Journal of Innovation Management and Organizational Behavior
Volume:2 Issue: 4, 2023

Organizational commitment in management and behavioral science literature is an important factor in the relationships between organizations and individuals. The purpose of this research is to identify and evaluate the organizational commitment of librarians in libraries in Tehran based on 4 indicators of participation and teamwork spirit, conscientiousness, values, and administrative discipline. Financial and social took place.

The current research was applied in terms of purpose and survey research in terms of method. In the present study, data were collected using standard questionnaires and interviews. The statistical population included all librarians of academic and public libraries in Tehran, numbering 780 people. In this research, using Cochran's formula, 257 people were selected as a sample population. Also, the snowball technique was used in the interview method to collect data.

The results of the research showed that the public participation component is the most important component in the discussion of the organizational commitment of librarians in libraries in Tehran. And the components of central justice and responsibility are in the next ranks. Also, the results showed that the librarians of Iranian libraries are in the first rank in the index of participation and group spirit, the index of work conscience is in the second rank, and the index of administrative, financial and social discipline is in the rank of The third and the index of values are in the fourth place. Also, the results of the research showed that the level of adherence to organizational commitment in academic libraries and public libraries is not significantly different, but the condition of university library employees is slightly better than public library employees.

It goes without saying that the ultimate goal of performance evaluation in any field is the exchange of information between the evaluator and the employees in order to prevent and correct undesirable performance and encourage the desired performance of employees. For this purpose, care should be taken during the evaluation session to move towards the conclusion of the topics.

The purpose of the present study was to investigate therelationship between initially incompatible schemas in self-efficacy and the workenthusiasm of employees.

The current research is applied in terms ofpurpose and correlational in terms of method. The statistical population of the presentstudy consisted of employees of banks in the 5th district of Tehran. Among thesepeople, 100 people were selected as a statistical sample based on Morgan's table. Aquestionnaire was used to collect data. The research tools included Yang's maladaptiveschemas questionnaire (short form), Scherer et al.'s (1982) self-efficacy questionnaire,and Salona and Shoufeli's (2001) job enthusiasm questionnaire. The collected data wereanalyzed using SPSS software and Pearson's correlation coefficient for statisticalanalysis.

The findings show a negative correlation between job passion andrejection, poor self-management, and impaired limitation, which is significant at the P< 0.01 level. On the other hand, the relationship between job passion and other areas oforientation and listening to live is insignificant. Also, the correlation between self-efficacy and impaired self-management, other orientation, and impaired limitation isnegative and significant at the P < 0.01 level. At the same time, the relationship of self-efficacy with the domains of tinnitus, cutting, and rejection is not significant.

The statistical analysis of the data showed that job enthusiasm has asignificant negative correlation with the three areas of cut and rejection, impaired self-management, and impaired limitation, but its relationship with the other two areas isnot significant. Also, self-efficacy has a significant negative correlation with impairedself-management, impaired limitation, and orientation toward others. This is eventhough the relationship between self-efficacy and the other two domains, i.e., listeningto the bell and cutting and rejecting, is insignificant.

Today, a new process has started in organizations, and work in organizations has gained a new meaning. Organizations that offer a good quality of work life to their employees have a good index in attracting and retaining employees; Therefore, the quality of employees' work life is the key to the success of any organization, which increases employee satisfaction, strengthens their learning and flexibility in a changing environment. Therefore, this research aimed to investigate the relationship between personality traits and psychological well-being with the quality of work life through the mediation of perceived social support.

The present research method was a path analysis type descriptive correlation. This research's statistical population was comprised of all the teachers working in education in Boyerahmad city. From the statistical population, 450 people were selected and studied by the available sampling method. To collect data, the social support questionnaires of Ziman and his colleagues (1988), personality traits (NEO), Riff's psychological well-being (1989), and Walton's quality of work life (2003) were used. Evaluation of the proposed model was done using path analysis.

The research findings showed that the direct paths of personality traits, psychological well-being, and perceived social support to the quality of work-life, as well as personality traits and psychological well-being to perceived social support, were statistically significant.

The results showed that the indirect relationship between personality traits and psychological well-being through perceived social support and the quality of work life was significant. Overall, the research results showed that the quality of working life is affected by many factors, including personality traits, psychological well-being, and perceived social support.

Today, a new trend has started in organizations, and work in organizations has gained a new meaning. Organizations that offer a good quality of work life to their employees have a good index in attracting and retaining employees. Therefore, the quality of employees' working life is the key to any organization's success, increasing employee satisfaction and strengthening their learning and flexibility in a changing environment. Therefore, this research aimed to investigate the causal relationship between personality traits and job stress with the quality of work life through the mediation of job attachment.

The research method was correlation and path analysis. The statistical population of the research was made up of all the teachers and teachers working in education in Ludab region (Boyer Ahmad city) in the academic year 2022-2023. The statistical sample of the research was 250 teachers who were selected by convenience sampling. In order to measure the research variables, Walton's (1973) work-life quality questionnaires, Davis et al.'s job stress (1991), NEO personality traits (Costa & McCree, 1985), and Edwards and Klipatrick's (1984) job attachment were used. Evaluation of the proposed model was done using path analysis.

The findings showed that the direct paths of personality traits and job stress and job attachment with quality of work life and the direct paths of personality traits and job stress with job attachment were statistically significant. On the other hand, the results showed that the indirect paths of personality traits and job stress through job attachment with the quality of work life were significant.

Generally, personality traits and job stress significantly correlate with the quality of work life through the mediation of job attachment in teachers.

In today's business environment, the basis of competitive advantage has changed from quality to innovation, innovation allows companies to quickly adapt to changes and helps companies find new products and markets. In today's competitive world, the survival of organizations requires special attention to the category of innovative organizational culture. The purpose of this article is to identify patterns of innovative organizational culture, transformational leadership style, and quality of work life, and it is developmental in terms of its purpose.

The current research is qualitative and the statistical population includes professors of academic units and managers of Azad Universities of Mazandaran. The sampling method of this research was snowball. A semi-structured interview was used to collect information and 20 experts in this field were interviewed. In order to analyze the data in this research, the theme analysis strategy and six-step technique of Clark and Brown (2006) and MAXQDA software were used.

The results of the research showed that in the main theme of innovative culture, four organizing themes of the effects of innovation, organizational learning, individual development of employees and the desire and tendency to innovate were obtained; In the main theme of transformational leadership, two organizing themes of individual considerations, mental motivation, and in the main theme of the quality of working life, three organizing themes of job nature, security and job relations, and rights and benefits were obtained.

As a result, paying attention to the extracted factors and making policies for the development and optimization of the use of financial and economic resources to increase the sustainability and competitiveness of the university and to improve and modify the service delivery methods and solutions and suggestions in line with their desirability It was recommended to managers and trustees.