organizational commitment

Social Influence is one of important subjects in social Pychology and Interpersonal Relationship especially in work environment, that affects on important career consequences. His study was conducted with the aim of investigating the simple and multiplier effect of Social Influence on Social Responsibility and organizational commitment among employees of Imam Hospital in Ahwaz. The research method was descriptive and the statistical population included all Employees and Nurses of Imam Khomeini Hospital in Ahvaz. 200 Employees were selected by simple random sampling method. To measure the variables Social Influence Questionnaire (Yukl & Falbe 2003), Social Responsibility Questionnaire (Carroll, 1998) and Organizational Commitment Questionnaire (Meyer and Allen, 1991) were used. For data analysis, and regression analysis were used by SPSS-22 software. The results of the research showed that Social Influence and its dimensions have a significant role in predicting social responsibility and organizational commitment of employees (p <0/001). According to the research results, it can be claimed that managers who have stronger social influence on their employees, employees have higher social responsibility to the organization, colleagues and clients, and the more social influence on employees, employees will have higher organizational commitment.

Psychological capital is one of the indicators of positive psychology with characteristics such as a person's belief in his abilities to achieve success, having perseverance in pursuing goals, creating positive documents about herself and enduring problems. One of the consequences of psychological capital is increasing job engagement of employees. In recent years, attention has been paid to job engagement and it has been noticed by leaders and managers of organizations as a vital element in organizational effectiveness (Bedarkar & Pandita, 2013). Job engagement consists of a set of internal forces that originates beyond the existence of a person and society, initiates work-related behaviors of individuals and determines its direction, intensity, and continuity (Xu et al., 2023). Another consequence of psychological capital is increasing the organizational commitment of employees. Organizational commitment is the desire to participate in constructive activities and exercises instead of feeling aimless (Heinz, 2015). In addition to employees' organizational commitment, their job satisfaction can also be affected by psychological capital. Job satisfaction is a variable to measure employees' positive or negative feelings about their job or work experience. (Locke, 2020). Another factor that can be influenced by psychological capital is the job emotions of employees.

The correlation research design is through structural equation modeling, which is a multivariate correlation method. The statistical population of the research includes all employees of Farhangian University of Khuzestan province, of which 150 were selected as a sample through multi-stage sampling method. The research instrument include psychological capital questionnaire (Luthans et al., 2007), job-related emotional well-being scale (Van Katwyk, 2000), job engagement questionnaire (Schaufeli et al, 2002), job satisfaction questionnaire (2000) (Judge & Bono, and the organizational commitment questionnaire (Blau & Boal, 1989).

Evaluation of the proposed model was done through structural equation modeling and using SPSS and AMOS version 23 software. The results indicated that the direct effect of psychological capital on positive emotions, negative emotions, job engagement, organizational commitment and job satisfaction, the direct effect of positive emotions and negative emotions on job engagement, job commitment and job satisfaction, and the indirect effect of psychological capital on job engagement, organizational commitment and job satisfaction were through positive and negative emotions.

The findings indicated that by teaching psychological capital to employees, in addition to reducing negative emotions and improving their positive emotions, it is possible to increase job engagement, organizational commitment and job satisfaction of employees.

Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate the relationship between social capital and work-family conflicts with the mediating role of organizational commitment.

This research is practical regarding the purpose and descriptive regarding the data collection method. The statistical population of this research is all the people working in the bazaar of Tehran. In this research, a convenient sampling method was used. Research tools include the work-family conflict questionnaire of Netmier, Bowles and McMarian (1996), the social capital questionnaire of the American Social Capital Association and the organizational commitment questionnaire of Balfour and Wechsler (1996). SPSS and smartPLS softwares were also used for data analysis.

The results showed that the relationship of social capital with organizational commitment, and organizational commitment with work-family conflict are significant. In addition, This research confirmed the mediating role of organizational commitment in the relationship between social capital and work-family conflict.

The results of the present study showed that organizational commitment can mediate the relationship between work-family conflict and social capital; Therefore, special attention must be paid to organizational commitment.

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 purpose of this study was to investigate the effect of organizational culture on organizational performance and agility with regard to the mediating role of employee commitment in experts of small and medium manufacturing companies in Yazd. The method of this research is descriptive correlation and the research plan is among the descriptive plans and in terms of purpose and it is in the form of applied research. By Sharifi and Zhang (1999) questionnaire with 15 items and organizational commitment from Allen and Mir standard questionnaire (1990) with 24 questions in the form of three components of continuous commitment, emotional commitment and normative commitment and organizational performance variable with Hershey and Goldsmith questionnaire were measured. The sample was 205 experts of manufacturing companies selected using random sampling method while the method of determining the number of samples was based on the Morgan Table. To describe the sample characteristics, descriptive indices of mean, standard deviation and for inferential analysis, SPSS, PLS software were used. The results showed the suggested hypotheses were confirmed.

Research related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, experience, resources, skills and opportunities gained in the workplace, improve family life and, conversely, positive mood and behavior and a sense of success in personal life affect the performance of people in the workplace. The present study investigated the antecedents and consequences of work-family enrichment. The antecedents extracted from the research literature are social support, personality traits, and job characteristics, that affect work-family enrichment and family-work enrichment through organizational commitment. Consequences also include innovative behaviors, life satisfaction, and job satisfaction that are affected by work-family enrichment and family-work enrichment through psychological capital and social-emotional characteristics. 

The statistical population of the study consisted 220 employees of Farabi Campus of Tehran University. The research method is descriptive-correlational and the instruments included standard questionnaires. A statistical sample of 139 people was selected by simple random sampling method. Data were analyzed using structural equation modeling and SPSS and Smart PLS software packages. 

The results of the research showed that among the antecedents, social support and personality traits have a positive and significant relationship with work-family enrichment and family-work enrichment, and job characteristics only have a positive and significant relationship with work-family enrichment through organizational commitment. Also, both dimensions of work-family enrichment have no significant relationship with the considered consequences.

Managers' attention to the factors that facilitate the work-family of employees in an organization can be effective in reducing employees’ stress, improving their performance, and improving organizational productivity. Improving the quality of personal life of employees is another result of this study that has a direct impact on employees’ health in the long term and their efficiency in the organization. According to the research results, adapting employees' job plans to their family responsibilities, providing various facilities related to the workplace and their personal life, holding various training courses regarding employees’ attitude change, and generally providing various organizational support are suggested.

In today's era, one of the most important basic challenges of the human resources managers is to maintain capable employees in order to create success of the organization, and to use them optimally. This research was conducted with the aim of investigating the relationship between the participative climate and the organizational commitment of employees in a military unit.

The statistical population was the employees of the headquarters area of a military unit, from this, 184 employees were selected as a statistical sample through simple random sampling method. Instruments included Cooperative Climate Questionnaire, and Organizational Commitment Questionnaire. Data were analyzed using structural equation modeling method and SPSS and AMOS softwares.

The results showed that the participative climate and its dimensions (participation culture in the organization, support of work groups, employees' attitude and continuous monitoring) have  positive and significant effects on organizational commitment.

The results of the research showed that as long as a military unit has a culture of participation, help,  and cooperation, it can be expected that employees’ organizational commitment will increase as well. To the extent that team building and support of work groups are done well in this military unit, this climate of cooperation of work groups will make organizational commitment effective in this department.

The current research was conducted with the aim of structural equations of the relationship between the psychological needs of employees and the experience of being overwhelmed at work with the mediation of organizational commitment.

The method of the current research was of the correlation type and the method of structural equations was used. All the employees of the Islamic Azad Universities of Tehran in the academic year of 2020-21 formed the statistical population of the present study, and 339 employees were selected as a sample using random sampling. To collect data, a questionnaire tool was used: a questionnaire on the experience of drowning in work (Talabeigi, 2013), psychological needs (Deci & Ryan, 2000) and an organizational commitment questionnaire (Allen & Mayer, 1997) were the research tools, which were reliable and valid. Questionnaires in this research were calculated using Cronbach's alpha 0.865, 0.921 and 0.793 respectively for the aforementioned questionnaires. To analyze the data, Pearson correlation coefficient and structural equation model were used and using software SPSS 24 and AMOS 24 were used.

The results of the analysis showed that there is a significant positive and direct relationship between the psychological needs of employees with the experience of drowning in work and the organizational commitment of the organization (P ≥ 0.05). Also, the results of structural equation analysis showed that organizational commitment mediates the relationship between employees' psychological needs and the experience of being overwhelmed at work (P ≥ 0.05).

Attention and emphasis on promoting organizational commitment help creating a clear image of effective human resources with appropriate psychological needs and the experience of drowning in work.

The purpose of the current research is to determine the relationship between servant leadership and organizational commitment, job satisfaction and adaptive performance with regard to the mediating role of organizational trust. This research is descriptive in terms of type and in terms of method, it is a correlational research and its statistical population includes 600 employees of Azmaneh Foulad Company, out of which 234 people were selected through available sampling. The research tool includes a leadership style questionnaire. Gholipour's servant (2018), Smith's job satisfaction (1969), Allen and Mayer's organizational commitment (1990), Cherbanir-Virin's adaptive performance questionnaire (2012) and Kanavatanachi and Yu's (2002) organizational trust. Relationships were investigated using the method of covariance-based structural equations through Lisrel software. The results of this research showed that there is a significant relationship between servant leadership and adaptive performance and between servant leadership and organizational trust. In addition, the results of mediation analyzes showed that organizational trust mediates the relationship between servant leadership and job satisfaction, organizational trust mediates the relationship between servant leadership and adaptive performance, the relationship between servant leadership and job satisfaction, and the relationship between servant leadership and adaptive performance. The findings of the present research indicate the necessity to change the management approach of organizations to new approaches in order to change the attitude and behavior of employees.

The present study was conducted with the aim of investigating the effect of organizational culture and personality on organizational commitment through the mediation of the role of psychological well-being. The method of this research was descriptive-correlational and its statistical population was the employees of the police 154 of whom were identified using Morgan's table. They were selected as samples in a systematic way. The data were obtained using Psychological well-being questionnaires of Rief , organizational commitment of Allen, organizational culture of Denison (2000) and the NE0-FFI questionnaire to analyze the data, path analysis, and to test the significance of the path coefficient. T test was used. The results showed that organizational culture, personality and psychological satisfaction have a direct effect on organizational commitment. Also, organizational culture and personality through psychological well-being have indirect and significant effects on employees' organizational commitment. Therefore, the role of as a mediating variable Psychological well-being was confirmed and a suitable research model was obtained on the role of psychological well-being as a mediating variable using the path analysis method of the theoretical causal model. The results showed that the model obtained from this study can be used as a model to predict organizational commitment from organizational culture and personality with the mediation of psychological. well-being this study showed that in order to increase the organizational commitment of employees, special attention should be paid to the role and relationship of effective factors in Psychological well-being of employees.

The COVID-19 pandemy is an extraordinary world health crisis, with its rapid spread over the world, which associated with too much mortality. In this situation, healthcare professionals have a vital role. Their resilience during COVID-19 pandemy is crucial not only for continuous and safe patients care but also for control of any outbreak. The present study was conducted to Identify and discover the psychological and organizational variables affecting resilience in nurses in critical and stressful pandemic conditions in 2020. This research is applied in terms of purpose and qualitative in terms of data collection.

The study population included nurses working in hospitals designated for patients with coronavirus in Mashhad and Bojnourd cities. Sampling was done purposefully and data was collected from 15 nurses through in-depth semi-structured interviews by observing social distance and using the mass communication means. The interview was conducted to analyze the data using the framework analysis method consisting of five steps.

According to the data collected from psychological variables, psychological flexibility and spiritual intelligence have played a decisive role in nurses' resilience, and among organizational variables, organizational commitment (emotional commitment, continuous commitment, normative commitment) has played a prominent role in nurses' resilience.

According to the results of interviews, spiritual intelligence, psychological flexibility, and organizational commitment have led to the resilience of nurses. on the other hand, the lack of proper quality of work-life in pandemic conditions has not created an obstacle for nurses to continue their efforts. And despite the critical situation and the lack of health and psychological facilities, they have continued to work which shows that the inner and spiritual components play a decisive role in nurses' resilience in critical situations.

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 present research was conducted with the aim of structural equations of the relationship between the psychological needs of employees with the experience of flow at work with the mediation of organizational commitment.

The current research method was correlation type and structural equation method was used. All the female employees of the Islamic Azad Universities of Tehran in the academic year of 2019-21 formed the statistical population of the present study, and 339 employees were selected as a sample using the random sampling method. To collect data, a questionnaire tool was used: the questionnaire on the experience of drowning in work Talabighi (2013), psychological needs Deci and Ryan (2000) and the organizational commitment questionnaire Allen and Mayer (1997) were the research tools, which were reliable and valid. Questionnaires in this research were calculated using Cronbach's alpha 0.865, 0.921 and 0.793 respectively for the aforementioned questionnaires. To analyze the data, Pearson's correlation coefficient and structural equation model were used and using software SPSS 24 and AMOS 24 were used.

The results of the analysis showed that there is a significant positive and direct relationship between the psychological needs of employees with the experience of flow at work work and the organizational commitment of the organization (P<0.05). Also, the results of structural equation analysis showed that organizational commitment mediates the relationship between employees' psychological needs and the experience of flow at work work (P<0.05).

attention and emphasis on promoting organizational commitment can be it helps to create a clear picture of the effective human force with appropriate psychological needs and the experience of flow at work.

Job burnout in teachers caused by technostress or technology-related stress during the virtual teaching period of COVID-19 pandemic is one of the new global societal damages. The aim of this study was to develop a structural model of job burnout based on technostress with the mediating role of psychological characteristics, organizational commitment, and perceived social support. Research The statistical population consisted of elementary school teachers in the city of Ferdowsi who were teaching online during the COVID-19 pandemic and 84 of them were selected as the available sample using the sampling method. To collect data, the Maslach Burnout Inventory (1981), the Technostress Supporters and Colleagues Questionnaire (2008), the Perceived Social Support from Friends and Colleagues Questionnaire (1998), and the Allen and Meyer Organizational Commitment Questionnaire (1990) were used. The collected data were analyzed using 23AMOS and 23SPSS software. The results showed that perceived social support and job commitment did not have a significant mediating role in predicting job burnout. Therefore, it can be concluded that technostress directly plays a significant role in predicting job burnout, but technostress does not have a significant contribution to predicting job burnout with the mediating role of perceived social support and organizational commitment. Additionally, the results indicated that gender and teaching experience did not have a significant effect on job burnout. However, there was a significant difference between the average job burnout in individuals of different ages. Hence, age has a significant effect on job burnout.

Managers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions.

The statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis.

The results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable.

Given that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally  leaving the job can be prevented. And this is very useful for managers of organizations.