nasim khajepour

The aim of this study was designing a model of some antecedents and consequences of thriving at work for the employees of National Iranian Drilling Company(NIDC). In terms of objective, the research method was applied, in terms of data collection has been consumed a survey and in terms of data analysis was a descriptive study. Among employees of NIDC, 211 employees participated in the study. Data were analyzed through structural equation modeling (SEM) and using SPSS-21 and AMOS-21 software. Fit indices showed that the proposed model was fitted to the data. The other findings with confidence interval of %95 indicated that variables including: trust/respect climate with coefficient of .168, discretionary decision making with coefficient of .397, and performance feedback with coefficient of .193 were positively correlated with self-determination. In addition, discretionary decisions making with coefficient of .333, and performance feedback with coefficient of .215 had a positive correlation with thriving at work. More analyses revealed that thriving at work was correlated with both job performance, with coefficient of .302 and organizational citizenship behaviors, with coefficient of .239. Mediation analyses indicated that trust/respect climate, discretionary decision making, and performance feedback had an indirect effect on job performance and organizational citizenship behaviors through self-determination and thriving at work.

The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in Gotvand City and the partner firms, that among them 182 persons were selected by simple random sampling. The instruments used in the present study consist of Workplace Ostracism Questionnaire (Ferris, Brown, Berry & Lian, 2008) Job Satisfaction Questionnaire (Judge & Bono, 2000), Job Performance Questionnaire (Paterson, 1970), Organizational Citizenship Behavior Questionnaire (Smith, Organ & Near, 1983) and Turnover Intention Questionnaire (Camman, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software packages. The results supported the effect of workplace ostracism on job satisfaction, job performance, organizational citizenship behavior, turnover intention, and the effect of job satisfaction on organizational citizenship behavior and turnover intention. The indirect effect of workplace ostracism on organizational citizenship behavior and turnover intention, through job satisfaction, were also significant. So organizations could reduce job satisfaction, job performance and organizational citizenship behavior by strengthening social relationships in the workplace and also prevent an increase in turnover intention.

Abstract The purpose of this study was to investigate the relationship between of workplace ostracism with job outcomes (involved: job stress, turnover intention and job performance) with attention to moderating role of psychological capital. The statistical population were includes all the personnel of water and energy company city of Gotvand that among them 182 were selected by simple random sampling. The instruments which used in this research were workplace ostracism Ferris (2008), psychological capital Luthans (2007), job stress Parker & De Cotiis (1983), turnover intention Camman, Fichman, Jenkins & Klesh (1979) and job performance Paterson (1970) Questionnaires. Data were analyzed by Pearson correlation and moderated hierarchical regression. Finding: Results showed that workplace ostracism positively correlated with job stress and turnover intention, and negatively correlated with job performance. Furthermore, moderated regression analysis showed that psychological capital moderated these relationships significantly. On the other hand the moderator role in the analysis of the results showed that workplace ostracism in staff that has lower-level on psychological capital, compared with employees who have higher psychological capital, has a stronger relationship with job stress. Also workplace ostracism in staff that has lower-level on psychological capital, compared with employees who have higher psychological capital, has a stronger relationship with turnover intention. And also workplace ostracism in staff that has higher-level on psychological capital, compared with employees who have lower psychological capital, has a weaker relationship with job performance. human is a social creature and a healthy and successful human characteristics, is skills and ability to communicate effectively and constructively with others. On the other hand, workplace ostracism reduces opportunities of social interaction; and that is very important for the realization of the human to psychological needs. According to the results of this study, we can say that organizations can reduce by using programs related to psychological capital negative effects of workplace ostracism to job outcomes. Moreover, when people at work are rejected, their psychological capital lead to minimize negative consequences associated with isolation the loss of psychological resources, and allows them to deal that best fits with stressors and challenges related to workplace ostracism.