عاطفه محمدحسینی

The purpose of this study was to investigate the effect of psychological capital and proactive personality on training motivation and self-development with mediating thriving at work in the Social Security staff of Ahvaz. The statistical population of this study included 267 employees of Ahvaz Social Security in 2019 who were selected by convenience sampling method. The instrument used in the study were Seibert et al. Proactive Personality Scale (1999), Luthans et al. Psychological Capital Questionnaire (2007), Spreitzer et al. Thriving at Work Scale (2012), Xu Self-Development Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996). Data analysis was performed using Structural Equation Modeling (SEM) using SPSS and AMOS. Results showed that proposed model fit the data properly. Results also showed that direct effect of proactive personality and psychological capital to thriving at work were significant. In addition, the direct effect of thriving at work at self- development behavior and training motivation were significant. (p<0.0001). The results of indirect pathways showed that proactive personality has a positive effect on training motivation and self-development behavior through thriving at work. But the paths of psychological capital to self-development behavior and training motivation through thriving at work were not significant (p<0.05). Thus, supervisors and managers can encourage their employees to be proactive and innovative in order to increase the positive consequences of individual and organizational thriving.

Work is an essential part of human life and decent work fulfills human needs for survival, social connection, and self-determination. International Labor Organization, "work in which there are opportunities for productive work with fair wages, security in the workplace and social protection for families, better prospects for individual development and social integration, freedom for people to express their concerns, participate in decisions that affect their lives and equality of opportunities and treatment for all women and men" are defined as decent work. Therefore, the present research was conducted with the aim of investigating the effect of decent work on affective commitment with regard to the mediating role of psychological safety.

The statistical population of the present study was the teachers of Khuzestan province, 320 of them were selected by convenience sampling method. The instrument included the research online questionnaires and through social networks. The Decent work (Duffy et al., 2017), the psychological safety (Edmondson, 1999), and the Affective commitment questionnaires (Meyer et al., 1993). Data were analyzed using structural equation modeling with SPSS and Amos-25 softwares.

The results showed that decent work has a positive and significant direct effect on psychological safety (p<0.0001, β=0.59) and Affective commitment (p<0.0001, β=0.48). Also, psychological safety has a positive and significant direct effect on Affective commitment (p<0.0001, β=0.63). Bootstrap results showed that the indirect effect of decent work (p<0.0001, β=0.39) through psychological safety on affective commitment is positive and significant.

In conclusion, the guarantee of decent work reduces perceived uncertainty about jobs and working conditions and causes employers to make long-term investments in employees to create stable working relationships.

The purpose of this study was to investigate the mediating role of corona disease anxiety in the relationship between trait anxiety with general health and health-promoting lifestyle in students.

The statistical population of this study included all female students of Shahid Chamran University of Ahvaz in 2020 who participated in the research online. Then, the participants were asked to complete the Corona Disease Anxiety Scale (Alipour et al., 2019), State-Trait Anxiety Inventory(Spielberger, 1970), General Health Questionnaire (Goldberg, 1972), and Health Promoting Lifestyle Profile (Walker et al., 1987). Structural Equation Modeling was used to test the research model. Also, to investigate the significance of indirect effects of the research model, the bootstrapping method was used.

The results of analysis showed that the proposed model had a good fitness. Also, the direct effects of the model showed the significant effect of trait anxiety on the corona disease anxiety; and the effect of corona disease anxiety was significant general health and health-promoting lifestyle (p< 0.0001). In addition, the results showed that all the indirect effects of the model are significant.

According to the results, an trait anxiety can affect general health and health-promoting lifestyle by mediating corona disease anxiety.

Manpower is considered to be the most valuable resource for organizations for the development of the organization. According to the history of Thriving at work and the attention that has been paid to it during these ten years, and according to the results it has brought, theoretically designing a model like the proposed model can give a good picture of Thriving at work and the presented model can be used as a useful tool for future research. So, the purpose of this study was conducted to investigate the fit of a conceptual model of mediation in thriving at work in relation to organizational antecedents and educational consequences in the Social Security staff of Ahvaz.

The design of the present study is a correlational design through the path analysis model. The statistical population included all employees working in the Social Security staff of Ahvaz in 2019. 330 people were selected by convenience sampling method, and finally, 267 questionnaires were analyzed. The instrument used in the study were Porath & Erez Workplace Civility Questionnaire (2009), Ahearne et al. Empowering Leadership Questionnaire (2005), Spreitzer et al. Thriving at Work Questionnaire (2012), Xu SelfDevelopment Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996), Finally, the reliability coefficient using Cronbach's alpha method for these questionnaires was 0.73, 0.91, 0.91, 0.90, 0.81, and 0.79, respectively, which indicates the optimal reliability of the questionnaires. Results Results showed that proposed model fit the data properly .

also showed that direct paths of empowering leadership, and civility at workplace to thriving at work were significant .In addition, paths of empowering leadership, civility at workplace, and thriving at work to training motivation, training transfer, and self- development behavior were significant. Also, the indirect effect was of civility at workplace on self-development behavior through thriving at work (p = 0.004,  = 0.69), the indirect effect was of civility at workplace on training motivation through thriving at work (p = 0.0001,  = 0.64), and the indirect effect was of civility at workplace on training transfer through thriving at work (p = 0.0001,  = 0.47) which is statistically significant. In addition, the indirect effect was of empowerment leadership on self-development behavior through thriving at work (p = 0.006,  = 0.87), the indirect effect was of empowerment leadership on training motivation through thriving at work (p = 0.001,  = 0.56) and the indirect effect was of empowering leadership on the training transfer through thriving at work (p = 0.04,  = 0.13) is statistically significant. Therefore, all indirect paths in the proposed model were confirmed.

A positive climate in the organization can lead to positive outcomes such as knowledge sharing and self-development behaviors by enhancing employee thriving. Therefore, it is suggested that managers provide an environment to facilitate the learning and promotion of employees by creating civility in the workplace. Also, it is suggested that organizations, by defining organizational standards of interpersonal interactions, clearly define expectations and norms for interpersonal behavior and interactions in the workplace and extend these standards to all levels of the organization.

This study was aimed to investigate the fitness of the model of strengths-based psychological climate role on productive job behaviors with the mediating role of strengths use and calling at work. The statistical population of this study consisted of the employees of one of the Ahvaz oil companies, among whom 120 were selected randomly through simple random sampling. Then, the participants were asked to complete the Strengths-based Psychological Climate, Strengths Use, Calling at Work, Job Performance, Organizational Citizenship Behavior, and Adaptive Performance Questionnaires. Structural Equation Modeling was used to test the research model. Also, to investigate the significance of the research model's indirect effects, the bootstrapping method was used. The results of the analysis showed that the proposed model had good fitness. Also, the model's direct effects showed the significant effect of strengths-based psychological climate on the strengths use and calling at work and no significant effect on job performance, organizational citizenship behavior, and adaptive performance. It was also shown that the effect of strengths use was significant on job performance, organizational citizenship behavior, and adaptive performance, and the effect of calling at work was significant on adaptive performance and organizational citizenship behavior, but not significant on job performance. Finally, the results showed that all of the model's indirect effects were significant. The strengths-based psychological climate had a significant effect on productive work behaviors with mediating the role of strengths use and calling at work. The results of this research suggest that a strengths-based psychological climate can have a significant impact on organizational outcomes.