This study aimed to determine the relationship between core self-assessment and organizational citizenship behavior motivations with organizational citizenship behavior of schools administrators was conducted in three grades of Behbehan city. Therefore, from all schools administrator of three grades in Behbehan city,113 persons were selected by using simple random sampling.To collect data, core self-assessment questionnaire, organizational citizenship behavior motivations and organizational citizenship behavior questionnaires were used. Research method is correlation. Data analysis was performed by Pearson correlation coefficient and multiple regression. The results showed that the core self-assessment (self-esteem, self-efficacy, the inhibition and nervousness station) with organizational citizenship behavior had significant and positive relationships, and from mentioned variables, self-esteem and nervousness had most role in explaining the organizational citizenship behaviors of administrators , also organizational citizenship behavior motivations ( interest in the organization motivation, community values motivation and removal management motivation ) with organizational citizenship behavior had significant and positive relationship, and from mentioned variables interest in the organization motivation and removal management motivation have played most role in explaining the organizational citizenship behaviors of administrators.

The aim of this article is to investigation on the effecting models of emotional intelligence on organizational commitment and organizational citizenship behavior. Research Population included all staffs of lorestan tax administration. The size of this study sample was 97 people according to Cochrane equation. Regression analysis showed that emotional intelligence influence on organizational commitment and organizational citizenship behavior, and organizational commitment influence on organizational citizenship behavior. Between dimensions of emotional intelligence, Social skills and self-control respectively had the highest effect on organizational citizenship Behavior and organizational commitment. Between organizational commitment dimensions, continues commitment had the highest effect on organizational citizenship Behavior, but normative commitment didn’t have effect on the organizational citizenship behavior. The result of data analysis indicated that there is a significant relationship between education level and emotional intelligence, organizational citizenship behavior, emotional intelligence. And there was no significant difference between emotional intelligence, organizational citizenship behavior and organizational commitment of females and males.

The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The results of this study showed that organizational citizenship behavior has a direct effect on teachers' educational performance; job engagement has a direct effect on educational performance. organizational citizenship behavior has an indirect effect (through job engagement) on teachers' educational performance. Therefore, organizational citizenship behavior and the mediating role of teachers' job engagement play an effective role in enhancing the quality of their educational performance. hence, attention to the dimensions of organizational citizenship behavior and teachers' job engagement is essential for the quality of their educational performance.The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The results of this study showed that organizational citizenship behavior has a direct effect on teachers' educational performance; job engagement has a direct effect on educational performance. organizational citizenship behavior has an indirect effect (through job engagement) on teachers' educational performance. Therefore, organizational citizenship behavior and the mediating role of teachers' job engagement play an effective role in enhancing the quality of their educational performance. hence, attention to the dimensions of organizational citizenship behavior and teachers' job engagement is essential for the quality of their educational performance.The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The results of this study showed that organizational citizenship behavior has a direct effect on teachers' educational performance; job engagement has a direct effect on educational performance. organizational citizenship behavior has an indirect effect (through job engagement) on teachers' educational performance. Therefore, organizational citizenship behavior and the mediating role of teachers' job engagement play an effective role in enhancing the quality of their educational performance. hence, attention to the dimensions of organizational citizenship behavior and teachers' job engagement is essential for the quality of their educational performance.The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The results of this study showed that organizational citizenship behavior has a direct effect on teachers' educational performance; job engagement has a direct effect on educational performance. organizational citizenship behavior has an indirect effect (through job engagement) on teachers' educational performance. Therefore, organizational citizenship behavior and the mediating role of teachers' job engagement play an effective role in enhancing the quality of their educational performance. hence, attention to the dimensions of organizational citizenship behavior and teachers' job engagement is essential for the quality of their educational performance.The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The results of this study showed that organizational citizenship behavior has a direct effect on teachers' educational performance; job engagement has a direct effect on educational performance. organizational citizenship behavior has an indirect effect (through job engagement) on teachers' educational performance. Therefore, organizational citizenship behavior and the mediating role of teachers' job engagement play an effective role in enhancing the quality of their educational performance. hence, attention to the dimensions of organizational citizenship behavior and teachers' job engagement is essential for the quality of their educational performance.The present study was conducted with the aim of formulating a model of teachers' educational performanc based on organizational citizenship behavior and mediating job engagement. This research is an applied and descriptive correlational research. The population of the study consisted of teachers in Kurdistan province in the academic year 2019-20 which included 11040 people. The sample consisted of 358 teachers who were selected through cluster random sampling. Data were collected using questionnaires of Zarani educational performance, organizational citizenship behavior of Podsakov and job engagement of Schaufeli, et al. SPSS and LISREL were used to analyze the structural equations model. The

This paper examines the relations among emotional intelligence, work-family conflict and organizational citizenship behavior of nurses and the mediating effect of work-family conflict between emotional intelligence and organizational citizenship behavior among nurses. a questionnaire survey was carried out to explore the relations among emotional intelligence, work-family conflict and organizational citizenship behavior. a 51-item questionnaire which consist of emotional intelligence, work-family conflict and organizational citizenship behavior parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. The study resulted emotional intelligence was significantly and negatively related to work-family conflict(r=-0.26, p ≤ 0.01) and significantly and positively related to organizational citizenship behavior(r=0.62, p ≤ 0.01). The negative relation between work-family conflict and organizational citizenship behavior was also significant(r=-0.27, p ≤ 0.01). it was found that work-family conflict is a partial mediator between emotional intelligence and organizational citizenship behavior. The other finding of the study was that emotional intelligence, work-family conflict and organizational citizenship behaviors and some of their dimensions are significantly related to each other.

According to the importance of good behavior in organizations and its role in advancing the goals and improving organizational effectiveness، the purpose of present study was investigation of relationship between job satisfaction and perceived organizational justice with organizational citizenship behavior. The purpose of present study is investigation of relationship between job satisfaction and perceived organizational justice with organizational citizenship behavior. To this purpose a group including 167 employees of an industrial company in Tehran، selected with random sampling method and responded to Minnesota Satisfaction Questionnair (MSQ)، Perceived Organizational Justice (POJ) and Organizational Citizenship Behavior (OCB) questionnairs. Results indicate that، between job satisfaction with perceived organizational justice، and perceived organizational justices with organizational citizenship behavior، there are positive and significant relations. Results of regression model indicate interactional justice in explanation of organizational citizenship behavior direct to co-worker، and procedural justice with distributive justice in explanation of organizational citizenship behavior direct to organization، entered in regression model. Groups comparing with focus on demographic variables showed that groups differences in gender (P< 0/05)، division (P< 0/05) and inductee status (P< 0/01) are significant. So، it can be concluded that organizational justice and its subscales predict organizational citizenship behavior.

IntroductionToday, completely changed conditions of org organizagions and increasidy competition which necessitous effetivemess show the need for organizations to generate valuable staff; this generation of staff is called organizational soldiers. Doultless, such staff distinguishes effective organizations from non-effective ones. Staff who are willing to go beyond official obligations of their job represent what in recent years has been called “organizational citizenship behavior” (Morrisan, 1994).Organizational citizenship behavior has many advantage for the organizations. By protecting the interests of the organization, good organization citizens anable organization to allocate organization interests usefully. In organizations in which citizenship behavior is common, there exist more interesting places for working. They can employ the best persons for themselves (Dennis, 2005). Evaluations of preceding studies in the field of organizational citizenship behavior show the focus of attention of investigators into such relationship with several variants in the field of job satisfaction identified important preconditions of organizational citizenship behavior. Investigation questions1- Is there a significant relationship between job satisfaction and organizational citizenship behavior of Tehran University Personnels?2- Is there a significant relationship between job satisfaction with elements of organizational citizenship behavior of Tehran University Personnels?3- Is there a significant relationship between between elements of job satisfaction with organizational citizenship behavior of Tehran University Personnels?4- Are elements of job satisfaction the predictors of organizational citizenship behavior?5- Is there a significant relationship between organizational citizenship behavior of male and female experts of Tehran University? Reasearch In this study, the aim was to evaluate the relationship between job satisfaction with organizational citizenship behavior of Tehran university Personnels th rough descriptive-correlation, in which 136 subject, of Tehran University Personnels were selected by using Cochrane formula and simple sampling. In order to measure the job satisfaction of Personnels of job, description index of (JDI) Smith, Kendall and Halin(1969) was used, that accounted with Cronbach's alpha (0.91) and, is a sign of high validity of this questionnaire. Also, in order to evaluate the rate of organizational citizenship behavior, a 24-question questionnaire that pudsakef et. al (1990) constructed based on five – fold model of organ (1998); Means humanism, job conscience, magnanimity, propriety, and social customs, was used the questionnaire was given to 30 subjects as a sample and accounted Cronbach's alpha (0.94) which is a sign of high validity of this questionnaire in the study. Also in order to analysis the data of investigation descriptive statistical methods and inferential statistical method like Pearson correlation coefficient, and independent t- test and step by step regression ware used. Results of correlation test of Pearson indicates that there is a significant and positive relationship between job satisfaction and organizational citizenship behavior and elements of social customs, courtesy, and job conscience. Also, all elements of job satisfaction (promotion, supervision, salary, job and colleague) with organizational citizenship behavior find a meaningful relationship. Also, results indicate that of 5- folds dimension of job satisfaction only elements of salary and colleague are able to predict organizational citizenship behavior of experts.Results of t-test also indicate that there is a significant relationship between sexual variable and Organizational citizenship behavior.Discussion and Results of Pearson correlation coefficient show that there is a significant relationship between job satisfaction with organizational citizenship behavior of Personnels. This result conforms with findings of Organ and konovoski (1984), Marfio et al (2002), pudscaf et al (2000), Mio and Kim (2009), Jahangir et al (2006). When a person has a high job satisfaction, it means that he loves his job, has good feelings about his job and gives a great value to his job. And this is logical That such an employee has self joint, cooperative and support behavior, has a behavior more than its role and has more activity in order to serve his organization and obtain his goals. Also, Personnels believe that this relationship between job satisfaction and organizational citizenship behavior can be because those who have high job satisfaction in organizations, show reciprocal reaction to organizations that could prepare their job satisfacion. Also, there results indicate a meaningful relationship between job satisfaction with social custom elements, courtesy and job conscience of staff. Other results show that all elements of job satisfaction (promotion, job, supervision, salary and coworkers) have a meaningful relationship with organizational citizenship behavior of staffs. Results of analysis of step by step regression for predicting organizational citizenship behavior based on job satisfaction elements also show that salary and coworkers elements are of the most important predictor elements of organizational citizenship behavior.

The purpose of this study was to determine the relationship between transformational\ transactional leadership styles and organizational citizenship behavior in Physical Education Organization of Iran and which dimensions of these styles enhanced organizational citizenship behaviors of employees. The population of this study consisted of 273 employees of Physical Education Organization; 220 employees completed the questionnaire who consisted the sample of the study. The employees were required to complete Multifactor Leadership Questionnaire (Bass & Avolio 2000) and Organizational Citizenship Behavior Scale (Podsakoff et al. 1990). The validity and reliability coefficients of the questionnaires were calculated. The findings indicated that transformational leadership style and organizational citizenship behavior were moderate. There was a significant relationship between transformational\ transactional leadership styles and organizational citizenship behavior. Multiple regression analysis indicated that transformational leadership style was a stronger predictor of organizational citizenship behavior. Structural Equation Modeling (SEM) indicated that transformational leadership style had more effect on organizational citizenship behavior. It is recommended that managers use transformational leadership style.

By examining the organizational culture, the possible reaction of employees to organizational changes can be evaluated, predicted and guided, changes can be facilitated and new developments in the organization can be sustained. Transformational leadership creates the most effective organization by creating emotional contexts and contexts. One of the reasons for the success of large organizations is that they have employees who go beyond their formal duties; That is, employees who exhibit organizational citizenship behaviors. The purpose of this study is to explain the role of organizational culture and transformational leadership in the tendency to organizational citizenship behavior of education managers in Tehran.This study is a descriptive-correlational study that examines the tendency of education managers in Tehran to organizational citizenship behavior, based on two variables of organizational culture and transformational leadership. The statistical population of the present study includes all managers of education staff in Tehran in 1398. From the statistical population, a sample of 143 people was selected using a simple random sampling formula of Cochran. Denison's Organizational Culture Questionnaire with 60 questions, Afrenbass and Olivier Transformation Leadership Questionnaire with 20 questions and Podsakov Organizational Citizenship Behavior Questionnaire with 24 questions were used to collect data.The reliability of the organizational culture questionnaire with Cronbach's alpha coefficient of 0.89, the multi-factor leadership questionnaire with Cronbach's alpha coefficient of 0.83 and the organizational citizenship behavior questionnaire with Cronbach's alpha coefficient of 0.84 were confirmed.Data were described and analyzed using Pearson correlation coefficient and stepwise regression analysis. The results show that there is a positive and significant correlation between organizational culture and its dimensions (involvement in work, adaptation, adaptability and mission) with the tendency to organizational citizenship behavior of Tehran education managers and among the dimensions of culture Organizational, after mission, is the main "predictor" of organizational citizenship behavior of Tehran education staff managers.The results also show that there is a positive and significant correlation between transformational leadership and its dimensions (personal consideration, mental motivation, inspirational motivation and ideal influence) with the tendency of organizational citizenship behavior of Tehran education managers and among the dimensions of leadership The transformational, motivational dimension has the greatest ability to predict the tendency to organizational citizenship behavior.
Organizational culture is a set of values, beliefs, perceptions and inferences and ways of thinking and thinking in which the members of the organization have common features and it is what is taught to new members of the organization as a phenomenon and represents the value system. Is an organization and acts as a behavioral norm for employees. Recognition of organizational culture as an important necessity is a priority in the activities of managers of organizations, because with accurate knowledge of organizational culture and familiarity with its characteristics, management can organize its short-term, medium-term and long-term plans and face the challenges. And prepare the competition and increase its probability of success and survival rate.
In today's challenging world, organizations strive to hire employees who go beyond their assigned role and role in order to compete globally, meet customer needs and expectations, and adapt to the changing nature of the job; Because it is believed that these behaviors are reflected beyond the role in performance appraisal, affect employee participation in programs and can be said to be an effective factor in job involvement, organizational commitment and self-esteem.
In today's management literature, behaviors beyond the role of employees that are spontaneous and conscious are referred to as "organizational citizenship behavior." A good organizational citizen is an idea that includes a variety of employee behaviors; Such as accepting and assuming additional duties and responsibilities, the role and adherence to organizational rules and procedures that contribute to the effective performance of the organization. According to the mentioned contexts and the tendency to organizational citizenship behavior is one of the basic necessities of organizations, the present study explains the role of organizational culture and transformational leadership tendency to organizational citizenship behavior of Tehran education staff managers and for this purpose tries to Answer the following questions:1- Is there a significant relationship between organizational culture and its dimensions (involvement in work, adaptation, adaptability and mission) with the tendency to organizational citizenship behavior in the managers of education headquarters in Tehran?
2- Is there a significant relationship between transformational leadership and its dimensions (mental persuasion, ideal influence, inspirational motivation and personal consideration) with the tendency to organizational citizenship behavior in the directors of education in Tehran?
3- Do the predictive dimensions of organizational culture (involvement in work, adaptation, adaptability and mission) have the ability to predict the tendency to organizational citizenship behavior in the education managers of Tehran?
4- Do the predictive dimensions of transformational leadership (subjective persuasion, ideal influence, inspirational motivation and personal consideration) have the ability to predict the tendency to organizational citizenship behavior in the managers of Tehran's education headquarters?
Findings from explaining the role of organizational culture and transformational leadership in the tendency to organizational citizenship behavior showed that there is a positive and significant correlation between the two variables of organizational culture and tendency to organizational citizenship behavior and also between the two variables of transformational leadership and tendency to organizational citizenship behavior.
In other words, the more attention is paid to organizational culture and transformational leadership in Tehran education, the more likely they are to increase their tendency towards organizational citizenship behavior. This finding indicates the obvious need for the tendency towards organizational citizenship behavior in variables such as organizational culture and transformational leadership in education in Tehran, which is also mentioned in the statements of Asgari et al. (2008) and Modasir and Singh (2000). . Findings showed that there is a positive relationship between organizational culture and its components and with the tendency to organizational citizenship behavior of managers.
If the Department of Education engages its managers in decision-making and policy-making and plans for team building and development of managers' capabilities, and also managers are aware of the core values of the organization and are aware of And if there is internal integration and external adaptability in education and managers are aware of the mission and philosophy of existence, mission, goals and strategies, these cases will cause organizational citizenship behavior of education managers.
Also, if the senior managers of the education department have a positive relationship with the middle managers of their subdivisions, influence them and encourage them towards organizational goals, consider mutual respect, increase the motivation of their followers to work and differentiate. Individuals of their followers should pay attention to the tendency of organizational citizenship behavior in followers.

The aim of this study was Investigation of the relationship between Spiritual Quotient dimensions and Organizational Health with the mediating role of Organizational Citizenship behavior at Fars regional electric company. This is an applied research Due to the nature and its objectives, and to implement it, the correlation method is used. The statistical population of this study included all staff of Fars Regional Electric Company who were about 270 people. From this population 159 staff, considering Morgan table, were selected as sample by random sampling method. Data collection was performed by the completion of three questionnaires 1) King Spiritual Intelligence, 2) Hoy and Feldman Organizational Health, and 3) Sahranavard made scale of Organizational Citizenship Behavior. The result revealed that there is a significant positive relationship between Spiritual quotient and Organizational citizenship behavior also between Organizational citizenship behavior and Organizational Health, and between Spiritual quotient and Organizational Health too. So, Organizational citizenship behavior in total, have been able to play the mediating role between Spiritual quotient dimensions and Organizational health. Based on the result of this research can conclude that Organizational citizenship behavior play the mediating role between Spiritual quotient dimensions and Organizational health.

sector. The aim of this study was caused by the formation of organizational citizenship behavior based on service public motivation, social capital and organizational commitment. The research method is descriptive-correlation and path analysis. The study population included all employees of state-owned banks Kerman is from this community sample of 220 persons. Four questionnaires to collect data service-oriented motivation, organizational citizenship behavior, social capital and organizational commitment is employed. To determine the validity of confirmatory factor analysis was performed. And to evaluate the reliability of Cronbach's alpha coefficient was calculated, the coefficient for the questionnaire respectively, 0.89, 0.89, 0.91 and 0.91 were fulfilled. The data collected were analyzed with statistical software SPSS and Amos. The results showed that service-oriented motivation, organizational commitment, organizational citizenship behavior and social capital influences. The impact of social capital on organizational citizenship behavior and organizational commitment and organizational commitment on organizational citizenship behavior had a significant impact. The role of mediator variables, organizational citizenship behavior and organizational commitment that these two variables mediating role was not confirmed.