جستجوی مقالات مرتبط با کلیدواژه « Organizational citizenship behavior » در نشریات گروه « مدیریت »

In the last two decades, the concept of organizational citizenship behavior has been widely discussed due to its importance in organizational performance, while less research has examined the external factors affecting it, so this study investigates the impact of citizenship rights awareness on organizational citizenship behaviors as an extra-organizational component through considering the employees working at the municipalities of seven biggest cities of Sistan and Baluchestan province, Iran, as a statistical population. This research introduces media literacy as one of the most influential variables on the knowledge, perceptions and attitudes of people in the present time as a moderating variable for the first time in the field of management. Using 3 questionnaires with confirmed validity and reliability, as well as using Pearson correlation coefficient, regression tests, and SEM, the hypotheses of this research were examined and it was concluded that not only awareness of citizenship rights can cause increasing organizational citizenship behaviors in municipality employees, but also media literacy is a significant modifier in this regard. Therefore, managers of organizations should be aware that it is time to pay more attention to extra-organizational factors (beyond the factors of individual behaviors, organizational behaviors and organizational structures) to increase organizational citizenship behaviors while the effective role of media literacy on perception and cognition of employees should not be neglected.

The aim of the current research is to investigate the effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province. The research is applicable in terms of purpose and causal in terms of descriptive-survey nature. The statistical population of the research was the employees of the General Department of Education of Kermanshah province, and the sample size was determined using the Cochran formula of 304 people. A simple random sampling method was chosen. The data collection method was field data collection, and the required tools were Bontis's (1998) intellectual capital, Lear's (2012) strategic leadership, Oregon and Kanowski's (1988) organizational citizenship behavior, and researcher-made professional ethics questionnaires. The method of data analysis was descriptive statistics and structural equation modeling using Spss26 and Amos24 software. The findings showed that intellectual capital has a significant and positive effect on organizational citizenship behavior by 66%. Strategic leadership predicted changes in organizational citizenship behavior by 46%, Also, the moderating role of professional ethics of employees between intellectual capital and strategic leadership with organizational citizenship behavior was confirmed, and the moderating rate of this variable was equal to 5% and 3.2%, respectively. The results showed that intellectual capital has a greater effect on organizational citizenship behavior than strategic leadership. Therefore, it is necessary to pay more attention to intellectual capital in order to improve organizational citizenship behavior in the organization.

The main duty of the Faraja command headquarters is to maintain the safety of people in the society. Accordingly, it needs forces that can realize this by relying on their wisdom. Paying attention to the importance of intelligence in the discussion of public security, this research was conducted with the aim of explaining the organizational micro-structural model and its antecedents and consequences in the police headquarters of the Islamic Republic of Iran. the present research method according to the purpose is an applied one; In terms of data collection, it utilizes a descriptive-correlation method; and also, in terms of data type, it was quantitative. The statistical population included the employees of the police command headquarters in Tehran city, which was considered as the sample size of 371 people using the formulas for determining the sample size and stratified random sampling method. In order to collect data, mixed questionnaires were used to measure the variables of job satisfaction, organizational citizenship behavior, transformational leadership, organizational culture, and knowledge management. Also, in order to measure organizational wisdom, the standard questionnaire of Schmidt et al. (2012) was used. Content and construct validity were used to calculate the validity of the questionnaires. Also, reliability was calculated through Cronbach's alpha coefficient and composite reliability. The values ​​of these two coefficients for all research constructs were above 0.7, which indicated the reliability of the measurement tool. The data obtained from the questionnaire were analyzed using descriptive and inferential statistics (structural equation modeling) and SPSS and Lisrel software. The findings showed that based on theoretical foundations, the factors influencing organizational wisdom include: transformational leadership, organizational culture, and knowledge management, as well as the factors influencing organizational wisdom include: job satisfaction and organizational citizenship behavior; Based on the effective and effective factors identified from the theoretical foundations and research background, the research model was presented; The degree of fit of the presented model was suitable according to the identified factors; Also, the findings showed that transformational leadership (0.72), organizational culture (0.47) and knowledge management (0.65) have an effect on organizational wisdom, and organizational wisdom also affects job satisfaction (0.53) and organizational citizenship behavior (60). 0) has an effect. Organizational wisdom not only expresses the ability to effectively choose and apply appropriate knowledge in a specific situation, but also includes the ability to collect, unify and relate this knowledge with acceptable organizational tools.

The purpose of the current research was to develop a relationship model of psychological capital and organizational citizenship behavior with the mediation of job self-efficacy in sustainable organizations. The research method was a descriptive correlation. The statistical population of the research included all the employees of the Sports and Youth Department of Gorgan city in 1402, of which 200 people were selected and participated in the research by available sampling method. Data were collected using Luthans et al.'s psychological capital questionnaire (2007), Riggs and Knight's (1994) job self-efficacy, and Podsakoff et al.'s (1990) organizational citizenship behavior and Pearson's correlation coefficient method and structural equation analysis using SPSS software version 24 and Imus software were analyzed. The results showed that there is a positive and significant correlation between psychological capital and job self-efficacy (r=0.49), psychological capital with organizational citizenship behavior (r=0.51), and job self-efficacy and organizational citizenship behavior (r=0.41). There is a level of 0.01. Also, the psychological capital model has a good fit with organizational citizenship behavior with the mediating role of job self-efficacy. Based on the results, since psychological capital and job self-efficacy have a special role in promoting organizational citizenship behaviors and the productivity and efficiency of sustainable organizations, it is necessary for the managers of these organizations, to pay special attention to the importance of these factors, to provide the necessary conditions for their promotion in the form of in-service programs. Provide employees.

This study aimed to investigate the impact of organizational democracy on the organizational citizenship behavior of employees in the Foundation of the Oppressed, with job satisfaction and organizational commitment as mediating factors. Accordingly, the present research falls within the realm of applied research in terms of its objective, and correlational research based on structural equation modeling in terms of method and nature. The statistical population of the study comprised 391 employees of the Foundation of the Oppressed in Tehran in the year 2023. Using Morgan's table, a sample of 194 individuals was selected, and questionnaires were distributed among them through simple random sampling. The data collection instruments included the Padscaw Organizational Citizenship Behavior Questionnaire (2000), the Rahnavard Organizational Democracy Questionnaire (1380), the Kendall and Hulin Job Satisfaction Questionnaire (1969), and the Allen Meyer Organizational Commitment Questionnaire (1993). Data analysis, conducted using SPSS (version 22) and LISREL (version 3) software, revealed that organizational democracy had a significant impact on organizational citizenship behavior, both directly and through the mediating variables of job satisfaction and organizational commitment (p<0.05). Therefore, considering the importance of organizational democracy in shaping the organizational citizenship behavior of employees, the Foundation of the Oppressed in Tehran should pay special attention to this issue.

This research was conducted with the aim of investigating the effect of perceived organizational support and organizational culture on organizational citizenship behavior with the mediating role of perceived organizational commitment. The statistical population of this study consisted of all the teachers in Tehran, whose number was 45,000, and according to Cochran's formula, 384 teachers and administrators were selected as a statistical sample based on the multi-stage cluster sampling method. The measurement tool in this research is a researcher-made questionnaire, the first part of which is to examine demographic characteristics and the other three parts of a modified standard questionnaire, which include Sharma and Jain's organizational citizenship behavior questionnaires, Dension's organizational culture and commitment, and Eddy's organizational support questionnaire. have been. After checking the validity and reliability, the questionnaires were provided to the selected statistical samples and the obtained data were analyzed using SPSS26 and SmartPLS software. The research findings showed that perceived organizational support and organizational culture have a positive and significant effect on organizational citizenship behavior with a mediating role of perceived organizational commitment. It is recommended to increase the organizational commitment of teachers in the educational organization with organizational support and create a suitable organizational culture, and then the emergence of organizational citizenship behavior in them.

The purpose of this research is to explain the role of political behaviors on organizational citizen behavior through the mediation of job engagement and job satisfaction through structural equation modeling. The research was carried out by descriptive-correlation method and especially based on structural equations. The statistical population of the research is 430 employees of Takta and Simachoob companies affiliated to the IRIB in Tehran, and the sample size is 203 people, which was determined using the Krejcie and Morgan table. Data collection was done using standard questionnaires. Data analysis was done with the help of structural equation modeling (confirmatory path analysis) and Pearson correlation test using SPSS and AMOS statistical software. The findings showed; Political behavior has a significant and negative effect on organizational citizenship behavior and job engagement, job satisfaction and job engagement have a significant and positive effect on organizational citizenship behavior. Political behavior and job engagement have no significant effect on job satisfaction. The effect of political behavior on organizational citizenship behavior through job engagement and job satisfaction is significant. Also, the measurement and fit indices of the model also indicated the desirability of the model. In general, by taking advantage of job engagement and job satisfaction of employees, the negative effect of political behavior on organizational citizenship behavior can be moderated.

Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.

The present study has been conducted with the aim of analyzing the role of ethical leadership on cynicism and organizational citizenship behavior through of organizational identity and leader-member exchange in Iranian Gas Transmission Company District-2. In terms of purpose, this research is applied and done in a descriptive-correlational way. The sample size based on Cochran's formula, 196 people were selected. The tools of data collection were standard questionnaires and the hypotheses were tested using the structural equation modeling method. The results of the research showed that ethical leadership has a direct and negative effect on organizational cynicism Iranian Gas Transmission Company District-2. Also, the results showed that ethical leadership with the mediating role of organizational identity can lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2. Also, ethical leadership with the mediator role of leader-member exchange can also lead to increase in organizational citizenship behaviors and a decrease in cynicism in Iranian Gas Transmission Company District-2.

Human resources play an important and fundamental role in gaining and maintaining competitive advantage in organizations, and for this reason, new concepts such as the dark triangle of personality and its relationship with employees' perceptions and behaviors are receiving the attention of researchers. This research was also conducted with the aim of investigating the effect of thedark triangle of personality on organizational citizenship behavior with the role of mediating rudeness in thework environment and moderating Islamic work ethics in Tabriz Petrochemical Company.This research is applied in terms of purpose and descriptive in nature. The statistical population of thepresent study consists of theemployees of Tabriz Petrochemical Company,about 200 people as a sample answered thequestionnaire items based on Cochran's formula and using theavailable sampling method.The data collection tool was a researcher-made questionnaire.In order to measure thevalidity of the questionnaire, face validity has been confirmed using experts' opinions and its reliability or validity has also been confirmed with thehelp of Cronbach's alpha coefficient test and composite reliability.Data were analyzed using spss software and partial least squares method and PLS software.were analyzed.Examining theresults of this research showed that thedark morality of thepersonality directly affects theorganizational citizenship behavior and rudeness inthe workplace,as well as therudeness in theworkplace has a significant effect on theorganizational citizenship behavior and finally theIslamic work ethic has a significant effect on theorganizational citizenship behavior.And impoliteness in theworkplace mediates therelationship between dark personality ethics and organizational citizenship behavior,and Islamic work ethics moderates the relationship between impoliteness in theworkplace and organizational citizenship behavior.

The aim of this research is to study and examine the relationship between Transformational Leadership and Organizational Citizenship Behavior with the Mediator role of Psychological Ownership.The research method in terms of applied purpose and the nature of the research is descriptive -correlative. The population consists staff of Ports and Maritime Organization Busher Province. Cochran's formula was used to determine the sample size and 242 people were selected as a sample. Data collection was based on three questionnaires of transformational leadership, organizational citizenship behavior, and psychological ownership, whose Cronbach's alpha coefficients were 0.93, 0.83, and 0.95, respectively. Data were analyzed with use of Structural Equation Modeling (SEM) and Results showed that Transformational leadership has a direct and indirect effect on Organizational Citizenship Behavior through Psychological Ownership. Transformational leaders can increase individual awareness by changing the attitude and strengthening the sense of ownership towards the organization, and by creating cognitive and emotional attachment between the individual and the goal, they can influence the individual's behavior and provide the necessary ground to facilitate the organizational process and increase organizational citizenship behavior.

The purpose of this research is to investigate the relationship between the social responsibility of human resources management and the organizational citizenship behavior of employees of private companies in Fars province with the moderating role of responsible leadership. The statistical population of this research is more than 100 thousand people and the statistical sample using Morgan's table is 384 people. Information is collected by library, field and internet methods. In this research, using correlation and regression methods, with spss software and structural equations with smart-pls software, the relationships between research variables are tested. The results of the research showed that responsible leadership is one of the most emerging and compensated leadership styles to promote the credibility of an organization and maintain the sustainable development of the organization and society. Organizational citizenship behavior describes employee behavior related to environmental protection that is not controlled by any organization's formal reward system. Basically, it is the voluntary behavior of employees that is directed towards environmental protection, and it represents an operational supplement for people's environmental protection behavior and organizations' green growth approaches. Responsible leadership positively and significantly affects organizational citizenship behavior. Psychological ownership plays a mediating role in the relationship between responsible leadership and organizational citizenship behavior, environmental commitment of employees plays a moderating role between responsible leadership and psychological ownership and organizational citizenship behavior. Responsible leadership creates a sense of responsibility and encourages employees to adopt environmental protection behavior.

Organizational citizenship behavior is the self-sacrificing actions of employees to ensure the comfort of others and expresses related, voluntary and activities that are directly or indirectly regulated through corporate social responsibility and employee satisfaction. The aim of this research is study the effect of corporate social responsibility on organizational citizenship behavior with the mediating role of job satisfaction by moderating corporate size in the food industry of Isfahan province. The method of the research is survey - descriptive of correlation type and in the theoretical framework of the research has been used library research and field method was used for data collection. Statistical society is emploee in the food industry and data were collected from a sample of 229 people and the sampling method is available random sampling. Descriptive and inferential statistical analyzes were performed in SPSS and PLS softwares. The results of hypothesis testing show that, The effect of corporate social responsibility with standard coefficient of 0.519 on organizational citizenship behavior and the effect of corporate social responsibility with standard coefficient of 0.589 on job satisfaction and the effect of job satisfaction with standard coefficient of 0.511 on organizational citizenship behavior and mediating the role of job satisfaction with standard coefficient 0.301 in the effect of corporate social responsibility on organizational citizenship behavior and the role of the size modifier of the company has been confirmed with a standard coefficient of 0.416 in the effect of corporate social responsibility on organizational citizenship behavior.

Today, in any organization (for example, the police), it is very important to satisfy the clients. Therefore, the current research was carried out with the aim of explaining the effect of citizenship behavior of Coop employees on client satisfaction through the mediation of service quality.

This research is applied in terms of purpose and descriptive-analytical in terms of data collection method, which was implemented with survey technique. The statistical population of this research consists of all the clients of Fateb's fourth chief police station in the research period (1401-402) and 384 people were selected and evaluated using Cochran's formula by regular (systematic) random sampling. To collect data, customer satisfaction questionnaires (Malvas) with Cronbach's alpha of 0.72, service quality evaluation (Hajizadeh, 2014) with Cronbach's alpha of 0.79 and organizational citizenship behavior (Bell and Mangok, 2002) with Cronbach's alpha of 82% were used to collect data. . In the descriptive statistics section, tables and graphs of frequency, mean and standard deviation and inferential statistics of correlation, regression and structural equations tests were used.

The findings of this research show that citizenship behavior has a direct effect on service quality (T=5.95) and client satisfaction (T=6.12). It also has an indirect effect on client satisfaction with the mediating role of service quality (T=5.37). According to the results of the tests, the restoration and reconstruction of the citizenship behavior indicators of the employees can lead to the satisfaction of the clients and the improvement of the service quality in the coop. As a result, by improving and expanding citizenship behavior in the organization, it is possible to help improve services and increase the level of client satisfaction.

According to the results of the research, it should be said that in order to obtain the maximum satisfaction of the clients to the executive ranks of the police, in addition to strengthening the indicators of the citizenship behavior of the employees, more attention should be paid to the indicators of the quality of service provision.

The presents study aims to evaluate the moderating role of participatory management in the relationship between the influence of the dark triad of personality on organizational citizenship behavior and mediating role of rudeness in the workplace. This study is considered as applied and descriptive-survey in terms of objective and nature, respectively. The population included 400 faculty members and 391 managerial employees, among which 259 people were estimated as a sample based on Cochran's formula. Then, about 200 people answered the questionnaire items applying the convenient sampling method. The data were collected using a researcher-made questionnaire taken from Johnson and Webster (2010), Cortina et al. (2010), Podaskoff et al. (1990), and Webster and Smith (2019). Finally, the data were analyzed utilizing partial least squares (PLS) method. The results indicated that the dark triad of the personality affects the organizational citizenship behavior and rudeness in the workplace directly. In addition, rudeness in the workplace and participatory management affect organizational citizenship behavior significantly. Further, rudeness in the workplace moderates the relationship between dark triad of the personality and organizational citizenship behavior. Finally, participatory management moderates the relationship between the dark triad of personality and organizational citizenship behavior.Extended abstractIntroductionEach person's personality is regarded as universal and essential for individual, group, departmental, or organizational achievements. The dark triad of personality is considered as a cluster with three distinct dimensions of narcissism, Machiavellianism, and psychopathy (Ebrahimi & Azami, 2019), leading to differences between social relations (Salman Chughtai & Ali Shah, 2020). In addition, rudeness in the workplace is among the forms of misbehavior in the organization so that a large number of employees face the rude behavior of their colleagues at work. Such harmful behaviors stem mostly from the personality traits of humans, not external environmental factors (Hadizadeh Moghadam et al., 2022). Today, participatory management is among the issues raised in the organizations. High participatory management atmosphere emphasizes organizational participation and knowledge, collaborative decision-making, and cooperation, as well as allowing the employees to exhibit independence in the workplace (Butts et al., 2009). Organizational citizenship behaviors are among the issues which indicate the positive behaviors of people in the workplace not directly required by the organization. No direct reward system supports such type of behavior, despite its significance for planning the psychological performance of employees (Aldbyani & Al-Abyadh, 2022). No study has been conducted to examine the dark aspects of personality on such behaviors in Iran and investigate the rudeness in the workplace as a mediating role and participatory management as a moderating moral factor, despite all of the positive effects of organizational citizenship behavior. This study can be useful in University of Mohaghegh Ardabili with its wide range of activities and employees including simple, semi-skilled, and expert ones, as well as appropriate access and cooperation of employees in distributing and collecting information. The present study seeks to analyze whether the dark triad of personality for employees in University of Mohaghegh Ardabili affects organizational citizenship behavior or whether rudeness in the workplace and participatory management play a critical role in this regard.Theoretical literatureThe dark side of the personality for the people in the organization affects the administrative and personal consequences at the workplace significantly because a set of different characteristics of the dark person such as "narcissism", "psychosis", and "Machiavellianism" affect the organizational behavior (Jensen et al., 2022). In addition, organizational citizenship behavior is regarded as a special form of behavior, which is known as useful for business as voluntary actions stemming from the peoples’ tendency in this regard (Nazari et al., 2020). Rudeness in the workplace is considered as an unhealthy behavior with low intensity and ambiguous intention manifested by its perpetrator in order to harm the target person (Hadizadeh Moghadam et al., 2022), while organizational citizenship behavior is concerned with the positive behavior of people which is not required by the organization in terms of their duties (Podsakoff et al., 2018). Managers may create environmental conditions which increase employee engagement and alter any of the dark personality traits in organizational citizenship behavior (Richardson & Vandenberg, 2005).Participatory management is regarded as a practice, which prioritizes participation, communication, and employee empowerment (Butts et al., 2009). Such management emphasizes the delegation of four main elements in the workplace including power, information, reward, and knowledge (Riordan et al., 2005). Thus, participatory management is applied as a moderator to bridge the research gap.Rezazadeh et al. (2022) indicated that people with psychological capital exhibit less dark traits in their personality, postpone the immediate gratification of the impulse, persevere, and produce and create efficiently. In addition, Javaezi Shishavan & Zeinali (2022) argued that a positive and significant relationship is observed between psychological schemas with four dark personality traits in students. Finally, Zafaranchizadeh Moqadam et al. (2022) claimed that no significant relationship is reported between dark personality traits with cold empathy, while a significant relationship is observed between the dark personality traits with theory of emotional and cognitive mind.MethodologyThis study is considered as applied and descriptive-survey in terms of objective and method, respectively. The population included 791 employees in University of Mohaghegh Ardabili, among which 200 people were selected as a sample based on the Cochran's formula using convenient sampling method. Finally, "dark triad of personality" (Johnson and Webster, 2010), "rudeness at workplace" (Cortina et al., 2001), "organizational citizenship behavior" (Podaskoff et al., 1990), and "participatory management" (Webster and Smith, 2019) were utilized to collect the data.ResultsThe method of structural equation modeling (SEM) with the partial least squares approach was applied with the help of SmartPLS software to check the hypotheses of the study. Based on the first hypothesis, dark triad affects organizational citizenship behavior with a path coefficient (PC) of 0.268. According to the second hypothesis, dark triad affects rudeness in the workplace with a PC of 0.901. The third hypothesis indicated that rudeness in the workplace affects organizational citizenship behavior significantly with a PC of 0.108. Based on the fourth hypothesis, rudeness in workplace mediates the relationship between dark triad and organizational citizenship behavior with a PC of 0.907. According to the fifth hypothesis, participatory management affects organizational citizenship behavior significantly with a PC of 0.621. Finally, the sixth hypothesis indicated that participatory management moderates the relationship between dark triad and organizational citizenship behavior with a PC of 0.040.ConclusionThe present study aims to assess the moderating role of participatory management in the relationship between the impact of the dark triad of personality on organizational citizenship behavior with the mediating role of rudeness in the workplace. The results of this study are in line with those reported by Salman Chughtai & Ali Shah (2020) and Webster & Smith (2019). Managers should present necessary policies and charters for organizational citizenship behaviors of employees considering the role and impact of dark personality traits on citizenship behavior at the level of organizations.Such people should reduce dark personality traits and increase organizational citizenship behaviors such as altruism, politeness, and grace by increasing independence, participation, and communication with employees. Managers should recruit forces with organizational citizenship behaviors by passing the personality tests, oblige the organization to explain organizational behaviors, and help strengthen the organizational citizenship behaviors among employees by promoting moral spirit considering the significant effect of rudeness in the workplace. Teaching the style of polite behavior in the organization through training courses can be helpful. In addition, employees appointed to managerial positions should believe in polite behavior styles and benefit from the criteria set for a polite manager regardless of any political and factional views.Managers should draw new horizons in the path of forming participatory management by trusting and delegating authority to the employees to expand their ideas in line with the development of participatory management at the organization level. Finally, managers should alter the culture of educational organizations to that encouraging the innovation and its institutionalization, as well as considering mistakes as educational opportunities and the first step in this path.

The purpose of this research is to investigate the effect of cultural intelligence on employee job satisfaction, with the mediating role of organizational citizenship behavior in the South Aluminum Industries Complex. This research is in the category of quantitative-survey research, and the required data has been collected using a questionnaire. The statistical population of the study includes all the employees of the South Aluminum Industries Complex (SALCO) in the number of 2300 people, using stratified random sampling method, 340 people were investigated as a statistical sample. In order to analyze the research data, structural equation modeling methods and Smart PLS software were used. The results show that cultural intelligence significantly affects the job satisfaction of employees of the South Aluminum Industries Complex. Also, organizational citizenship behavior has a significant effect on job satisfaction. In addition, organizational citizenship behavior as a mediating variable significantly affects the relationship between cultural intelligence and the job satisfaction of employees of South Aluminum Industries Complex.

  The purpose of this research is to investigate the effect of psychological empowerment, organizational identity and role stress on employees' organizational citizenship behaviour.

The current research is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 350 employees of the police force of the 6th district of Tehran. In this research, 183 samples were selected based on Cochran's formula. In this research, the psychological empowerment questionnaire, organizational identity questionnaire, role stress questionnaire and organizational citizenship behaviour questionnaire were used. To check the fit of the measurement model using PLS software, the criteria of Cronbach's alpha, composite reliability and average index of extracted variance and goodness of fit were used. To analyze the data and confirm the hypothesis test, confirmatory factor analysis and structural equation methods were used.

Data analysis showed that psychological empowerment has a positive and significant effect on organizational citizenship behaviour, the existence of a positive and significant effect between organizational identity and organizational citizenship behaviour is also confirmed. Also, role stress has a significant and positive effect on organizational citizenship behaviour.

Based on the findings of the research, psychological empowerment has improved the organizational citizenship behaviour of employees by improving the level of awareness and working abilities of employees. Increasing organizational identity as a unifying and coordinating element improves organizational citizenship behaviour and role stress is a motivating element that stimulates the intellectual and strategic forces of employees and thereby increases organizational performance and citizenship behaviour in the organization.

The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad Organization of Isfahan Province, that With Cochran's formula, a sample of 162 people was selected. research method is descriptive -survey, and the tool for collecting information is the use of the standard questionnaires. Its validity was checked based on factor of confirmatory analysis and its reliability was checked by Cronbach's alpha method and composite reliability. results of the current research show that transformational leadership has a positive and significant effect on organizational identification, Work engagement, and psychological empowerment, therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; However, with the existence of mediating variables of organizational identification, Work engagement and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, Work engagement and psychological empowerment on organizational citizenship behavior have positive and significant, and proactive personality plays a role in the relationship between transformational leadership on Work engagement and organizational identification and It acts as a moderator and cause of strengthens these two relationshipsIntroduction  Today, the key to the success of organizations is the creation and development of organizational citizenship behavior among employees. The concept of organizational citizenship behavior in the field of organizational behavior emerged two decades ago and continues to develop. This issue is critical and essential for service organizations, such as the Agricultural Jahad Organization, whose activities depend highly on human resources (Sartika et al., 2020). Organizational citizenship behavior is a preferred extra-role and extra-task behavior of employees that promotes the success of organizations (Gammoh et al., 2021). Therefore, considering the importance of organizational citizenship behavior, it is necessary to conduct more research on the mechanisms that influence it; Therefore, the current research has addressed the issue of whether the relationship between transformational leadership and organizational citizenship behavior may be mediated by the concepts of organizational identification, work engagement and psychological empowerment of the employees of the Isfahan Agricultural Jahad Organization and also whether the proactive personality of the employees of the Agricultural Jahad of Isfahan strengthens the effects of transformational leadership on organizational identification and work engagement or not?Materials and MethodsThe statistical population of this research is employees of the Agricultural Jahad Organization of Isfahan Province (280 people). With Cochran's formula, a sample of 162 people was selected. The research method is a descriptive -survey, and the tool for collecting information is standard questionnaires. The data gathering tools in this research are the transformational leadership standard questionnaire of Afsar et al. (2019), the organizational identification standard questionnaire by Su & Swanson (2019), the work engagement standard questionnaire by Schaufeli & Bakker (2004), the employee psychological empowerment's standard questionnaire of Spreitzer (1995); proactive personality's standard questionnaire of Akgunduz et al. (2018); and organizational citizenship behavior's standard questionnaire of Organ (1988). In order to check the validity of the questionnaires, in addition to the content validity, which management professors and experts confirmed, the validity of the questionnaires was also checked from the index of factor loadings. The reliability of the questionnaires was calculated using the two methods of Cronbach's alpha coefficient and composite reliability and confirmed the reliability of the validity of the research instrument. Discussion and ResultsThe findings of the current research show that transformational leadership has a positive and significant effect on organizational identification, work engagement, and psychological empowerment; therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; however, the existence of mediating variables of organizational identification, work engagement, and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, work engagement, and psychological empowerment on organizational citizenship behavior has positive and significant, and proactive personality plays a role in the relationship between transformational leadership on work engagement and organizational identification. It acts as a moderator and causes of strengthens these two relationships.ConclusionsAccording to the results of this research, it was found that by using the social identity theory, social exchange theory and self-concept theory, the transformational leadership style in the organization increased the employees' perception of the organizational identity and made them feel more attached to their jobs and also the power distance decreased and felt more empowered in his self-concept, and thus these cases increased organizational citizenship behaviors in the employees of the Agricultural Jahad Organization of Isfahan; Therefore, according to the dynamics of the environment, the managers of the agricultural jahad organization should pay attention to the transformational leadership style as one of the best management styles that create and manage changes in the organization and try to manage their employees with this leadership style, and value the development and participation of employees in organizational decision-making and encourage creativity and acceptance of challenges as part of their work so that a sense of purpose is created in people and developed beyond the standards, and as a result, employees also, transfer their ideas and insight to other members.

This study aimed to explain and validate the poultry industry's small and medium enterprises (SMEs) model in two consecutive qualitative-quantitative phases. In the former, the relevant studies were reviewed and evaluated, and then the necessary data was acquired through in-depth interviews conducted with CEOs and board members of Iranian poultry unions; finally, using grounded theory, data was coded and categorized, and a conceptual model was presented. In the latter, by structural equation modeling (SEM), the data collected from the researcher-made questionnaire was evaluated using Smart PLS. After reviewing and evaluating studies using exploratory and semi-structured interview tools, qualitative questions were asked from the statistical community of experts. After 12 interviews, theoretical saturation was obtained. The results of grounded theory showed that the model of SMEs in the poultry industry includes 47 open codes, 19 axial codes, and six optional codes. Then, in the quantitative part, a researcher-made questionnaire consisting of 47 items was given to 217 managers of poultry unions and companies. The results of SEM showed that the t-significance coefficient correlates to the relationship between the main variables of causal conditions and the axial phenomenon; underlying conditions, interventional conditions, and axial phenomena with strategies; strategies with consequences at the confidence level of 95% are more significant than 1.96. This indicates the significance of the effect of causal variables with the axial phenomenon; underlying conditions, interventional conditions, axial phenomena with strategies; and strategies with consequences. Therefore, all six variables were identified as the main variables.