رفتار سازمانی

Organizational citizenship behaviors are individual behaviors, voluntary and beyond the official duties of employees that improve the performance of the organization. One of the effective factors in the development of these behaviors is organizational factors. The aim of this study was to identify the organizational factors affecting the development of organizational citizenship behavior at the headquarters of the Iranian Blood Transfusion Organization (IBTO) and present a model.

This applied exploratory approach was conducted in two parts namely qualitative and quantitative. In the qualitative section, 13 experts who were selected by a completely purposeful method, formed the statistical population of the study and MAXQDA-2020 software was used to analyze the data. In the quantitative part, the statistical population consisted of the staff of the central headquarters of the IBTO who were sampled by simple random sampling. At this stage, a questionnaire was developed and SPSS22 and LISEREL softwarewas used to analyze the findings.

The identified organizational factors in order of priority include organizational justice, organizational support, job security, rewards and an incentive system, organizational culture, education, quality of work life, job nature, organizational structure and organizational spirituality are effective in developing citizenship behavior.

It is suggested that in order to develop organizational citizenship behavior, managers at the IBTO should pay attention to the factors identified in the study and consider them when making decisions and dealing with their employees

The success of hospitals in providing patient satisfaction depends on many factors. The role of employee's commitment to organizational behavior in patient’s satisfaction in hospitals is important.

The present study is a methodological research in Tehran University of Medical Sciences, which aims to design a questionnaire for assessment of the employee's commitment to organizational behavior which was carried out in two phases. In the first phase we developed items pool based on a review of literature and expert’s views. In the second phase we evaluated content validity and face validity of items, and finally the reliability assessment of the instrument.

A questionnaire was developed based on a review of literature; an 80-items pool was formed. By interviewing experts, and omitting the overlap items, the number of items was reduced to 40 items. In the next stage, content validity, face validity and reliability of the items (α = 0.859) were proved, and the number of items were reduced to 17 items. Finally, we allocated 12 items (from 17 items) to be assessed by heads and colleagues. We also found that patients were able to evaluate the employee's commitment to organizational behavior through 5 items (from 17 items).

An assessment tool contain 17 items was developed for assessment of the employee's commitment to organizational behavior, taking into account the views of service providers and patients.

Research has shown that positivism affects many variables, including behavior; Therefore, the aim of this study was to identify the components and factors affecting positivity in the organizational behavior of employees of sports organizations during the outbreak of Covid-19.

The present study is applied in terms of purpose and in terms of qualitative method. The data theory method of Strauss and Corbin's systematic approach was used. The statistical population included experts and informants of sports organizations. In this section, sampling was performed by the method of maximum diversity and the total number of participants was 15. In this section, after each interview, the collected data was reviewed and according to the surveys conducted, the next interview was conducted; This process continued until theoretical saturation was reached. Semi-structured interviews were used to collect data. In order to evaluate the quality and validation of qualitative results in the present study, Lincoln and GABA (1985) evaluation criteria including validity, transferability, reliability and verification criteria were used.

The findings showed that the central phenomenon in this study is a combination of sub-categories of self-efficacy, resilience, realistic optimism and hope. Causal factors affecting positivism also included organizational support, organizational justice, transformational leadership, and genuine leadership. Underlying factors influencing positivism strategies included organizational culture, organizational self-esteem, and psychological ownership. Interfering factors influencing positivism strategies included role ambiguity, job characteristics, and individual differences. Strategies affecting positivity included positivity training, career adaptability, and personality competencies.

Finally, the consequences of applying positivist strategies included increasing employees' job motivation, strengthening attitudes, strengthening organizational citizenship behavior, improving and developing individual development, improving organizational performance, creating social capital and organizational virtue.

Investigating positive psychological capabilities and human resource strengths leading to the improvement and management of employee performance is defined as positive organizational behavior. Organizational capital includes human, social, and psychological resources. When coping with the same situations, individuals fail to act in the same way; however, the nature of their processing is different from the information obtained. Therefore, the way they respond to situational demands will be different. Recognizing this difference helps to understand and predict individuals’ behavior. The five–factor model of personality traits has determined individualschr('39') manners of thinking, feeling, and behaving, based on their origins. It focuses on 5 main areas; neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. According to the five–factor model of personality, adaptive and nonadaptive personality traits lead to the formation of cognitions, emotions, and behaviors that link small and large tensions to positive and negative outcomes. Some personality traits may lead to adaptation in response to adversity and misery, and others may exacerbate life crises. The rational processing style acts non–consciously and consciously. Besides, it processes information purposefully and reasonably; however, the experiential style operates emotionally and tends to have cognitive distortions and biases. Organizational behavior requires an intellectual approach to issues. Furthermore, fostering a rational style induced by adaptive personality traits protects one from unplanned entry into challenging situations. The current study aimed to determine the relationship between personality traits and organizational behavior based on the mediating role of emotional information processing.

This was a descriptive–correlational research study and consisted of modeling of structural equations. The statistical population of this study consisted of all male and female employees of Mammoth Company in 2018–2019. Of them, 310 individuals were selected by stratified random sampling technique. Research tools included the NEO Five–Factor Inventory (NEO–FFI) by Costa and McCrae (1989); Psychological Capital Questionnaire by Luthans et al. (2007), and Rational–Experiential Inventory by Pacini and Epstein (1999). Structural equation modeling, AMOS software, and the significance level of 0.05 were used to analyze the obtained data. We examined causal relationships between the study variables in the form of a structural model.

In the present study, the indirect path coefficient between neuroticism and organizational behavior was mediated by rational emotional information processing style (p=0.012, β=–0.08). The indirect path coefficient between openness to experience (p=0.002, β=0.089) and conscientiousness (p=0.009, β=0.059), and organizational behavior was positive and significant. The indirect path coefficient between agreeableness (p=0.043, β=–0.031) and organizational behavior was negative and significant.

The obtained data revealed that neuroticism and agreeableness negatively influence organizational behavior through nonadaptive and negative effects on the rational processing of emotional information. Conscientiousness and openness to experience positively impacted organizational behavior through adaptive and positive effects on rational emotional information processing style. The present research findings explained that personality traits affect individuals’ emotional information processing in various ways. Furthermore, individual differences in emotional responses could be attributed to individual personality manifestations. Individuals with neuroticism fail to employ the rational emotional information processing style; therefore, they are unable to present proper organizational behavior. Individuals with agreeableness tend to express information processing and emotional decision–making due to their personality manifestations in interpersonal situations, such as work environment; this negatively affects their psychological capitals and organizational behaviors. It also negatively affects their dignity. As a result of the openness to experience, by resorting to the rational information processing, one can be flexible and manifest psychological capital against the changes and challenges of work. Individuals with conscientiousness enjoy psychological capitals and suitable adaptation process; accordingly, they recover quickly and successfully through the rational emotional information processing after encountering challenging events and tasks.

Organizational culture influences employees’ job satisfaction, commitment and performance. A strong corporate culture enhances organizational performance.
The aim of this study was to determine the type of organizational culture in Qazvin hospitals
A descriptive and cross-sectional study was conducted by a survey questionnaire in Qazvin (2013) that was distributed among 800 hospital employees and managers based on stratified random sampling.
Findings: The mean of hospitals’ organizational culture was 2.95 out of 5 score. Hospital's organizational cultures were evaluated as strong in attention to details and stability dimensions and moderate in creativity, risk taking, team working and power distance dimensions. Attention to details in public hospitals was higher than private and social security hospitals.
Organizational culture of Qazvin hospitals was evaluated as moderate. Managers for improving hospital's performance and enhancing employee's and patient's satisfaction should create a culture of higher creativity, innovation, team working and risk taking and lower power distance.

Today, stress is considered both as an individual and organizational problem. Regarding the critical role of Iranian Red Crescent Society in managing the country's crisis, its behavioral feedback in dealing with mental tensions and stress before unexpected events is considered essential. Given the working conditions of staff and the pressure on them, this necessity is felt more in Red Crescent Society. However, the main question of this research is to identify the relationship between occupational stress and employees' organizational behavior in Red Crescent Society (Central Headquarter). In this quantitative study, descriptive-correlation method was used depending on the objectives and nature of the research and Pearson correlation coefficient was used to analyze the data. All employees of central headquarter (about 120 ones) were selected and studied by stratified sampling, and Krejcie & Morgan tables. Content validity and reliability were also confirmed. Findings: The findings showed that occupational stress has a significant relationship with decreasing the dimensions of organizational behavior such as altruism, sense of duty, literacy, and decency; but it does not reduce the sense of civic virtue among employees in Red Crescent Society. The results showed that occupational stress is related to the organizational behavior; however, it can enhance the effectiveness of the organization's goals through helping the social and psychological environment with important outcomes such as job satisfaction, organization protection, and organizational productivity.

Numerous factors affect on quality of nursing documentation. Continuous evaluation and identifying factors affecting documentation have a significant role on improving the quality of documentation. This study aimed at Nurses’ organizational behavior and their quality of documentation in teaching hospitals of Hormozgan University of Medical Sciences. This is a descriptive cross-sectional study conducted in 2013. The study population were nurses in teaching hospitals of Hormozgan University of Medical Sciences. From a total of 552 nurses, 215 nurses were selected using random sampling. Three standard questionnaires and three Self-made check list were used for data collection. Validity of the tools was measured using comments of professors and experts and reliability of the questionnaire was measured using Cranach’s alpha. Collected data were analyzed using SPSS version 16. Pearson, ANOVA, and T-student were used to assess relationship between variables. Levels of nursing education and type of employment stipulated in the employment contract had significant effect on the score of documentation (P<0.01). In addition, hospitals and various departments had significant differences in the documentation scores. From the other side, job satisfaction, social capital and organizational citizenship behavior have significant positive correlation with the total score of nursing documentation (P<0.05). Nurses organizational behavior including job satisfaction, social capital, and organizational citizenship behavior, can have an impact on the quality of their documentation. Therefore, hospital managers and supervisors can ensure quality of nursing documentation following improving organizational behavior.

Organizational climate has a major influence on employee behavior and health care centers have particular organizational climate which its improvement could promote civil behavior. The aim of this study is to investigate the impact of perceptions of organizational climate on organizational civil behavior. The research is based on correlation and structural equation modeling (SEM). Study variables include cooperative and creative organizational climate and civil behaviors. Statistical population consisted of nurses of Nowshahr province in 2012 from which 160 nurses were selected by convenience sampling method from governmental hospitals and private clinics. Data were collected using a 29 item questionnaire on organizational climate, and civil behaviors. Data analysis was conducted based on structural equation test. According to the results of structural equation test, cooperative climate had increased impact of 0.75 and in relation to innovative climate with impact 0.49 on civil behavior. In terms of impact on civil behavior, cooperative aspects had more impact on all dimensions of civil behavior than innovative climate but these two climates are different as regard to effect on civil organizational dimensions. Cooperative climate with coefficient of 0.72 had the greatest impact on social mores and with coefficient of 0.55 had the least impact on work conscience. But innovative climate similar to cooperative climate had the most effect with coefficient of 0.54 on social mores, but the least on chivalry with coefficient of 0.32. With establishment of a positive working environment, perceived OCB can be improved through organizational climate. Therefore, it is recommended to improve the organizational climate and those involved in collaborative activities can help colleagues to better perform tasks and motivate them for more efforts and when organization offers innovative climate, employees can easily get innovative and flourish and improve.

Identifying the factors which affect the level of the workers&rsquo; satisfaction, has a potential important role in sustainability of the satisfaction. The purpose of this study was to investigate factors which affect the employees&#039; satisfaction of the governmental organizations in Hamedan Province.

Method and Materials:

 In this descriptive-analytic study, 2923 employees were selected from the eight province districts through stratified randomized sampling. The sample consisted of 1793 men (61.3%) and 1130 (38.7%) women. The average age of the employees was 34.86&plusmn;6.23 (years-old). From all employees, 2516 (68.1%) were married and the rest 407 (13.9%) were single. Data was collected using a researcher-made questionnaire whose reliability and validity had been already examined. Data were analyzed using ANOVA and Spearman correlation tests, running SPSS software.

The following factors were found to significantly contribute in the employees&rsquo; satisfaction: Definite and scientific approach toward the evaluation of the employees&rsquo; function (mean=3.75, B=0.096, P

The findings are consistent with other studies in many ways, while presenting some different aspects as well. While the findings were generally in keeping with the previous studies conceptual model, the manager related factors were found more significant in this study. The managers should pay more attention toward the employees&rsquo; job satisfaction.

In every organization ,man power is the most important element. of excellence and progress and is the essential factor in the realization of its goals. Since job satisfaction plays a significant role in achieving organizational goals as well as individual and social health, thus the influencing factors must be examined by the public sector so they cold correct the weaknesses and reinforce the strengths through careful recognition of opportunities and threats . the present study was conducted toward the above-mentioned objective. 

The study is a descriptive - analytical research conducted on 324 randomly selected personnel of Birjand University of Medical Sciences. The data collection tool was job description index. The data were analyzed by Analysis of variance (ANOV A) and k2 by means ofSPSS software.

The findings indicate that there is a significant relationship between gender and job satisfaction regarding promotion system and salary (P < ',' 0). There was also a significant relationship between the personnel with different educational backgrounds in five job types. Personnel vlith degrees higher than bachelor were more satisfied with their jobs and salaries. Theses People, however, showed less satisfaction with their supervisors, colleagues, and promotion system. A significant relationship was also observed between service rank and job satisfaction. The Most amount of dissatisfaction concerning payment was related to clinical and "health" care Personnel. 

In order to increase job satisfaction, modifications must be done in areas like the present evaluative methods, payment systems, personnel's attitudes toward their jobs, and manager - personnel relationships. Taking personnel's needs into account, and planning precise long-term schedules can also be effective in this regard.