مقالات رزومه رضا عبداللهی گدللو

The aim of the present study was to investigate the relationship of organizational envy and bullying with organizational cynicism in physical education teachers with the mediating role of career plateau. This study was quantitative in terms of the main strategy, survey in terms of administrative strategy and descriptive-correlation in terms of the analytical technique. The statistical population consisted of physical education teachers in the south region of West Azerbaijan province (n=420) and 201 subjects were selected by random (convenience) sampling method. The organizational envy questionnaire of Valizadeh, Azerbaijani (2010), organizational cynicism questionnaire of Dean et al. (1998), organizational bullying questionnaire of Inarsen et al. (2009) and Allen's career plateau questionnaire (2004) were used to collect data. Data were analyzed using descriptive and inferential statistics with SPSS20 and Lisrel 8.50. Findings showed that the direct effects of organizational envy variable on career plateau variable, organizational envy variable on organizational cynicism, organizational bullying variable on career plateau, organizational bullying variable on organizational cynicism and career plateau variable on organizational cynicism were significant and positive. The indirect path coefficients of organizational envy variable through career plateau on organizational cynicism and organizational bullying variable through career plateau on organizational cynicism were also positive and significant. Therefore, it can be accepted that the spread of organizational bullying and organizational envy leads to career plateau and the outcome will be organizational cynicism. So, it is suggested that managers and policymakers should reduce the norms and behaviors of envy and observe organizational bullying when interacting with teachers in order to reduce their

The aim of this study was to the relationship the relationship between organizational anti-citizenship behavior, organizational laziness, and organizational trauma on the work conscientiousness of physical education teachers with the mediating role of organizational cynicism. Methodology of the research in terms of the main strategy, was quantitative, in terms of the strategy, was scrolling, and in terms of analytical, was descriptive-correlation. The statistical population consisted of physical education teachers in the West Azerbaijan province (n = 450), 208 of whom were selected by random sampling. To collect data, the present study used 5 questionnaires of Work Conscientiousness(Costa & Mccrae , 1992), Organizational Pessimism (Dean et al, 1998), Organizational Trauma (Vivan et al, 2015), Organizational Laziness (Karimianpour et al, 2019), Anti-Citizenship Behavior (Rahmani, 2013). The data were analyzed by descriptive and inferential statistics using SPSS.20 and Amos 23 software and by structural equation modeling.The results showed that the variables of organizational anti-citizenship behavior, organizational laziness and organizational trauma had a direct and significant effect on the variables of organizational pessimism and work conscientiousness. But the relationship between organizational trauma and work conscientiousness was not significant. Also, the indirect effects of the variables of organizational anti-citizenship behavior, organizational laziness and organizational trauma through organizational pessimism on work conscientiousness were significant. Generally it can be concluded that organizational anti-citizenship behavior, organizational trauma, and organizational laziness can provide the ground for enhancing organizational pessimism and reducing teacher work conscientiousness.

The purpose of the present study was to the relationship between organizational envy and positive work engagement in physical education teachers with the mediating role of hypocritical behaviors. Methodology of the research in terms of the main strategy, was quantitative, in terms of the strategy, was scrolling, and in terms of analytical, was descriptive-correlation. The statistical population consisted of physical education teachers in the South West Azerbaijan province (n = 450), 208 of whom were selected by random sampling. The research data were selected through organizational envy questionnaires of Valizadeh, Azarbayjani (2010), positive work engagement Utrecht (2009) and hypocritical behaviors Bagheri Mahonaki (2014). Data were analyzed by descriptive and inferential statistics using SPSS software. 20 and lisrel. 8.50 were analyzed. The results showed that the direct effect of organizational Envy on positive work engagement (t = -0.28 , t = -0.38); the direct effect of hypocritical behaviors on positive work engagement (t = -0.05 , β = -0.25) the direct effect of organizational envy on hypocritical behaviors (β = 0.51 , t = 6.69). was significant and the indirect effect organizational envy with mediating hypocritical behaviors was on positive work engagement (β = 0.128). Therefore, organizational envy can provide the basis for hypocritical behaviors and reduce positive work engagement in teachers'. It is suggested that in order to increase positive work engagement in teachers' , managers and policymakers to norms and behaviors that reduce organizational Envy such as honesty, justice, commitment, and responsibility adhere in interacting with teachers.

The purpose of the present research work was to study the relationship between the components silence and organizational indifference with organizational negligence of physical education teachers.

This work was of a descriptive-correlation type. The statistical population included the physical education teachers in the Shahin-Dezh and Bokan cities with a volume of 142 people. The sampling method was simple random, and depending on the model Krejcie and Morgan sample size, 103 was considered. The data was collected by the organizational negligence questionnaire, Safari Nia and Amirkhani (2011), organizational silence, Boradas dimitris (2005), organizational indifference, and Danaifard and et al. (2010), and the data was analyzed using the descriptive and inferential statistics.

The results obtained showed that the variables organizational silence and indifference were able to predict power organizational negligence with R2 = 29.1%; in this context, the share of the organizational indifference variable ( = 0.568) was significant at the 95% confidence level (P < 0.05) but the share of variable organizational silence ( = 0.153) was not significant (P > 0.05).

The variables organizational silence and indifference together explain and predict the variable of organizational negligence. In this case, only the share of the organizational indifference variable is significant, i.e. reducing the organizational indifference of teachers reduces their organizational negligence, and vice versa. It can be suggested that the efforts made to develop the staff abilities and eliminate their silence and organizational indifference should be considered as a serious priority in the policy-makers agenda and planners organizations to decrease the employees’ negligence.