حمایت سرپرست

In terms of psychology, job dissatisfaction and insecurity may have an impact on counterproductive behavior because they create conflicts between the employee and the employer and have negative impacts on employee well-being and efficiency. Individuals who are dissatisfied with their job, their commitment to work will decreases and consequently their destructive behaviors will increase. Affective commitment suggest that the employees of the organization have a strong desire for membership and a very low willingness to leave and is more likely to be the indicator of job satisfaction. The existence of job insecurity creates counterproductive behaviors in the organization, which leads to the elimination of employee commitment and the emergence of problems in the organization; therefore, it seems necessary to examine the relationship between these factors. In general, the purpose of this study was to investigate the effect of job insecurity on counterproductive behaviors with the mediating role of Affective commitment and the moderatoring role of supervisor support. The researchers seek to answer the question that does job insecurity lead to counterproductive behaviors in organizations?  The counterproductive behavior can continue in a range of less severe offenses (such as five minutes late or leave five minutes early, surfing the Internet) to more serious offenses (such as verbal harassment, or physical harm to employees). Despite the fact that most of the reports of economic losses related to these behaviors in workplace are committed by employees in the United States and in other countries, there is some evidence that indicates these behaviors are not limited to a specific geographical range and they have a global outbreak. According to industrial and organizational psychologists, job security is one of the factors that creates job satisfaction. The sense of job security can be defined as an individual's assessment of the individual, organizational and environmental conditions that leads him to a conclusion that his particular occupational safety factor doesn,t threat him and that he can be sure of his employment at the present time and in the future. If a person feels job insecurity in the organization, he may engage in Counterproductive behaviors that have implications to the organization. The main sources of support in the organization for employees are the percieved organizational , supervisor and Colleague support. The hypotheses of this research are: Hypothesis 1: Job insecurity affects counterproductive behaviors. Hypothesis 2: Job insecurity affects affective commitment. Hypothesis 3: affective commitment affects Counterproductive behaviors. Hypothesis 4: affective commitment mediates the impact of job insecurity on counterproductive behaviors. Hypothesis 5: Supervisors' support moderates the impact of job insecurity on affective commitment. Hypothesis 6: Supervisors' support moderates the effect of affective commitment on counterproductive behaviors. Based on the purpose, this study is an applied research and in terms of nature is a descriptive-survey research. Structured questionnaires has been used to collect data. Because this study investigates the relationship between variables, thus it uses structural equations model and the second version of Smart PlS software. Considering the significance coefficient for paths between variables, all the research hypotheses have been confirmed. Confirming the mediating role of affective commitment, job insecurity has a indirect and significant effect on the counterproductive behaviors. The amount of Z-value obtained from the Soubel test is 6.865 which because it is greater than 1.96, therefore it can be suggested that the effect of the mediating role of affective commitment on the relationship between job insecurity and counterproductive behaviors is significant at the 95% of confidence level. The achievement of the 0.381 for VAF in this study means that more than one-third of the job insecurity effect on counterproductive behaviors is explained by the mediating role of affective commitment.  Based on the results obtained from the hypothesis test and given that job insecurity has a direct impact on increasing the intention to perform counterproductive behaviors by employees, it is suggested that the company adopt strategies and activities to increase the employees' job security and reduce their concern for loss their job. It is suggested that the studied company should pay attention to the empowerment of its employees in order to achieve a higher organizational performance; Regarding the effect of affective commitment on employees' counterproductive behaviors, it is suggested that the company consider the necessary arrangements to create a sense of satisfaction among employees, so that the organization and the position of the employees of staff will give them a sense of pride. It is suggested that supervisors carry out the necessary activities to increase work motivation, accountability, as well as regulating employees in the organization. On the other hand, it is recommended that the company take steps to create a friendly and ethical atmosphere. The results of the hypotheses indicate that supervisors through appropriate feedback and attention to employees have a moderating effect on their affective commitment; therefore, they will reduce the intention to perform counterproductive behaviors by employees.

The purpose of study was to investigate the role of supervisor support moderator in the relationship between emotional labour with job burnout and life satisfaction in nurses. This descriptive study is correlational type. The statistical population was all nurses (about 1100 people) employed in government hospitals of Shiraz in 1395. 285 people (according to the table of Krejcie and Morgan, 1970) were selected by random cluster sampling and 225 People answered the questionnaire completely. To collect the data, emotional labour, supervisor support, job burnout and lifesatisfaction questionnaires were used. The reliability of these tools was obtained using Cronbach's alpha method in the range of 0.79-0.83.The face and content validity of the research tools was confirmed by experts in this field. In order to analyze the data,Pearson Correlation Coefficient and hierarchical regression analysis were used. The results showed that emotional labour with job burnout has a positive and negative relationship with life satisfaction. also moderating role of supervisor support was confirmed. Emotional labour strategies enhance the psychological stress of nurses, which in the long time can exacerbate the burnout of nurses and lead to a reduction in nursing life satisfaction. Meanwhile, supervisors' support can modify the negative effects of emotional labour.

This study has been conducted to find solutions for increasing work–life balance of employees of an automotive parts manufacturer. For this reason by reviewing the literature we found two main groups of parameters affecting WLB، including individual parameters (e. g. sex، age) and organizational parameters. We focused on the second group in this study. We considered four parameters including workload، organizational flexibility، organizational support، and supervisor support as organizational parameters. About 411 employees out of 840 participated in the study and we measured the amount of their work-life balance. By using SPSS software and multiple regression and Pearson correlation techniques we found out that there is a meaningful relationship between WLB and all four organizational parameters. While there is a strong positive relationship between WLB and organizational flexibility، this relationship is negative between WLB and workload.

This research was carried out with the purpose of studying the structural model of the relationship of professional development, supervisor support and empowerment with job attitudes and organizational citizenship behaviors in Iran. The statistical population consisted of the employees of three industrial complexes in Esfahan, Dorrod and Shiraz, from among whom 899 were selected on the basis of stratified method and simple random sampling. Then, the research instruments, including Golparvar and Refiezadeh’s (2009/2010) organizational citizenship behaviors, job attitudes, professional development, empowerment, and supervisor support questionnaires, were administered to them. The data gathered from the research questionnaires were analyzed using structure equation modeling (SEM). The results revealed that: 1) There is a direct significant relationship between professional development, empowerment and supervisor support with job attitudes (P