رفتار شهروندی سازمانی

The aim of this research is to design an efficient model of employee behavior intelligence in the General Directorate of Customs and Taxation of Hormozgan Province. The present research is applied in terms of purpose and qualitative in terms of implementation. The statistical population of the research includes 19 experts from among managers, experts, and members of the academic staff, managers of the General Directorate of Customs and Taxation of Hormozgan Province in the topic of employee behavior intelligence. The research collection tool is a semi-structured interview. In order to identify the dimensions and components of employee behavior intelligence, detailed and in-depth interviews were conducted with academic experts and managers of the General Directorate of Customs and Taxation of Hormozgan Province. Content analysis and NVIVO version 11 software were used to analyze the data. The results showed that the extracted concepts related to the efficient model of employee behavior intelligence in the General Directorate of Customs and the General Directorate of Taxation of Hormozgan Province included 92 primary codes, 24 basic themes, and 8 organizing themes of organizational citizenship behavior, destructive work behaviors, planned behaviors, strategic action-oriented behaviors, political behaviors, counterproductive behaviors, ethical behaviors, and desirable social behaviors.

The purpose of this research is to investigate the presentation of the organizational team performance model with the approach of non-economic motives of organizational citizenship behavior in the municipalities of Tehran province. The current research is applicable in terms of purpose, and descriptive-analytical in terms of nature and method. The statistical population of the present study includes 100,000 employees of the municipality of Tehran province, which was determined 384 people due to the large sample size using the Morgan Karjesi table. Sampling was done by simple random sampling. The collection tool in this research includes a researcher-made questionnaire derived from the qualitative method. The reliability of the research was checked and confirmed using Cronbach's alpha criterion in SPSS software. PLS software was used to fit the conceptual model of the research. The findings of the research showed that the skills, expertise and resources of the organization along with the relevant components have an impact on the competitive environment of the organization. The findings also showed that the role of skill and expertise with a coefficient of 0.462 in the competitive environment of the organization is stronger than the role of organizational resources with a coefficient of 0.390, and the model has a good fit.

The present study aims to determine the role of social capital in the development of organizational citizenship behavior, emphasizing the mediating variables of ethical competence and organizational governance in the hospitals affiliated with the University of Medical Sciences in Sanandaj. The statistical population consists of 330 employees of Tohid Hospital in Sanandaj during the year 2022-2023, of which 177 individuals were selected as the statistical sample based on Cochran's formula. The research was conducted using a descriptive-correlational method. Standard questionnaires were used to collect data, which were distributed among respondents after assessing their validity and reliability. The data were calculated and analyzed using SPSS and AMOS software. The results indicated that the research data fit well with the factor structure of this scale, and the conceptual model predicting organizational citizenship behavior based on social capital, mediated by ethical competence and organizational governance, fits the empirical model. The hypothesis testing results showed that social capital, ethical competence, and organizational governance have a direct and positive effect on the development of organizational citizenship behavior. Additionally, social capital has an indirect and positive effect on the development of organizational citizenship behavior through the mediating variables of ethical competence and organizational governance.

Despite the emergence of concepts such as smart workplace, digital transformation, and industry 4.0, which have caused huge changes in the business environment, human resources are still the most essential resource for the sustainability of organizations. A very key point in managing smart organizations is the excessive focus of managers of such organizations on technology and neglect of the role of human resources. One of the main problems of organizations in today's rapidly changing and rapidly changing world is identifying factors that can affect the emergence of organizational citizenship behavior, which is an emerging phenomenon. While many managers have emphasized reward-based methods such as monthly salary increases, job promotions, etc. as effective factors in the emergence of citizenship behavior, new research shows that psychological factors have more impact on the emergence of such behaviors than rewards. This issue is considered one of the most important challenges in smart organizations; meaning that managers think that by providing hardware and software platforms, they can make the organization excel and succeed. This is while even in smart organizations, human resources are still the main factor in the success/failure of the organization. On the other hand, the research literature shows that no effort has been made to highlight the role of citizenship behaviors in smart organizations, and specifically, no specific model has been developed to develop organizational citizenship behavior in smart organizations. With these explanations and considering this major research gap, the present study designs an organizational support model for developing citizenship behavior in smart organizations.

This research falls under applied studies (pragmatism) in terms of research philosophy. In terms of research approach, it is an inductive study; in terms of strategy, it is conducted with a grounded approach; in terms of method type, it is qualitative and in terms of time, it is conducted cross-sectional. The data collection tool is a semi-structured interview. This research uses a grounded approach. Grounded theory is a strong and inductive research method for discovering new theories. In this method, the researcher does not enter with any predetermined hypothesis about the result and is not concerned with validity or description. Instead, the researcher allows the data he collects to guide his analysis and theory-building, leading to new discoveries. The statistical population includes a group of experts in the fields of public administration, managers of intelligent organizations, and citizen behavior. Sampling was carried out using the snowball method. The sampling of experts in this study continued until the process of exploration and analysis reached a theoretical saturation point. In the present study, semi-structured interviews were used to collect data. After conducting interviews with experts and experts, the interviews were transcribed and then the collected data were analyzed and combined. Data analysis was carried out using the grounded theory method and using MAXQDA software.

Based on the results of the qualitative analysis, six categories of factors were identified, including causal factors (management commitment to employees, psychological ownership, internal branding, ethical leadership, and organizational trust), contextual factors (organizational climate supporting citizenship behavior), intervening factors (organizational bureaucracy), focal phenomena (organizational support based on citizenship behavior), strategies (employee empowerment), and outcomes (satisfaction and career advancement). Based on the identified components, a paradigmatic model of organizational support for the development of citizenship behavior was developed.

Based on the results, an organizational climate that supports citizenship behavior was identified as a contextual condition. A positive work environment improves employee morale, retention, and productivity. This contributes to a better workplace for everyone. The work environment has the potential to significantly impact employee morale, workplace relationships, performance, job satisfaction, and employee health. Based on the results, management commitment to employees, psychological ownership, internal branding, ethical leadership, and organizational trust were identified as contextual factors. Regarding management commitment, it should be stated that the emergence of employee citizenship behaviors is the result of a trade-off between employees and managers, in such a way that if managers show importance to employee concerns, employees are more likely to exhibit citizenship behavior. Regarding psychological ownership, it should be stated that psychological ownership is a situation in which an individual feels ownership of a goal or part of something that can be material or immaterial and says, "It's mine." Psychological ownership represents the emotional and cognitive attachment between an individual and the organization, which affects the individual's behavior and self-perception. Therefore, the sense of psychological ownership can be considered one of the factors that create organizational citizenship behavior. Ethical leadership is also a form of leadership that places great emphasis on moral values, both on the part of managers and employees. Trust is also an inevitable factor in the formation of citizenship behaviors; in such a way that in the absence of trust - even if other environmental conditions are appropriate - organizational citizenship behaviors cannot be expected to occur. Based on the results of the secondary coding of the research, organizational bureaucracy, including indicators of negative attitudes of managers towards employee-centeredness, disregard for job autonomy, lack of employee participation in decision-making, authoritarian leadership, strict focus on hierarchy, focus on traditional management methods, inadequacy of human resource management measures, and lack of intra-organizational relationships were selected as the categories of intervening conditions in presenting an organizational support model for the development of citizenship behavior. Bureaucracy - even if it is necessary to advance the activities of the organization - acts as a very negative factor on employee behaviors; because employees are human beings before they are tools and nuts and bolts of a huge structure called the organization. Based on the results of the secondary coding of the research, employee empowerment including creating a fit between ability and assigned task, resolving the conflict between work and family, work experience and mastering one's profession, and strengthening self-concept were selected as categories of strategies and actions in presenting an organizational support model for developing citizenship behavior.Job satisfaction and advancement were identified as outcomes of organizational support for developing citizenship behavior. The concept of job satisfaction expresses the positive feelings and attitudes that a person has towards his job. When it is said that someone has a high level of job satisfaction; that is, in general, he/she likes his/her job, values it highly and views it positively, and, overall, has a good and favorable feeling towards it. In relation to the background conditions, measures such as intra-organizational communication, employee-centeredness, increasing employee participation in organizational decisions and the accumulation of social capital are suggested. In relation to causal factors, measures such as brand-oriented human resource management, increasing responsibility and accountability, developing and promoting appreciation and encouragement programs, and increasing employee self-awareness and insight are recommended. In relation to the pivotal phenomenon, it is recommended to observe employees' personal considerations, improve the quality of work life, appreciate extra-role behaviors, provide counseling, and strengthen the feedback system. About intervening conditions, it is recommended to reduce organizational hierarchy and strengthen participatory leadership. Concerning strategies, it is recommended to increase employee authority, emphasize teamwork, appreciate employees' innovative ideas, and strengthen participatory decision-making. Regarding consequences, it is recommended to strengthen and update the performance evaluation system, promote organizational promotion based on justice and fairness, and also support more ethical values.

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.

Due to the fact that organizations have a key role and task in advancing society's goals, today more than ever, they need an atmosphere that provides the necessary platform for sharing knowledge, creativity and innovation of employees. This research was conducted with the aim of investigating the effect of social-emotional competence training on knowledge sharing and organizational citizenship behavior of employees of Melli Bank branches in Zahedan. The research method was semi-experimental with a pre-test-post-test design with a control group. The statistical population of the research was all the employees of National Bank branches in Zahedan in the first half of 2023. 30 people were selected by available sampling method and they were randomly divided into two groups of 15 people, test and control. The research tools were Dixon's knowledge sharing (2000) and Lee and Allen's (2000) organizational citizenship behavior questionnaires. The experimental group received the social-emotional competence program in 10 sessions of 60 minutes, but the control group did not receive training until the end of the study. The research data was analyzed by univariate analysis of variance and using SPSS version 24 statistical software. The findings showed that social-emotional competence training is effective on knowledge sharing and organizational citizenship behavior of Melli Bank branches in Zahedan (p<0.05). Therefore, as a general conclusion, it should be said that social-emotional competence training by changing human attitudes, values and behavior and improving the level of self-esteem and social interactions leads to an increase in knowledge sharing and organizational citizenship behavior among the employees of Melli Bank branches in Zahedan.

The present research was conducted with the aim of determining the effects of quantum leadership on the quality of relationship with clients with the mediating role of protean career attitude and organizational citizenship behavior (good soldier syndrome). The statistical population of the research is the employees and clients of the Imam Khomeini(RA) Relief Committee of Kurdistan province. 217 employees and 423 clients were selected as a statistical sample based on the opinion of experts. A researcher-made questionnaire was used to collect data. Reliability of the measurement model through factor loadings, combined reliability and Cronbach's alpha, as well as convergent validity with AVE criterion and divergent validity with Fornell and Larcker matrix were checked and confirmed by PLS software. The results of data analysis with PLS software showed, that directly quantum leadership 21.2 percent and indirectly 40.9 and 10.5 percent through, respectively, the variables of organizational citizenship behavior and protean career attitude has an effect on the quality of relationship with the customer. Also, the results of variance analysis with SPSS software showed that there is a significant difference between the average opinions in terms of gender, experience and age variables. No difference was observed in other variables. The innovative aspect of the research is that previous studies have examined the mentioned variables separately and in western cultures. However, the current research examined the variables simultaneously and in a non-western culture and context (Iran).

Organisational Citizenship Behaviour (OCB) is one of the important concepts that has been used as an effective factor in the success of organisations in recent years. Despite the proven effect of OCB on the effectiveness and efficiency of the organisation, the appropriate method to determine the extent of its effect is less known. OCB is a qualitative indicator as an output in performance evaluation. In this article, we measure the effect of the OCB quality index on the efficiency of institutions using the envelopment analysis method of ordinal data without compensatory properties.

Data coverage analysis is a powerful tool for assessing the performance of decision-making institutions based on a large number of input and output indicators, which can be quantitative or qualitative. Data coverage analysis models have compensatory properties, i.e. the weakness of one index is covered by the strength of another, and efficient institutions do not necessarily have a favourable quality level. This article presents a new method for performance evaluation that includes the quality index of OCB and a modification of the data envelopment analysis model without compensability. Another feature of the proposed model is the ability to separate qualitative and quantitative indicators in the evaluation. In the presented method for ranking institutions, the improvement of quality is considered simultaneously with the reduction of costs without compensability.

In this study, ten public and applied scientific institutions in three cities of the country were evaluated with the proposed model. Four quantitative indicators and one qualitative index of OCB were used in the evaluation.

Originality/Value: 

The OCB index was measured using 1024 questionnaires and the results show the efficiency of 7 institutions. Then, by using the proposed new method, the ranking of institutions with logical results in performance evaluation was achieved. To validate the method, the results of the proposed method were compared with the ranking results of the hierarchical process method.

The aim of this study was to examine the role of the dimensions and components of the employee compensation system in explaining the variance of organizational citizenship behavior (OCB) (Case Study: General Tax Office of Kerman Province). 

This research was applied in purpose and descriptive-correlational in terms of method. Data were collected through standardized questionnaires. The compensation system questionnaire included four dimensions: managerial, organizational, psychological, and social. The OCB questionnaire included 15 dimensions, both using a 5-point Likert scale. The statistical population consisted of all employees of the General Tax Office of Kerman Province, and random sampling was used to select the participants. 

The results showed a significant and positive relationship between the dimensions of the compensation system (managerial, organizational, psychological, and social) and OCB. These dimensions simultaneously explained 39.5% of the variance in OCB. Moreover, psychological and managerial components had the greatest impact on OCB. 

This study demonstrated that the employee compensation system, particularly its psychological and managerial dimensions, has a direct influence on enhancing organizational citizenship behavior. Organizations that focus on improving their compensation systems can expect an increase in extra-role behaviors and greater employee participation. It is recommended that organizations pay special attention to designing and implementing fair and supportive compensation systems.

The main objective of the present study was to design a simulation model for development of organizational citizenship behavior (OCB) in Gas Company of Yazd province. A mixed method (qualitative and quantitative) approach was carried out in this research which was applied in terms of purpose and descriptive-analytical in terms of nature and method. In the qualitative step, the statistical population included university faculty members, managers, assistants, and experts of Yazd Gas Company, and in the quantitative part, it included university faculty members. Moreover, in the qualitative part, snowball sampling was performed until reaching theoretical saturation, and in the quantitative part, it was done by judgmental sampling. The data collection tools were interviews and questionnaires. In the qualitative section, using thematic analysis method, the effective factors on OCBs were identified. Then, the identified effective factors were prioritized using the fuzzy Delphi method, and finally, in the quantitative section, the organizational citizenship behavior development model was simulated using agent-based modeling approach. The data analysis led to the identification of 50 initial codes, 16 sub-themes and 4 main themes as below: individual, managerial, organizational and environmental factors. According to our results, managerial factor was recognized as the most effective factor. The simulation results illustrate that the presented model can provide an appropriate assessment of the future development of OCB in Gas Company of Yazd province

In the last two decades, the concept of organizational citizenship behavior has been widely discussed due to its importance in organizational performance, while less research has examined the external factors affecting it, so this study investigates the impact of citizenship rights awareness on organizational citizenship behaviors as an extra-organizational component through considering the employees working at the municipalities of seven biggest cities of Sistan and Baluchestan province, Iran, as a statistical population. This research introduces media literacy as one of the most influential variables on the knowledge, perceptions and attitudes of people in the present time as a moderating variable for the first time in the field of management. Using 3 questionnaires with confirmed validity and reliability, as well as using Pearson correlation coefficient, regression tests, and SEM, the hypotheses of this research were examined and it was concluded that not only awareness of citizenship rights can cause increasing organizational citizenship behaviors in municipality employees, but also media literacy is a significant modifier in this regard. Therefore, managers of organizations should be aware that it is time to pay more attention to extra-organizational factors (beyond the factors of individual behaviors, organizational behaviors and organizational structures) to increase organizational citizenship behaviors while the effective role of media literacy on perception and cognition of employees should not be neglected.

The aim of the current research is to investigate the effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province. The research is applicable in terms of purpose and causal in terms of descriptive-survey nature. The statistical population of the research was the employees of the General Department of Education of Kermanshah province, and the sample size was determined using the Cochran formula of 304 people. A simple random sampling method was chosen. The data collection method was field data collection, and the required tools were Bontis's (1998) intellectual capital, Lear's (2012) strategic leadership, Oregon and Kanowski's (1988) organizational citizenship behavior, and researcher-made professional ethics questionnaires. The method of data analysis was descriptive statistics and structural equation modeling using Spss26 and Amos24 software. The findings showed that intellectual capital has a significant and positive effect on organizational citizenship behavior by 66%. Strategic leadership predicted changes in organizational citizenship behavior by 46%, Also, the moderating role of professional ethics of employees between intellectual capital and strategic leadership with organizational citizenship behavior was confirmed, and the moderating rate of this variable was equal to 5% and 3.2%, respectively. The results showed that intellectual capital has a greater effect on organizational citizenship behavior than strategic leadership. Therefore, it is necessary to pay more attention to intellectual capital in order to improve organizational citizenship behavior in the organization.

The purpose of this study was to investigate the relationship of Cyber Loafing and Organizational Citizenship Behavior (OCB) with the job performance of employees at Urmia University.

The research method was descriptive-correlation. The statistical population of the study consisted of all 586 staff of Urmia University at 2017-2018 academic year. After reviewing the data, 223 persons (168 males and 55 females) were selected. The tools used in this study for data gathering, were Hersey & Goldsmith (1981) Job Performance Questionnaire, Podsakoff’s OCB (1990) and Van Doorn’s Cyber Loafing (2011).

The results of the research showed that the variables of OCB and Cyber Loafing, conscientiousness and Civic Virtue & behavioral aspect in terms of Cyber Loafing could significantly explain job performance and the contribution of altruism, Courtesy, and Sportsmanship elements and the activity aspect in terms of Cyber Loafing was not significant.

Organizational citizenship behavior and Cyber Loafing are indicators that can improve employee job performance and lead the organization to achieve its goals. On the other hand, proper use of the Internet for non-work purposes can have a positive effect on work productivity by refreshing the mind and increasing creativity. These results emphasize the role of Cyber Loafing in the performance of university staff.

The main duty of the Faraja command headquarters is to maintain the safety of people in the society. Accordingly, it needs forces that can realize this by relying on their wisdom. Paying attention to the importance of intelligence in the discussion of public security, this research was conducted with the aim of explaining the organizational micro-structural model and its antecedents and consequences in the police headquarters of the Islamic Republic of Iran. the present research method according to the purpose is an applied one; In terms of data collection, it utilizes a descriptive-correlation method; and also, in terms of data type, it was quantitative. The statistical population included the employees of the police command headquarters in Tehran city, which was considered as the sample size of 371 people using the formulas for determining the sample size and stratified random sampling method. In order to collect data, mixed questionnaires were used to measure the variables of job satisfaction, organizational citizenship behavior, transformational leadership, organizational culture, and knowledge management. Also, in order to measure organizational wisdom, the standard questionnaire of Schmidt et al. (2012) was used. Content and construct validity were used to calculate the validity of the questionnaires. Also, reliability was calculated through Cronbach's alpha coefficient and composite reliability. The values ​​of these two coefficients for all research constructs were above 0.7, which indicated the reliability of the measurement tool. The data obtained from the questionnaire were analyzed using descriptive and inferential statistics (structural equation modeling) and SPSS and Lisrel software. The findings showed that based on theoretical foundations, the factors influencing organizational wisdom include: transformational leadership, organizational culture, and knowledge management, as well as the factors influencing organizational wisdom include: job satisfaction and organizational citizenship behavior; Based on the effective and effective factors identified from the theoretical foundations and research background, the research model was presented; The degree of fit of the presented model was suitable according to the identified factors; Also, the findings showed that transformational leadership (0.72), organizational culture (0.47) and knowledge management (0.65) have an effect on organizational wisdom, and organizational wisdom also affects job satisfaction (0.53) and organizational citizenship behavior (60). 0) has an effect. Organizational wisdom not only expresses the ability to effectively choose and apply appropriate knowledge in a specific situation, but also includes the ability to collect, unify and relate this knowledge with acceptable organizational tools.

The purpose of the current research was to develop a relationship model of psychological capital and organizational citizenship behavior with the mediation of job self-efficacy in sustainable organizations. The research method was a descriptive correlation. The statistical population of the research included all the employees of the Sports and Youth Department of Gorgan city in 1402, of which 200 people were selected and participated in the research by available sampling method. Data were collected using Luthans et al.'s psychological capital questionnaire (2007), Riggs and Knight's (1994) job self-efficacy, and Podsakoff et al.'s (1990) organizational citizenship behavior and Pearson's correlation coefficient method and structural equation analysis using SPSS software version 24 and Imus software were analyzed. The results showed that there is a positive and significant correlation between psychological capital and job self-efficacy (r=0.49), psychological capital with organizational citizenship behavior (r=0.51), and job self-efficacy and organizational citizenship behavior (r=0.41). There is a level of 0.01. Also, the psychological capital model has a good fit with organizational citizenship behavior with the mediating role of job self-efficacy. Based on the results, since psychological capital and job self-efficacy have a special role in promoting organizational citizenship behaviors and the productivity and efficiency of sustainable organizations, it is necessary for the managers of these organizations, to pay special attention to the importance of these factors, to provide the necessary conditions for their promotion in the form of in-service programs. Provide employees.

This study aimed to investigate the impact of organizational democracy on the organizational citizenship behavior of employees in the Foundation of the Oppressed, with job satisfaction and organizational commitment as mediating factors. Accordingly, the present research falls within the realm of applied research in terms of its objective, and correlational research based on structural equation modeling in terms of method and nature. The statistical population of the study comprised 391 employees of the Foundation of the Oppressed in Tehran in the year 2023. Using Morgan's table, a sample of 194 individuals was selected, and questionnaires were distributed among them through simple random sampling. The data collection instruments included the Padscaw Organizational Citizenship Behavior Questionnaire (2000), the Rahnavard Organizational Democracy Questionnaire (1380), the Kendall and Hulin Job Satisfaction Questionnaire (1969), and the Allen Meyer Organizational Commitment Questionnaire (1993). Data analysis, conducted using SPSS (version 22) and LISREL (version 3) software, revealed that organizational democracy had a significant impact on organizational citizenship behavior, both directly and through the mediating variables of job satisfaction and organizational commitment (p<0.05). Therefore, considering the importance of organizational democracy in shaping the organizational citizenship behavior of employees, the Foundation of the Oppressed in Tehran should pay special attention to this issue.

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.

The purpose of this research is to explain the role of political behaviors on organizational citizen behavior through the mediation of job engagement and job satisfaction through structural equation modeling. The research was carried out by descriptive-correlation method and especially based on structural equations. The statistical population of the research is 430 employees of Takta and Simachoob companies affiliated to the IRIB in Tehran, and the sample size is 203 people, which was determined using the Krejcie and Morgan table. Data collection was done using standard questionnaires. Data analysis was done with the help of structural equation modeling (confirmatory path analysis) and Pearson correlation test using SPSS and AMOS statistical software. The findings showed; Political behavior has a significant and negative effect on organizational citizenship behavior and job engagement, job satisfaction and job engagement have a significant and positive effect on organizational citizenship behavior. Political behavior and job engagement have no significant effect on job satisfaction. The effect of political behavior on organizational citizenship behavior through job engagement and job satisfaction is significant. Also, the measurement and fit indices of the model also indicated the desirability of the model. In general, by taking advantage of job engagement and job satisfaction of employees, the negative effect of political behavior on organizational citizenship behavior can be moderated.

Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.