فهرست مطالب مریم احمدی زهرانی

The success of an organization in achieving its goals and fulfilling its social responsibilities depends to a large extent on the knowledge and skills of its managers, which is achieved through improved management. Improving management is defined as the systematic improvement of management through training and learning. In this regard, the purpose of any training is to prepare employees, improve attitudes, improve skills and increase knowledge. This point to an important aspect of training and learning called training transfer. Therefore, the present study has improved the training transfer process according to the role of managers in Yazd University. The present research has been done by qualitative method and using content analysis technique. The sampling method of this study is purposeful and judgmental, based on which 11 semi-structured interviews with managers and experts of Yazd University have been conducted. After coding the text of the interviews, 7 main categories and 14 sub-categories such as organizational culture, organizational learning transfer climate, strengthening organizational structure and infrastructure, meritocracy in appointing managers, training policy and policy, organizational performance management and staff training transfer.

The tourism industry has grown significantly in recent years and has moved from traditional to structured, professional and globalized. This research was conducted with the aim of identifying and leveling the risks of human resources as well as drawing the relationships between them.

In terms of the purpose, this research is considered to be an applied type and an exploratory type of study, and in terms of method, it is laid in the category of mixed research. In the qualitative part, for this purpose, human resource risks were extracted from the studies conducted using theme analysis.

According to the findings of the research, the risks of "lack of appropriate educational structure", "non-compliance with the labor law and problems of the law for employees", and "lack of a suitable service compensation system (salary and benefits)" are the most basic human resource risks affecting the tourism industry, which should beprioritized.

Due to the service-oriented nature of the tourism industry, human resources and related risks have always been the concern of trustees and business owners in this field. These results help the policy makers in determining the most suitable path and development of the tourism industry.

The purpose of this study is to identify the effect of servicescape on dysfunctional customer behavior‎ with respect to the moderating role was customer vulnerability in restaurants in Yazd. The statistical population in the present study is the customers of a collection of selected restaurants in Yazd in 1399. The sample size of 250 participants was considered and selected by the available sampling method. Measurement tools were standard questionnaires. The results related to the direct effects of the components of the servicescape with the customer vulnerability showed the direct paths of the layout and design component to the vulnerability and the direct path of the restaurant's interior component to be significant. The results related to indirect effects showed that the indirect path of the layout and design component to the customer dysfunction behaviors ‎ is significant due to the mediating role of vulnerability, but the indirect path of the exterior environment component to the customer dysfunction behaviors is not significant due to the mediating role of vulnerability. The results related to the moderating effects of customer vulnerability in predicting customer dysfunction behaviors‎ concerning environmental components with customer dysfunction behaviors ‎are not significant. it can be said that the servicescape leads to customer satisfaction with the services received and at the same time can reduce the vulnerability that is caused by the loss of well-being in receiving services and the satisfaction that reduces the sense of loss of well-being can lead to a reduction in customer dysfunction behaviors.

Today, we cannot deny the role that organizations and their employees play in the progress and development of societies in different countries. Every institution and organization seeks to maximize its continuity, survival, and organizational dynamism as much as possible, which requires paying more attention to the most important capital of any organization, that is, the human resources of that organization. The purpose of this research is to investigate the effect of social psychological factors on the quality of professional life and professional ethics.

Design/ methodology/ approach: 

 The research is of an applied type and uses a descriptive-correlation method for collecting information. The statistical population of the research is 476 faculty members of Yazd University, and the sample size was determined to be 213 using Cochran's formula. The tools of this research include standard questionnaires, whose reliability according to Cronbach's alpha coefficient was 0.944, 0.944, and 0.959 respectively; the validity of the questionnaires was confirmed, and it was examined by face validity and construct validity. Structural equation modeling and SPSS 22 and AMOS 26 software were used for data analysis.

 The results showed that the significant value of the effect of social psychological factors on the quality of professional life (13.219) is greater than 1.96. The significant value of the impact of the quality of professional life on professional ethics (5.374) is greater than 1.96. The significance value of the impact of social psychological factors on professional ethics (5.371) is greater than 1.96; in this way, it can be concluded that the hypotheses were confirmed.

Limitations & Consequences: 

 The lack of similar research and the absence of objective indicators for comparison within the country were the most important limitations.

Practical Consequences: 

 It is necessary to clarify and pay more attention to understanding the professional conditions and complexities of faculty members, because it can affect the quality of their professional life and consequently their professional ethics.

Innovation or value of the Article: 

 Providing a model to show the effect of social psychological factors on the quality of professional life and professional ethics of faculty members of Yazd University.

The purpose of this research is to provide a model of entrepreneurship development with an institutional approach in Iran's health sector. The current research has a fundamental purpose and a practical approach, and the research method is mixed and content analysis method. The statistical population of the qualitative section includes professors and experts in the field of entrepreneurship development in Iran, and the sampling method in this research is a snowball sampling method, so that the data collection continued until reaching the saturation point, where the number There are 18 people and also the statistical population in the quantitative part includes employees in the field of health in Iran and the sampling method in this research is a simple random type that the number of sample size is 313 people based on Morgan's table. The method and tools of data collection in the qualitative part are semi-structured interviews and in the quantitative part are researcher-made questionnaires. In this research, descriptive statistics and inferential statistics were used to analyze the data and achieve the aforementioned goals. Statistical methods to analyze and analyze the information in the data set is the method of factor analysis or factor analysis, which was used using Smart PLS software, and finally the research model was measured and fitted. The results of the research showed that the final criteria, the number of 8 main categories and 40 subcategories were obtained.

The present study aims to determine the impact of university social responsibilities on student retention with respect to the role of brand resonance. In terms of nature and method, the research is a descriptive-survey research and has been conducted with an applied purpose. The statistical population of the present study is all students of Yazd University whose number is equal to 14,372 people. Content-face validity and construct validity (confirmatory factor analysis) of the research instrument were reviewed and confirmed and its reliability was measured using Cronbach's alpha coefficient test and considering that the alpha value for all components of the research was more than 0.7 The reliability of the research tool can be confirmed with confidence. In order to analyze the data, descriptive and inferential statistics were used and structural equation modeling was used by SPSS and LISREL software. The results of this study showed that the social responsibilities of the university have a significant effect on the dimensions of brand resonance and the dimensions of brand resonance have a significant effect on student retention. However, university social responsibility does not have a significant effect on student retention, which can be rooted in the lack of transparency of social responsibility activities at the university.

Vitality and welfare can be considered as one of the strategic needs for long-term success of the organization. Accordingly, the present study was conducted with the aim of interpretive structural modeling of factors affecting organizational vitality in Yazd Gas Company. Statistical sample in the qualitative section, management experts including university professors, managers and experts of Yazd Province Gas Company are 15 people. This section was done by interviewing experts and three stages of open coding, axial coding and selective coding. Finally, the selected codes were filtered by fuzzy Delphi method. The statistical sample in the quantitative section is 144 official and employed employees of Yazd Province Gas Company. The results of the section showed that the factors affecting organizational vitality include 11 main components and 54 sub-components. Finally, using fuzzy Delphi technique, the consensus of experts on the importance of each factor was calculated. The validation of the identified indicators was confirmed by the consensus of experts and the fuzzy Delphi method. This section was performed by method of interpretive structural modeling. In the interpretivestructural modeling section, a pairwise comparison questionnaire was selected from the selected components in the qualitative section and modeling was performed. The results of interpretive structural modeling showed that managerial and organizational variables are the first and second key and strategic variables, respectively.

Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environmental performance. Using a survey questionnaire, I collected data from 170 employees in the Zobahan factory. So. We used covariance-based structural equation modeling (SEM) to examine hypotheses in this study. Results of the study suggest that green HRM practices mediate the influence of green transformational leadership on green innovation. Result also found that green HRM indirectly through green innovation influences a firm's environmental performance. Overall, the findings of this study support all hypotheses of direct and indirect effects and have several theoretical and practical implications. Finally, this study significantly advances theory and suggests that the HRM-performance relationship neither depends upon the additive effect of green transformational leadership and green innovation as antecedent and mediator, respectively nor on their interactive effect but a mix of both combinational forms (i.e., additive and interactive) to affect firm environmental performance. Managers can achieve sustainable development by empowering their human resources through implementing green human resource management. Developing environmental protection policies, hiring people based on environmental values have an influential role in the organization.Key words: Green Transformational Leadership, Green Human Resource Management, Green Innovation, Environmental performance

Recognizing and managing the factors affecting employees’ productivity are important issues. However, the importance of these factors has not been much studied by management researchers. On the other hand, today, teleworking as one of the factors affecting the global economy is a topic that has been considered by scholars and its importance during the spread of COVID-19 has become much debatable. Therefore, the main purpose of this study is to identify the factors affecting teleworking during COVID-19 pandemic. The present study consists of two parts: qualitative and quantitative. In the qualitative section, with a systematic review of the related studies, the dimensions and indicators of the employees’ productivity have been extracted in the form of a model with 7 dimensions and 21 indicators, including: physiological and psychological factors, social factors, organizational factors, technological factors and situational factors related to the work environment. Thus, using the content analysis method, a model with 7 dimensions and 21 indicators was extracted and approved by a panel of academic experts. In the quantitative part, 35 experts of Tadbirgaran Brokerage Company, using an expertly designed questionnaire, determined the weight of the factors and the relationships between them using the fuzzy best-worst method and fuzzy DEMATEL techniques The results revealed that, among the main factors, the phsilogical factors are the most important and the technological factors are the least important factors. Additionally, it was found that, among the sub-indicators, the effect of physical condition and the gender of the employees are the most important and the quality of work is the least important indicators.

The purpose of this study was to investigate the effect of team members' lack of mindfulness on teamwork on team social undermining, task conflict and relationship conflict between faculty members. The research method of this research is survey and its tool is a five-class Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The faculty members of Shiraz University participated in various educational departments. The findings of this study indicate that lack of mindfulness of team members affects the managers' social undermining, colleagues' social undermining, task conflict and, ultimately, relationship conflict among team members. Also, the effect of managers' social undermining on task conflict and the effect of colleagues' managers' social undermining on task conflict are also confirmed at 95% confidence level. The purpose of this study was to investigate the effect of team members' lack of mindfulness on teamwork on team social undermining, task conflict and relationship conflict between faculty members. The research method of this research is survey and its tool is a five-class Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The faculty members of Shiraz University participated in various educational departments. The findings of this study indicate that lack of mindfulness of team members affects the managers' social undermining, colleagues' social undermining, task conflict and, ultimately, relationship conflict among team members. Also, the effect of managers' social undermining on task conflict and the effect of colleagues' managers' social undermining on task conflict are also confirmed at 95% confidence level. But the effect of manager's managers' social undermining on relationship conflict and the effect of colleagues' social undermining on relationship conflict were not significant at the 0.05 level of detection.

Psychological aspects can lead people to success in their careers by improving their mental and behavioral capacities. One of the most important issues in today's environment is mental health. Mental health has been identified as one of the concerns of researchers today. Paying attention to mental health as an important issue among individuals can create appropriate capacities in mental areas. On the other hand, paying attention to the personality aspects of individuals can create serious capacities in individual areas and bring them to the stage of coordination between themselves and their work environment. Personality is a distinctive and specific pattern of thought, emotion and behavior that determines the style of his interaction with physical and social environments. One of the key variables in the organizational field is job motivation. Job enthusiasm can be important and necessary in directing the behaviors and attitudes of people in the workplace and even has the capacity among people to perform well in their jobs. Employees with energy and enthusiasm are very passionate about their job, they are completely fascinated by their job, and they perform their job duties in a desirable way. The research vacuum on job motivation functions in areas such as mental health and some personality traits of employees has caused that today the operational process to improve mental health and some personality traits of employees has not been formed. And there is insufficient evidence on the effect of job motivation on mental health and some personality traits of employees. The governorate of each province is the highest and highest executive, supervisory and governmental institution in each province, whose duty is to decide and supervise all the affairs of the province and to regulate and supervise various issues in the political, security, disciplinary, social, Pays cultural and economic. Considering the role and position of the governorate's governing body in advancing and realizing public policies and government development programs at the provincial level, we can consider the special role and position of the governor's staff in advancing the lofty goals and promoting the position of Golestan province in the above fields. Most CEOs acknowledge that employee dissatisfaction is one of the biggest threats to their organization. Research vacuum on job motivation functions in areas such as mental health and some personality traits of employees has caused that today the operational process to improve mental health and some personality traits of employees has not been formed. On the other hand, this research gap has led to insufficient evidence on the effect of job motivation on mental health and some personality traits of employees. This issue can be effective in the process of forming concerns in organizations in response to the development of job enthusiasm and overshadow the process of developing job enthusiasm in organizations. Therefore, the present study aims to provide a model of job motivation, mental health and some personality traits of employees, trying to answer the question whether job enthusiasm affects mental health and some personality traits of employees?

The present research is a descriptive, survey and applied research that was conducted in the field. For this study, 306 people were selected from the staff of the governorates of the northern provinces (1500 people) by stratified random sampling method and according to Morgan table. After the necessary coordination and satisfaction of the officials, the researcher-made questionnaire of job motivation with 68 aspects and 10 components of leadership, work environment, employment, human resource systems, personality traits, job meaning, perception of organizational justice, organizational capital, psychological capital And organizational commitment based on the Likert 5 value spectrum. A researcher-made personality traits questionnaire with 45 questions and 4 components of self-efficacy, mental tenacity, emotional independence and responsibility was designed based on the Likert 5 value spectrum. And Goldberg General Health Questionnaire (1972) with 28 items and 4 subscales of physical shoulders, anxiety and insomnia, social dysfunction and depression were distributed and collected among the sample. Finally, the structural equation method using SPSS and PLs software was used to analyze the data.

The results showed that job motivation has an effect on mental health of 0.764. It was also found that job motivation has an effect on personality traits of 0.859. On the other hand, the results related to the research fit indices showed that all the research model fit indices are in good condition, which indicates the appropriateness of the research model fit.

The results of the present study showed that job motivation has a significant role in improving mental health and personality traits. Improving job motivation can provide a serious basis for increasing the level of mental health and personality traits. Undoubtedly, job enthusiasm capacities to improve attitudes and behaviors have caused to provide a suitable platform for improving the mental health and personality traits of employees. Mental health in the workplace governs all aspects of a person's life. The positive or negative effects that a person receives during working hours affect all individual and social aspects such as personal mood, self-confidence, life expectancy, social relationships and family relationships. Improving mental health has always been a concern. Improving mental health can have beneficial effects. Mental health today is defined as the feeling of satisfaction and mental improvement and adequate social adaptation to the accepted standards of any society. A healthy work environment can be closely linked to employees' mental health. Mental health and attention to it in all areas of life, including personal, social and occupational life is very important and neglecting it can be effective in reducing efficiency, loss of manpower and causing physical and mental complications. The results of the present study showed that job motivation has a significant role on personality traits. In a way, improving job motivation can provide a serious ground for improving the status of personality traits. In interpreting this issue, it should be noted that job motivation can have a profound impact on people's behaviors and attitudes. On the other hand, this variable can have an effective effect on some of their personality traits by engaging their inner nature. There is no doubt that job motivation can be effective in improving some aspects of personality by engaging people's attitudes and behaviors. On the other hand, job motivation capacities in individual attitudes and behaviors have caused this variable to play an important role in employees' personality traits. It seems that job motivation by influencing individual behaviors can lead to good capacity building in job areas and ultimately overshadow some personality traits of employees. This issue has caused job motivation due to its capacities and functions to be of great importance in improving and promoting mental health as well as personality traits of employees.

In order to retain their knowledge-based, valuable and talented employees, organizations should pay special attention to the important component of job motivation; Therefore, the purpose of this study was to identify and analyze the factors affecting the job motivation of employees in Golestan governorate.

This research, in terms of implementation method, is a descriptive-survey that has been done by exploratory mixed method. In the qualitative stage, the research group consisted of ten academic and organizational experts who were selected by judgment and snowball. In the quantitative stage of the statistical population, all employees of Golestan Governorate were four hundred people. The sample size was determined according to Krejcie and Morgan table one hundred and two hundred people and for sampling, a simple random method was used. To identify the factors, the content analysis method was used and to analyze the relationships of the variables, the structural equation method was used with "Smart Payals" software.

The results showed that leadership (0.496), work environment (0.355), employment (0.372), human resource systems (0.381), personality traits (0.340), job significance (0.308) 0) Perception of organizational justice (0.512), organizational capital (0.469), psychological capital (0.373) and organizational commitment (0.325) have a positive and significant effect on employees' job motivation.

In general, it can be concluded that paying attention to the effective factors is important on job motivation and employees with high job enthusiasm have a correct understanding of the organization's vision and tasks and are accompanied and assisted by their managers with perseverance and perseverance.

The aim of this study was to investigate the relationship between perceived environmental policy and supportive behaviors of the supervisor with environmental citizenship behavior in public hospitals in the east of Golestan province. The research method is applied-developmental in terms of purpose and correlational in terms of how to collect descriptive-survey data. The statistical population included all staff of public hospitals in the east of Golestan province to 9831. Based on Krejcie and Morgan table, 833 people were selected as a sample using simple random sampling method. In order to collect data from Ramos and Steger (0333) Perceived Environmental Policy Questionnaire, Employee Commitment to Environmental Issues of Mir et al. (9113), Boyer and Payle Environmental Citizenship Behavior (0390), Ramos Supervisor Supportive Behaviors (0339), Job Satisfaction Hackman and Aldham (9191) and Robinson-Morrison (0330) psychological contract violations with a 1-point Likert scale were used. Also, to investigate and analyze the research hypotheses, structural equation modeling method and Lisrel 3.3 software have been used. The results show that all research hypotheses have been confirmed.

The purpose of this study was to determine the relationship between self-esteem and organizational commitment according to the organizational empowerment moderator variable in the General Department of Technical and Vocational Education in Isfahan province. The present method is a descriptive (analytic study type) with inductive logic. The statistical population of this study was all professional and technical staff of Isfahan province. In the second half of 1396, 652 people were reported. The sample size was selected on the basis of Morgan's table of 242 people and were selected by available sampling method. The instruments for collecting data were Alan and Meyer (1990) with 24 items, Ison Ezzenck (1976) with 30 items, Empathy, Baron-Cohen (2003) with 24 items, respectively. After verifying the formal and content validity of the questionnaires, the organizational commitment, self-esteem and empathy were more than 0.7, which, according to the number of questions, indicated that the instrument was accurately measured in the research. Data were analyzed by descriptive and inferential statistics using SPSS24 software. The results showed that there is a significant correlation between organizational commitment, empathy and self-esteem variables (p <0.05) and empathy variable can play a moderating role between self-esteem and organizational commitment (p <0/01) . The results showed that there is a significant difference in age groups responding to research questionnaires in organizational commitment (P <0.05). But in the two variables of empathy and self-esteem, there is no significant difference in the response of any of the age groups of employees of Isfahan Technical and Vocational Organization. There is a significant difference between the opinions of male and female respondents in the level of organizational commitment . But there is no significant difference in the variables of self-esteem and empathy (P <0.05). There is a significant difference in the scores of empathy of different educational groups in the staff of Isfahan Technical and Vocational Organization (P <0.05). There is no significant difference in the response of any of the respondent groups with different work histories in the variables of organizational commitment, self-esteem and empathy in the staff of Isfahan

The purpose of this study was to investigate the effect of high-performance work practices on organizational performance of Companies located in Jey Industrial City, Isfahan with regard to the mediating role of E-human resource management. The research population comprised all managers and employees working in human resource management sectors of the target companies from whom a convenience sample of 342 participants was selected based on structural equation principles. The research data were collected employing the High-Performance Workplace Questionnaire (Flood et al., 2008) with 9 items, the Organizational Performance Questionnaire (Katkar & Satt, 2009), with 5 items, and Electronic Human Resource Management Questionnaire (Hooi, 2006), with 9 items. The Cronbach's alpha measures of the the questionnaires were calculated and found to be 0.882, 0.823 and 0.823, respectively. Sstructural Equation Modeling (SEM) was utilized to test the research hypotheses using PLS software. The findings confirmed that organizational performance of Jay Industrial City companies was significantly and positively influenced by high-performance work practices and E-human resource management, however, E-human resource management did not significantly mediate relationship between high-performance work practices and organizational performance.

The purpose of this study is to identify the relationships between effective indicators of leader's moral anger and abusive supervision on staff trust in the leader in Abu-Turab Clinic in Shiraz using interpretive structural modeling. This is a descriptive-correlation study in the qualitative-research sphere. The statistical sample of this study includes 12 middle managers with more than 10 years of work experience who were exposed to the moral anger of the leader and abusive leadership and had subordinates to carry out the operational affairs. The best-worst method was used to weigh the factors; the Multi-Mora Method was used to prioritize the factors, and finally the interpretative structural modeling for rating the factors. According to the results of data analysis, a total of 19 variables at 10 levels were identified as indicators of leader's moral anger and abusive supervision, including level 1: acceptance of the risk of legitimate aggression by leadership; level 2: lack of silence in order to protect people, anger with the motivation of positive social impact; Level 3: disrespect for employees; Level 4: decreasing self-esteem, downsizing staff, embarrassing employees, restricting employee communication; level 5: abuse of employees' weaknesses, slandering of employees, breaking silence in return of violation of fairness and justice; level 6: lying, venting anger on employees; level 7: mocking employees; Level 8: devaluing employees; level 9: breach of contract with employees, aggression against ignoring values and ethics, obscenity to employees; level 10: Intrusion into employee privacy.

The purpose of this study was to investigate the role of group ethical conducting group learning behavior by mediating peer justice. The research method was descriptive-correlation. The statistical population of this study consists of N = 90 employees of the administrative and administrative staff of the Isfahan Municipality. Using Morgan sample size table, n = 73, which were selected by random sampling method. From the peer justice questionnaire, group learning behavior questionnaireand group ethical behavior questionnaire were used. The validity of the questionnaires was confirmed by confirmatory factor analysis and the reliability was confirmed by Cronbachchr('39')s alpha where all Cronbachchr('39')s alpha values ​​were higher than 0.7. Data were analyzed using Spss24 and Smart PLS2 software. Pearson correlation test and structural equation modeling were used to test the hypotheses.The results showed that group moral conduct has an effect on peer justice and also peer justice has an effect on group learning behavior. Another result of this study was the mediating role of peer justice in the relationship between group ethical behavior and group learning behavior. In this regard, managers can increase the amount of learning in their individual dimension by developing employeeschr('39') learning in the group dimension. Therefore, they are suggested to adopt group methods in training and learning of employees in in-service courses.

The purpose of this study was to investigate the impact of strategic-servant leadership on voice and job involvement of employees due to the moderating and mediating role of organizational identity in Khorasan Regional Electric Company. The research method is survey and its tool is a five-point Likert scale questionnaire. Structural equation modeling was used to test the research hypotheses using PLS software. The findings of this study indicate that strategic leadership affects job involvement and organizational identity, servant leadership affects job involvement, defensive voice, and prosocial voice and organizational identity affects job involvement. Organizational identity is a mediator between strategic leadership and job involvement, but the effect of servant leadership on acquiescent voice was not significant. Organizational identity does not play a moderating role in the relationship between servant leadership and the types of employee voices. Types of employee voices do not act as a mediating variable in the relationship between employee leadership and job involvement.

The purpose of this study is to the effect of authentic leadership on the creativity of employees: with regard to the mediating of role knowledge sharing behavior and use of information technology.

This research is in terms of the purpose of applied research and in terms of the nature and method of the descriptive research is a type of correlation. The population of this research N= 90 number of Employees of Isfahan insurance company Branch Staff. With Tables set a sample volume the Morgan and Krejcie of n = 73 which were selected by Simple random sampling. To collect the data, researcher-made questionnaires were used based on standard questionnaires of experts. Reliability of questionnaires were confirmed by Cronbach's alpha test. Then these data were analyzed using spss24 software. In the first stage, which is a descriptive analysis, the aggregated data were presented as a table of descriptive statistics and frequency, and bar and circular charts. In the next step, in order to test the hypotheses, Pearson correlation test and structural equation model were used using Smart PLS2 software.

The results confirm the direct relationship between authentic leadership and creativity (main hypothesis), as well as the role of mediation of the variable of knowledge sharing behavior in this relation (sub hypothesis 1) were confirmed, but, the moderating role of information technology (sub hypothesis 2) was not approved.

Based on research findings, the Behavioral Pattern of Leadership as the root of all modern leadership styles, and the most comprehensive and applicable leadership theory, can solve many of the problems of organizations and positive outcomes, including creativity and The desire to share knowledge in the workplace And managers and authorities of organizations must strive to strengthen the characteristics of this behavioral pattern in order to benefit from it.

Organizational sociability can improve the bilateral cognition of individuals and organizations and help improve the constructive performance and behavior of individuals in organizations. This study aims to analyze the relationship between organizational sociability and organizational citizen behavior by considering the mediation role of the individual-environment proportion.

This is an applied descriptive-correlational study, in which the statistical population 180 employees working at the Telecommunication Company of Isfahan Province. The simple random sampling method was employed to select 118 employees as the statistical sample. A researcher-made questionnaire was then used for data collection, whereas the structural equation modeling (SEM) technique was utilized for data analysis and hypothesis testing in SPSS and SmartPLS.

Human resources management can improve the individual-environment proportion and prepare individuals for organizational citizen behavior through the effective implementation of sociability plans.

The aim of present research was to investigate the relationship between paternalistic leadership and organizational silence emphasizing on the moderating role of organizational justice. The research method has been descriptive-correlational and the statistical population of the research was the staff of Chaharmahal & Bakhtiari Gas Company including 230 people. By using Kerjesi formula and Morgan table, a sample of 140 employees were selected through simple random sampling method. For collecting data, three standard questionnaires of patriarchal leadership, Chang et al. (2004), Vakola and Bouradas (2005), and organizational justice, Niehoff & Moorman (1993) were used. The reliability of the questionnaires using Cronbach's alpha coefficients was 0.86, 0.73 and 0.79, respectively. SPSS and AMOS software were used to analyze the data. Findings of the research showed that there is a relationship between patriarchal leadership, authoritarian leadership, benevolent leadership and ethical leadership with organizational silence. Considering the moderating role of organizational justice, and given the fact that the level of meaningfulness is lower than the amount The error of 0.05 and the critical value exceeded the acceptable range of 1.96, all the hypothesis of the research were confirmed.

The concept of “Mentorship behavior of managers” is significant in organizational behavior and human resource management literature in which diverse opinions are expressed by many human resource scholars throughout the world. This study was performed with a mixed exploratory approach by using the conventional content analysis in qualitative section. The purpose of this qualitative study was to explore the mentorship behavior characteristics of managers in Isfahan Oil Refinery Company using content analysis’s systematic design. For this purpose, a semi-structured and in-dept interview with 20 managers of the Company was conducted. The analysis of research data led to a group of initial themes as well as categories through a coding process. Research analysis of semi-structured interviews indicated that mentorship behaviors of the managers under study may be classified under five behaviors including: resonant behavior, perfectionist behavior, self-management behavior, rolling-based behavior and influencing behavior, while each of these behaviors are in turn composed of different concepts. After discovering the category of model presented in the qualitative stage¡ 80-item questionnaire was designed and regulated to qualitatively validate the extracted model and it was provided for 191 employees under the supervision of senior and middle managers by available sampling method and finally, the validity of the model was qualitatively verified.

Ethical leadership is an approach of leadership which has developed in the managerial literature in the last decades of the twentieth century. This research is intended to investigate the effects of moral leadership on the voices of employees of Firdausi University of Mashhad. This is a descriptive research following analytic-investigative method whose population includes all the employees of the university. Research instruments included two standard questionnaires of ethical leadership behavior and employees voice. The validity of the questionnaires were calculated by Cronbach’s Alpha which came out to be 0.89 and 0.88 respectively. Amos software was employed to analyze the data. The results indicated that ethical leadership was effective on employees voice (coefficient = 0.39, significance level= 0.05). Ethical leadership is less effective on obedient voice (coefficient = 0.14 which is less
than 0.9). Ethical leadership is effective on defensive voice (coefficient = 0.21 which is less than 0.9). Ethical leadership is indirectly effective on altruism voice (coefficient = 0.14 which is less than 0.9).

Men's behavior in the last decade as a new type of training and human resource development are taken into consideration, The men's behavior theory with an emphasis on the role of manager as a mentor, claims that the men's behavior in the organization may be accepted as a real phenomenon. This exploratory study was conducted to study the components and aspects of men's behavior from the perspective of the oil industry managers have been conducted. For this purpose, using content analysis approach 20 managers of Esfahan Oil Refining Co. in-depth interviews was conducted. The results of semi-structured interviews in which subjects were classified according to five dimensions of men's behavior administrators to tune the behavior, the behavior of perfectionism, self-managerial behavior, behavior-oriented role and influence behavior were classified that the other ones are formed, each of their behavior. In fact, the findings of this study provide dimensions and elements of men's behavior from the perspective of the development of this sector in the field of organizational studies provide managers and the underlying increase is such behavior in organizations.