kiomarc beshlideh

The purpose of present study was to investigate the relationship between spiritual intelligence, gratitude, organizational commitment and work engagement with organizational citizenship behavior.
The method of current research was descriptive-correlational. The sample included 195 employees of Shahid Chamran University that were selected through simple random sampling. The instruments of research included King's Spiritual Intelligence questionnaire (2008), McCullough, Emmanus, and Tsang's Gratitude questionnaire (2002), Moody, Steyrs, and Porter's Organizational Commitment questionnaire (1979), Scaffly and Becker's Work Engagement questionnaire (2001) and Organ and Konovsky's Organizational Citizenship Behavior questionnaire (1989). Data were analyzed using Pearson correlation and multivariate regression by the stepwise Method.
Findings: Multiple correlation coefficient for Spiritual Intelligence, Appreciation, Work Engagement and Organizational Commitment's linear Combination with Organizational Citizenship Behavior was equal to MR=0. 450 and determination coefficient was equal to RS = 0.203 which were significant at p > 0/001. Moreover, there was a positive and significant relationship between predictor variables and a criterion variable (p

The aim of this research was to design and test a model of precedents and outcomes of psychologicalempowerment in employees of the Marun oil and gas producing company. The method was a correlation through a Structural Equation Modeling (SEM) design. For this purpose 250employees were selected from this company through simple random sampling. The instruments used in the present study included the Psychological Empowerment Scale (PES), Ethical Leadership scale (ELS), Leader _ Member Exchange Scale (LMXS), Self _ Esteem Scale (SES), Locus Of Control Scale (LOCS), Organizational Commitment Scale (OCS), Job Satisfaction Scale (JSS) and Organizational Citizenship Behavior Scale (OCBS). Data were analyzed using Structural Equation Modeling (SEM) and mediation analysis. Structural equation modeling analyses indicated that the proposed model fits the data properly. The results also supported the direct effect of ethical leadership, leader _ member exchange, self – esteem and locus of control on psychological empowerment, direct effect of psychological empowerment on organizational commitment, job satisfaction and organizational citizenship behavior, and indirect effect of psychological empowerment on organizational citizenship behavior through organizational commitment and job satisfaction. It can be concludedthat by holding training courses of psychological empowerment, adopting to an ethical leadershipapproach, improvingthe relationship between supervisors and employees, holding training workshops to increase the self-esteem of employees, describingthe benefits of adopting to the internal focus of control for employees, and whether employees know themselves responsible for their actionsand influence on their cognitive processes, organizations can increase the feelings associated with employees empowerment.All the above mentioned can lead to achieving positive results such as higher organizational commitment, job satisfaction and organizational citizen behavior in employees.