Powerlessness has become endemic among most nurses in their work settings. It may be the result of inappropriate distribution of power in hospitals, allocating power to only a few at the top of hospital hierarchy imposing it. Determining the relationship between nurse's perception of their head nurse's empowering behaviors and their own work empowerment, a correlational study with contribution of 132 licensed nurses was carried on, in which nurses perceptions were measured by two self-report questionnaires. The results indicated that nurses obtained a moderate score in Leader Empowering Behavior (LEB). scale (=3.78 1.71) and also in Conditions of Work Effectiveness Questionnaires (C.W.E.Q) (=15.15 4.2). Also a relatively strong statistically significant relation between the two major variables of the study was identified (rs=0.518, p<0.0001). So, it can be revealed that organizational managers have important roles in increasing work effectiveness through facilitating employee's access to empowerment structures at work settings. Broader surveys on empowerment in nursing and other health care professions are suggested.

Work engagement of physical education teachers, has been considered by many researchers in recent years as the most important stimulus for students' desire for sports. This psychological variable has received a great deal of impact from teaching barriers, which varies in accordance to the amount of change in teacher support strategy. Therefore, in this study the relationship between teaching barriers and work engagement as mediated by the supportive strategies of female high school physical education teachers in Tehran was investigated. This study, using a descriptive-correlational approach, examined the opinions of female physical education teachers in 19 districts of Tehran, as a statistical population (1071 people). According to Cochran's formula, 387 people were sampled, which were randomly selected in a stratified-proportional manner. A strandard questionnaire was used to collect the data. To assess the validity of the research, face validity a type of content validity assessment method was used. For this purpose, the questions were reviewed, checked and modified by 30 educational experts in three stages and were finalized in the last stage. To measure the reliability of the questionnaire, Cronbach's alpha, which is a kind of internal consistency was used, in which the average was calculated to be 0.883 for our research variables. Pearson and Eta correlation coefficients and ANOVA analysis of variance were used to test the research hypotheses. Also, to perform the calculations, we took advantage of softwares Excel 2017 and SPSS 21. Findings showed that teaching barriers affect teachers' work engagement by changing the type of teacher support strategy and teaching barriers do not directly affect teachers' work engagement. Based on the results, it was proposed that, in order to address the issues of teaching barriers in the examined schools, first structural barriers should be addressed, then cultural barriers and finally material barriers, and since teachers who use communication-logical, social-logical, communication-emotional, and social-emotional support techniques in that order have lower job commitment, it is necessary to pay special attention to the employment of these individuals and in the end it was suggested that in order to increase the job power of teachers, teachers use more communication-emotional method.

The purpose of the present study was to investigate the related factors on work hope in University of Isfahan's Students. It was a descriptive, correlational study. The statistical samples of the study comprised of all of the students in the University of Isfahan in 2014-15. The sample including 300 students was selected through relatively stratified sampling in the University of Isfahan in 2014-15. The work hope scale, general self-efficacy questionnaire, differential status identity scale, time perspective questionnaires and perceived social support scale were used in collecting the data. The results of path analysis showed that family support directly related to work hope through social prestige and social power. Besides, family support indirectly related to self-efficacy through social power. Among the dimensions of perceived social status, social power was found to be indirectly related to work hope through self-efficacy, and social prestige found to be directly related to work hope. Further, self-efficacy was related to work hope both directly and indirectly. Among the aspects of time perspective, the present hedonistic was significantly and positively related to work hope; however, present fatalistic was significantly and negatively related to work hope. In general, the results showed that the self-efficacy, social prestige, social support, present hedonistic, present fatalistic and family support could predict work hope.

The aim of the present study was to design a model of job feedback communication skills, power of feedback source and recipient dignity in improving the job performance of physical education experts of Payame Noor universities. The aim of the present study was applied and descriptive-correlational, which was conducted in the field. The statistical population included physical education experts of Payame Noor universities (468 people) of whom 248 people were selected by stratified random sampling. Data collection tools included Pierce organizational self-esteem questionnaire (1989), Alders job feedback (2000), feedback source power Hinkin (1989) and Fedor (2001). The reliability of the questionnaires was above 0.75. Descriptive statistics were used to describe the data and in the inferential section Pearson correlation coefficient, path analysis and structural equation method were used. The results showed that job feedback has a positive and significant effect on improving job performance, source of feedback strength and recipient dignity. The power of the source of feedback and the dignity of the recipient, on the improvement of job performance, the positive effect and meaning of the drug The power of the source of feedback and the dignity of the recipient of feedback play a mediating role in the relationship between job feedback and improving job performance.Therefore, considering the significant effect of variables related to communication skills on job performance, and according to psychological (self-esteem) and organizational factors (resource power) job feedback, effectiveness and increase the likelihood of accepting feedback, the job performance of physical education experts can be Improved.

The purpose of this study was to investigate the relationship between power bases of sport federation's president (PBSP-other) with employees effectiveness. Population of this study was employees included of experts, federation committee chiefs and vise chiefs federation committee, n=288 that completed (POSP-other) questionnaire and employees Effectiveness. PBSP–other questionnaire (with 15 questions) and the items of employees effectiveness questionnaire consisted 20 questions includes: Job satisfaction 6 questions, job stress 6 questions, job performance 4 questions and intend to stay 4 questions. After translation process and confirmation, with commentary of experts, face and content validity of the questionnaire were performed using confirmatory and construct validity factor analysis. Reliability of each scale was tested: POSP_other Cronbach's alpha =0/95 and employees effectiveness Cronbach's alpha=.81. Pearson correlation coefficient and hierarchical multiple regression analyses were performed on data from employees. The results indicated POSP_other were: legitment, refrent, expert, reward and punishment respectively and significant relationship were found between PBSP-other and employees effectiveness, r=0/35. Hierarchical multiple regression analyses revealed that amoung power bases, referent power was better predictor for employees effectiveness.

The purpose of this survey was to study the relationship between job factors (job satisfaction, job burnout) and organizational factors (organizational commitment, organizational climate) with the organizational citizenship behavior of members of the faculty of Islamic Azad University – Zone 1 branches, in order to provide an appropriate model. The statistical population of this study consisted of all 3100 faculty members of Islamic Azad University – Zone 1 branches, in 2008-2009 academic year. 397 were selected as sample population by use of random sampling method. Five questionnaires namely: organizational citizenship behavior, job satisfaction, job burnout, organizational commitment and organizational climate were used to collect the required data. Such statistical methods as one sample t-test Pearson's correlation coefficient, cronbach alpha, multivariate regression and path analysis were used to analyzed the data. Results showed that the onset of organizational citizenship behavior among the faculty members was little higher than the average level. The variables of job satisfaction and organizational commitment had a positive effect on the organizational citizenship behavior while job burnout and organizational climate had a negative effect on it. Of the job satisfaction components, the components of works nature, satisfaction with colleagues and satisfaction with the salary and benefits had the ability to predict organizational citizenship behavior. Of the three job burnout components, that is, personal accomplishment, depersonalization and emotional exhaustion, all were able to predict organizational citizenship behavior in the reverse direction. Of the three components of organizational commitment, only the component of normative commitment was able to predict the organizational citizenship behavior in the positive direction. Of the five components of organizational climate, only the component of the manager's supportive behavior was able to predict the organizational citizenship behavior in the positive direction.

The importance of the job satisfaction in aspects such performance, job commitment and so on is not secret to managers and many researches have been done in this field. Furthermore, one influencing dimension on the job satisfaction is personality that it’s various aspects has been studied. This study examines the relationships between the job satisfaction and three important aspects of personality: locus of control, need to achievement, and need to power. In a compressional-correlation study, 150 personnel of Sina and Iranmehr hospital were participated. Data were collected by job satisfaction Luthans, locus of control Spector, need to achievement, and need to power of Sokolowski questionnaire. Data were analyzed using Pearson correlation, T tests and SPSS 16 software. The result of Pearson correlation showed significant relationships between: locus of control and job satisfaction, need to achievement and locus of control, need to power and locus of control. Also, the result of Anova test confirms these relationships. Furthermore, the result of T test didn’t show the significant difference between two hospitals from the standpoint of study variables scores.

The purpose of this article is to answer this question that what kind of power bases that regional electricity company managers use, will lead to more stress in their employees. The Statistical population included all workers of regional electricity company of Rasht and sample by using non-probability sampling method, 260 personnel were chosen. The data collection tool was standard questionnaire, as well as for reliability, the Cronbach's alpha coefficient was used. For the analysis of questionnaire data, descriptive statistics (mean and standard deviation) and inferential statistics (Friedman test and Pearson's correlation coefficient) were used. The analysis results showed that Stress is affects of type of power is applied and there is a significant relationship between the managers power bases include the official power and the personal power and employees stress. Also, all components of official power positively associated with employees job stress, While that the dimensions of personal power have a negative relationship with stress this means that as much as the manager use the formal power includes legitimate power, coercive power and reward power the rate of subordinate’s job stress will increase and on the contrary, as much as manager take advantage of personal power in the management staff stress will be reduced.