کیفیت زندگی کاری

This study aimed to develop a comprehensive model of quality of work life based on organizational justice, organizational optimism, and organizational resilience among employees of the Education Departments in Tehran.

The research employed a mixed-method (qualitative-quantitative) approach. In the qualitative phase, semi-structured interviews were conducted with 15 experts in management and sociology, and the initial data were collected and analyzed. Following this, a questionnaire was designed based on the qualitative findings and distributed among 450 employees of the Education Departments in Tehran. Data analysis was conducted using Structural Equation Modeling (SEM) and the AMOS and SPSS software.

The findings revealed that all three variables—organizational justice, organizational optimism, and organizational resilience—are significantly related to the quality of work life. Organizational justice was identified as the strongest predictor of quality of work life, while organizational optimism and organizational resilience also had direct and indirect impacts on improving quality of work life. Additionally, organizational justice played a mediating role in the relationship between organizational optimism and resilience with the quality of work life.

The results of this study indicate that attention to organizational justice, organizational optimism, and organizational resilience can lead to an improvement in the quality of work life for employees in educational organizations. It is recommended that managers strengthen these variables to create a supportive and positive work environment, thereby enhancing employee satisfaction and commitment.

The purpose of this research is to identify the components of the quality of work life model with a strategic approach of human resources in the administrative system of Mellat Bank. The research method is mixed and qualitative-quantitative, which is practical in terms of purpose and descriptive-survey in terms of nature. The sample in the qualitative section was 20 academic and banking experts who were selected as a snowball method. The statistical population of the quantitative part was all the employees and experts of Mellat Bank all over the Iran, who were selected from a sample of 378 people using a simple stratified method using the Cochran formula. The data collection tool in the quantitative section included a researcher-made questionnaire, the total Cronbach's alpha coefficient was calculated as 0.84, which is higher than the base value of 0.70, and as a result, the measurement tool has adequate reliability. Data analysis was done in the qualitative part by the method of open and axial coding in MAXQDA software, and in the quantitative part, the data were analyzed using descriptive statistics methods using SPSS software. The results obtained from the codings showed that the components of the model of quality of work life with a strategic approach of human resources in the administrative system of Mellat Bank include 5 strategies in the form of a career development strategy and a career path (career path), job design strategy, job security strategy, and job satisfaction strategy. And the deployment strategy of operation and decision support systems has 20 subcomponents and 118 subcomponents.

 The objective of this study was to develop a model for the quality of work life (QWL) of nurses using a grounded theory approach.

 The study employed a qualitative research method with a grounded theory design. The research sample included 24 nurses from treatment-educational hospitals in Mashhad, selected using snowball sampling until data saturation. Data were collected through in-depth, unstructured interviews and analyzed using open, axial, and selective coding.

 The study identified key causal conditions influencing QWL, including the provision of welfare services, participation, career advancement, improvement of environmental conditions, fostering a favorable culture, and organizational justice. Strategic factors such as fair treatment, efficient incentive systems, utilization of competencies, and valuing were also significant. The outcomes of improved QWL were categorized into job satisfaction, productivity, multipurpose use of space, and organizational commitment.

 The proposed model suggests that improving both causal and strategic factors can enhance the quality of work life for nurses, leading to greater job satisfaction, increased productivity, and stronger organizational commitment.

The purpose of this research is to provide a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and descriptive-survey in terms of nature and method. The statistical population included 20 academic and banking experts in the qualitative section, and 378 employees and experts of Mellat Bank across the country, who were selected as a sample in the quantitative section, and simple stratified sampling was used. Data collection was done by semi-structured interviews in the qualitative part, and by questionnaire in the quantitative part. MAXQDA coding and software were used in qualitative part data analysis, and SPSS and AMOS software were used in quantitative part. The results of the t-test showed that all 5 main components, 20 sub-components, and 118 sub-components identified have an impact on the quality of work life with the strategic approach of human resources in the administrative system of Bank Mellat. The results obtained from the model fit indices also showed that the research model is a good model in terms of fit with the experimental data. The results of the t test in this evaluation showed that the most effective component on the pattern of quality of working life with a strategic approach to human resources in the administrative system of Bank Mellat is the component "Working relationships between colleagues" with a statistical value (t = 31.045), and the least effective component is also the component "decision support systems in managers' decision-making" with a statistical value (t = 13.102).

This study was conducted to identify the lived experiences of shift workers of Ilam Gas Refining Company regarding the conflict between work and family. One of the factors that affect the mental health of the workforce and their productivity and is emphasized in various studies is the work-family conflict. Work-family conflict has many negative consequences such as absenteeism, increased job turnover, and decreased performance. This research can help the managers of Ilam Gas Refining Company and other organizations and companies that have shift workers to design programs by knowing the antecedents and consequences of work-family conflict and reducing these antecedents and consequences as much as possible.Research Method/Approach: The method of this research is practical and of the type of qualitative studies, as it deals with the lived experiences of the shift workers of Ilam Gas Refining Company of work-family conflict. Considering that the main subject of the research is the phenomenon of work-family conflict and the participants in the research have directly experienced this phenomenon, the best method that can give an appropriate answer to the research question is the qualitative research method, which is one of the phenomenological types. In this research, the phenomenological method based on the modified model of Stevick-Colaizzi-Keen has been used. The statistical population of the research is all of the shift workers of Ilam Gas Refining Company. The method of determining the participants is based on the purposeful sampling method. To collect information, the interview tool was used and the interviews with the participants were continued with the phenomenological approach until the saturation of information was reached.

To analyze the data, the modified method of Stevick-Colaizzi-Keen was used. The required data was collected through semi-structured interviews with 22 employees who were selected as a purposive sampling. The participants' lived experiences analysis regarding the antecedents of work and family conflict were categorized into three main categories of personal, family, and occupational antecedents, and the consequences of work and family conflict were categorized into three categories of personal, family, and occupational consequences.Discussion and

The results of pieces of research in the field of work-family and family-work conflict show that the first vulnerable area of these two types of conflict is job satisfaction and marital satisfaction, and this conflict is equally important for individuals and organizations; For the organization, it is associated with a decrease in productivity, a decrease in the job satisfaction of employees, an increase in tardiness and absenteeism of employees, an increase in withdrawal from work, and a decrease in organizational commitment. A working father leads to inefficient performance of maternal, paternal, and husband duties, decreasing marital satisfaction and mental health (increasing anxiety and depression, etc.), and increasing conflict and divorce. In the interpretation of this issue, it should be said that the participants in the research (shift workers of Ilam Gas Refining Company) believed that job factors in the refinery lead to conflict between work and family, and one of the themes obtained in this research is the inconsistency of the job situation. It puts the lives of employees in an unbalanced and chaotic situation. Continuous or temporary absence of spouses puts additional pressure on the family, and on the other hand, sometimes causes the man to lose his job. In this case, the responsibility of the family will be on the woman and this responsibility will have unpleasant consequences. Some of the interviewees either remained unmarried or got married late due to the awareness of the roles of men and women in the family, as well as the fear of neglecting the upbringing of their children.In the meantime, the employees of Ilam Gas Refinery have also pointed out the positive consequences. For example, playing two roles at the same time has led to an increase in the quality of the father's role and better upbringing of children. Some have been supported and encouraged by their spouses and children and have felt proud of their job position. Another pleasant aspect of playing two roles at the same time is the independence of these people's children. Some employees were satisfied with the lack of dependence and independence of their children.

The quality of work life as one of the effective components of human resource management can make any organization, especially creative organizations, successful in reaching their goals. One of the important and effective indicators of the culture of organizational excellence is the quality of work life, which is considered one of the components of performance improvement. The improvement of this index leads to the alignment of employees and the organization. While this variable is of special importance for employees, it is considered one of the tools of the organization to achieve its goals. The quality of work life in any organization is affected by various factors that can affect its level in different ways. Among these factors, we can mention the existence of organizational justice and employees' perception of it. Employees' perception of justice in the organization affects the employees' feelings, attitudes, beliefs and behavior and ultimately, it will be effective on the organization's performance, durability and output. Managers, especially in creative organizations such as media organizations, need to create a proper understanding of justice in their employees to promote progress, improvement and dynamism. Organizational justice in media organizations such as the Islamic Republic of Iran Television Network will have an undeniable effect on the quality of work life of its employees and, further, on the performance and results of this television network. In any creative organization that seeks to improve the quality of life of knowledge seekers and expand educational justice, it seems necessary to pay attention to organizational justice and the quality of the work life of employees and, as a result, the relationship between these two factors. Therefore, in the course of this research, an attempt has been made to examine the dimensions of organizational justice among the employees of this network and to investigate its relationship with the quality of work life.

This research is descriptive in terms of approach (correlation), applied in terms of purpose and quantitative in terms of measurement and analysis method. Its statistical population is the employees of the Television Education Network of the Islamic Republic of Iran, using Powersample software, 64 of them were selected and analyzed as a sample by a simple random method. Survey method and questionnaire tool were used to collect data. In this questionnaire, the standard test of Niehoff and Moorman (1993) was used to measure organizational justice, and the standard test of Walton (1973) was used for the quality of work life. To measure the validity of the collection tool, the face validity method was used and to determine its reliability, Cronbach's alpha coefficient was used. Data analysis was done using SPSS statistical software. For this purpose, due to the normality of the data, Pearson's correlation coefficient was used to test the research hypotheses and the determination coefficient was used to check the effect.

The findings of the research indicate that in terms of understanding organizational justice, 3.1% of employees have expressed a very low level, 21.9% low, 40.6% moderate, 28.1% high and 6.3% very high. It should be noted that in the continuum 1-5, distributive justice has the highest rank among the components of organizational justice, with an average of 3.5, followed by procedural justice and transactional justice, both with an average of 3. Also, these findings show that in terms of quality of work life, 4.7% of employees are at a low level, 25% are at an average level, 62.5% are at a high level, and 7.8% are at a very high level. It should be noted that among the components of the quality of working life, fair and adequate payment has the highest rank with an average of 4.26, followed by legality in the organization and social integration and cohesion with an average of 4, and then the development of human capabilities with an average of 3.65. , providing the opportunity for continuous growth and security with an average of 3.64, safe and healthy work environment with an average of 3.34, general life atmosphere with an average of 3.21 and finally social dependence of work life with an average of 3. Based on the results of the research hypothesis test, with a 1% error, it can be said that there is a direct and significant correlation between organizational justice and its components with the quality of work life. This correlation has been reported in the case of the distributive justice component at a weak level and in other cases at an average level. In other words, the more the level of organizational justice and its components increases, the quality of the work life of employees will also improve. The coefficient of determination indicates that about 10% of changes in the quality of work life are influenced by the distributive justice component, about 20% by the procedural justice component, and about 20% by the relational justice component

The quality of working life and its components are affected by various factors, including organizational justice. The results of the research confirm the direct and positive relationship between organizational justice and its components and the quality of work life of employees in the Islamic Republic of Iran's television network. The relationship between the variables of organizational justice and the quality of work life, in addition to the nature of communication under the effective components of human resource management, is also the focus of attention from the perspective of social exchange theory. "Comparing" as an important component in the theory of social exchange and measuring its profit and loss is one of the foundations of people's judgment about relationships. Organizational justice and quality of work life are formed in the structure of relationships in the organization. It can be argued that improving employees' perception of organizational justice will increase the quality of work life and, as a result, increase job satisfaction, increase productivity, strengthen the foundation of the organization, and ensure the achievement of organizational goals.

As the most important capital of the organization, managers spend most of their time in the workplace. The characteristics of the quality of work life have an effective role in managers' performance and can encourage them to use their maximum abilities. This research aimed to design and explain a hierarchical model of public sector managers' quality of work life in Tehran using a mixed method (qualitative-quantitative). In the qualitative section, 18 model components were obtained from interviews with 18 experts and analyzed using the content analysis method. The quantitative section determined the relationship between the components using the Interpretive Structural Modeling (ISM) method. Analyzing the qualitative and quantitative data of the research, a 9-level model was obtained. The most affecting component of this model at the ninth level is uncertainty. At the same time, decision phobia and fear of mistakes, false participation in decision-making, loneliness in the workplace, stress, and nervous pressure are the components that were affected more than other components of this model. The results of this research help employees and managers to have a more realistic image of managerial positions by presenting the pros and cons of it.Introduction Early qualitative research suggests that becoming a manager can be a double-edged sword. It means this important career change is a narrative of gains and losses: On the one hand, new managers often boast of their new influence and authority while lamenting that they are doing too much in too little time. Therefore, considering the important position of managers in the public sector and their multiple roles, the analysis of managers' quality of life is of great importance as an important issue. In addition, knowing the components of managers' quality of work life helps employees make a more informed decision about career advancement and better guide their career path. In addition to being exposed to environmental, socio-economic, cultural, and family stressors, the public sector also faces occupational stress. Therefore, by identifying the hierarchical model of managers' quality of work life, it is possible to increase the motivation of employees for promotion by benefiting from the factors that strengthen the quality of managers' work life and providing a solution to improve the factors that lead to endangering the quality of managers' work life. Moreover, portraying a more realistic vision of the managerial position prepared them for career advancement. For this purpose, this research seeks to find the hierarchical model of public sector managers' quality of work life in Tehran.Materials and methods This research was conducted using a mixed research method (qualitative-quantitative) and seeks to provide a hierarchical model of the quality of working life of public sector managers in Tehran. This research is a descriptive survey in terms of nature and method and practical in terms of purpose. In the qualitative part, the thematic analysis method has been used through semi-structured interviews to understand, recognize, and extract the variables. The statistical population of this research in the qualitative part includes a collection of academic experts and specialists familiar with the quality of work life of managers and with the scientific rank of associate professor and above, managers of seven government organizations in Tehran with a master's degree and above and management experience of at least ten years, as well as consultants Managers of government organizations with at least ten years of consulting experience and a doctorate in management. The criterion of sample adequacy is theoretical saturation. A total of 18 people were interviewed using the purposeful selective sampling method, and theoretical saturation was achieved. The following variables were modeled using the Interpretive Structural Modeling (ISM) method. In the quantitative part of the research, 14 experts from the qualitative part who were familiar with how to respond to the self-interaction matrix were selected purposefully.Results and DiscussionBy Analyzing data in the research, a nine-level model was obtained; the most affecting component of this model at the ninth level is uncertainty, while decision phobia and fear of mistakes, false participation in decision-making, loneliness in the workplace, stress, and nervous pressure are the components which were affected more than other components of this model.ConclusionAs the research model shows, uncertainty can affect salaries and rewards, legal responsibility, and managers' sense of power. Therefore, it is suggested that managers first define and understand uncertainties. Then, try to have an efficient and effective pre-determined scenario for each of these uncertainties in the government organizations of Tehran. Managers of government organizations in Tehran should know that to maintain a balance between their lives and work; they should pay attention to their personal life issues, take these issues seriously, and always try not to diminish their role in the family. Managers are suggested to respect old friends and colleagues more than before and to lay the foundation of friendship in performing organizational tasks. This will make the manager's colleagues and friends consider work fun and commitment. As public sector managers get promoted, they somehow lose their informal connections and friends and end up alone in the workplace. Weakening of informal relationships, formal behaviors, feelings of power, etc., finally leaves managers alone in the workplace, which reduces the quality of their work life and makes managers suffer from this problem. In order to deal with loneliness, Tehran's public sector managers should try to reduce their distance from employees as much as possible and apply reasonable formality. Managers should adopt a collaborative approach to organizational decision-making. Maximizing participation and valuing employee input can reduce false participation. Using an efficient suggestion system can also help the manager in this direction. The fact is that stress and nervous pressure challenge the working life of managers in the public sector. It seems that maintaining calmness in stressful working conditions, accurate and regular prioritization of tasks, using organizational justice in the real sense, organizational transparency, and establishing a balance between personal and professional life can effectively reduce stress and nervous pressure. The results of this research help employees and managers to have a more realistic image of managerial positions by presenting the pros and cons of it.

The purpose of this study is to investigate the relationship between resiliency and the quality of worker's life in a military university.

The research method is applied in terms of purpose and is a descriptive correlation type in terms of collecting data. The statistical population consisted of all employees of the university in 2020 - 2021, which according to the confidential information of military personnel, 160 employees were selected as sample in the sample. Data were collected from two resiliency questionnaires and quality of work life. To determine the validity of the questionnaire, content validity and structure were used. The reliability of the questionnaire was also evaluated using Cronbach's alpha coefficient of 0/92. For data analysis, Kolmogorov-Smirnov, T-test and Pearson correlation coefficient were used.

The findings showed that: 1) all resiliency components are higher than the hypothesized mean. 2) The average quality of working life and all its components except the overall living space is higher than the hypothesized mean of the research. 3) There is a positive and significant correlation between resiliency and quality of work life (r = 0.64 and P≤0.01).

The more strength a person has in resilience, coping with life's problems and stresses, the less he is exposed to mental and emotional disturbances and benefits from higher mental health and well-being. More attention should be paid to the resilience of employees, because the quality of their work life is also reported to a very high extent in relation to resilience.

The biggest capital of successful organizations is human capital. Irrespective of human resource management in all organizations, it faces challenges and these challenges may disturb the process of development and progress of the organization. The purpose of this research is to prioritize the challenges of human resources management of Aja in the field of quality of working life of employees.
The type of research is applied, and the method of conducting this research was chosen based on the nature of the research topic, the objectives, scope and scope of the descriptive research method with a mixed approach. The methods of collecting information and data are field and library methods, and the tools of collecting information and data are interviews and questionnaires. The statistical community, the staff of AJA Headquarters, Finance, Vice President of Plans and Programs, and Vice President of Human Resources of AJA are busy performing their duties. Sampling was done using stratified random method, and the sample size using the statistical formula (Cochran) is 94 people.
Chi-2 test and Pearson correlation coefficient were used to analyze the data. Data analysis showed that the most important challenges of AJA human resources management in the field of quality of work life, the most important challenges of AJA human resources management in the field of quality of work life, non-compliance with justice based on meritocracy, talent, expertise and skills of employees, non-responsiveness of organizational capacities for institutionalization The meritocratic system at the AJA level, weakness in the evaluation systems and performance management of employees at the AJA level, the inability of AJA to assign salaries and benefits to employees in proportion to their performance, are high stress in AJA employees.

Nowadays, human resources are considered the most valuable organizational capital. One of the best methods to maintain and promote this resource is improving its quality of work life which refers to employees' perception of work conditions and fulfillment of personal and work needs. On the other hand, transformational leadership style and managers' emotional intelligence are among the most important factors affecting employees’ quality of work life. Transformational leaders, using their emotional skills, positively impact followers and increase their commitment to organizational goals and vision. To improve followers’ quality of work life, leaders must accurately apply and develop emotional intelligence skills and competencies. Since employees' performance is influenced by managers’ attitudes and they learn emotional behaviors from their managers, leaders need to have emotional intelligence. The main purpose of this research is to determine the impact of managers’ transformational leadership on employees’ quality of work life as well as to investigate the mediating role of managers' emotional intelligence in the Water and Wastewater Company of Mashhad.

THEORETICAL FRAMEWORK:

  Transformational leaders have a significant influence on their followers and stimulate them toward specific objectives by determining their roles and assigned duties. Transformational leadership style consists of four components, including idealized influence, intellectual stimulation, inspirational motivation, and individualized consideration. Emotional intelligence refers to the capacity to recognize and manage the emotions       of own and others. It consists of two major dimensions, including personal and social competencies. Social competencies include social awareness     and relationship management. The concept of quality of work life is a philosophy to make employees more effective at the workplace by improving their psychological well-being and job involvement. Numerous pieces of research confirmed the relationship between employees’ quality of work life and outcomes such as satisfaction and commitment. Furthermore, previous studies indicated that transformational leadership style impacts managers’ emotional intelligence which in turn affects employees’ quality of work life.

   This research is categorized into applied and descriptive-survey studies from in terms of purpose and method. The statistical population comprised employees who work in the Water and Wastewater Company of Mashhad. The statistical sample consists of 224 employees who were selected  with simple random sampling based on Cochran's formula. Needed data     was collected using a questionnaire, items of which ranged on a 5-point Likert-type scale. Finally, 225 well-qualified questionnaires were returned. The face and content validity of the questionnaire were evaluated and approved by management experts. In addition, its construct validity was examined and confirmed via confirmatory factor analysis, and its reliability via Cronbach’s Alpha coefficient. Data analysis was performed by conducting structural equation modeling in Amos software.

Based on obtained results, the transformational leadership style significantly affected the managers' perceived emotional intelligence which in turn affected employees’ quality of work life. This shows that managers can improve their emotional intelligence competencies and their employees’ quality of work life through this leadership style. The significance of the impact of transformational leadership on employees’ quality of work life was rejected. Accordingly, it can be suggested that factors such as excessive administrative bureaucracy and bureaucratic organizational culture in governmental organizations may prevent the impact of transformational leadership on employees’ quality of work life. Overall, the role of managers perceived emotional intelligence in the relationship between transformational leadership and quality of work life was full mediation.

 CONCLUSIONS & SUGGESTIONS:

In general, it can be stated that the managers' transformational leadership and emotional intelligence help them to effectively stimulate the employees towards organizational goals and provide an appropriate environment  for improving their quality of work life. Accordingly, the managers of  the target organization are recommended to hold courses by inviting     expert consultants for training the skills and competencies of transformational leadership and emotional intelligence. Furthermore, they should provide a suitable environment to support employees’ participation and communication. Expansion of informal relationships allows the employees to express their opinions and emotions in line with enhancing trust between employees and managers. We recommend future researchers investigate the moderating role of organizational culture and compare  the results with that of the current research. Additionally, they are recommended to examine the impact of managers’ emotional intelligence on their performance in the future.

The purpose of this study is to explain the role of mediating the quality of work life in relation between organizational pessimism and organizational commitment among North Korean students. The research method is descriptive survey-correlation type. The statistical population of this research is the total number of 210 employees in the northern Khorasan province. The sample size was determined by Grigose and Morgan tables of 131 people. The research method is simple random sampling. The data were collected by library and field method and the tools used were standard quality of work life, organizational commitment and organizational pessimism. The reliability of the questionnaires was determined using Cronbach's alpha method to assess the quality of working life (0.949), organizational pessimism (0.781), organizational commitment (0.912), and validity of the tool was confirmed by content method. Bootstrapping method was used to investigate the mediating effect of organizational pessimism variable. According to the reported results, the indirect path of organizational cynicism → quality of work life → organizational commitment, with 95% confidence, is significant. According to the Bootstrap decision-making diagram, the final step is to test the direct path between organizational pessimism and Organizational commitment in the model is influenced by the mediating variable of the quality of working life. Structural equation modeling and AMOS 24 software were used for statistical analysis of the collected data. For a coefficient to be significant, its significance number must be out of range (1.96, -1.96). According to the critical ratio (CR) values obtained in each hypothesis, the results indicate the significance of the relationships between all hypotheses.For this purpose, the results showed that the organizational pessimism-organizational commitment is negative (-0.17) and significant. Therefore, according to the Bootstrap decision making diagram, the quality of work life mediates negatively the negative impact of organizational pessimism on organizational commitment, so the hypothesis is confirmed.

In the hotel industry, human capital plays a vital role and increasing productivity depends on managing the quality of work life of the employees. Increasing the quality of work life improves the effectiveness and efficiency of organizational behavior. Issues such as desertion, underperformance, absenteeism decrease with increasing quality of work life and work commitment, job satisfaction and employee participation improve. In comparison to other categories, paying attention to the quality of work life in five-star hotels is more effective in promoting organizational behavior and the brand. To form the conceptual model of this research, several social science theories, especially Homans' Social Exchange theory, the Individual-Environment Suitability of Nye, Su, Rounds & Drasgow and Walton’s model have been used. In this applied study, survey method is used. The statistical population of the study is Homa Hotel Group employees. The statistical sample includes all 200 managers and employees of Tehran Homa Hotel who were selected through consensus sampling method. Data were collected using a Likert's five-choice spectrum scale questionnaire. Kolmogorov-Smirnov test was used to evaluate the normality of inferential metric statistics data and Cronbach's Alpha Coefficient (0.87) to measure the reliability of the measurement tool. Pearson Correlation and multivariate regression tests were used to test the research hypotheses and data were analyzed via SPSS22 software. The findings showed that the components of "job stability", "attention to innovation process", "up-to-datedness" and "feeling safe and relaxed" had the greatest effect on the organizational behavior of the staff, respectively. The findings of this study explicitly show that this research has achieved its main objectives which is to identify and to prioritize the components and variables affecting organizational behavior from the quality of work life perspective.

The aim of this study was to investigate the factors affecting the improvement of performance and productivity of human resources in the General Administration of Ports and Maritime Affairs of Hormozgan province.

This research is applied in terms of purpose and survey in terms of implementation method. The statistical population of the study consists of all personnel working in the General Administration of Ports and Maritime Affairs of Hormozgan Province; Whose number is estimated at 360 people; Using Morgan's table, 186 people were selected as the sample size. The sampling method used is stratified random. The method of data collection is survey (field) and the tool of data collection is a questionnaire. The method of analysis in this research is descriptive-analytical. Descriptive statistics used in the research are average, view, descriptive tables, frequency and percentage, as well as graphs. Inferential statistical tests used in research are regression and correlation.

Findings indicate that in the studied organization, regarding employees in terms of organizational factors, variables such as quality of work life and motivational system, have affected the productivity of human resources; But the variables of information technology and employee empowerment have not had an effect on improving the productivity of human resources.

It was also found that individual factors, environmental factors and occupational factors affect the improvement of human resource productivity in industry. Also, for the growth and development of the organization, more attention should be paid to its productivity and continuous increase.

The purpose of this study was to investigate the relationship between organizational conflict and the quality of work life of high school teachers in Basht with the mediating role of professional ethics. The method of this research was descriptive causal correlation. The statistical population in this study was all teachers in Basht city (488 people) and 215 people were selected as a sample based on krejcey-Morgan table by using random cluster sampling. Walton (1988) standard quality of work life quality questionnaire, Kadozir(2002) professional ethics questionnaire and Safari (2014)organizational conflict questionnaire were used as research instruments . Pearson correlation test and structural equation modeling were used to test the research hypotheses. The results of Pearson correlation test showed that there is a significant relationship between organizational conflict, professional ethics and quality of teachers' work life and also the results of structural equation modeling showed that professional ethics has a mediating role in the relationship between organizational conflict and quality of working life of high school teachers.

Organizational affiliation can be defined as the connection and dependence of individuals on the organization in which there is a sense of job involvement, loyalty and belief in organizational values. Leaving the organization brings with it, in addition to numerous costs, also affects the morale of other employees. The purpose of this study was to identify the individual consequences of organizational indifference in the police force of the Islamic Republic of Iran.

This research is a survey that is applied in terms of type of purpose and descriptive in terms of data collection and correlational. The statistical population is 7000 NAJA employees with disciplinary rank. The statistical sample was evaluated by Cochran's formula of 365 people. A researcher-made questionnaire was used to collect data, the face and content validity of which was confirmed by 30 experts and its reliability was obtained in a preliminary test with 30 subjects for all variables studied above 0.7.findingsFindings showed that organizational indifference is greatly affected by demographic characteristics and has significant individual consequences in the organization.

Organizational indifference can lead to burnout, reduced quality of life, reduced citizenship behavior, lack of sense of belonging and attachment of NAJA employees. Demographic factors such as (age, background, education and gender) of employees affect organizational indifference of employees.

Developing the quality of employees’ work life results in the improvement of service delivery to the clients of the organizations. This research is ultimately intended to design a model for the quality of work life of employees of the Welfare Organization. Participants in this study included official and staff managers and employees of welfare offices in Tehran and its affiliated centers, from whom 20 people were selected as the sample by purposive sampling. Semi-structured and in-depth interviews were employed to collect the data. To analyze the data, Strauss and Corbin’s (1998) grounded theory of the systematic approach was used, wherein three methods of open coding, axial coding and selective coding are used. A table of the concepts and categories of quality of working life was derived by semi-structured interviews and the process of coding and analyzing qualitative data and by comparing the concepts obtained from the study group. In the analysis of the texts of the interviews in open coding, thematic similarities between the primary concepts were integrated into the secondary concepts. The axial categories in the axial coding stage, were based on the thematic similarities between the secondary concepts. In the selective coding, the central categories were clustered into a core or central category called “justice and legalism”. Afterwards, the relationship between the categories with one another were categorized in a paradigm model on the basis of the grounded theory called the “model of quality of working life of employees of the Welfare Organization”. 14 axial categories were identified in the form of causal conditions, contextual conditions, intervening conditions, strategies, and consequences. Justice and legalism are the central categories connecting all other categories.