نشریه پژوهش های روان شناختی در مدیریت
پیاپی 7 (پاییز و زمستان 1397)

The aim of this study was to examining the mediating role of psychological capital in the relationship of work overload and job control. Study is practical and the type of research is descriptive and correlational. The population was all 155 employees of the Maskan Bank of Bojnourd and 110 were the sample according to table-Morgan and method of sampling is stratified random. The data was collected by three questionnaires: work overload Goudarzi (2007), Job Control of Daniels and Harris (2005) and Psychological Capital of Luthans (2007). A Cronbach's reliability through the alphabet, respectively, 0.98, 0.88, 0.92, and validity of questionnaires was the content and were approved by Professors and experts. To analyze the findings in the descriptive statistics of frequency distribution tables, graphs, mean and standard deviation. And inferential statistics to analyze the data using structural equation modeling software is used LISREL version 8. Statistical test results showed that there is a significant relationship between role overload and job control. There is a significant relationship between role overload and psychological capital.

Identifying the variables that reduce the effects of job stress on positive behaviors is essential in work and organizational systems. Following this, current research was administered with the aim of investigating the relationship between job stress with affective-collective investment and organizational citizenship behaviors. Research method was correlation and the research statistical population was the employees of sugar factory in west Islamabad city, in the summer of 2017. Among them, 202 persons was selected using convenience sampling. Research instrument consisted of job stress questionnaire (Golparvar et al, 2012), affective-collective investment scale (Golparvar, 2017) and organizational citizenship behaviors scale (Lee & Allen, 2002). Data was analyzed with the use of Structure Equation Modeling (SEM). Results revealed that there is a negative significant relationship between job stress with affective-collective investment and citizenship behaviors (p<0.01), and there is a positive significant relationship between affective-collective investment and citizenship behaviors (p<0.01). Results of structural equation modeling and mediation analysis indicated that affective-collective investment is a complete mediator on the relationship between job stress and citizenship behaviors. Overall, the results of this study showed that with the presence of affective-collective investment, the direct relationship between job stress and citizenship behaviors is disconnected. Keywords: Job stress, Affective-collective investment, Citizenship behaviors, Industries employees.

The purpose of the present research was to explain the role of Managers Sense of Humor on Creativity Employee in Sport and Youth offices of Staff Kermanshah Regarding with the role of Positive Organizational Behavior. The population of this study included all employees of Youth and Sports offices of Kerman Province (N=228). Among them, 169 people were chosen cluster random sampling. The questionnaires of Sense of Humor (Khoshui et al, 2009), Positive Organizational Behavior (Luthans et al, 2009), and Creativity Employee (Sarmad et al, 2011) was used to collect the data, The reliability of a preliminary study on 30 subjects by using Cronbach's alpha were calculated (0/83, 0/82, 0/65). The data were analyzed by Pearson correlation, Sobel test equation and Structural Equation Modeling. Findings indicated that Managers Sense of Humor has a direct and significant impact on Positive Organizational Behavior and Creativity Employee. Also the Positive Organizational Behavior has a direct and positive impact on Creativity Employee. the results obtained imply the importance of Sense of Humor and Positive Organizational Behavior and Creativity Employee. Therefore the results suggest that experts Sport and Youth offices of Staff In order to create and strengthen the creativity of the staff, Use the programs Increase Sense of humor and positive organizational behavior.

The practice of growing job stress and burnout and the alienation of employees, demonstrated that managers and employees need to take leadership and strong leadership skills, this will be possible through the transformational leader in the organization. The purpose of this study is examainig the effect of transformational leadership on self-leadership and job burnout on the organization's staff. This research is applied objective and the descriptive method of data collection. The study sample, all the staff of the Office of Economic Affairs and Finance Kermanshah province, 112 people of which 87 were selected by Cochran statistical formula. In order to explain the relationship between the research variables it's was used of transformational leadership questionnaire Robin (2005), burnout Maslach (2002) and Houghton and Neck (2002), that its reliability through Cronbach's alpha and validity through the content validity were examined. Data analysis done with Structural equation modeling analysis software through Smart-PLS. The results showed that transformational leadership has significant positive impact on self-leadership and reduce on job burnout. While relation between idealized influence and individual Consideration components of transformational leaders hip on self-leadership was not confirmed. Keywords: transformational leadership, self -leadership, job burnout.

In today's societies where relationships are extremely fragile among individuals and groups, trust, which is posited as a central issue in the organization, can contribute to the growth and sustainability of these relationships. On the other hand, paying attention to the welfare of employees increases the level of perceived vitality among them, which makes it profitable. The main purpose of this research is to investigate the effect of organizational trust on productivity with the role of mediator of vitality. The present research is a descriptive-correlation one in terms of applied purpose and in terms of collecting data. To do this, a sample of 225 people from the 540 population community was selected according to Cochran's formula among employees of Ilam University based on random sampling method. The research tool is a questionnaire. Validity of the questionnaires was confirmed through content validity and their reliability was measured by Cronbach's alpha and 0.97, 0.98, 0.96, respectively. To analyze the collected data, in the first stage, using the Pearson Correlation test, the relationship between each of the predictor variables was evaluated separately with the criterion variable, and in the second stage, to determine the contribution of each of the variables before Based on the criterion variable, multivariate regression analysis was used. The results showed that organizational trust affects productivity. Also, vitality can have a mediator role in this regard. Trust and confidence facilitate friendly communication and transfer of knowledge to other employees, which increases productivity in the organization.

Today, organizations are trying to select employees to perform beyond their assigned task in order to compete globally. In this regard, the concept of organizational citizenship behavior that promotes organizational performance goes beyond the formal systems of the organization, and in the Western materialist literature on management, there is no clear reason for this behavior by employees. Using the valuable words of Amir Raqq and the treasures of Nahjolbalagheh and Rights thesis of Imam Sajjad (peace be upon him) on Qualitative Content Analysis, this paper explores and analyzes beyond the theory of organizational citizenship behavior and its dimensions (typology, conscientiousness, duty). Chastity, courtesy and kindness, civic virtue). In addition to the similarities found in humanitarian components of organizational citizenship behavior between existing literature on Nahjolbalagheh and Rights Thesis of Imam Sajjad (peace be upon him), in addition to the similarities found in the humanitarian perspective, two points of difference were introduced. One distinction is self-sacrifice and self-sacrifice, and the other one that serves as the source of all the components of organizational citizenship behavior is sincerity. Sincerity can underlie the emergence of organizational citizenship behaviors from the point of view of Alavi Islam. The developed model of this research is outlined at the end. In this model, in addition to the dimensions of organizational citizenship behavior, two Islamic dimensions are presented in the field of organizational citizenship behavior such as self-sacrifice and sincerity, which is the main source of all of them.