نشریه پژوهش های روان شناختی در مدیریت
سال نهم شماره 2 (پیاپی 17، پاییز و زمستان 1402)

Intention to employee turnover of key employees in leading organizations has become one of the most important concerns of managers and leaders that by changing the type of leadership style and relationships between managers and employees can reduce the tendency to turnover employees. Ethical leaders try to encourage employees to do the right thing, have justice and deal appropriately with clients in any situation and condition by creating moral awareness, giving responsibility and delegating some responsibilities to subordinates by creating a collaborative atmosphere. Ethical leadership style leads to improvement and promotion of leader-member exchange. Ethical leadership is an influencing factor on pro-social rule-breaking. Pro-social rule-breaking, which is a constructive and positive law breaking, leads to the reduction of deviant behaviors in employees and makes them attached to their organization and leads to the reduction of the intention to turnover in employees. The purpose of this study is to investigate the effect of ethical leadership on employee turnover with emphasis on mediation pro-social rule-breaking and leader-member exchange.

Design/Methodology/Approach: 

The research method is practical in terms of the type of objective. 3200 employees of Tehran Social Security Organization were selected as the population, based on random cluster sampling and using Cochran's formula, 342 people were selected as a statistical sample, and during this time, a questionnaire tool was used to collect data. In this regard, standard questionnaires were used, whose reliability and validity were confirmed during the research. In order to analyze the data, SPSS and AMOS software were used, and the data were analyzed using the structural equation modeling method.

The results showed that the ethical leadership style has a direct and significant effect on intention to employee turnover. Ethical leadership always considers the interests of employees and promotes friendship and justice among employees so that employees can trust their leaders. Employees' high trust in their leaders prevents them from leaving the service, so the rate of Turnover the organization decreases. Through the mediating variables of leader-member exchange and pro-social rule-breaking, it can indirectly have a significant effect on the intention to employee turnover. Ethical leaders, due to the promotion of ethical principles and fair treatment of employees, want employees to achieve their individual goals and achieve the goals of the beneficiaries, as a result, they grant the necessary power to the employees to be able to fulfill the individual goals and the beneficiaries of the cumbersome laws. Bypass Ethical leaders lead to the creation of friendly and intimate relationships with employees through fair behaviors, by creating value and moral awareness, giving authority and responsibility to people, adopting collaborative management, etc. In this way, leader-member exchange between managers and employees are strengthened and they can freely transfer information to each other and with full openness. Also, leader-member exchange can independently lead to pro-social rule-breaking in the organization.

The present research can bring many positive results and lead to the expansion of ethical leadership in organizations, which provides the basis for increasing communication between managers and employees, and also leads to achieving the organization's high goals and reducing intention to employee turnover. Social security organizations can encourage benevolent rule-breaking by promoting a culture of creativity and innovation, which can include giving employees more autonomy and flexibility in their work and encouraging them to think outside the box when dealing with social issues. Social security managers should try to establish an ethical leadership style in the organization and create a friendly and cooperative atmosphere in the organization so that employees can strive to achieve organizational goals and not be afraid of existing obstacles. Also, strengthening relationships is one of the requirements of any organization, especially the social security providers, so that the employees who attract and hire and hold training courses for them do not want to leave the place of service and can bring the organization closer to its real vision with increasing efforts. Social security organizations can promote ethical decision-making among employees by providing clear guidance on the organization's values and ethical principles and encouraging employees to consider the potential consequences of their actions.

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

Organizational culture is one of the most fundamental areas of change and transformation in the organization and has a special place in the topics related to knowledge management and organizational behavior.  Knowledge sharing has also been proposed as a vital element for organizations to expand integrated services, resource sharing, efforts to promote organizational learning, creativity, and innovation (Aristopour et al., 2021(. Weak organizational culture is one of the ineffective factors of any organization. Today, the knowledge of human forces is considered the most valuable and important capital and asset of companies and organizations. Knowledge is one of the most important competitive advantages in the organization in the field of competition, and improving the productivity and performance of the organization through the effective use of human power is an important issue and concern in organizations (Shams et al., 2022). Today, knowledge is the most valuable and important asset and competitive advantage of organizations. Organizational culture based on knowledge is one of the important and main components of behavioral knowledge in organizations and has been the focus of organizational and behavioral thinkers in recent years. One of the requirements of knowledge management is designing a model and formulating an organizational culture based on knowledge, which is addressed in this research. Therefore, the current research aims to design an interpretative structural model of knowledge-based organizational culture to create a platform for the effective implementation of knowledge management in a fuzzy environment.

Design/Methodology/Approach: 

The current research is based on the paradigm of positivism and is applied in terms of the type and purpose of the research. In terms of the data collection method, it is descriptive-analytical. The process of carrying out this research includes two main stages: Jager's fuzzy approach and structural-interpretive modeling. The statistical population of this research includes university experts from whom seven samples were selected. In the current research, first, the important elements in the knowledge-based organizational culture were identified with a fuzzy approach, and then the type of relationships was identified by experts using the interpretive structural modeling method.

Based on data analysis and with regard to , the seven elements were determined. The ISM model includes three levels. At the lowest level, i.e. the third level, strengthening of communication and interactions, designing of participation processes, and strengthening of group workspace are recognized as the influential elements of the model, and at the highest level, everyone's accountability is the most dependent element of the model; Because according to the diagram of penetration power and degree of dependence, the higher the elements are, the lower their stimulating power and the greater the degree of dependence. The insight that this model gives to managers and decision-makers can help them strengthen organizational culture to improve organizational knowledge. Also, this model helps them to have a comprehensive view of the complex relationships between the influencing factors in the field of knowledge-based organizational culture and to identify priorities and have a proper direction in their policies.

According to the results, it is suggested to revise and implement a new process in the design process of organizational culture, especially in knowledge-based organizations. Also, for future research, it is suggested to localize the designed organizational culture model in different organizations and institutions according to the specific conditions of each institution. The dimensions and elements of the model can also be of interest to researchers and they can be investigated, developed, and compared with the model elements of this research.

Today, the discussion on the characteristics of proper management and its tremendous effects on the innovation performance of organizations in both public and private sectors is evident. Recently, new management styles have been proposed that can be highly effective in implementing strategies and achieving organizational goals. This research examines how management characteristics impact organizational innovation performance by mediating organizational learning and moderating self-control in the Village Industrial Group.

Design/Methodology/Approach:

 The current research is based on objective criteria in the applied research group, employing the time criterion for data collection in the survey research group. It adopts a quantitative research approach based on the nature of the data and focuses on the characteristics of the subject or the research problem in correlation or concordance research. The research involves first-hand data collection through a field research method using the questionnaire technique, emphasizing the depth of comprehensive research. The primary tool for collecting information is a questionnaire, including four standard questionnaires: management characteristics (2001), organizational performance, organizational learning, and self-control. The questionnaire's validity was ensured through face and content validity, using a 5-point Likert scale. Data analysis was performed using SPSS23 statistical software and SmartPLS3 structural equation modeling. The questionnaire, presented as a 5-point Likert scale, underwent validity checks through content validity, with input from managers of the production, quality, and after-sales service management unit, confirming its acceptability. Reliability was established with Cronbach's alpha of 0.880, 0.852, 0.901, and 0.832, respectively. The statistical population of this research includes 1,600 people, encompassing managers, leaders, and workers of the industrial group in the Village. The research sample consists of 310 people, determined through simple random sampling according to Morgan's table.

This study relies on the resource-based perspective and knowledge-based perspective theories to explain how the Village Industrial Group achieves innovation through its internal and intangible resources. The findings demonstrate significant effects of management characteristics and organizational learning on organizational innovation performance, providing support for the meaning and expansion of these theories. The research findings reveal that management characteristics positively and significantly impact organizational innovation performance in RoostaGroup Co. Additionally, management characteristics positively affect organizational learning in RoostaGroup Co. Management characteristics have a positive mediating effect on organizational learning and a significant impact on innovation performance in RoostaGroup Co. Self-control positively moderates the effect of management characteristics on organizational learning in RoostaGroup Co.

The present study investigated the impact of management characteristics on organizational innovation performance with the mediation of organizational learning and moderation of self-control in RoostaGroup Co. The results indicate that management characteristics have a positive effect on innovation performance. Organizational learning plays a mediating role in the relationship between management characteristics and innovation performance, while self-control plays a moderating role.

The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and happiness, work-life balance, the ability to deal with daily pressures and stresses, the ability to create and maintain constructive relationships with other people, and the ability to have a meaningful and purposeful life. The purpose of this research is to investigate the effect of a health-oriented leadership style on the mental health of employees with the mediating role of the psychological needs of human resources.

The current research in terms of the method is quantitative, in terms of purpose is applied research in the field of human resources and organizational behavior, and in terms of collecting data and information is research with a descriptive survey approach. The statistical population of the research includes all managers and employees of the General Welfare Department of Fars province, numbering 254 people, and the statistical sample size based on Cochran's sample estimation formula is 153 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of health-oriented leadership were adapted from Safar Mohammadlou et al. (1401) with four dimensions (quality of life of employees, job actions, management and leadership style, and environmental strategies), to measure the variable of psychological needs of human resources the criteria were adopted from the Humphreys questionnaire by Soltaninejad et al. (2003) with four dimensions (self-esteem, self-awareness, self-renewal, and sense of belonging), and the mental health variable of employees was adopted from Keyes (2002) with three dimensions (emotional well-being, mental health, and social health). Also, to analyze the data, the structural equation modeling method, and SPSS 22 and Lisrel statistical analysis software were used. 

The results of this research showed that health-oriented leadership has a significant effect on the mental health of employees and the psychological needs of human resources; Also, the psychological needs of human resources have a significant effect on the mental health of employees; And finally, health-oriented leadership has a significant effect on the mental health of employees with the mediating role of psychological needs of human resources. 

Health-oriented leadership style improves the health and mental health of employees by strengthening the psychological needs of human resources in the organization. This type of leadership style, through the component of managing the quality of life of employees, has encouraged them to maintain a balance between their personal and professional lives, which can lead to self-awareness, a sense of belonging to the organization, reducing stress and increasing employee satisfaction to improve health. On the other hand, health-oriented leaders use environmental strategies to create a work and spiritual environment that is governed by moral values and norms, through the two components of self-respect and self-awareness, so that employees can easily communicate with each other and learn and benefit from each other's experiences and knowledge, and as a result, help to improve the morale and mental health of employees in the atmosphere of constructive cooperation.. Finally, health-oriented leaders have paid attention to the issue that the job is one of the most important sources for physical and mental injuries, and by creating conditions for each employee about the components of self-regeneration and a sense of belonging in the work environment, establish a relationship between the job and the employee, so that the mental health of the employees is guaranteed.

Today, in a rapidly changing world, the ability to change regularly is very important to adapt to external challenges. However, changes in the basic characteristics of the organization may increase the probability of failure. For this reason, it seems that organizational transformation efforts cause resistance and it is one of the most important obstacles facing contemporary companies, especially in this regard. Organizational inertia is a term used to describe this aversion to change as well as the desire to maintain the status quo (Teofilus et al., 2022). Many behavioral researchers emphasize the importance of a "self-aware mind" whose benefits can be used to develop desirable behaviors (Bhardwaj & Pareek, 2023). Researchers and behavioral thinkers should pay a lot of attention to mindfulness; Because the wider use of this type of tactics offers great potential in various economic, social, etc. fields (Krickel, 2023). On the other hand, coaching as a rapidly growing and expanding profession is used to develop leadership and mental skills at all organizational levels. By using coaching skills, it becomes possible to teach mindfulness skills to all organizational levels. Moreover, by being fully involved in this process, outstanding leaders not only increase their leadership strategies but also reap useful values (Susanto, 2023). Therefore, to adopt an innovative business model in any organization, the inertia for change is a fundamental obstacle and its role has not been fully investigated (Moradi et al, 2021).

Since the purpose of the research is to determine the relationships between the variables, the current research is of an applied type, and in terms of the method of data collection, it is descriptive, correlational, and single-section. The statistical sample of the research is 103 employees of the Kashan Electricity Distribution Company using the available sampling method. A 24-question questionnaire based on an ordinal scale and a five-point Likert scale was used to collect data. The questionnaire of this research consists of two parts: the first part includes demographic questions and the second part includes the main questions of the questionnaire that were raised based on the variables of the research and their validity and reliability were confirmed. The questionnaire includes three dimensions (coaching, mental-awareness, organizational inertia). The questions were reviewed by some professors. Also, to check the reliability and validity of the measurement model, Smart-PLS software was used due to its ability to test theories in the form of equations between variables. As can be seen, Cronbach's alpha coefficient for all research constructs is more than 0.7, which is at the desired level and shows the validity of the research measures.

The obtained results indicate that coaching has a negative and significant effect on organizational inertia in Kashan Electricity Distribution Company. Also, the positive and significant effect of coaching on the organizational mindfulness of employees of Kashan Electricity Distribution Company was confirmed. On the other hand, organizational mindfulness has a negative and significant effect on organizational inertia. Finally, the results of this research showed that organizational mindfulness plays a mediating role in the relationship between coaching and organizational inertia.Discussion and

Managers of electricity distribution companies are generally in a state of economic stagnation and feel that it is difficult to make fundamental changes. On the other hand, companies are looking for different coaching approaches to influence employees' behaviors and their training and learning, which may sometimes lead to employees' awareness and deeper understanding of their current situation and the organization. When the organization uses various resources such as time, manpower, money, communication, approvals, etc. in one direction, the change from the current direction is due to the unwillingness to waste the resources spent in the past and the patterns that have become a habit. As a result, managers can act by applying various coaching methods in line with deep awareness and alertness of the organization and increase the progress and evolution of the company. Managers of electricity distribution companies should note that at the beginning of the manager's entry into the system, it is possible to overcome organizational inertia much more than later. Over time, due to getting used to the existing situation and getting out of the shock of management change, the manager and employees tend to return to the previous situation and inertia prevents the organization from changing. On the other hand, for future research, it is suggested to investigate the relationship of this concept with other mentioned topics. Also, since the current research was conducted only in a limited industrial environment, it is suggested that this research be tested in other companies, industries, and cities as well.

Mindfulness is a psychologically appropriate process of paying attention to successful experiences in the present without judgment. The ability to properly control the will, instinct, unconsciousness, and incomprehensibility is a special opportunity to correct past mistakes. In other words, mindfulness is the correct cultivation of awareness and vigilance by relying on care and taking into account special attention and different experiences in the present without judgment. Correct mindfulness increases the correct functioning of interpersonal-social relations and the efficiency of dealing with various stresses in people and creating correct and appropriate behavior. Customer satisfaction is a special and fundamental concept, and the examination of the positive behaviors resulting from this satisfaction in the company is considered very important, special, and vital; One of the very important factors that can influence the satisfaction of clients is the management of minds and in a special way, mindfulness. One of the organizations that has an urgent need to create client satisfaction is the tax department, and in the meantime, it is very important to use mindfulness and the signs and symptoms that affect improving people's behavior. Meanwhile, taking advantage of the very important component of organizational error tolerance and creativity in controlling the individual's inappropriate behavior and coping with problems and adversities can improve client satisfaction. Since no research with this title has been carried out in the Isfahan Tax Administration and among the employees so far and the very important component of mindfulness in explaining client satisfaction has not been used well and has been neglected, it is necessary to be addressed comprehensively. Based on this, the current research aims to investigate the effect of mindfulness on customer satisfaction with the mediating role of creativity and organizational fault tolerance.

Methodology/Design/Approach: 

The current research is practical in terms of its purpose and the method of carrying out the research is descriptive and survey method. The population studied in the current research consists of all the employees and managers (supervisors) of the Tax Affairs Department in Isfahan City, which included 300 people, and the sample size is 169 people based on the Cochran formula, and stratified random sampling is used. The research tool includes a standard questionnaire.

To analyze and measure the model of this research, data analysis using the structural equation model has been used. The results of the path analysis of structural equations and the Sobel test showed that mindfulness has an effect on client satisfaction with the mediating role of creativity of Isfahan tax affairs department employees with a critical rate of 9.136, which is more than 1.96. Also, mindfulness has an effect on the creativity of employees with a moderating role of organizational error tolerance in the Isfahan Tax Affairs Department with an impact factor of 0.54 and a critical value of 4.47. Based on this, mindfulness affects the creativity of employees in the Isfahan Tax Affairs Department with an impact factor of 0.63 and a critical value of 12.850, mindfulness affects client satisfaction in the Isfahan Tax Affairs Department with an impact factor of 0.23 and a critical value of 0.4 2 and creativity affects the satisfaction of clients in the Isfahan Tax Administration with an impact factor of 0.34 and a critical value of 3.120.

The results of path analysis of structural equations and Sobel's test showed that mindfulness affects client satisfaction, with the mediating role of creativity of Isfahan tax affairs department employees. Also, mindfulness affects the creativity of employees with the moderating role of organizational error tolerance in the Isfahan Tax Affairs Department. Based on this, mindfulness affects the creativity of employees in the Isfahan Tax Affairs Department, mindfulness affects client satisfaction in the Isfahan Tax Affairs Department, and creativity affects client satisfaction in the Isfahan Tax Affairs Department. Dealing with clients and customers and creating their satisfaction is one of the most important actions that employees should try in this field, which is to use new methods and benefit from creativity and innovations in various work and practical dimensions since it can be the basis of customer satisfaction. Employees should be able to use their creativity to apply their special method to each customer so that they can have a proper understanding and satisfaction to be provided.

The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior with emphasis on the moderating role of collective atmosphere.

Design/Methodology/Approach: 

The current research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this research includes the number of 240 employees of Qarz al-Hasna Resalat Bank in Yazd province. Using Cochran's formula, 148 people were selected as a sample for the first half of 1400. From the questionnaires made by the researcher, Semer et al.'s illegitimate tasks (2010) consisting of 8 questions, Maslach and Jackson's (1981) job burnout consisting of 23 questions, Yam et al.'s psychological entitlement (2017) consisting of 4 questions, van Hooft's collective climate et al. (2009) consisting of 8 questions, and finally Masoomzadeh's anti-productive work behavior (2013) consisting of 11 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity (the content "this validity was obtained by surveying professors", convergent, this validity contains the average output variances (AVE) which should be more than 0.05), and divergent, this validity is also by comparing the root of AVE with the correlation between measured variables and for each of the reflective constructs, the root of AVE must be greater than the correlation of that construct with other constructs in the model) and to confirm the reliability, three criteria (the factor load, "this loadings for each question or independent variable are between 0 and 1 and indicate the degree of influence of that question or variable on the relevant factor, A factor loading higher than 0.5 is generally acceptable", the composite reliability coefficient, this reliability should be a value greater than 07 obtained 0.0 to indicate the internal stability of the constructs", Cronbach's alpha coefficient, "This coefficient should have values above (0.07)" (Fornell and Larcker, 1981) were used.

The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that illegitimate tasks have a positive and significant effect on anti-productive work behavior; a positive and significant effect on job burnout; a positive and significant effect on psychological entitlement; and a negative and significant effect on the collective atmosphere. In addition, the results indicated that psychological entitlement can play a mediating role in influencing illegitimate tasks on counterproductive work behavior and job burnout.

Despite the design pattern, the bank can expect to be able to control counterproductive work behavior to advance its goals. This means that the bank should be able to fully control the level of illegitimate tasks, psychological entitlement, and job burnout. For example, by setting clear and fair tasks, reducing the use of illegitimate tasks, and providing training and career development opportunities, the bank can manage the level of illegitimate tasks. Also, the bank should develop burnout management by creating a healthy and supportive work environment. This includes measures such as work-life balance, employee empowerment, rest management strategies, and job variety. In addition, the role of managers in reducing the collective atmosphere is also very important. Managers should foster a team atmosphere by creating a positive work environment and encouraging cooperation and positive interaction among team members. By doing this, it is possible to reduce the negative impact of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior. Therefore, to manage anti-productive work behavior, the bank should pay attention to factors such as the level of illegitimate tasks, psychological entitlement, job burnout, and collective atmosphere. By controlling these factors and creating a positive environment, the bank can improve productivity.

Ethical leadership is related to important consequences such as motivation, satisfaction, performance, social behavior, occupational anxiety, and destructive behaviors. Also, ethical leadership and leadership considerations are the strongest factors affecting job anxiety. When employees believe that their managers create an atmosphere of psychological support, mutual trust, help and friendship, and clarity of roles and tasks (a considerate leader), they experience less job ambiguity and, as a result, less job anxiety. Ethical leaders can also reduce job ambiguity by creating clear job expectations, which in turn has a great effect on reducing job anxiety. Ethical leaders model appropriate ethical behavior and provide guidance for how followers should respond to ethical dilemmas. When leaders are honest and trustworthy, job ambiguity among subordinates is reduced. Therefore, the purpose of this research is to survey the relationship between moral leadership and job stress with the mediating role of job ambiguity in the employees of Tehran's air conditioning factory.

Design/Methodology/Approach: 

This research is of an applied type and is included in descriptive correlational research. The statistical population of this study consisted of 450 workers and employees of the ventilation factory located in Tehran. The research method used in this research was correlational descriptive. The sample size of this research includes 114 according to the formula of Tabachnick and Fidel. The required information was collected by two methods library studies (to develop hypotheses) and field method (to test hypotheses). In this research, ethical leadership, job stress, and job ambiguity questionnaires were used. In this study, the content method was used to determine validity and Cronbach's alpha method was used to determine reliability, which was reported as 0.755 for ethical leadership, 0.782 for job stress, and 0.899 for job ambiguity. For data analysis, correlation coefficient and regression methods were used with the help of SPSS software.

According to the results, there is a relationship between ethical leadership and job stress. There is a relationship between ethical leadership and job ambiguity. There is a relationship between job stress and job ambiguity. Since all the relationships were proven, it can be concluded that moral leadership and job stress are related to the mediating role of job ambiguity in the employees of Tehran Poveish Ventilation Factory; Therefore, the main hypothesis of the research is proven.

   When employees believe that their managers create an atmosphere full of psychological support, mutual trust, help, and friendship (a considerate leader), they experience less role anxiety and, as a result, less job anxiety. Ethical leaders, relying on truth and moral character, awareness, moral orientation to society and people, motivating, encouraging, empowering, and morally responsible management along with observing moral values, should be able to reduce the level of job ambiguity among employees in different fields. Finally, it was concluded that job ambiguity causes job anxiety, and it psychologically leads to poor performance of employees.

Considering the conditions and crises existing in today's organizations, the penetration of indifference and organizational silence as well as the concerns of employees to meet their spiritual needs, are the challenges that organizations are facing. One of these bottlenecks is having a happy organization and cheerful employees. The existence of cheerfulness among the workforce is very valuable and important, because a cheerful workforce can make the work environment favorable for themselves and their colleagues, and with good morals, they can cause client satisfaction and organizational productivity. The current research has been carried out to design a model of vitality and establish an efficient system of creating vitality in the workforce and taking advantage of its results in the organization's earnings and the literature of this field.

Research Method/Approach: 

The current research is practical in terms of purpose and has been carried out qualitatively using the database theory. The statistical community is Tabriz International Airport's experts. Sampling was done using the theoretical method and the purposeful (judgmental) and snowball (chain) methods based on the theoretical saturation of the data; in such a way that the interview was conducted until reaching theoretical saturation in this field. The method of database theory is a suitable method for examining the topic of this research. The theory is formed in a systematic way and based on real data. The importance of this method in the organization is due to the understanding of the lived experience and background of the employees of Tabriz International Airport in the field of human resources.

The results of the data analysis obtained during the process of open, central, and selective coding led to the creation of foundation data theory in the field of employee vitality. Validation of the theory was done and the elements of the designed model were made up of causal, background, and mediating conditions that show the central phenomenon, consequences, and strategies for the implementation of the general policy. The effective causal conditions in vitality that the researcher has extracted its categories are professional incentives, social incentives, and psychological capital. The professional incentive is related to work skills, autonomy, familiarity with the nature of work, effort, and variety of activities in the work environment. According to the conducted interviews and the centrality of the topic, the central phenomenon includes professional vitality, communication vitality, and feedback vitality, which together include the general category of vitality. Contextual conditions show a set of special characteristics that this set of special characteristics or conditions usually affect general strategies or in other words, they are the place of incidents or events related to the main phenomenon. Structural elements include managerial actions and behavior and content and instrumental infrastructures. These factors leave a positive or negative effect on the organization. Intermediate or contingent elements or intervening elements are general and wider conditions, such as time, place, culture, and economy, which are effective on the main strategies. The nature of these elements is such that the way of reacting to them depends on the conditions and situation. These factors have the most important effect on macro strategies and their nature is such that they change over time. The extracted elements are general cultural and moral beliefs. Strategic factors including strategies for improving vitality include: creating psychological ownership and maintaining and revitalizing the material and spiritual rights of the workforce. Another result of this research is the statistics of the consequences of the main phenomenon. These consequences are the actions and reactions that occur as a result of the action to manage and control the main phenomenon. The results obtained are performance improvement, progress and development, diffusion, and synergy.

  Agents and policymakers can plan and use the results of this research for more efficiency in airports to improve the vitality of employees and the success of the workforce. It also enriches the theoretical gap in terms of literature and theoretical foundations. Finally, practical suggestions were presented.

In today's complex environment, it is necessary for the success of organizations to maintain stable employability. The benefits related to job regeneration and the quality of relationships with colleagues effectively determine the success of people to stay in employable jobs in a very competitive world. Knowledge-based organizations, which play an important role in society by hiring skilled people, should associate themselves with the emerging changes and developments in the organization's new environment and strive for the stability of employability in this competitive environment. Today, the most important component of empowering employees for employability during employment is relationships with colleagues. All human beings need to establish relationships with others in the family, school, and work environments; Because creating good relationships is one of the most basic elements of happiness and success of every person in life. With these interpretations, co-worker relationship management constitutes an emerging trend in human resource management through creating and maintaining personal relationships and mutual value with employees based on information technology and also has an interesting impact on daily tasks, processes, and responsibilities. The current research was conducted to investigate the effect of the quality of relationships with colleagues on the ability to be employed sustainably with the mediating role of career regeneration.

Design/Methodology/Approach: 

This research is based on a practical purpose and in terms of method, it is a descriptive survey. The respondents of this research were 120 experts from knowledge-based organizations active in the science and technology park of Lorestan province. Using Morgan's table, 92 people were selected as a sample using a simple random method. A standard questionnaire was used to collect research data. Cronbach's alpha method and composite reliability and validity were measured by the convergent method. A structural equation modeling approach and pls software were used to analyze the data. Regarding the analysis method and software used in this research, it is necessary to explain that SPSS software and Cronbach's alpha were used to check and test the normality of the data and measure the reliability of the data collection tool. Also, Smart PLS software was used to measure the convergent and divergent validity of the questionnaire and to test the research hypotheses. Content validity, convergent validity, and divergent validity have been used to verify the validity of the measurement tool. Content validity has been established by ensuring the consistency between the measurement indicators and the existing literature, and it has been obtained through a survey of professors.

The results of the hypothesis test showed that the quality of relationships with colleagues has a positive and significant effect on sustainable employability; Also, the effect of the quality of relationships with colleagues on job regeneration was confirmed. In addition, the effect of the role of job regeneration on sustainable employability was confirmed. Finally, it can be said that job regeneration has a mediating role in the quality of relationships with colleagues on sustainable employability.

The results of the research indicate that organizations should involve all employees in job regeneration to benefit from strategic benefits; Because this work brings many advantages for individuals and organizations. In addition, job reinvention is a personal human resource management practice, and its integration with management-oriented human resource management practices solves new work needs and challenges, and finally, new insight for managers and employers of knowledge-based organizations. brings to invent methods of quality relationships with colleagues to improve job skills as well as organizational effectiveness and sustainable employability. Regarding the practical and applied aspect of the current research, it should be said that by increasing the quality of relationships with colleagues based on friendship, trust, intimacy, personal concern and respect, organizations can develop participation in their organizational structure and enrich work and maintain Increase sustainable employability and also, to meet the emerging job needs, turn to job regeneration by improving the job skills of the employees and keep and hire skilled and qualified people in the organization while maintaining their strategic advantage.

This study was conducted to identify the lived experiences of shift workers of Ilam Gas Refining Company regarding the conflict between work and family. One of the factors that affect the mental health of the workforce and their productivity and is emphasized in various studies is the work-family conflict. Work-family conflict has many negative consequences such as absenteeism, increased job turnover, and decreased performance. This research can help the managers of Ilam Gas Refining Company and other organizations and companies that have shift workers to design programs by knowing the antecedents and consequences of work-family conflict and reducing these antecedents and consequences as much as possible.Research Method/Approach: The method of this research is practical and of the type of qualitative studies, as it deals with the lived experiences of the shift workers of Ilam Gas Refining Company of work-family conflict. Considering that the main subject of the research is the phenomenon of work-family conflict and the participants in the research have directly experienced this phenomenon, the best method that can give an appropriate answer to the research question is the qualitative research method, which is one of the phenomenological types. In this research, the phenomenological method based on the modified model of Stevick-Colaizzi-Keen has been used. The statistical population of the research is all of the shift workers of Ilam Gas Refining Company. The method of determining the participants is based on the purposeful sampling method. To collect information, the interview tool was used and the interviews with the participants were continued with the phenomenological approach until the saturation of information was reached.

To analyze the data, the modified method of Stevick-Colaizzi-Keen was used. The required data was collected through semi-structured interviews with 22 employees who were selected as a purposive sampling. The participants' lived experiences analysis regarding the antecedents of work and family conflict were categorized into three main categories of personal, family, and occupational antecedents, and the consequences of work and family conflict were categorized into three categories of personal, family, and occupational consequences.Discussion and

The results of pieces of research in the field of work-family and family-work conflict show that the first vulnerable area of these two types of conflict is job satisfaction and marital satisfaction, and this conflict is equally important for individuals and organizations; For the organization, it is associated with a decrease in productivity, a decrease in the job satisfaction of employees, an increase in tardiness and absenteeism of employees, an increase in withdrawal from work, and a decrease in organizational commitment. A working father leads to inefficient performance of maternal, paternal, and husband duties, decreasing marital satisfaction and mental health (increasing anxiety and depression, etc.), and increasing conflict and divorce. In the interpretation of this issue, it should be said that the participants in the research (shift workers of Ilam Gas Refining Company) believed that job factors in the refinery lead to conflict between work and family, and one of the themes obtained in this research is the inconsistency of the job situation. It puts the lives of employees in an unbalanced and chaotic situation. Continuous or temporary absence of spouses puts additional pressure on the family, and on the other hand, sometimes causes the man to lose his job. In this case, the responsibility of the family will be on the woman and this responsibility will have unpleasant consequences. Some of the interviewees either remained unmarried or got married late due to the awareness of the roles of men and women in the family, as well as the fear of neglecting the upbringing of their children.In the meantime, the employees of Ilam Gas Refinery have also pointed out the positive consequences. For example, playing two roles at the same time has led to an increase in the quality of the father's role and better upbringing of children. Some have been supported and encouraged by their spouses and children and have felt proud of their job position. Another pleasant aspect of playing two roles at the same time is the independence of these people's children. Some employees were satisfied with the lack of dependence and independence of their children.