vahid mirzaei

Organizational citizenship behaviors (OCBs), which are voluntary employee behaviors that go beyond their defined duties, play a key role in organizational success. This study aimed to investigate the relationship between perceived organizational support (POS), job satisfaction (JS), and OCB, and the mediating role of organizational commitment (OC) in this relationship among employees of the Agricultural Jihad Organization in North Khorasan Province, Iran. The study was applied in terms of its purpose and descriptive-survey in terms of its research method and correlation type. The statistical population included all employees of the Jihad Agriculture Organization in Bojnord (90 people), and the census method was used to collect data. To collect data, the standard questionnaires of perceived organizational support (Eisenberger, 2001), job satisfaction (Amin, 2012), organizational commitment (Ryan & Organ, 2002), and organizational citizenship behavior (Organ, 1998) were used. The data were analyzed using SPSS 24 and Amos 22 software. The results showed that there is a positive and significant relationship between perceived organizational support and job satisfaction with organizational citizenship behavior. Additionally, organizational commitment plays a full mediating role in the relationship between perceived organizational support and organizational citizenship behavior and a partial mediating role in the relationship between job satisfaction and organizational citizenship behavior. Accordingly, managers of the Agricultural Jihad Organization should create a supportive environment and promote employee job satisfaction to pave the way for increased organizational commitment and ultimately enhance their organizational citizenship behavior.

The purpose of the present study is to investigate the relationship between organizational silence and turnover intention with the mediating role of organizational Mobbing in Ghaem Mashhad Hospital. The purpose of this research is applied and its method and descriptive-survey nature is correlational. The statistical population of the research is all the employees of Ghaem Hospital in Mashhad, according to Cochran's formula, 294 people were selected by simple random sampling. The data was collected by questionnaires, in such a way that to measure organizational silence, Van Dyne et al.'s (2003) questionnaire was used, Mobley et al.'s (1979) questionnaire was used to measure turnover intention, and Pranjik et al.'s (2006) questionnaire was used for organizational Mobbing. The reliability of the mentioned questionnaire was obtained using Cronbach's alpha coefficient for the variables of organizational Mobbing (0.8), organizational silence (0.74) and intention to transfer (0.87) and the validity of the content and form of the questionnaire was also confirmed. Imus 24 software was used for data analysis. The findings of the research showed that there is a significant relationship between organizational silence and turnover intention, and the mediating role of organizational Mobbing was confirmed.

The present study was conducted in order to investigate the relationship between ethical leadership and organizational cynicism, taking into account the mediating role of organizational bullying and gossips in the workplace among the employees of the General Directorate of Sports and Youth in Mashhad. The current research is practical from the point of view of the goal and descriptive-correlation in terms of the method of data collection, which is specifically based on structural equation modeling using Smart Pls 3 software. The desired statistical population was formed by the employees of the General Directorate of Sports and Youth of Mashhad in total (96) people. In order to collect data, four questionnaires were used: ethical leadership by Calshoven et al. (2011), organizational cynicism by Dean et al. (1998), organizational bullying by Bergen et al. (1994), and workplace gossip by Kuo et al. (2015). Cronbach's alpha values of 0.917 ethical leadership, 0.943 organizational cynicism, 0.949 organizational bullying and 0.916 workplace gossips were calculated and confirmed. The content validity of the questionnaires was checked and confirmed using experts' opinions. The results of the research showed that ethical leadership has an inverse and significant effect on organizational cynicism. Also, variables of organizational bullying and workplace gossip mediate the relationship between ethical leadership and organizational cynicism. In order to reduce organizational c, managers have increased the ethical leadership style to provide the ground for reducing bullying and gossip in the workplace.

This research was conducted with the aim of investigating perceived organizational policy as an introduction to workplace rumors with the moderating effect of organizational compassion in the Neishabur Civil Registry Office. This research is applied in terms of purpose and descriptive-survey in terms of nature. The statistical population was made up of all the employees of the Neishabur Civil Registry Office, considering the limited statistical population, the census method was used to determine the sample size. In order to collect data, Brady et al (2017) organizational gossip questionnaire and Hachwarter et al (2003) Perceived organizational politics and organizational compassion Gopa et al (2014) perceived organizational politics were used. The validity of the questionnaires was confirmed by the face validity method and their reliability was confirmed by Cronbach's alpha coefficient. To test the research model and analyze the data, Imus 24 software was used and it was done by the method of structural equations. The research results indicate that organizational compassion can moderate the relationship between perceived organizational politics and positive and negative rumors in the workplace. There is a positive and significant relationship between perceived organizational politics and positive and negative rumors.

This research was conducted with the aim of investigating the effect of ethical leadership on job attachment with the mediating role of organizational trust and the moderating role of job enthusiasm. The research is applied in terms of objective and descriptive-correlation type using structural equation modeling methods. The statistical population was all social security employees of North Khorasan, 120 of whom were selected as a statistical sample using Cochran's formula. The random sampling method was simple. The required information in the theoretical part through library studies and the required data to test the research hypotheses through the distribution of the standard ethical leadership questionnaire of Calshon et al. Job enthusiasm questionnaire of Salonava and Shoufeli (2001) was collected and partial least squares method and Smart PLS software were used for data analysis. The results showed that organizational trust mediates the relationship between ethical leadership and job attachment; Also, job passion moderates the relationship between ethical leadership and job attachment.

Nowadays, the demand of organizations for skilled employees has increased to fight against the insufficiency of human capital. Attracting potential employees is a big challenge for organizations, which can be dealt with through employer branding attractiveness. This study is conducted to provide a model of employer branding attractiveness in the Khorasan Regional Electric Company. It is an applied study in terms of objectives, interpretive in terms of philosophy, and exploratory in terms of nature, with a qualitative approach. The data are collected through semi-structured interviews and analyzed using thematic analysis. The statistical population includes the employees of Khorasan Regional Electric Company, who were selected through purposive sampling. According to the results, employer branding attractiveness has economic, developmental, social, human-oriented, functional, innovative, and cultural components that can be considered by organizations to attract and maintain human capital.

The present study was conducted with the aim of examining the mediating role of psychological contract violation in the relationship between workplace bullying and organizational commitment and turnover intention of employees. This research was applied in terms of its purpose, and in terms of method and descriptive nature, it was a correlational survey. The statistical population of the research includes the employees of the headquarters of Khorasan Razavi Water and Wastewater Company. Cochran's formula was used to determine the sample size and 244 people were selected for the sample The random sampling method is simple. In order to collect data, a questionnaire was used, in this way, for relocation and intention to leave work, from the Martins (2004) questionnaire, for organizational bullying from the Esplage and Holt (2001) questionnaire, the standard organizational commitment questionnaire from Allen and Mayer (2007), and the standard questionnaire. Psychological contract violation Taklib et al. (2005) was used. The reliability of the mentioned questionnaires was obtained by using Cronbach's alpha coefficient for the variables of relocation and intention to leave work (0.832), organizational bullying (0.857), organizational commitment (0.871) and psychological contract violation (0.811). The validity of the content and form of the questionnaire was also confirmed. Data analysis was done using SPSS 24 and Amos 22 software. The findings of the research showed that violation of the psychological contract mediates the relationship between workplace bullying and organizational commitment and turnover intention of employees.

The present study aims to discover the relationship between ethical leadership and organizational spirituality on job burnout and to study the possible mediation of organizational learning in between. The statistical population of this study consisted of all the second stage of highschool teachers of the Iranian of Mashad who were selected as a sample using Cochran's formula. This research is applicative, in terms of purpose and descriptive-correlational in terms of nature and method. The data collection tools are questionnaires. The validity of the questionnaires was confirmed using face and structural validity and the reliability was ssconfirmed using Cronbach's alpha coefficient. Structural equation modeling and PLS4 software was used for statistical analysis of the collected data. The results contribute to new knowledge that both organizational spirituality and ethical leadership have a direct and reversal relationship with the organizational burnout and in the meantime organizational learning Plays a mediating role through reducing the effects of organizational burnout among the employees improving the anti-productive organizational behaviours, while receiving a direct and positive effect from both the ethical leadership and organizational spirituality. According to the confirmation of all the research hypotheses, suggestions have been made regarding how to choose and train the school managers and how to eliminate and reduce organizational burnout among the teachers.

Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship between narcissistic leadership and organizational cynicism in the workplace. What is obtained through the study is carefully analyzed to address managers and employees to find better ways to deal with the state of work environments.

Design/Methodology/Approach: 

This research in terms of purpose, is practical, in terms of the data collection method, it is of field type, and in terms of the implementation method, it is descriptive and correlational. The statistical population consisted of all the employees of the five-star hotels in Mashhad, numbering 165 people, of which 115 people were selected as a statistical sample using Cochran's formula by simple random method. The information needed in the theoretical part was collected through library studies and the data needed to test the research hypotheses was gathered through the distribution of the 4-question questionnaire of negative rumors related to the work of Ko et al. (2015), Tangirala and Ramanujam's (2008) employee silence questionnaire with 5 questions and Hachwarter and Thomson's (2012) narcissistic leadership questionnaire with 16 questions. To measure validity, face validity and confirmatory factor analysis were used, and Cronbach's alpha coefficient was used to measure reliability. Cronbach's alpha of narcissistic leadership, behavioral cynicism, the silence of employees, and negative gossip in the workplace was calculated as 0.838, 0.836, 0.835, and 842 respectively. Data analysis was done by structural equation method with a partial least squares approach and Amos software.

The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, employee silence partially mediates the direct effect of narcissistic leadership on organizational cynicism. Therefore, the first hypothesis is confirmed. The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, negative rumors partially mediate the positive and direct effect of narcissistic leadership on organizational cynicism. Therefore, the second hypothesis is confirmed. The path coefficient between the two variables of narcissistic leadership and organizational pessimism is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and organizational pessimism, and the third hypothesis is confirmed. The path coefficient between narcissistic leadership and employee silence is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and employees' silence, and the fourth hypothesis is confirmed. The path coefficient between narcissistic leadership and negative work-related gossip is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and negative work-related rumors, and the fifth hypothesis is confirmed. The path coefficient between employee silence and organizational pessimism is significant. Therefore, there is a direct and positive relationship between employees' silence and organizational pessimism, and the sixth hypothesis is confirmed. The path coefficient between the variable of negative rumors related to work and organizational pessimism is significant. Therefore, there is a direct and positive relationship between negative work-related rumors and organizational pessimism, and the seventh hypothesis is confirmed.

According to the first hypothesis, managers should avoid behaviors such as self-arrogance, exaggeration, lying, immorality, and prejudice that cause employee frustration and should pay attention to improving the performance of their subordinates. According to the second hypothesis, if managers do not abandon the narcissistic style, employees respond to their managers with jealous and harmful behaviors and use silence as a compromise strategy to prevent further abuse. According to the third hypothesis, by avoiding narcissistic leadership, managers can prevent negative work-related rumors and psychological disorders that arise from incompatibility between employees and the organization. According to the fourth hypothesis, to prevent organizational pessimism and increase employee participation, leaders should allow employees to express their opinions about organizational issues and avoid repressive behaviors. According to the fifth hypothesis, managers can make the employees think of each other and their interaction with the organization, prevent the occurrence of pessimism, and increase the productivity of the employees. According to the sixth hypothesis, managers should avoid arrogance, hand-holding, over-sensitivity, and thinking about their benefit, to avoid the silence of employees, which leads to undesirable consequences. According to the seventh hypothesis, managers can avoid creating tension at work with rational behavior and empathy with employees in the work environment, and by conducting positive evaluation conversations, they can avoid creating rumors in the workplace caused by a negative atmosphere and a poor work environment in the organization.

. The aim of this study is to discover the relationship between organizational hypocrisy and principals’ narcissism at schools regarding the role of organizational silence and organizational rumor as exacerbating mediators in the prevalence of this anti-productive phenomenon at schools. The statistical population of this study consisted of all school teachers in Mashhad city of Iran. 136 teachers were selected as a sample using Cochran's formula. This research is applicative, in terms of purpose and descriptive-correlational in terms of nature and method. The data collection tools are questionnaires. The validity of the questionnaires was confirmed using face and structural validity and the reliability was confirmed using Cronbach's alpha coefficient. . The research findings showed that organizational hypocrisy has a direct and positive relationship with the organizational narcissism of the school principals and in the meantime organizational silence and organizational rumor play mediating roles in exacerbating the hypocrisy among school teachers and intensify anti-productive organizational behaviors. According to the confirmation of research hypotheses, suggestions have been made regarding how to choose and train the school principals and how to eliminate and reduce organizational narcissism and organizational hypocrisy at schools.

The present study was conducted with the aim of determining the relationship between psychological capital and the turnover Intention, considering the mediating role of preventive and promotive psychological ownership and the moderating role of work experience in the nurses of Tamin Ejtemaei Hospital in Bojnord.

The research's statistical population is 110 nurses working in TAMIN EJTEMAIE Hospital in Bojnord in 1401, and using Morgan's formula, a sample of 86 people was selected from among them by simple random method. To measure the variables of the research, Luthans et al.'s psychological capital questionnaires (2007), Oi et al.'s (2009) psychological ownership, and Kim and Long's (2007) Turnover Intention were used. The reliability of the questionnaire was confirmed using Cronbach's alpha method and its validity was confirmed using convergent validity. Data analysis was done using the structural equation modeling method and SPSS 24 and SMAR-PLS 4 software.

The results showed that there is a negative and significant relationship between psychological capital and turnover Intention (p<0.05), on the other hand, there is a positive and significant relationship between psychological capital and promotive psychological ownership (p<0.05) and There is a negative and significant relationship between psychological capital and preventive psychological ownership (p<0.05). d.

According to the results of this study, the attention of managers towards making decisions to increase the psychological capital of nurses by emphasizing on promotive and preventive psychological ownership can provide the basis for reducing the Turnover Intention of nurses.

In this paper, flat potentials (μ│x / a│N) are numerically investigated by pseudo-spectral method. The Schrodinger equation of this type of potential has become an eigen system using the pseudo-spectral method. The eigen system is then diagonalized by the Jacobi method. Energy eigen values for different Ns have been compared with similar articles. The limit behavior of this potential for the states N = 2 and N → ∞ is related to the harmonic oscillator and the particle in the box with length 2a, respectively. For each N, a function is proposed for energy eigen values in terms of the quantum number n. By using of data fitting, the correctness of the proposed equation is checked.

The present study was conducted with the aim of investigating the relationship between supervisor incivility and job embeddedness and organizational pessimism with the mediating role of employees' selfefficacy. The research is applied in terms of its purpose and descriptive-correlation in terms of its nature and implementation method. The statistical population of the research includes 135 employees of five-star hotels in Mashhad in 1400, and 103 people were selected as the sample size based on Cochran's formula and simple random sampling method. In order to collect research data, a questionnaire adapted from the article of Yojio et al. (2020) was used. The validity of the questionnaire was confirmed by a number of management professors through face validity, and the reliability of the questionnaires was confirmed using Cronbach's alpha coefficient, which was 0.739 for supervisor incivility, 0.738 for self-efficacy, 0.793 for job embeddedness, and 0.771 for organizational pessimism. 0 was obtained. Data analysis was done through structural equations using SPSS 23 and PLS 2 software. The results of the research showed that there is a positive and significant relationship between supervisor incivility and organizational pessimism and job embeddedness. In addition, the results indicate an inverse and significant relationship between supervisor incivility and self-efficacy. did not find, while the mediating role of self-efficacy in the relationship between supervisor incivility and job embeddedness was confirmed.

Work alienation, which is a form of non-commitment to the job and the organization, has destructive effects on the performance of organizations, therefore, in various researches, factors such as the perception of organizational injustice and employee’s cynicism that affect this variable are addressed.The research was applied in terms of purpose and descriptive-survey in terms of type of research and implementation method .The statistical population of the research was formed by all the employees of Bojnord University and using Cochran's formula, 180 people were selected as a sample through simple random sampling. In order to collect data, a questionnaire was used on perception of organizational injustice by Dejani and Mohammad (2017), work alienation by Punia and Barwal (2017), and employee’s Cynicism by Chaudari and Gharib (2019). The validity method and their reliability was confirmed by Cronbach's alpha coefficient. In order to test the research model and analyze the data, Imus72 software was used and it was done by structural equation method. The results of the research indicate that there is a positive and significant relationship between the perception of organizational injustice and employee’s Cynicism. There is a positive and significant relationship between the perception of organizational injustice and work alienation. There is a positive and significant relationship between employee’s Cynicism and work alienation. And employee’s cynicism mediates the relationship between perceptions of organizational injustice and work alienation.

The main purpose of this study is to measure the depth index and its relationship with socio-cultural logic that is used in the software (Ucl depth map) to model 10 historical houses in Kashan to study the components of total depth, relative depth and average spatial arrangement index for the whole building. In order to investigate the role of location of house components in improving performance efficiency, the depth index in these houses (Razzaqian, Abrishamchi, Almasi, Rezvanian, Fakhrehi, Mozaffari, fish water, Adel, Lajevardi, Bahi) in improving performance efficiency is studied. Takes. Findings showed that the spatial value is in line with the socio-cultural logic of Iranian-Islamic architecture in Kashan in relation to the system depth index. From the results of the diagrams, it is clear that in seven samples of the ten houses studied (Bahi, Mozaffari and Razzaqian, Abrishamchi, Almasi, Adel), In relation to three-door or five-door, it is observed that in the mentioned houses, this space is present in a relatively large number (more than two spaces), secondly, it does not have a fixed position in terms of depth and its position is different in each house. . Based on the results of this study, it was observed that the houses in the area, in general, have a shallow depth and its spatial hierarchy is not very complex and there are similar socio-cultural meanings in each house and the houses have a central core of the yard. It is the center of server and client areas.

Stylistics is a form of analysis which is primarily concerned with the field of literature. It approaches a literary text from different aspects, one of which is syntactic analysis. The study of the syntactic structures can shed light on the links between the thoughts. Each person, depending on their mental characteristics and the subject at hand, makes use of a number of different syntactic features. The present feature seeks to shed light on syntactic forms resilience poetry, drawing on the works of three poets: Muin Bseiso, Mohammad al-fitoori, and Adnan al-Saegh. Since this form of poetry mirrors the thoughts and beliefs of the people living in one particular society, it is inevitably realistic, alive, and dynamic. Given the biological and cultural diversity of Arabic-speaking communities, this form of poetry can take many different linguistic and stylistic forms. This very issue calls for further studies and research on the style and language of the poets of resilience poetry. On the one hand, each poet has made use of a different style depending on the extent to which he has been affected by the status quo and socio-political changes of his country and each poet enjoys a style which differentiates him from other poets. Therefore, cultural, social, and political environment of these poets, their position and prominent role in the contemporary Arabic poetry, all of which bear solid themes, have led to their selection. Given the wide variety of syntactic structures, only nominal and verbal structures, tense, and Modality are of concern to the present research. The aim of the present research is to shed light on the aspects to which poets have resorted to achieve the common goal known as reliance poetry. Therefore, the main research problem is to identify and stylistic study of the syntactic structures of these three poets. In this way, the idiosyncratic style is identified along with the type of their interaction with language.The present study follows a descriptive -analytical-statistical approach. Twenty odes from each poet on the theme of homeland were selected. These odes were selected to shed light on how linguistic and stylistic components were made use of to express their thoughts and beliefs and best depict this form of literature.With regards to the results, it was found that Bseiso’s style is characterized by nominal structures with verbal predicates. The political position of this poet as the head of the Palestinian communist party leader. On the other hand, his physical presence in the fights against the Zionist enemies could be considered as factors that could lead to his usage of singular pronouns in nominal structures. al-fitoori has mostly utilized nominal structures and singular pronouns to express his thoughts and feelings in his initial poetical works. This is due to the grim social and political situation of his time when colonialists were looking to destroy their culture and identity. He also consolidates his being and presenxe by using such structures. However, verbal sentences in al-Saegh’s poetry are more frequent compared to Bseiso and al-fitoori's and can be considered as one of his stylistic features. This can be due to the narrative and storytelling aspect of his work. The expression of such concepts inevitably entails the usage of verbal structures.In al-Saegh’s works, tenses are either past or present. He does not seek to escape from the reality by depicting the old world; rather, he levels criticism at the current situation of the society that cannot create a link between its two different worlds. To disentangle from this bipolarity, he creates another world in the past tense. Such a style is an indirect mode of expression to express objections. However, Bseiso and al-fitoori’s works are almost completely set in the present tense.Declarative forms are stylistic features of al-Saegh’s poetry. He makes flashbacks to the past and depicts the scenes in a natural way. Nonetheless, unlike al-Saegh’s poetical works, most of al-fitoori’s odes are a combination of different kinds of verbal modalities in the macro-structure of odes. However, in Bseiso’s works, due to his wrathful spirit, the decisiveness and function of the declarative structure is highly common. He has explicitly expressed bus thoughts using this structure and humiliates and ridicules his enemies by drawing on imperative and interrogative structures. However, imperative structures are less frequent in al-Saegh’s works. Due to his bitterness towards war, he does not try to persuade the soldiers to fight. His obligatory participation in war has played a role in this matter and has led to him using declarative and narrative forms to retell and depicts the status quo of the country. The essay aspect of his sentences, which is mostly reflected in his interrogative modes, is in fact coveted in despair and disappointment.

Despite the long-term relationship between job characteristics and bullying in the workplace, little focus in the literature has been on the role of leaders in shaping this relationship. Hence, a more comprehensive picture of how the workplace influences bullying at work by integrating leadership and job characteristics into a set of processes. Considering Toxic leadership as a negative phenomenon and as a top-down effect on employees, toxic leadership has increased organizational intimidation by manipulating workers' feelings of job insecurity, which in turn contributes to higher relocation intentions.Therefore, the purpose of this article is to Investigating the Relationship between Toxic Leadership with Turnover Intention, the Mediating Role of Bullying in the Workplace and Job Insecurity. The results showed a positive and significant relationship between Toxic leadership with job insecurity, bullying in the workplace and the Turnover Intention. The results also showed that organizational bullying mediates the relationship between Toxic leadership and the Turnover Intention. The results of this study consider the need to pay attention to Toxic leadership and areas of bullying in the workplace to reduce the Turnover Intention. On the other hand, the results showed that job insecurity mediates the relationship between toxic leadership and organizational bullying.

The lack of nurses and the high rate of their turnover is still the most important issues that health centers are planning to provide appropriate solutions to solve it. One of these important issues, is the career plateauing of nurses. Accordingly, this study aims to examine the impact of hierarchical plateau on turnover intention with the moderating role of the person job-fit facet. This is an applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurse of Imam Reza Hospital in Mashhad. Cochran's method was used to determine the sample size. Based on this, 287 of them were selected as a statistical sample with the Random sampling method. To collect data, the questionnaire of Hierarchical plateau of Hossain and Shirazi (2018), p-j fit questionnaire of Ab Hamid et al. (2017), and Demand-Abilities of Memon et al (2014) were used. To evaluate the validity of the questionnaire, content validation and for Questionnaire reliability Cronbach's alpha were used. Data analysis was performed with SPSS24 software. The results showed a positive and significant impact of hierarchical plateau on turnover intention. On the other hand, the p-j facet does not moderate the relationship between the hierarchical plateau and turnover intention.

The need to change the economic system to ensure that it does not exceed environmental constraints creates a great deal of effort to address sustainability issues. In this regard, the circular economy model is expanding at the political, commercial, and academic levels. The primary purpose of this study is to identify and analyze previous studies in circular economics and its relationship with the tourism industry. In this regard, 152 articles were identified from the authoritative Google Scholar database. After applying various filters, 14 articles most relevant to the phenomenon regarding title, abstract, methodology, and main text were selected and analyzed using a hybrid approach. Sixty-two open source codes and, at the higher level, seven core codes were counted. The extracted classes were presented in three stages: pre-circulation (empowerment and value creation), during circulation (technology and biocentrism), and post-circulation (axial recycling and continuity).

 The aspartate aminotransferase to platelet ratio index (APRI) is a non-invasive method used to investigate liver fibrosis in patients with hepatitis C virus (HCV).

 This study aimed to determine the APRI before and after the treatment of HCV patients with sofosbuvir/daclatasvir (Sovodak) in the city of Rafsanjan, southeast Iran.

 This study was conducted on 45 patients with HCV from March 2021 to March 2022 in Rafsanjan. Demographic information, including age, gender, a history of human immunodeficiency virus (HIV) infection, and intravenous (IV) drug injection, was collected. Polymerase chain reaction (PCR) was performed after treatment with Sovodak to calculate sustained virological response (SVR). Also, the APRI was calculated before and after treatment.

 Among 45 HCV patients (97.8% = male, 2.2% = female, age range = 26 to 59 years), the administration of Sovodak to all patients resulted in an efficacy of 100% in the assessment of SRV in 12 weeks (SVR12). Also, the APRI level decreased significantly after treatment with Sovodak (0.35 vs. 0.68, P-value: 0.000), even in HCV patients with a history of HIV (0.77 vs. 1.47, P-value: 0.028) or HCV patients with a history of injecting drugs in the last 12 months (0.38 vs. 0.66, P-value: 0.000).

 The present study indicated that the APRI level in HCV patients decreased significantly after treatment with Sovodak, regardless of having a history of HIV infection or a history of drug injection. Therefore, Sovodak in HCV patients can reduce the odds of liver fibrosis and subsequent hepatocellular carcinoma (HCC) by reducing the APRI level.

This study aimed to investigate the effect of organizational bullying on turnover intention with the mediating role of burnout and moderating role of Compulsory citizenship behavior.

this is Quantitative research and applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurses of ImamReza Hospital in Mashhad. Cochran's formula was used to determine the sample size, based on this, 287 of them were selected as statistical sample with the random sampling method. To collect data, the Inarsen et al.'s (2009) organizational bullying questionnaire, Memon et al.'s turnover intention (2014), Copenhagen burnout (2005), and Vigoda-gadot (2007) Compulsory citizenship behavior questionnaires and For analyzing them, Structural equation modeling with partial least squares approach and smart-PLS software were used.

Data analysis using structural equation modeling showed that the direct effect of organizational bullying on turnover intention is 0.524 and significant (p<0.05). The direct effect of organizational bullying on burnout is 0.752 and significant (p<0.05). The direct effect of burnout on organizational bullying is 0.492 and significant (p<0.05). Also, burnout mediates the relationship between organizational bullying and turnover intention (t=3.863 and β =0.371).In addition, Compulsory citizenship behavior moderates the relationship between organizational bullying and turnover intention.

The result of this research showed that burnout plays a mediating role in the relationship between organizational bullying and nurses' turnover intention. Based on this, it is suggested to through identifying the causes of nurses' burnout and reducing it's occurrence, The rate of their turnover intention should also be reduced. This result can also be achieved by reducing Compulsory citizenship behavior in nurses.

In order to have the most productive and efficient organizations, human resources that have high job satisfaction are required. Job satisfaction and its effective factors are among the most important social issues. This issue is more sensitive in professions that deal with human services, such as the police force. Therefore, the purpose of this research is to investigate the Influence of workplace incivility on job satisfaction with the mediating role of emotional exhaustion, organizational cynicism, and the moderating role of psychological capital.The present study is applied in terms of purpose, and descriptive-correlational in terms of the method. The police force personnel of North Khorasan province was chosen for the statistical population of the research. According to Cochran's formula, 313 personnel were selected as a sample by a simple random sampling method. In order to collect research data, the workplace incivility questionnaire of Cortina et al (2013), job satisfaction of Minnesota (1977), emotional exhaustion of Maslach and Jackson (1981), organizational cynicism Wilkerson et al. (2008) psychological capital and Loutans and Avolio (2007) were used. To measure validity, content validity and confirmatory factor analysis were used, and the alpha coefficient of Cronbach was used to measure reliability. Cronbach's alpha of Workplace Incivility, job satisfaction, emotional exhaustion, organizational cynicism, and psychological capital was calculated as 0.924, 0.924, 0.975, 0.943, and 0.909, respectively.The results of the research indicated a negative and significant association between workplace incivilities on organizational job satisfaction with a path coefficient of -0.465.

In today's competitive environment, organizations are forced to change due to the pressures of the external environment as well as its core. A process can be seen in any change in the organization. Change can be made through individuals, groups and organizations. If the goal is to bring about a successful change, the key factors in the culture of individuals / organizations must be considered. The purpose of this study is to explain the executive strategies of organizational improvement in the light of culture. The importance and innovation of this research is in using the views of Islamic thinkers along with other Western thinkers and also to show the key determinants of success in order to compare methods of improving the organization based on culture. The statistical population of the study includes the NAJA law enforcement personnel, which is 384. The present study is field, survey and applied in terms of nature and purpose. For analysis and relationship between data, Pearson correlation coefficient, regression, Friedman, Skewness and Cronbach's alpha and CVR and CVI coefficients have been used. The correlation coefficient and regression tests show that the conceptual model of the research is 95% reliable and based on the available data, this model is able to express changes. Introduces rational culture as the dominant organizational culture. Also, the maximum and minimum effectiveness are related to the variables of e-government and power distribution.

This research was conducted with the aim of investigating the relationship between job insecurity and transformational leadership behavior with the mediation of emotional exhaustion and the moderation of mindfulness. The statistical population of the research was the employees and managers of Payam Noor University. According to the size of the population, using Cochran's formula and simple random sampling method, 104 people were selected as the sample size. To collect data, Neisy job security Questionnaire (2000), Maslach Exhaustion Questionnaire (1986), Brown and Ryan's Mindfulness Scale (2003) and Bass and Avolio Transformational Leadership Questionnaire (2000) were used. The validity of the questionnaire was verified by experts and reliability was measured using Cronbach's alpha coefficient. Cronbach's alpha of job security, emotional exhaustion, transformational leadership, and mindfulness were reported as 0.922, 0.828, 0.972, and 0.928, respectively. For data analysis, descriptive (frequency and percentage) and inferential (Kolmogorov-Smirnov and structural equation method with partial least squares approach) were used through Amos software. The results of the research showed that there is a significant relationship between job insecurity of leaders and emotional exhaustion, and it also showed that emotional exhaustion mediates the relationship between job insecurity and transformational leadership; In addition, the results showed that mindfulness moderates the relationship between job insecurity and emotional exhaustion.

The purpose of this study is to explain the role of mediating the quality of work life in relation between organizational pessimism and organizational commitment among North Korean students. The research method is descriptive survey-correlation type. The statistical population of this research is the total number of 210 employees in the northern Khorasan province. The sample size was determined by Grigose and Morgan tables of 131 people. The research method is simple random sampling. The data were collected by library and field method and the tools used were standard quality of work life, organizational commitment and organizational pessimism. The reliability of the questionnaires was determined using Cronbach's alpha method to assess the quality of working life (0.949), organizational pessimism (0.781), organizational commitment (0.912), and validity of the tool was confirmed by content method. Bootstrapping method was used to investigate the mediating effect of organizational pessimism variable. According to the reported results, the indirect path of organizational cynicism → quality of work life → organizational commitment, with 95% confidence, is significant. According to the Bootstrap decision-making diagram, the final step is to test the direct path between organizational pessimism and Organizational commitment in the model is influenced by the mediating variable of the quality of working life. Structural equation modeling and AMOS 24 software were used for statistical analysis of the collected data. For a coefficient to be significant, its significance number must be out of range (1.96, -1.96). According to the critical ratio (CR) values obtained in each hypothesis, the results indicate the significance of the relationships between all hypotheses.For this purpose, the results showed that the organizational pessimism-organizational commitment is negative (-0.17) and significant. Therefore, according to the Bootstrap decision making diagram, the quality of work life mediates negatively the negative impact of organizational pessimism on organizational commitment, so the hypothesis is confirmed.