حمایت سازمانی ادراک شده

The present study was conducted with the aim of structural modeling of interactive leadership style, perceived organizational support, and mental well-being, with the mediating role of psychological hardiness in employees of the five educational districts of Tabriz. The research employed a descriptive correlational design with structural equation modeling. The statistical population consisted of 500 employees from the five educational districts of Tabriz in 2023, from which a sample of 246 participants was selected using multi-stage cluster random sampling based on Cochran's formula. Data were collected using validated questionnaires, including the Interactive Leadership Style Questionnaire (Shao et al., 2017), Perceived Organizational Support Questionnaire (Allen et al., 2008), Mental Well-being Scale (Molavi et al., 2009), and Psychological Hardiness Questionnaire (Moreno-Jiménez et al., 2014). Data analysis was conducted using Pearson correlation coefficients and structural equation modeling. The findings indicated a positive and significant relationship among interactive leadership style, perceived organizational support, mental well-being, and psychological hardiness. Moreover, psychological hardiness was confirmed as a mediator in the relationship between interactive leadership style, perceived organizational support, and mental well-being. These results suggest that fostering psychological hardiness can enhance interactive leadership style, perceived organizational support, and employee well-being. By promoting psychological hardiness, organizations can create healthier and more dynamic workplaces that benefit both employees and the organization. It is recommended to encourage psychological resilience and flexibility through activities designed to strengthen psychological hardiness among employees.

Today, organizations face various challenges, one of the most significant being unethical pro- organizational behaviors of employees. Given the critical impact of authentic leadership in organizations, this research examines the effect of authentic leadership on employees' unethical pro-organizational behaviors, considering the mediating role of psychological capital and perceived organizational support. This study is applied in purpose and descriptive-correlational in execution, using a questionnaire for data collection. The statistical population consists of 1,300 employees from branches of Bank Tejarat in Tehran, and using Cochran's formula and Morgan's table, a sample of 261 individuals was selected through cluster sampling. The methods of data collection were both library and field-based, and to evaluate the validity of the measurement tools, construct, convergent, and divergent validity were employed. Additionally, to assess the reliability of the tools, Cronbach's alpha and composite reliability were utilized, and the collected data were analyzed using structural equations and wrap PLS analysis. The results indicated that authentic leadership has a positive and significant effect on employees' unethical pro-organizational behaviors; however, the mediating roles of perceived organizational support and psychological capital, despite their significant impact, did not intensify the effect of the relationship between authentic leadership and employees' unethical pro-organizational behaviors

Organizational citizenship behaviors (OCBs), which are voluntary employee behaviors that go beyond their defined duties, play a key role in organizational success. This study aimed to investigate the relationship between perceived organizational support (POS), job satisfaction (JS), and OCB, and the mediating role of organizational commitment (OC) in this relationship among employees of the Agricultural Jihad Organization in North Khorasan Province, Iran. The study was applied in terms of its purpose and descriptive-survey in terms of its research method and correlation type. The statistical population included all employees of the Jihad Agriculture Organization in Bojnord (90 people), and the census method was used to collect data. To collect data, the standard questionnaires of perceived organizational support (Eisenberger, 2001), job satisfaction (Amin, 2012), organizational commitment (Ryan & Organ, 2002), and organizational citizenship behavior (Organ, 1998) were used. The data were analyzed using SPSS 24 and Amos 22 software. The results showed that there is a positive and significant relationship between perceived organizational support and job satisfaction with organizational citizenship behavior. Additionally, organizational commitment plays a full mediating role in the relationship between perceived organizational support and organizational citizenship behavior and a partial mediating role in the relationship between job satisfaction and organizational citizenship behavior. Accordingly, managers of the Agricultural Jihad Organization should create a supportive environment and promote employee job satisfaction to pave the way for increased organizational commitment and ultimately enhance their organizational citizenship behavior.

The present study was conducted with the aim of examining the effect of job demand, role ambiguity, perceived overqualification and organizational support on employee well-being based on the job demand-resources model. This research was applied in terms of purpose and survey in terms of data collection method. The statistical population was all the employees of Razi University of Kermanshah, totaling 490, and 215 of them were selected as a sample from different faculties using Morgan's table and stratified random sampling method, which was chosen according to the sample of each faculty. The data collection tool was a questionnaire. Data analysis was conducted using structural equation modeling approach with partial least squares method through Smart PLs3 software. The findings of the research show that job demand, perceived role ambiguity and overqualification decrease the well-being of employees, while organizational support increases the well-being of employees. Improving the well-being and support of employees has led to the success of the organization. If the organization supports the employees, they feel more committed to the organization and strive to increase performance and achieve the goals of the organization. Therefore, it is necessary to find the factors affecting the well-being of employees, which can contribute to the success of the organization.

Innovative human resources are the driving engine behind dynamic thinking, critical approaches, and are essential catalysts for transformation and innovation within any organization. They embody the questioning spirit and proactive nature of a vibrant workforce, which is critical to the organization's continual evolution. Effective initiation, sustained development, and strengthening of such innovative practices are not feasible without the solid foundation of both material and spiritual support as perceived by the employees. Consequently, the central aim of this research is to meticulously design and present an innovative human resources model based significantly on perceived organizational support, meticulously studied within the government organizations of Qazvin.

This research employs a comprehensive mixed exploratory approach, amalgamating qualitative and quantitative methodologies, which is applied in intent and descriptive-survey in its implementation method. The qualitative component of this study utilized the acclaimed Clark and Brown thematic analysis method with a comparative approach. In this phase, the statistical sample, carefully chosen using a non-probability targeted method, included a select group of 11 academic and organizational experts. The quantitative segment focused on a diverse group of managers, deputies, and specialists from various government organizations across Qazvin, encompassing sectors such as governance, infrastructure, economic, social, cultural, and service affairs. The robust sample size, meticulously calculated using Cochran’s formula, was set at 220 individuals. The sampling strategy in the quantitative phase began with targeted selection, followed by a strategic combination of cluster, stratified, and simple random sampling methods. Data collection was comprehensively conducted using semi-structured interviews and a meticulously developed questionnaire. For data analysis, the qualitative section leveraged MaxQDA software for detailed triple coding—axial, selective, and open coding. Simultaneously, the quantitative section employed SPSS for rigorous data analysis and MATLAB software for the sophisticated implementation of confirmatory factor analysis to validate the model and determine the optimal combination of perceived organizational support and innovative human resources.

The research findings robustly highlight the initial identification of themes at comprehensive, organizing, and basic levels. This thorough investigation led to the emergence of innovative themes that were distinctly extracted from the disparities between the theoretical literature, past research background, and enriched insights obtained from expert interviews. The elaborately finalized model successfully integrates essential local government indicators along with moral and human values, thoughtfully adapted to the unique cultural context governing the administrative operations in Qazvin. This adaptation drew extensively from an in-depth review of pertinent laws, regulations, and foundational documents.

One of the paramount achievements of this research is the formulation of a multi-level model that proficiently measures the optimal combination of organizational support factors and innovative human resources within Qazvin's government organizations. This model is innovatively designed to predict the output variable based on the carefully evaluated values of the input variables. The strategic implementation and meticulous execution of this model within the government organizations of Qazvin can be considered exceedingly practical and unequivocally beneficial, aiming to significantly enhance the operational effectiveness and efficiency within these institutions.

The core goal of this research was to evaluate the impact of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence in the vice presidency area of the library of Astan Quds Razavi libraries. This was a descriptive-correlation study in terms of nature and methodology and an applied one regarding its objective. The research statistical population included 300 employees of the deputy area of Astan Quds Razavi libraries. The statistical sample was determined as 169 subjects using Morgan's table. The content-face validity and construct validity (confirmatory factor analysis) of the research tool were examined and confirmed. The research reliability rate was also obtained higher than 0.832 using Cronbach's alpha coefficient test. The study results demonstrated that perceived organizational support has a positive and significant impact on innovative work behavior and cultural intelligence of employees (t = 3.486, t = 2.456). The perceived organizational justice was also found to have a positive and significant effect on innovative work behavior and cultural (intelligence) quotient (t = 2.910, t = 3.147). Moreover, the cultural (intelligence) quotient showed a positive and significant effect on innovative work behavior (t = 2.704). It was concluded that the cultural (intelligence) quotient mediates the relationship between perceived organizational support and innovative work behavior (t = 2.124). Finally, the cultural (intelligence) quotient was found not to mediate the relationship between perceived organizational justice and innovative work behavior (t = 1.175).

This research was conducted with the aim of investigating the effect of perceived organizational support and organizational culture on organizational citizenship behavior with the mediating role of perceived organizational commitment. The statistical population of this study consisted of all the teachers in Tehran, whose number was 45,000, and according to Cochran's formula, 384 teachers and administrators were selected as a statistical sample based on the multi-stage cluster sampling method. The measurement tool in this research is a researcher-made questionnaire, the first part of which is to examine demographic characteristics and the other three parts of a modified standard questionnaire, which include Sharma and Jain's organizational citizenship behavior questionnaires, Dension's organizational culture and commitment, and Eddy's organizational support questionnaire. have been. After checking the validity and reliability, the questionnaires were provided to the selected statistical samples and the obtained data were analyzed using SPSS26 and SmartPLS software. The research findings showed that perceived organizational support and organizational culture have a positive and significant effect on organizational citizenship behavior with a mediating role of perceived organizational commitment. It is recommended to increase the organizational commitment of teachers in the educational organization with organizational support and create a suitable organizational culture, and then the emergence of organizational citizenship behavior in them.

Today's world witnesses significant advancements in various fields of knowledge and technology. Police body cameras are one such technology equipped by the Iranian police. This research aimed to investigate the impact of body cameras on emotional labor and occupational burnout of police officers and to elucidate the mediating role of perceived organizational support. This research is applied in terms of objective and survey-based in terms of data collection method. The statistical population of the study consisted of police officers of the Law Enforcement Command in Hamadan province, and a sample of 124 officers was selected using simple random sampling method. Data were collected using a standardized and validated questionnaire (with a factor loading greater than 0.70 and Cronbach's alpha higher than 0.70) and analyzed using structural equation modeling in PLS software. The research revealed that the direct impact of body cameras on emotional labor and occupational burnout of police officers is positive and significant, while the impact on perceived organizational support of police officers is negative and significant. Additionally, the indirect effect of body cameras on emotional labor of police officers with the mediating role of perceived organizational support was confirmed; however, the indirect positive effect of body cameras on occupational burnout of police officers with the mediating role of perceived organizational support was also confirmed. The use of body cameras leads to an increase in emotional labor of police officers, decreases perceived organizational support, and increases their occupational burnout; therefore, managing the effects of using these cameras on police officers requires serious attention.

The aim of this study is to validate the model of Individual disfavor in organization in Payame Noor university of west Azerbaijan province. According to the purpose, the current research is an applied one, in terms of the method of data collection it is a descriptivesurvey research and based on the nature of the data it is a quantitative research. For data collection, researcher-made questionnaires were provided to 210 university employees that were selected as a sample from the statistical population of 465 people by using the probability method and stratified sampling according to the volume. Data analysis was done using structural equation modeling and AMOS software. After checking the face and content validity, the construct validity of the questionnaires was validated through confirmatory factor analysis. Then, the proposed conceptual model was examined through path analysis using the maximum probability method, and then the fit of the experimental data was tested with the default model. The results showed that the factor loadings of most of the questions were acceptable and individual factors with a coefficient of 0.41, group factors with a coefficient of 0.30, and organizational factors with a coefficient of 0.38 had a significant effect on the individual disfavor in organization and the effect of the individual disfavor in organization was also significant on the individual consequences with a coefficient of 0.52 and on the organizational consequences with a coefficient of 0.27. Goodness of fit indexes was generally acceptable and the presented model was valid.

The objective of this paper is to investigate the effect of spiritual leadership and pro-environmental behavior of human resources with respect to the moderating role of perceived organizational support and environmental awareness. Being applied in terms of purpose, this research project was a descriptive-survey and cross-sectional study. The statistical population was the employees of the Agriculture Jahad organization of Golestan Province is 1021 people from whom 278 simple random samples were determined using Krejcie and Morgan’s formula. Data collection was done through library method and fieldwork using a standard questionnaire, the reliability of which was confirmed by Cronbach's alpha coefficient test and the validity of which was confirmed by the content method. The analysis was conducted using both descriptive statistics and structural equation modeling with SmartPLS software. The results showed that spiritual leadership has no significant effect on spirituality at work. Spirituality at work had a positive and significant effect on environmental orientation and intrinsic motivation. Intrinsic motivation had a significant and positive effect on proenvironmental behavior. Moreover, environmental orientation had a significant and positive effect on pro-environmental behavior. Finally, the results showed that perceived organizational support did not have a moderating role in the relationship between spiritual leadership and spirituality at work and also environmental awareness had no moderating role in the relationship between spirituality at work and environmental orientation.

The purpose of research is to investigate the effect of loneliness of employees in the organization on career advancement, risk-taking and trust with the mediating effect of perceived organizational support. The descriptive research method was correlation type. The statistical population of the present research is all the employees of the social security organization of P Borujen city, from whom 70 people were selected by stratified random sampling and answered the relevant questionnaires that included loneliness in the organization, career advancement, organizational support, risk-taking and trust. . In order to analyze the data in the present research, from the statistics at two descriptive and inferential levels; Pearson correlation, confirmatory factor analysis, path analysis and structural equations were used. The findings showed that there is a negative and significant relationship between loneliness in the organization and risk-taking and trust in the organization. there is a direct, positive and significant relationship between perceived organizational support and risk-taking and trust in the organization and career advancement. loneliness in the organization has a negative and indirect effect on perceived organizational support through the mediation of risk-taking and trust. It has a negative and indirect effect on career advancement through the mediation of perceived organizational support.

The main purpose of this study is to investigate the role of perceived organizational support and trust in managers in shaping the heroic behavior of employees in the process of organizational change.

This study was conducted in the Telecommunications Department of South Khorasan Province which in 2012 witnessed changes in its organizational structure. There are 250 people working in this office. According to the size and type of population and research, a simple purposeful and random combined sampling method was used. The sample size was 152 using Cochran's formula. Data collection tool was a standard questionnaire that after confirming the validity and reliability of the tool, the collected data were analyzed by SPSS and AMOS software using structural equation modeling and Sobel test.

The findings of the study showed that perceived organizational support has a significant effect on trust in managers and the formation of heroic behavior of employees in the process of organizational change. Trust in managers also shapes the heroic behavior of employees in the process of organizational change and also plays a mediating role in the relationship between perceived organizational support and the formation of heroic behavior of employees in the process of organizational change.

To form the heroic behavior of employees in the process of organizational change, managers must show their honesty by fair treatment of employees to build trust between managers and employees and also try to promote a sense of employees support from the organization.

Perceived organizational support, burnout, and job satisfaction are variables that can be effective in predicting the extent of deviant behaviors in the organization. The aim of this study was to investigate the role of perceived organizational support and burnout on deviant behavior mediated by job satisfaction. The present study is applied in terms of purpose, descriptive-survey in terms of nature and method. To test the hypotheses, a questionnaire consisting of 21 questions arranged according to the Likert 7-choice spectrum was used. The statistical population of the study includes the staff of three, four and five star hotels in Mashhad with more than 1000 people; The sample size was 278 people, which was selected based on Krejcie and Morgan table by relative stratification method and Cronbach's alpha coefficient was calculated using Spss software and confirmatory factor analysis was used to evaluate the validity of the structure using Lisrel software. In order to analyze the findings, the path analysis model was used and to analyze the mediating variable, the Sobel test was used. The results showed that perceived organizational support and burnout can have a significant direct and indirect effect on deviant behavior. To investigate the role of the mediator variable, the Sabel test method was used, which showed that job satisfaction plays the role of the mediator variable in the relationship between other variables.

One of the most important ways to prevent the spread of corruption and fraud, both at the macro and organizational levels, is whistleblowing. However, whistleblowing has not been never simple action, and whistleblowers are constantly facing pressure, threats, harassment, and even revenge. Therefore, they are required to receive effective and appropriate organizational and legal support.

THEORETICAL FRAMEWORK:

Various studies have mentioned different incentives and barriers to whistleblowing. One of the key factors in encouraging employees to disclose violations is perceived organizational support. If employees feel that the organization supports their disclosure actions, this motivation will help them overcome other barriers and whistle. But the factor that has received less attention in this regard, especially in Iran, is the legal protections perceived by the employees. Due to the ignorance of employees about the legal consequences of whistling in Iran, probably one of the most important obstacles to whistleblowing is the lack of protection by law. Therefore, the current research deals with both organizational and legal support and examines their role in persuading employees to expose the organization's violations. Therefore, the current research examines the effect of perceived legal and organizational support on employees' whistleblowing intentions. The whistleblowing intentions comprised six types of offenses including theft, wasting organizational resources, mismanagement, safety issues, sexual harassment, discrimination, and deliberate violation of the law.

The current research is an applied study based on the survey method. The statistical population encompassed all the employees of private banks in Iran. Due to the uncertainty of the statistical population volume, according to Morgan's table, the online questionnaire was distributed among 384 employees of private banks. The questionnaire's reliability was approved using Cronbach's Alpha coefficient, and its construct validity was assessed by confirmatory factor analysis.

The skewness and kurtosis values for all the variables were from +2 to -2, confirming their normality of distribution. Results for the correlation test indicated that organizational support and legal support were significantly correlated, but there was no significant correlation between whistle intention with legal and organizational support. Detailed results showed that the level of perceived legal and organizational support and whistleblowing intention was almost low. Structural equation modeling was conducted in Amos software to test the research hypotheses. Hypothesis testing indicated that organizational and legal support significantly affected whistle intention. Furthermore, research results indicated a significant difference in whistle intention for different types of violations.

CONCLUSIONS & SUGGESTIONS:

This study had a quantitative approach to employees' views on support and their willingness to whistle. Given the relative novelty of this issue, especially at the organizational level, it can certainly be useful and interesting to adopt a qualitative approach and discover deeper motivations of employees. The present study did examine the employees' behavioral intentions but not their actual behavior. Future studies are suggested to examine the actual whistleblowing behavior by adopting a comparative approach. In general, there is a lack of studies to explain the general position of organizational whistling in both the private and public sectors of the country, and there are no reliable statistics about whistling corruption by employees and the fate of whistleblowers.

The thriving at work strategies are important for preserving human capital, utilizing their latent capacities, and enhancing individual and organizational performance. Researchers are trying to identify the factors that can provide the basis for thriving at organizations. The purpose of the present study is to investigate the antecedents affecting employee thriving at work. The present study is a descriptive-correlational. The statistical sample of the study is 180 employees of the General Department of Taxation of Semnan Province who were selected by simple random sampling. Questionnaires and stepwise regression were used to collect data. The results of regression analysis in the final model showed that variables of Job autonomy, organizational trust, perceived organizational support, civility at workplace and proactive personality were significant predictors of thriving at work. Based on the results of the research, it can be stated that support and trust of the employees in addition to their autonomy, acting in a respectful and polite way with the employees and enhancing the spirit of ideation and innovation in them can lead the employees to thrive in the organization.

Nowadays, due to the increasing complexity, the issue perceived organizational support and the need for organizational citizen behavior has been considered more, while the topic of the organizational indifference is one of the factors that can compromise the competitive position of the organization. Therefore, it is important to consider it. In this research, the relationship between perceived organizational support and organizational citizenship behavior through the role of organizational indifference as a mediation. has been investigated. This research is practical in terms of purpose and is descriptive-survey and correlation type in terms of nature.

The statistical population is established of employees of Isfahan Steel Tehnika Co., for collecting information on the subject literature, a library method such as books and scientific articles was used and for measuring variables of the model, a standard questionnaire with valid and reliable reliability was used. The sampling method is a randomized, proportional to volume volume. For data typing, the inventory includes descriptive statistics such as mean and for analyzing the data to confirm or reject the research hypotheses, we used inferential statistics and test structural equations and SPSS 22 software and Smart Pls 2.0 were used.

Findings of the research indicate that perceived organizational support influential is effective on organizational citizenship behavior and its dimensions. Also, perceived organizational support indirectly affects on organizational citizenship behavior through the role of organizational indifference as a mediate.

Analyzing the effect of perceived organizational support on organizational citizenship behavior by emphasizing the mediating role of organizational indifference is an important tool for translating employees' voices and considering their wants and needs, which was used for the first time in this study.

The purpose of this study is to identify the impact of the poisoned atmosphere and the perceived organizational support on knowledge sharing. In terms of purpose, it is a practical research and from the perspective of data collection, it is a descriptive correlation. The statistical population of this study is 1648 staff of Sarab city educational institutions. According to the Korjesi and Morgan’s table, the sample size was set at 313 people and selected by the class sampling method, which reached 248 after removing the outbound data. The data were compiled using the standard rural organizational atmosphere questionnaires, Dixon knowledge sharing and standardized organizational support questionnaire, designed and validated based on the Alan and his colleagues’ Model. Data analysis was performed using Pearson’s correlation test and structural equation modeling. The results illustrate the conceptual model fit and confirm all the hypotheses; So that all the direct effects on the model presented as well as the indirect effect of the poisoned organizational atmosphere on knowledge sharing were confirmed through the mediation of perceived organizational support. The results of the study state that perceived organizational support can reduce the negative impact of the poisoned atmosphere on the knowledge of the staff of educational institutions; Therefore, it is necessary for the atmosphere of educational institutions to be nontoxic in order to reveal the intention of the organization in providing support to employees and thus not consider knowledge sharing as a contrary to their own interests.

The issue of stress and job satisfaction is always one of the most important concerns of managers in organizations. On the other hand, the organization's support for the staff and the transformation of the Police complex is always at the top of the commanders' work. The purpose of this study is the effect of change management on stress and job satisfaction through the mediated organizational support of Police sports managers.

The present study is applied in terms of purpose and correlational in terms of nature and descriptive method. The statistical population consisted of approximately 95 Police sports managers, all of whom were considered as a sample by the whole number method. The measuring instruments were Perceived Organizational Support Questionnaire of Eisenberger et al. (1986), James Castiglioni Transformation Management Questionnaire (2006), Brooks et al. (2009) and Job Satisfaction Questionnaire of Ghasemzadeh et al. (2012). Convergent and divergent validity, combined reliability and Cronbach's alpha were used to analyze the data using descriptive statistics including mean and percentage, and to test the hypotheses, the structural equation approach and Spss and pls software were used.

The results showed that perceived support has a positive and significant effect on the relationship between change management and job satisfaction (indirect = 0.061, t = 2.31 and p <0.05). Also, perceived support has a negative and significant effect on the relationship between change management and job stress (indirect = -0.04.01, t = 1.75 and p <0.05). Also, a positive and significant effect was observed on the relationship between transformational management on perceived support and job satisfaction and perceived support on job satisfaction. It was also found that transformational management has a negative and significant effect on job stress and perceived support on job stress.

. The results showed that change management has an effect on stress and job satisfaction with the mediating role of organizational support of Police sports managers. Therefore, Polic sports commanders and managers should pay special attention to the role of change management and organizational support to reduce stress and increase job satisfaction.

The aim of this study was to investigate the role of organizational pessimism as a mediating variable in the relationship between perceived organizational support and employees' anti-productivity behavior. The research is descriptive-survey in terms of practical purpose and in terms of nature and method of implementation. The statistical population of this study consisted of the staff of the General Office of Standards of Khorasan Razavi, due to the limited statistical population, the census was used. In this study, the Nayr Questionnaire (2013) was used for the organizational support variable, the Kalagan Organizational Pessimism Questionnaire (2009) was used for the organizational pessimism variable, and the Bennett and Robinson (2002) questionnaire was used for the anti-productivity behavior variable. The validity of the questionnaire was confirmed through face and content validity and the reliability of the questionnaire was confirmed using Cronbach's alpha coefficient. Data were analyzed by correlation test and structural equations using SPSS22 and PLS 3 software. Structural equation modeling findings showed that organizational pessimism mediates the relationship between perceived organizational support and anti-productivity behavior.

The aim of this study was to investigate the effect of perceived organizational support on organizational commitment through mental happiness in the staff of the Imam Khomeini Relief Committee in Shiraz and using a descriptive correlational research method. The statistical population of this study is all employees of the Shiraz City Relief Committee, which in March 2016 was 267 people. The tool for collecting field information in this research is a questionnaire. The Mental Happiness Questionnaire consists of a combination of Life Satisfaction, Positive and Negative Emotion and Job Nature Questionnaire. The analysis of this study was performed using SPSS23 and Amos23 statistical software at two levels of descriptive statistics and inferential statistics. The research findings confirm the effect of perceived organizational support on organizational commitment through mental happiness. Also, the direct effect of perceived organizational support on organizational commitment and its dimensions, the effect of perceived organizational support on mental happiness and its dimensions and the effect of mental happiness on organizational commitment and its dimensions have been confirmed. The results of demographic hypotheses showed that there is no significant difference between the level of organizational commitment, perceived organizational support and employees' sense of mental well-being with respect to the gender variable; But there was a significant difference between the respondents' opinions about the feeling of mental happiness according to the variable of education level. There is also a significant difference between the level of organizational commitment and perceived organizational support with respect to the organizational category variable.