The purpose of this study was to investigate the relationship between employees’ beliefs toward training with organizational commitment. Participants were 305 employees of Khouzestan regional electric company selected by stratified random sampling method and completed participation in training, supports supervisor for training and perceived benefits of training questionnaires. Pearson correlation, canonical correlation and hierarchical regression analyses were used to test the research hypotheses. The findings showed that there was a positive relationship between the participation in training, supervisor’s support for training, perceived benefits of training and affective, continuous and normative organizational commitment. The findings also showed that there was a canonical correlation and multiple correlation relationship between employees beliefs to training with affective, continuous and normative organizational commitment and also showed that there was a positive relationship between the participation in training, supports supervisor of training, perceived benefits’ of training organizational commitment so that predictor variables explain 33 percent of organizational commitment variance.

 The propos of this study is designing and testing a model of some antecedents and consequences of thriving at work in an industrial Company’ employees. A sample of this study consisted of 211 person (180 men and 31 women) from an industrial Company’ employees who were selected by random sampling method. The instruments used in the study were climate of trust and respect scales (Spreitzer and Porath, 2013), self-determination scale of psychological empowerment measure (Spreitzer, 1995), performance feedback (Spreitzer and Porath, 2013), basic psychological need satisfaction and frustration (Chen et al, 2015), Thriving at work (Porath et al, 2012), job performance (Patterson, 1992) & organizational citizenship behavior (Podsakoff et al, 1990). Investigate of The proposed model through structural equation modeling (SEM) and using SPSS-21 software and AMOS-21 was carried out. The proposed model is fitted to the data in a pleasant way. Better fitness were found through the elimination of two ways which are non-significant (climate of trust and respect to thriving at work) and (self-determination to thriving at work) and two-way linking the errors. Specifically findings has shown that self-determination had a meditating role in the relationship between the climate of trust and respect, decision making discretion and performance feedback to thriving at work, and thriving at work plays a meditating role in a relationship between self-determination with job performance and organizational citizenship behavior. In the findings based on the theories of conservation, social exchange, depersonalized, social emotional, social learning, self-determination and leader-member exchange were discussed.

 The aims of research was to studying the relationship between some work stressors with sickness absence by foreseeing the moderating role of job control and social support in employee of Bidboland gaz refinery company . In this research were considered. The correlation in study was using Poisson Regression. In order to begin the study 72 of employees (who has 4 day sickness absence or more in past year) were select through stratified random sampling. The instruments used in this study were sickness absence single item questionnaire (), job demand (Van Yepern & Hagedoorn, 2003), Procedural justice (Colquitt, 2001), job fatigue (Chalder & co, 1992), bullying (Ybema & Van den Bos, 2010), work-family conflict and family-work conflic (Adams, King & King, 1996), job control (Van Yepern & Hagedoorn, 2003) and social support (Van Yepern & Hagedoorn, 2003) . In order to analyze the data by using SPSS version 21 was used. The results showed a direct positive effect and family-work conflict, fatigue and bullying on the sickness absence, and moderating role of social support in the relationship between job demand, family-work conflict, fatigue and bullying with sickness absence; a moderating role of job control in the relationship between job demand, work- family conflict with sickness absence was founded. In addition, results showed that job demands, Procedural justice and work-family conflict has no significant effect on sickness absence. Also, finding showed that the moderating effect of social support on relationship of Procedural justice, work- family conflict with sickness absence and, the moderating effect of job control on relationship of Procedural justice, family-work conflict, fatigue and bullying with sickness absenc is no significant.

<p>Abstract: Within the last decade appear a positive approach in the psychology. In this approach researchers study constructs such as wellbeing with the same rigor and interest as more traditional concepts such as stress. This positive approach within the work-family literature lead to invention tenor of work-family enrichment. This research purpose to exam the relationship between work-family enrichment and organizational citizenship behavior with the mediating mechanisms of positive mood and job satisfaction. In this relation, affective events theory (AET), that explains the role of emotion and evaluative judgment in the relationship between an individual&rsquo;s experiences and his or her behaviors, is the base of this research.Among employees of national&nbsp;Iranian drilling&nbsp;company in 1394, 300 Persons selected by simple random sampling. To gathering the data an eighteen-item work-to-family enrichment scale, Positive and Negative Affect Schedule (PANAS) scale, a five-item job satisfaction scale and a sixteen-item organizational citizenship behavior scale were used. Data were analyzed by descriptive statistics methods (calculation of standard deviation, mean and frequency) and inferential statistics (structural equation modeling). The findings indicated that the proposed model fitted the data. Better fitness was obtained by omitting 1 non-significant path. In addition, indirect effects between work-family enrichment and organizational citizenship behavior with the mediating mechanisms of positive mood and job satisfaction was significant. The results show that in the high level of work-family enrichment, the persons have more positive mood and more job satisfaction and more participant in organizational citizenship behavior. In fact, this results are empirical confirmation of hypothesizes and reasoning of affective events theory. <br /> Keywords: work-family enrichment, organizational citizenship behavior, positive mood, job satisfaction</p>

The purpose of this study was to investigate the relationship of job stress with workplace incivility behaviors and organizational citizenship behavior, considering the moderating role of psychological capital (resiliency, optimism, hope and self-efficacy). Participants were 297 employees of an industrial company in Ahvaz that selected by stratified random sampling method and completed the job stress, instigated workplace incivility, organizational citizenship behavior and psychological capital questionnaires. Hierarchical regression analyses were used to test the hypotheses. Findings indicated that job stress was positively related to workplace incivility behavior and was negatively related to organizational citizenship behavior. Moreover, resiliency moderated the relationship of job stress with workplace incivility behavior. In other words, the relationship of job stress and incivility behaviors was lower in employees who were more resilient than those who were less resilient. But the moderating role of resiliency on relationship of job stress and organizational citizenship behavior was not confirmed. Other results showed that optimism, hope, and self-efficacy do not moderated the relationship of job stress with workplace incivility behavior and organizational citizenship behavior

The purpose of the present study was to investigate the effects of creative problem solving (CPS) process training on creativity and innovation of employees of Iranian Gas Transition Company –District 4. The instruction of CPS process (using 12 creativity techniques in two phases of creative and critical thinking) as the independent variable and creativity and its components (fluency, originality, flexibility, elaboration) and innovation and its components (knowing, planning and creating styles) as dependent variables. The present study was a field experimental design with pretest and posttest. The instruments of this study include Abedi's Creativity and Cools and Van Den Brook's Cognitive Style questionnaires. The sample consisted of 40 employees of Iranian Gas Transition Company –District 4 which were randomly placed in two experimental and control groups by simple sampling method. Both participants answered the creativity and innovation questionnaires. Afterwards, the experimental group was treated with CPS process, but the control group didn't receive any training. After the intervention, posttests were taken immediately from both experimental and control groups. The results of MANCOVA analysis showed that CPS process training caused significant improvement in employees’ creativity as well as innovation and the components of them.

The present of some conducted to study the relationship of some personality traits (neuroticism, agreeableness, conscientiousness, resiliency and organization-based self-esteem) and some organizational variables (perceived organizational support, facilitation of family work, organizational mobbing and organizational health) with job burnout regarding the role of modifying personality traits in relation to organizational variables and job burnout. For this purpose, 219 employees of the National Iranian Drilling Company were selected as a stratified random sampling. The tools of this survey were included job burnout inventory (Maslach et al. ,1981), perceived organizational support (Eisenberger et al. ,1986), organizational mobbing (psychological terror of Limen, 1996), facilitation of work-family (Geryovake & Mark, 2000), organizational health (Hoy & Feldman, 1996), organizational self-esteem (Pierce & Gardner, 1989), resiliency (Conner & Daividson, 2003), neo personality traits (Costa & Mc Curry, 1992). The data resulted from the questionnaires of survey was analyzed using regression analysis by hierarchical and multi-stage methods and in order to study the moderator relationships in proposed pattern, moderator regression method was also used .The results showed that linear integration of independent variables has a multi-correlation relationship with job burnout (MR= 0/467, P<0/01) and predictive variables clarify 21.8% of the job burnout variance. Findings indicated that organizational Mobbing, neuroticism and conscientiousness can be known as predictors of the job burnout. The results of modifier regression analysis showed that resilience could significantly moderate the relationship between perceived organizational support and job burnout and organizational Mobbing with job burnout. Also neuroticism could significantly moderate the relationship between work- family facilitation and job burnout and conscientiousness moderate the relationship between organizational mobbing and job burnout.

This research was carried out with the aim of investigating the organizational antecedents and consequences of organizational silence. Antecedents comprise climate of silence, organizational trust, perceived organizational support, leader-membership exchange, and organizational-based self-esteem and consequences were job satisfaction, organizational commitment, and organizational citizenship behavior. Two hundred and sixty seven employees of Isafahan Province Gas Company were selected by stratified random sampling and responded to research tools included Vakola and Bouradas climate of silence questionnaire (2005), Vakola and Bouradas silence behavior questionnaire (2005), Ruder organizational trust questionnaire (2003), Rhoades and Eisenberger perceived organizational questionnaire (1986), Graen and Uhl-Bien leader-membership exchange questionnaire (1995), Pierece et al organizational-based self-esteem questionnaire (1989), Judge et al job satisfaction questionnaire (1998), Balfour and Wechsler organizational commitment questionnaire (1996), and Smith, Organ and Nier organizational citizenship behavior questionnaire (1983). Data were analyzed using Pearson correlation coefficient and regression analysis. Results indicate that, there is a significant relationship between organizational silence with all of antecedents and consequences. Predictor variables account for 39 percent of variance of organizational silence

The purpose of this study was to investigate the simple and multiple relationships between job stressors; job demands, organizational justice ( procedural, interactional and distributive ) and work family conflict ( work-family conflict and family-work conflict ) with indicators of well-being ( job satisfaction, life satisfaction, and mental health ) in employees of Aghajari oil and gas production company.
To this end, the company's 300 employees were randomly selected and research questionnaires were completed by them. The results showed that job demands and work-family conflict and family-work conflict with job satisfaction, life satisfaction and mental health had relationship negatively. Moreover, organizational justice ( procedural, interactional and distributive ) with job satisfaction, life satisfaction and positive mental health had positive relationship. Results of regression analysis showed that all predictive variables, 33 % of the variance in job satisfaction, 45 % of the variance in life satisfaction and psychological explain 10% of variance.
Results of moderating regression analysis showed that personality trait resiliency moderating the relationship between job demands and job satisfaction, interactional justice and life satisfaction, work-family conflict and job satisfaction, work-family conflict and family-work conflict and life satisfaction. Personality trait of locus of control moderating relationship between job demands and job satisfaction, job demands and life satisfaction, interactional justice and life satisfaction, work-family conflict and job satisfaction, work-family conflict and life satisfaction, and life satisfaction, family-work conflict and work satisfaction and family-work conflict and life satisfaction.
On the other hand, organizational characteristic of job control moderating relationshio between job demands and job satisfaction, distributive justice and job satisfaction, distributive justice and life satisfaction, work-family conflict and family-work conflict and job satisfaction and life satisfaction temper. And organizational characteristic of organizational support, moderating the relationship between job demands and job satisfaction, interactional justice and life satisfaction, work-family conflict and family-work conflict and job satisfaction and life satisfaction.
 

This study aims to investigate the relationship between organizational ethics and organizational outcomes that is mediated by organizational commitment and job engagement. The statistical population consists of the employees of the BidBoland Gas Refinery; the sample consists of 210 employees of the Bidboland gas refinery that were selected randomly. Research tools include the Islamic work ethics scale (Ali, 1988), ethical climate scale (Qualls and Puto, 1989), organizational commitment scale (Mowday, Steers & Porter,1979), job engagement scale) Askavfyly and Salanvva , 2001), Organizational Citizenship Behavior scale (Williams & Anderson,1991), reparable behavior scale (Bennett and Robinson, 2003) and turnover intention scale (Kaufman,et al,1979).Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-18 and AMOS-18 software package. Better fit and more meaningful results were obtained by AMOS-18 modification indices. Results showed that Islamic work ethic and Ethical climate had a positive direct effect on organizational commitment, job engagement organizational citizenship behavior, behavior modification and turnover intention, and a negative direct effect on counterproductive behavior and turnover intention. Findings also indicated that organizational commitment and job engagement mediated the relations between Islamic work ethic and Ethical climate with organizational citizenship behavior, behavior modification and turnover intention.

the aim of this investigate the effects of job stress on safety performance and the rate of reported incidents was mediated by chronic fatigue and the safety attitude on a 240 employees as a sample. Structural equation modeling (SEM) through AMOS-16 and SPSS-16 software packages were used for data analysis. analyzing of Structural equation modeling analyzes showed that the proposed model the effects of stress on safety performance and the reported incidence rate have a poor fit, and requires to be improved. Consequently, by removing in significant paths , and correcting fit model of final model with data were confirmed. Using of chi-square difference test has also proved the final pattern improving. Other analyses has also showed that job stress has a indirect significant effect on the rate of incidents reported by chronic fatigue and the perception of safety attitude. and also job stress has a significant indirect effect of stress on safety performance is through safety attitude. and it got identified that having conscientiousness personality trait modulate relation between job stress and the rate of incidents reported safety performance.