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The purpose of this study is examining the effects of spiritual leadership and its consequences among nurses and healthcare system. Because nurses have different problems such as high work pressures and lack of benefits .
 

For testing the conceptual model, 1200 nurses were selected by stratified random sampling. They belonged to 18 provinces in Iran. Then, according to the population of public and private nurses, questionnaires were sent. Within three months and with one-month follow-ups, out of 1200 questionnaires, 1058 items were returned. Structural equation modeling and bootstrap approach were used to test H1 to H3 in Mplus7.4. Also, Ordinary least squares regression analysis was used in SPSS. 24.0 for moderation effect test.

Empirical results show that the mediating effect of both dimensions p-j & p-o fit in the relationship between spiritual leadership & job engagement. Furthermore, career commitment strengthens the positive effect of p-j fit on job engagement. These findings are consistent with P-E fit & identity theory. 

This study contributes to the literature by considering P-E dimensions as an additional explanatory mechanism in the relationship between spiritual leadership and job engagement. In other words, this study supplements and adds a new perspective to the explanation of the relationship between spiritual leadership and job engagement. Also, from identity theory, this study consider career commitment as a moderator between person-job fit and job engagement. It can deepen understanding the contingency factors that influence the outcomes of person-job fit.

This study was done with the aim of drawing a scientific mapping of transformational leadership research and the mediating role of knowledge sharing behavior in the relationship between transformational leadership and the fit of the individual and the organization with the innovative work behavior of school teachers in Euclid city. The statistical population of this research is made up teachers of Euclid city, whose number is about 1300 people. In order to select the sample size, a sample of 296 people was selected using the Cochran formula. In order to measure innovative work behavior, knowledge sharing behavior, transformational leadership and person-organization fit, Sudbijo and Pramiswari (2021) questionnaire was used. The reliability of the questionnaire was examined and confirmed by Cronbach's alpha coefficient and composite reliability and its validity by construct and content validity. Research hypotheses were analyzed using the structural equation modeling technique. The results of the research indicated that transformational leadership has a positive and significant effect on innovative work behavior, knowledge sharing behavior, and individual organizational behavior. Also, knowledge sharing behavior has a positive and significant effect on innovative behavior. The fit of the individual to the organization has a positive and significant effect on knowledge sharing behavior, but not on innovative behavior. Also, knowledge sharing behavior plays a mediating role in the relationship between transformational leadership and the fit of the individual and the organization with innovative work behavior.

Today, due to the increasing speed of change in organizations, managers are looking for ways to increase employee organizational commitment to gain a competitive advantage. since organizations face dynamic environments, they need employees who are able to quickly change their tasks and move easily between teams. this is where the person-organization fit is considered. the fit between employees' values and organizational culture can be a predictor of organizational commitment. on the other hand, one of the important factors for the survival of organizations is their manpower capability. when employees have a high level of psychological empowerment, they consider their work important, consider themselves an effective person in the organization, and consequently increase their commitments to the organization.

Considering that performance improvement is the most important goal for organizations, desired affecting factors must be identified and be strengthened. one of these factors is the organizational commitment which in turn may affect job satisfaction, absenteeism, turnover, and performance. on the other hand, the issue of compatibility between employees and organizations has been raised as an important factor to answer the question of why individuals are attracted to a particular organization or why employees remain in a particular organization. also, today, employees' empowerment is one of the most important indicators of an organizations' success. organizational commitment can be increased through empowering employees by means of more freedom, job independence, decision-making responsibility, and authority in performing tasks. empowerment cause employees to be internally motivated and, thus, has a positive relationship with human resource productivity. previous research emphasized these three variables as important antecedents of organizational performance.

This research is an applied study in terms of purpose, and in terms of nature and method of research, it is a descriptive survey. The statistical population of the study was comprised of 150 employees working in the Isfahan Customs Department, 108 of which were selected as the statistical sample using Cochran's formula and random sampling. Needed data was collected distributing a written questionnaire.4- RESULTS & DISCUSSIONThe research results demonstrated that person-organization fit had a positive and significant impact on organizational commitment. In addition, the indirect impact of person-organization fit on organizational commitment through psychological empowerment was statistically significant. The direct effect of the predictor variable was greater than the indirect effect. Overall, person-organization fit and psychological empowerment can be considered as affecting factors of organizational commitment.

The result of the first hypothesis is consistent with that of Poorrostami et al. (2016) and Margarta and Vikaksana (2020). Therefore, it is suggested to managers that create more effective employment mechanisms to maximize person-organizational fit and increase the organizational commitment. The result of the second hypothesis is consistent with the results of Eshaghiyan et al. (2016), Ameri and Ismaili (2010), Ratanasari and Soderma (2019), Afsar and Badir (2016), and Gregory (2010). To increase the employees' psychological empowerment, it is suggested that managers focus on improving the person-organization fit. Additionally, managers are recommended to hire employees who are adaptable to the organization's value system. The effect of psychological empowerment on organizational commitment was also confirmed, which is consistent with the results of Kafashpour and Shakoori (2015), Abbasi et al. (2013), Ravaghi et al. (2013), Zahedi et al. (2009), Yakubaki (2003), Janssen (2004), Ambad (2010), and Yasin Hamed (2020). Therefore, it is recommended that managers inform employees about direct and indirect costs imposed on the organization by employees' turnover and, thus, create a sense of duty in employees to stay in the organization. The results confirmed the indirect effect of person-organizational fit through psychological empowerment. This was consistent with the results of Farzaneh et al. (2014) and Karimi et al. (2018). Accordingly, attention to the measures of employee empowerment should be on the agenda of organizational management.

Nowadays, innovation is the basis of development and survival of social systems; however, materializing it calls for innovative work behavior. The present study intends to investigate into this issue. In order to collect data, 123 employees were selected from among the personnel of Golestan Province Civil Registration Organization. Results of structural equations modeling show that work spirituality and perceived organizational support have positive and significant effect both on member-organization Compatibility and innovative work Behavior. Besides, member-organization compatibility positively and significantly affects innovative work behavior. Moreover, the mediating role of member-organization compatibility in the relation between work spirituality and perceived organizational support, on the one side, and innovative work behavior, on the other, is confirmed. A number of applied suggestions are finally presented.

In any organization, human resources are considered as one of the most important ingredients of the organization. This factor has greater impact in some kind of organizations. The present study investigates the effect of spiritual intelligence on human capital of Khatam al-Anbia defense base with the moderating role of the fit between personnel and organization. The research methodology was quantitative; After designing the questionnaire, in-depth interviews were conducted with 6 experts of the relevant headquarters in this field. Finally, after completing the questionnaire, it was prepared for distribution among the community. The statistical population of the study was the staff of the headquarters, which according to the overall population (600), sample size was 234. This numver has calculated based on the sampling formula and according to the available sampling method. Spss sotware was used to analyze the data in the first part and pls was used in the structural equations section. The results showed that the effect of spiritual intelligence on human capital was positive and significant and among the dimensions of spiritual intelligence, the index of production of personal meanings had the greatest effect; The effect of the index of expansion of conscious state at the level of 5% error was not confirmed. The role of the moderator of the personnel-organization fit on the human capital of the defense base was also confirmed.

Capable human resources are highly important because they are rare and irreplaceable. Hence, organizations do their best to maintain the skillful members and to improve their commitment. The purpose of this article is to study the impact of perceived social responsibility on emotional commitment on the basis of mediating role of employee-organization compatibility, organizational identity and perceived organizational support. Data were collected from a sample size of 177 employees of Anzali Port Free Zone Organization and the structural equations method was applied to analyze the acquired data. Results show that the impact of perceived social responsibility on perceived employee-organization compatibility is positively significant. The same is true with the impact of employee-organization compatibility on organizational identity and perceived organizational support. Moreover, findings show that organizational identity and perceived organizational support have positive and significant impact on employees’ emotional commitment. Finally, the impact of organizational identity and perceived organizational support as a mediating variable between employee-organization compatibility and employees’ emotional commitment is positively significant.

This research has been conducted to examine the impact of career adaptability on career plateau by explaining the mediating role of person-job fit and person-organization fit. In terms of purpose, the study is applied and it was conducted by descriptive / survey method. The statistical population of the study was comprised of all employees of the National Iranian South Oil Company and using Morgan sample size table, 356 people were selected through combined sampling method, stratified random sampling and non-random convenience sampling. The results of data analysis using structural equation modeling showed that the career adaptability, person-job (P-J) fit and person-organization (P-O) fit have a positive and significant effect on career plateau. Also, career adaptability through the mediating role of person-job (P-J) fit and person-organization (P-O) fit have a significant and negative effect on career plateau.

Today, human resources is the strategic source of the organization and an organization has a value system and each of the human resources of the organization also has its own unique value system, organizational proportions refer to people's mental beliefs about the degree of coordination of personal values with organizational culture. The aim of this paper is to determine the multiple relationship between individual values and person–organization fit, faculty members and staff of college faculties. The present study was a descriptive research, multivariate correlation. The statistical population of the research was the total faculty members and staff of the Qom University and stratified random sampling method. The research instruments were standard questionnaires that their validity and reliability were calculated. The results showed that the mean scores of individual values among faculty members were higher than average and in the staff was moderate, the score of person-organization fit between faculty members was moderate and in the staff was lower than average.There is a positive and significant relationship between components of individual values (power, success, benevolence, independence, universalism, conformity, pleasure, arousal, tradition and security) and person–organization fit, there is significant multiple relationship between 4 value styles and person–organization fit.

Person-job and person-organization fit one of the most important issues in the field of organizational behavior and human resources. If this applies to people in the organization are respected, performance of human resources will increase. As well as, fair treatment in the organization, can lead to positive behaviors and avoid negative behaviors in the organization. This paper seeks to investigate the effects of organizational justice on organizational citizenship behavior (OCB) and deviant behaviors of university staff. For this purpose, role of mediator of person-job and person-organization fit was considered. Data were collected through a survey questionnaire for a sample of 136 university staff. In order to test the hypothesis in the end, LISREL software and Path Analysis Model (PAM) is used. Findings indicates that organizational justice has a significant positive effect on organizational citizenship behavior, person-job fit and person-organization fit and a significant negative effect deviant behaviors. Also, person-organization fit has a significant positive effect on organizational citizenship behavior, and person-job fit has a significant negative effect deviant behaviors.

The purpose of this research is recognizing and selecting an appropriate model for measuring person-organization fit from literature review, calculating the related indicators’ weights, and finally presenting a quantitative method for measuring two way fit of person- organization. In this regard first, different models and indicators of person-organization fit were explored. Then, the identified indicators were categorized in a focus group and finally Crystof bidirectional person- organization fit model were chosen for examining this concept. In the next step, the weight of indicators and the relationship between them were determined by DEMATEL and Analytic Network Process. The result of this study was seventeen indicators for individual’s evaluation of organization and also seventeen indexes for organization's evaluation of individuals and determining their weights using Network Analysis Process technique. According to results, from the individual’s viewpoint, the values of the organization and then the efficiency, power of influence and organizational goals have been the most weighed. From the organization’s viewpoint, personal attitudes and then values, personality, and personal goals have been the most weighed.