مجله مطالعات روان شناسی صنعتی و سازمانی
سال دوم شماره 2 (زمستان 1394)

This research was administered with the aim of investigating motivational foundations of compulsory citizenship behaviors and conventionalcitizenship behaviors. The statistical population include all employees of a public sector organization in Zanjan city, among them 212 persons were selected using convenience sampling method. Instruments included compulsory citizenship behaviors questionnaire, conventionalcitizenship behaviors questionnaire and motivational source inventory. Data were analyzed using Pearson’s correlation coefficient and multiple regression analysis. Results indicated that among motivational sources dimensions, there is a significant relationship between instrumental motivation and compulsory citizenship behaviors, and between four dimensions of motivational sources included internal process, internal self-concept, external self-concept and goal internalization with organizational citizenship behaviors toward individuals, and between two dimensions of motivational sources included internal self-concept and goal internalization with organizational citizenship behaviors toward organizations. Results of multiple regression analysis indicated that internal self-concept motivation predicted organizational citizenship behaviors toward individuals, and instrumental motivation (negatively) along with internal self-concept motivation (positively) predicted organizational citizenship behaviors toward organization. Also the results of multiple regression analysis revealed that instrumental motivation (positively and marginally) along with internal self-concept motivation (negatively) predicted compulsory citizenship behaviors.

The aim of current research was to investigate psychometric properties of Sauley and Bedeian Equity Preference Questionnaire and its relationship with Penner prosocial behaviors. The research method was descriptive using explanatory and confirmatory factor analyses, Chronbach Alpha and correlation analysis. Participants include 300 employees of Tehran education organization who were selected by random sampling method. Data were collected by Sauley and Bedeian Equity Preference Questionnaire and Penner Prosocial behaviors Questionnaire. Explanatory factor analysis with varimax rotation showed that Sauley and Bedeian Equity Preference Questionnaire consisted of three factors. Results obtained from rotated factors confirmed three factors model. Confirmatory factor analysis showed that fit indices of three factors questionnaire are acceptable, contrary to original form of the scale that was unifactorial. Results of Pearson correlation coefficients between equity preference and prosocial behaviors showed a significant correlation between them. Finally, according to these findings it can be concluded that Sauley and Bedeian Equity Preference Questionnaire was valid and reliable in Tehran education organization employees. According to acceptable measures of validity and reliability for Sauley and Bedeian Equity Preference Questionnaire and its significant correlation with prosocial behaviors, using this questionnaire is recommended to researchers and specialists.

This study aimed to investigate the structural relationships of individual, social and organizational factors affecting teacher's job satisfaction. The design of this study was correlational. A sample of 150 teachers in Karaj city have been selected through cluster random sampling method. The instruments used in this study include Job Satisfaction Inventory and factors affecting job satisfaction inventory. The data were analyzed using SPSS16 and AMOS16 softwares and the Pearson correlation coefficients, and path analysis. Results showed that job benefits, work-life balance and job attitudes directly affected job satisfaction. Professional development, management support and spousal support through job attitudes affected job satisfaction. Spousal support and job stress affected job satisfaction through work-family balance. This model explained 53 percent of variance of job satisfaction. The model's fitting indices were appropriate. To promote job satisfaction of teachers, considering individual, social and organizational factors recommended.

The purpose of this study was to investigate the direct effect of psychological capital on turnover intention, job burnout and job performance and also mediating role of job stress in these relationships. The statistical population includes all employees of water and Energy Company in Gotvand city. Among them 182 were selected by simple random sampling method. The instruments used in present study consist of psychological capital, turnover intention, job burnout, job performance and job stress questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested by using bootstrap procedure in Macro program. The results supported the direct effects of psychological capital on turnover intention, job burnout, job performance and job stress, direct effects of job stress on turnover intention, job burnout and job performance, and indirect effects of psychological capital on turnover intention and job burnout through job stress. The results also showed that indirect effect of psychological capital on job performance through job stress was not significant. Generally, findings indicated that the proposed model fit the data.

Implementation and improvement of organizational processes extremely depend on the psychological states and matching these states with tasks and jobs. The main purpose of this study was to investigate the impact of level of job basic factors on emploee's basic psychological states and impact of these states on job outcomes by Job Diagnostic Survey Test (JDST). Therefore among employees of National Iranian Oil Company, 1000 persons were selected by classified random sampling method. Finally data were analyzed with 757 questionnaires. The results showed the significant relationships between basic dimensions of job (skill variety, task importance, task identity, autonomy and feedback), basic psychological states (job meaningfulness experience, job responsibility experience and results awareness experience) and job outcomes (job performance and job satisfaction).

The Purpose of this study was to investigate the casual relationship of organizational leadership with organizational agility through job satisfaction and organizational commitment. Statistical Population was 325 employees of National Iranian Drilling Company. From this population, 176 persons were selected by simple random sampling method. In order to collect data, four questionnaires were used: organizational leadership, job satisfaction, organizational commitment and organizational agility questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM). Findings indicated that the proposed model fit the data. Results supported the direct effects of organizational leadership on organizational agility, jab satisfaction and organizational commitment and job satisfaction and organizational commitment on organizational agility. Findings also showed that organizational leadership has positive and significant effect on organizational agility through job satisfaction and organizational commitment.