the role of mediator of organizational conscientiousness in the relationship between perceived organizational support and occupational involvement

The aim of this study was to investigate the mediating role of work conscience in the relationship between organizational support of management and job conflict. The research method is applied in terms of purpose and descriptive-correlation in terms of data collection by structural equation method. The statistical population of the study included all school counselors in Isfahan in the academic year 1399-1400 to 420 people who were in Morgan table and 200 people were selected as a sample using random sampling method. Data were collected using the Perceived Organizational Support Questionnaire of Eisenberger et al. (1986), the Golt and Singh (2002) job conflict, and the work conscience of Costa and McCray (1992). The validity of the questionnaires approved by the experts and their calculation of Cronbach's alpha is acceptable. For data analysis, SPS software version 23 and LISREL software were used. Findings show that organizational support has a positive and direct effect on job conflict and work conscience, and organizational support through work conscience has a positive and direct effect on job conflict. Therefore, it can be concluded that organizational support and work conscience are important tasks related to job conflict.