فهرست مطالب فاطمه رضایی بادافشانی

Psychological capital is a new construct in positive psychology that balances between positive and negative aspects of organizations, by which reinforces strengths and adjusts weaknesses. The goal of this study was to investigate the mediating role of quality of work life between psychological capital and life satisfaction. In this descriptive correlational study 244 employees of Water and Sewage Company of Isfahan, selected by simple random sampling, participated. The data were analyzed through bivariate correlation and mediation analysis in Macro program in Preacher and Hayes (2008). Psychological capital, self-efficacy, hope and optimism (p<0.01) and resiliency (p<0.05) had significant correlation with quality of work life. Also psychological capital, hope (p<0.01), self-efficacy, resiliency and optimism (p<0.05) had significant correlation with life satisfaction. Mediation analysis results showed that quality of work life mediate the relation between psychological capital and its dimensions and life satisfaction. Therefore, developing psychological capital can positively influence the quality of work life and subsequently life satisfaction.

This study was conducted to investigate the relationship of workplace incivility experienc and organizational justice with instigated workplace incivility with regard to the mediation role of negative affect and moderator role of neuroticism. The statistical population was 411 employees from a service organization. Out of 411, 198 employees were selected by simple random sampling as Sampeles. The instruments consisted of Experienced Workplace Incivility Scale (Cortina, etal, 2001), Organizational Justice Questionnaire (Colquitt, 2001), Job-related Affective Well-being Scale (JAWS) (Van Katwyk, etal, 2000), Instigated Workplace Incivility Scale (Blau & Andersson, 2005) and NEO Personality Inventory (McCrae & Costa, 1985). For data analysis, mediation analysis in Preacher and Hayes (2008) SPSS Macro program and moderation analysis in Hayes and Mattes (2009) program was used. Result indicated that experienced workplace incivility, interpersonal justice, informational justice, neuroticism and negative affect were correlated with instigated workplace incivility (P<0.01). Furthermore negative affect mediated the relation between interactional justice and instigated incivility (P<0.05). The results showed victims of incivility retaliate this behavior with instigated incivility and neuroticism moderated this relationship. In the other hands, the relationship between experienced incivility and instigated incivility were stronger for individuals high in neuroticism than individuals low in neuroticism (P<0.01).

This study was conducted to investigate the relationships of personality traits (agreeableness, conscientiousness and neuroticism) and organizational justice with mediating role of negative affect. Participants were 227 nurses from the hospitals of social security organization in Isfahan province were selected by simple random method. The instruments consisted of Organizational Justice Questionnaire (Colquitt, 2001), NEO Personality Inventory (McCrae & Costa, 1985) and Job-related Affective Well-being Scale (Van Katwyk, Fox, Spector, & Kelloway., 2000). The indirect effects were tested using the Bootstrap procedure in Preacher and Hayes (2008) SPSS Macro program. Results indicated that neuroticism correlated significantly with Procedural, distributive, interpersonal and informational justice (P<0.01). Agreeableness and conscientiousness significantly correlated only with procedural, distributive, interpersonal and informational justice (P<0.01). Also, negative affect mediated the relation between personality traits and organizational justice. While considering the limitations, discussion and implications of the results are also presented.

This study was conducted to investigate the relationship of workplace incivility and turnover intention while considering the mediating role of organizational justice. The method of research was correlation and statistical population consisted of 2759 employees of a large industrial Company in Isfahan, from which 206 employees were selected by applying simple random sampling in 2011 (1390 S.C.). The instruments used in the present study consisted of Workplace Incivility Scale (WIS) (Cortina, et al, 2001), Organizational Justice Questionnaire (Niehoff & Moorman, 1993), and Turnover Intention Questionnaire (Kelloway, Gottlieb & Barham, 1999). The indirect effects were tested using the Bootstrap procedure in Preacher and Hayes (2004) SPSS Macro program. Results demonstrated that experiencing workplace incivility affects the organizational justice and its three dimensions (distributive, procedural and interactional) as well as turnover intention (P<0.01). Also, organizational justice mediated the relation between workplace incivility and turnover intention