رضایت مندی شغلی

This research was conducted with the aim of determining the role of perception of managers' moral leadership style in teachers' motivation and job satisfaction. The research method was of correlational type & its statistical population included all secondary school teachers of Nahavand city in number of 366, using stratified random sampling method, 188 people were selected and participated in the study. Data collection tools included scales of: Kalshoven et al.'s (2011) Ethical Leadership Style, Blais' (1994) Self-determination Career motivation, and Minnesota Job Satisfaction (Weiss et al., 1967). To validate them, Lawshe's Content Validity Index was used. So, the validity of the scales was calculated as: 0.66, 0.58, and 0.49 respectively, which shows that the scales have validity. Cronbach's alpha was also used to measure the reliability of them. So, the reliability of each scale was estimated as: 0.81, 0.77, and 0.70 respectively, which shows that the tools have reliability. SPSS version 26 software & correlation and regression tests were used for data analysis. The results showed that there is a positive relationship between moral leadership and motivation & job satisfaction (p>0.05). It was also found that among the components of ethical leadership, the dimensions: "power sharing", "fairness" and "integrity" respectively play the most important role in predicting teachers' job motivation, and the dimensions: "people orientation", "fairness" & "role clarification" also respectively, they play the biggest role in predicting teachers' job satisfaction. so, it is suggested to teach ethical leadership methods to managers and encourage them to follow these methods.

Discussion about employees organizational citizenship behavior has a great importance, because this matter caused increasing efficiency and more revenue. So this paper aims to survey organizational citizenship behavior, explaining on the basis of personality dimensions, organizational commitment and job satisfaction. Statistical universe of this study consists of all employees of Naja headquarter. The sample size including 312 people, who were selected randomly by Cochran formula and answered 4 questionnaires of organizational citizenship behavior, 5 factors of personality, organizational commitment and job satisfaction. The findings indicate that personality traits, job satisfaction and organizational commitment have a positive and direct effect on organizational citizenship behavior, plays a role on employees effectiveness at work-place . Also if any of triple factors (personality, job satisfaction and organizational commitment) increase, organizational citizenship behavior will expand too.

The purpose of this study is recognizing the impact of job burnout on organizational commitment, job satisfaction and intention to leave among the employees of an Iranian public sector company. From the viewpoint of aim, the research is applied, and from the viewpoint of quality of data collecting is a descriptive study. It is based on a correlation analysis through structural equation modeling (SEM). In the analytical model of research, job burnout is independent variable and organizational commitment, intention to leave and the employees’ job satisfaction are dependent variables. Between job burnout and its dimensions, include emotional exhaustion, depersonalization and diminished Personal accomplishment, there is positive correlation of 0.98, 0.92 and 0.95. The model specific results show that job burnout has negative effect of -0.88 and -0.85 on organizational commitment and job satisfaction and has positive effect of 0.58 on intention to leave. The results of the research also show that through decreasing the level of burnout among employees in the organization it is possible to control the variables of organizational commitment, job satisfaction and intention to leave.