS v.4 in SPSS which is based on bootstrapping method, was used to analyze the data and investigate the mediation variable. The results confirmed the mediating role of employee engagement in the link between fulfillment of all three types of PC and both outcome behaviors. The results and research suggestions taken from the results are provided at the end.

This study aimed to assess the social identity and educational justice relationship in elementary school teachers. This study also investigated organizational citizenship behavior as a moderator in the relationship mentioned above. This applied research had a descriptive, correlational design. The statistical population of the study was comprised of all elementary school teachers in Behshahr in 2018-19 school year (N= 143). Krejcie and Morgan table was used to determine the sample size (N=104) and the sample was drawn via stratified random sampling. The research instruments included Social Identity Questionnaire (SaffariNia & Roshan, 2011), Educational Justice Questionnaire (Golparvar, 2010B), and Organizational Citizenship Behavior Questionnaire (Konovsky & Organ, 1996). Their reliability was calculated to be 0.80, 0.81 and 0.83 respectively by the use of Cronbach’s alpha. The collected data were analyzed by structural equation modeling using the partial least squares method (PLS). The results showed that social identity and organizational citizenship behavior were significantly associated with teachers’ educational justice. In addition, social identity accounted for 48.3% of variance in organizational citizenship behavior and 72.9% variance in educational justice. The results demonstrated that organizational citizenship behavior played a mediating role in the link between social identity and educational justice. Fit indices indicated that the proposed model was a good-fitting one.

This research explains the impact of the dimensions of positive psychological capital on organizational citizenship behaviors and the role of mediation in the psychological contract. This study was an applied research method and was, also, considered as Correlational research. The statistical population of this study was the administrative staff of all districts of Shahid Faghihi Hospital in Shiraz in the year 1397, which is considered 300 as the number of sample size. A simple random sampling method was, also, used. The measurement tools of the present study are the Organizational Citizenship Behavior Questionnaires of Podsakoff (1990), Patrick's Psychological Contract (2008), and Nguyen's Positive Psychological Capital (2012). Data were analyzed using SPSS 23 and AMOS 20 software. The findings indicate that the relationship between the variables of positive psychological capital dimensions, organizational citizenship behavior, and psychological contract has been confirmed. It was also concluded that the dimensions of positive psychological capital lead to increased commitment and responsibility in the psychological contract, which in turn increases the level of organizational citizenship behavior. Finally, it indicates that there is a significant (P<0.05) relationship between the dimensions of positive psychological capital on organizational citizenship behavior and psychological contract mediation.

Today, human resources are the most important and valuable organizational assets that affect the success and growth of organizations. Empowering teachers because of their role and importance in the process of education can play a significant role in improving the activities of the education system and lead to the formation of an effective, sustainable, and quality education system, so the present study models teacher teaching skills based on organizational citizen behavior mediated by empowerment. The present study is applied and descriptive-correlational research according to the purpose. Random cluster sampling selected three hundred teachers working in high schools in the metropolitan area of Karaj in the academic year. Hajizadeh’s Teaching Skills Questionnaire, Spritzer Empowerment, Organization, and the Organizational Citizenship Behavior Questionnaire were used to collect data. We analyzed data using structural equation model analysis through PASW and LISREL software.The findings showed that the model fits well with the data and that teaching skills with the mediation of empowerment have an indirect and significant effect on organizational citizenship behavior. Also, besides educational technology, other dimensions of teaching skills directly affect teachers’ empowerment. According to the research, for developing organizational citizenship behavior in teachers, attention should be paid to their empowerment. For the development of assignments, skills such as design, evaluation, and teaching methods should be strengthened.

The purpose of the present research is to investigate the relationships between the employee’s perception level of organizational justice and organizational citizenship behavior. The method the present research is relational and the structural equation modeling is used, and also the measuring tool in this research is closed questionnaire. Statistical population of study includes all of 148 employees of the SAMEN Institutes of Mazandaran Province from which 114 employees were selected by simple random sampling method as a sample. Findings showed that there is significant and positive relationship between perceived Organizational Justice and Organizational Citizenship Behavior and its dimensions such as altruism, sportsmanship, conscientiousness, courtesy, and civic virtue (P˂0/01). Also, after the investigation and test, the existence of relationship between distributive justice, procedural justice, and intractional justice with organizational citizenship behavior is suported.courtesy, and civic virtue (P˂0/01). Also, after the investigation and test, the existence of relationship between distributive justice, procedural justice, and intractional justice with organizational citizenship behavior is suported.

The aim of this study was to, investigated the mediating role of organization-based self-esteem in relationship between conscientiousness and agreeableness with task performance and organizational citizenship behavior. The sample of study was 161employees of the National Iranian Drilling Company who were selected using simple random sampling. For investigating the correlation was used standard questionnaires such as personality characteristics (NEO), job performance, organizational citizenship behavior, & organization-based self-esteem, & for analyzing data, was used structural equation modeling. The results of analyzing data showed that there was significant, & positive relationship between conscientiousness and agreeableness with task performance, organizational citizenship behavior, & organization-based self-esteem. The result of structural equation modeling suggests that the model fitted the data. With regard to these findings, it can be said that organization-based self-esteem has a mediating role in the relationship between conscientiousness and agreeableness with task performance and organizational citizenship behavior. Accordingly, with regard to variables such as conscientiousness, agreeableness & increase of organization-based self-esteem, the rate of task performance, & employees’ organizational citizenship behavior could be increased.

The aim of present research was investigate the modeling the impact of organizational culture on job satisfaction with mediating role of social capital and organizational citizenship behavior. This study was descriptive from type of correlation. The research statistical population was the female employees of Martyr and Veterans Affairs Foundation of Fars province in 2017 year. According to Cochran's formula, the study sample was 94 people who were selected by cluster random sampling method. The research tools was the questionnaires of organizational culture (Robbins, 1986), job satisfaction (Smith and et all, 1969) social capital (Pajak, 2006) and organizational citizenship behavior (Podsakoff and et all, 1990). Data were analyzed by structural equation modeling method in SPSS and Amos software. The findings showed that organizational culture had significant and direct effect on social capital, organizational citizenship behavior and job satisfaction and social capital and organizational citizenship behavior ad significant and direct effect on job satisfaction. Also, organizational culture had significant and indirect effect on job satisfaction with mediating social capital and organizational citizenship behavior (p < 0.05). According to the results, in order to improve women's job satisfaction can be improved their organizational culture, social capital and organizational citizenship behavior through workshops.

The aim of this study was to determine the effect of modern public management on organizational citizenship behavior according to the mediating role of organizational trust.

The research method was applied in terms of purpose and descriptive - survey in terms of the data collection method. The statistical population of the study included all employees of Qeshm Trade - Industrial Free Zone that of them; 270 people were selected using Cochran's formula and stratified random sampling method. The data were collected with the Moghimi Organizational Citizenship Behavior Questionnaire (2011), The Organizational Trust Inventory (2003), and the Questionnaire of Modern Public Management. Data were analyzed by mean, standard deviation, percentage, frequency through SPSS software, and statistical inference of data by Structural equation modeling with Lisrel software. The technical characteristics of the questionnaires including reliability, convergent validity, and divergent validity were investigated. Path coefficient and significance of coefficient software were used to investigate the research study.

The findings showed that the degree of appropriateness of the proposed model was appropriate according to the research components; also, modern public management had an effect on organizational citizenship behavior with the mediating role of organizational trust in 0. 82, modern public management had an effect on organizational citizenship in 0. 61, modern public management had an effect on organizational trust in 0. 48 and organizational trust on organizational citizenship behavior in 0. 45.

Therefore, modern public management affects organizational citizenship behavior according to the mediating role of organizational trust.

This research aimed to determine predicting the social health based on psychological well-being, organizational citizenship behavior and social support in school managers. This study was a cross-sectional from type of correlation. The research population was all school managers of Tehran city in 2019-20 academic years. The research sample was 400 people who were selected by multistep cluster sampling method. In present study used from the questionnaires of social health (Keyes, 1998), psychological well-being (Ryff, 1989), organizational citizenship behavior (Organ & Kanovsky, 1996) and social support (Zimet & et al, 1988). Data analyzed by methods of Pearson correlation coefficients and multiple regression with enter model in SPSS-22 software. The results showed that psychological well-being, organizational citizenship behavior and social support had a positive and significant relationship with social health in school managers. Also, the variables of psychological well-being, organizational citizenship behavior and social support significantly could predict their social health (P