adel zahed babalan

The purpose of this research was to study the effect of critical thinking and creative thinking on learning self-regulation with the mediation of emotional intelligence.

The present research method was applied in terms of objective, quantitative in nature, and descriptive in terms of correlation type (structural equation model). The statistical population of the research was all the students of the second year of elementary school in the 2nd district of Ardabil in the academic year of 2022-2023, whose number was about 13500, and 374 of them were selected as a statistical sample using stratified random sampling. The data collection tools were the Rajaee's Critical Thinking Questionnaire, the Welch and McDowall's Creative Thinking Questionnaire, the Schutte et al.'s Emotional Intelligence Questionnaire, and the Bouffard et al.'s Self-Regulated Learning Questionnaire.

The findings indicated that all the absolute, comparative and parsimonious indicators of the model are favorable and critical thinking and creative thinking can have an effect on self-regulation learning both directly and indirectly by considering the mediating role of emotional intelligence (p<0.05).

Finally, it is suggested to draw the attention of families and schools to strengthening critical thinking and creative thinking. Also, with the development of emotional intelligence in students under the format of codified and continuous programs, he took a step towards increasing their self-regulation learning.

career plateau Refers to feelings of failure or frustration that people experience temporary or permanent in the career process . The purpose of this research is to Designing the Model of influential Factors on the career plateau among Elementary School Teachers by using a grounded theory systematic approach. The study population included all profossor, principals and teachers of the province of Kermanshah that among these 25 samples were selected using purposive samplin. for data collection, interview was used. To examine the reliability of data retest and reliability of two coders methods and To examine the validity of data, Strategy of pluralism and colleagues investigated strategy was used. The results of data analysis in three stages open coding, axial and selective Suggests 15 main categories in the conceptual model Included casual conditions (individual, organizational, educational, economic factors), central category (career plateau,), Strategies (Training and empowerment, moral and material support, career counseling), Contextual factors (Schools, social factors (,interferer factors (family factors) and outcomes (organizational indifference, laziness organizational, intellectual frost, Inefficiency) are explained the career plateau and demonstrated relationships between them. job stagnation among teachers is an inevitable phenomenon and the managers and officials of the educational system must be able to deal with this negative phenomenon while accepting it and facilitate the achievement of educational goals.Key word: career plateau, Teachers, grounded theory

Today's organizations need energetic and enthusiastic employees. People who are passionate about their work and feel good. In general, interested employees are fully absorbed in their work and perform their work activities appropriately. The present study is a descriptive-correlational (structural equation model), which aims to investigate the mediating role of moral leadership in the relationship between organizational voice and job motivation of teachers in Namin. The statistical population of the present study consists of 381 primary school teachers working in Namin city. Based on Morgan table, a sample of 181 people (96 females and 85 males) were selected by cluster and stratified sampling method. The required information was collected using standard questionnaires, Ethical Leadership of Kalshon et al. (2011), Teacher Job Carefulness of Salanova and Shuffle (2004) and Organizational Voices of Zuhair and Ardoughan (2011). Data analysis was performed using Spss21 and lisrel8 software. The results show that the variables of job motivation, organizational voice and ethical leadership with standard beta coefficients of 0.53 and 0.79, respectively, explained 0.41% of the variance of this variable. This finding shows that the relationship between the two variables of organizational voice and job motivation is intensified by the variable of moral leadership that if moral leadership increases, this effect is stronger and if moral leadership is weakened, this relationship will naturally weaken.

The present study aimed to Investigating the Relationship between Attitude to School and School Bonding with the Mediating Role of Academic. The method of research was descriptive correlation with structural equation method (SEM). The statistical population of this study included all included all male high school students in the city of Thalas Babajani who according to Morgan table and using multi-stage cluster sampling method, 200 students were selected as samples. To collect data, McCoach, Siegle Attitude to School questionnaire (2003), khormaei and kamari (2017) academic hope questionnaire and rezaeisharif (2010) school bonding questionnaire was used. The results of data analysis showed that Attitude to School has a direct effect on school bonding (β=0/44), Academic hope has a direct direct effect on school bonding (β=0/49), Attitude to School has a direct direct effect on Academic hope (β=0/59). And Attitude to School through Academic hope on school bonding has an indirect effect (β=0/28).

With the advent of new technologies, especially the Internet in organizations, the scope of employee interactions with the Internet has become much wider. Despite the many advantages of this technology, it has also had negative consequences, one of which is the negative consequences of evasion on the virtual. The purpose of this study is to investigate the role of professional ethics in predicting the level of virtual evasion; It is mediated by organizational identity.

This study was performed by descriptive-correlation method and by structural equation modeling (SEM) modeling test. The statistical population of the study consisted of all employees of Mohaghegh Ardabili University, of which 196 people were selected using random sampling method. The research instruments included the Cadozir Professional Ethics Questionnaire (2000), the Van Doorn Cyber-loafing Questionnaire (2011) and the Cheney Organizational Identity Questionnaire (1983). The data were analyzed using structural equation method using Spss 25 and Smart-PLS software.

Ethical Considerations:

 In compiling this study, preserving the originality of the texts, honesty and trustworthiness were observed and the participants answered the questionnaires with the knowledge of the objectives of the research.

The results showed that each of the variables of professional ethics and organizational identity have a reversible and significant effect on virtual evasion. Also, the direct effect of professional ethics on organizational identity with a value of t higher than 1.96 and p-value less than 0.005 was statistically significant. In addition, organizational identity was able to enter the model as a mediating role in the relationship between professional ethics and employee avoidance. Finally, the structural model of the research after correction had the desired fit with the experimental data of the research.

Considering the role of organizational identity on Cyber-loafing, it is necessary to make more efforts in organizations to promote organizational identity and identify the destructive and negative effects of professional ethics and teach them to correct it.

Professional ethics can be an effective indicator and an important motivational tool in the success of organizations to create excellence, sustainable development,good and healthy competition, reduce conflicts, increase job motivation, create commitmentand social responsibility. The aim of this study was to investigate the effect of professional ethics on organizational accountability of employees by testing the mediating role of job enthusiasm and team work among employees of Ardabil University of Medical Sciences

The present study is applied based on the purpose and based on the type of method, it is descriptive-correlational and in terms of data collection is a survey. The statistical population of this study included all the staff of Ardabil University of Medical Sciences, 290 people. Based on Cochran's formula and using simple random sampling method (without placement), 170 people were selected as the statistical sample of the research to collect data. To collect the data, questionnaires of variables were used, respectively, independent, mediator, which includes professional ethics (Cadozier), job enthusiasm questionnaire (Salonava and Shuffle), team work (Linchoni) and organizational accountability (Bovens). The validity of the questionnaires was confirmed through apparent validity based on the views of experts and specialists and the construct validity was confirmed through factor analysis; The reliability of the questionnaires was also calculated based on Cronbach's alpha coefficient. Data were analyzed using SPSS 24 and Amos 22 statistical software.

The results showed that professional ethics has a positive and significant direct effect on Staff team work (0.67), their accountability (0.59) and on their enthusiasm (0.46) (p <0.01). The direct effect of team work on employee accountability (0.52) is positive and significant. The direct effect of job enthusiasm on employee accountability (0.37) is positive and significant. Team work has an indirect effect on the impact of professional ethics on employee accountability (0.34). Also, job enthusiasm has an indirect effect on the effect of professional ethics on employee accountability (0.17).Ethical Considerations: After explaining the objectives of the study and reassuring the participants about the confidentiality of information and their verbal satisfaction, questionnaires were distributed among the participants.

The evidence showed that paying attention to the principles and standards of professional ethics by university staff can affect organizational variables and items such as carte blanche, job enthusiasm and organizational responsiveness of employees and improve the quality of service and improve their position in the eyes of the client to be

Social laziness has attracted researchers in recent years. A person can be called lazy, who has no tenderness and enthusiasm for mobility and is fleeing from the dynamism and search. . In fact, laziness is a pain that can affect people in all activities and organizations and has been raised as a challenge in organizations called "Organizational laziness." Organizational laziness In a simple definition, the laziness of employees in their work is in a collective form and is the result of a lazy group of people working in the organization. Organizations that suffer from organizational laziness are in a situation where, even with the best forces, they are in slippery situatio. One of the factors affecting organizational laziness is job plataeu, which has long been considered and addressed in management literature. The phrase "job plateau" refers to the feeling of failure or disappointment that people experience temporarily or permanently during their career process. Definition of job plateau in two aspects of hierarchy and occupational content. And it is a point in the person's career path, where the probability of hierarchical upgrading for the individual is very small. And employees reach a point that they are reluctant to attain higher organizational levels. In fact, in terms of these employees, the opportunities for individual growth in the organization are very limited, and they are not looking for higher job titles. It's not challenging for employees to stay in content, Therefore, they do not have any meaning for competition in business, Duties and occupational activities for ordinary and recurring employees, and usually there is no opportunity to learn and grow in the desired job. Research has shown that occupational stagnation is associated with negative outcomes such as emotional exhaustion and positive emotional exhaustion goals, attitude and reduction of staff performance, depression and stress, and decreased job satisfaction. One of the factors affecting job plateau, is the individual characteristics of the employees. Individuals are different in many respects due to individual characteristics. In fact, the individual characteristics of the various individuals indicate the strengths and weaknesses of individuals that can be improved some of them during their lifetimes. Individual characteristics include a wide range of characteristics. In this study, according to the interviewed codes, the characteristics of age, sex, work experience, communication skill weakness, lack of disability in class management, problems and illnesses, study rate, beliefs and attitudes Teachers are presented as individual features. Since these features have always had an impact on individual performance, consideration of them as factors affecting organizational laziness can also be important. One of the most important organizations in every country is education, which has its own special significance. The importance of education is due to the expansion of its functions, which has increasingly placed it at the heart of the community, has attracted particular attention. . Teachers play the most important role in the education system, and they are seen as the starting point for education. With compassionate and educated teachers, society can create a fundamental transformation. On the other hand, organizational laziness is not limited to a specific society and includes all occupational and organizational environments. Although every job has its own stress, But teachers for reasons of low salaries, lack of administrative support, negative attitudes towards jobs, lack of public support, Planning for diverse courses, diverse learners, inadequate income, conflicts with colleagues and managers, and lack of bilateral ties, unfavorable conditions and pressure for promotion, bureaucratic structure, Lack of participation in decision making, management disregard for welfare issues of employees, teaching in multi-level classes, teaching a subject in multiple classes (repetitive work), Values ​​and different cultures of students They are subject to special stresses that can provide a platform for organizational laziness. Because this phenomenon results from laziness of the staff of the organization, which can have long negative consequences in the long run. This phenomenon can happen in the current state of education. Therefore, individual laziness of teachers can lead to the formation of organizational laziness. Research conducted in this area suggests that this negative phenomenon has been neglected among teachers. And identifying the effective factors on it can help relevant authorities to take effective measures to reduce this ominous phenomenon. On the other hand, considering the important and vital role of teachers in the educational system, addressing this phenomenon and studying the factors among teachers in terms of their key role and position is of great importance. Therefore, to cope with it, recognizing the effects, consequences and factors affecting it is of particular importance.   The purpose of this study was to investigate the relationship between teachers' individual characteristics and organizational laziness with the mediator role of career plateau. The research method was descriptive and correlated by structural equation method (SEM). The statistical population of this study consisted of all elementary school teachers in Awramanat district, that by Using multistage cluster sampling, according to the Cochran formula, 350 people (222 male and 128 female) were selected. A researcher-made questionnaire was used to collect the data. In order to measure individual characteristics, 10 questions, 6 questions were used to measure career plateau and 5 questions for measuring organizational laziness. The content validity of the questionnaires was approved by the Relevant specialists and Their reliability of them respectively was 0.81 for individual characteristics questionnaire, 0.91 for career plateau questionnaire and 0.95 for organizational laziness questionnaire. Data were analyzed using SPSS (Mean, standard deviation, Pearson correlation coefficient, KMO and Bartlett, slope and elongation) and LISREL softwares. The results of the data analysis showed that the positive and direct effects of individual characteristics on career plateau and the direct effect of career plateau on organizational laziness are significant. Also, the indirect effect of individual characteristics was significant on organizational laziness through career plateau. Therefore, it can be concluded that individual traits and job stagnation are one of the important variables related to the organizational laziness of teachers, and these two variables should be paid more attention by the authorities and managers of education.

Organizations need to employ committed individuals for their survival and development as well as to achieve their short- and long-term goals. In account of this, successful organizations are those with committed managers and staff. Therefore, it is important to investigate the factors influencing organizational commitment. The aim of this study was to investigate the mediating role of psychological capital in the relationship between spiritual intelligence and organizational commitment among employees of Ardabil University of medical sciences using a correlational method (structural equation modeling). Regarding the desirable size of the sample (n=125) for structural equation modeling, 183 employees were selected using convenience sampling method. The results showed that the direct effect of spiritual intelligence on organizational commitment and the direct effect of psychological capital on organizational commitment are statistically significant. Also, the spiritual intelligence may effect organizational commitment through psychological capital as mediator (p≤ 0.01, β=0.41).

The purpose of this study was to investigate the mediator role of change self-efficacy in relationship between psychological capital and commitment to change in Mohaghegh Ardebily University employment. The study is applied and the research method was descriptive correlational (sem). According to sampling morgan table and using available sampling method, 180 persons (136 males and 44 females) were selected. Participants responded to, Luthans Psychological Capital Questionnaire, Chen, Guly, Eden Change Self-Efficacy Questionnaire, and Meyer, Herscovitch Commitment to Change Questionnaire. The results were analyzed by structural equation modeling. The results showed that psychological capital and change self-efficacy had direct effects on the employee commitment to change. Also psychological capital had direct effects on change self-efficacy. Moreover the psychological capital showed indirect effect on commitment to change. In general, hypothetical model showed good fit. Therefore, it can be concluded that psychological capital and change self-efficacy may be taken into account as one of the important factors leading commitment to change.