The purpose of this study was designing and testing a model of antecedents and consequences of emotional labor strategies. The research sample consisted of 210 nurses of Golestan hospital of Ahwaz who were selected by random sampling method. The instruments used in the study were emotional labor questionnaire (Grandey, 1999), emotional intelligence questionnaire (Wong & Law, 2002), Conscientiousness questionnaire (Costa & McCrae, 1985), political skills questionnaire (Ferris et al., 2001), positive events questionnaire (Erol-Korkmaz, 2010), emotional display rules questionnaire (Grandey, 1999), emotional exhaustion questionnaire (Maslach, 1981), emotional commitment questionnaire (Allen & Meyer, 1991) and turnover intention questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979). Data analysis was performed using Structural Equation Modeling (SEM) and using SPSS and AMOS version 21 Softwares. Bootstrap method was used to test the indirect effects in the proposed mode. Results showed that the proposed model fit the data properly. Better fit obtained by omitting 2 non-significant paths (political skills to surface acting and positive events to surface acting) and using AMOS-21 modification indices. Results also showed that emotional intelligence, Conscientiousness and emotional display rules have a direct effect on surface acting and deep acting, political skill and positive events have a direct effect on deep acting, and both of emotional labor strategies have a direct effect on emotional exhaustion, emotional commitment and turnover intention. The finding also showed that emotional exhaustion has an indirect effect in the relationship between emotional labor strategies and emotional commitment and turnover intention. And finally has been shown that emotional commitment has an indirect effect in the relationship between emotional labor strategies and turnover intention.

 Abstract: The purpose of this study was to designing and testing a model of some of the implications of observation of incivility in the workplace. Participants included 221 people (125 males and 92 females and 4 unspecified) from the National Iranian Drilling Company in 1395 who were selected randomly. In order to measure the variables studied, the questionnaire of witnessing incivility in the workplace (Cortina et al. 2001), emotion regulation (toterdel et al. 2011), negative affect (Watson et al. 1988), emotional exhaustion (Maslach and Jackson, 1981) Job satisfaction (Andrews and Whitney, 1976), work-job withdrawal (Hanich and Hoolin, 1990-1991), dysfunctional ideation (Green 1999). Data analysis was carried out using structural equation modeling (SEM) and SPSS version 21 and AMOS version 21 software. The results of this study showed that negative affect and emotion regulation acts as a mediator in the relationship between observing incivility in the workplace with job satisfaction, work-job withdrawal and dysfunctional ideation. The hypothesized pattern of research is fit Desirable with data.

 The present study aims to investigate the designing and testing a model for some antecedents and consequences of work-family enrichment in employees working at Iran National Steel Industrial Group where the supervisor support, peer support and perceived organizational support were considered as variables of antecedents and job satisfaction, job performance, life satisfaction and positive emotion were taken as those of consequences of work-family enrichment. The sample consisted of 222 employees working in the company, who were selected through multistage random method. the tool used in this research include the questionnaires of supervisor support ( Yang and et.al 2015), peer support ( Yang et.al 2015), perceived organizational support (Eisenberger et.al 1986), work-family enrichment (Carlson et.al 2006), positive emotion (Watson et.al 1988), gob satisfaction ( Aronson et.al 1989), life satisfaction ( Diner et.al 1985) and job performance ( Paterson et.al1990). The data was analyzed by Structural Equation Model (SEM) and moderator analysis. The findings represent a fairly good fit of the proposed model where more desirable fit was obtained through elimination of an insignificant route. Also, they show that there is a directly positive impact of peer, supervisor and perceived organizational supports on work-family enrichment. The results also indicate that work-family enrichment has an indirect impact by positive emotion on job satisfaction, job performance and life satisfaction.

The purpose of this study was to investigate the effect of demand- control- social support on job stress with role mediating of work- family conflict and work- leisure conflict. Participants were 343 employees of an industrial company in Ahvaz who were selected by stratified random sampling method. The participate completed the demand job (Karasek,1979), control job (Breaugh, 1985), employment support (Anderson, 2002), family support (Zimet, 1988), work-family conflict (House and Rizo, 1972) and work- leisure conflict (Wong and Lin, 2007) questionnaires. Structual equation modeling (SEM) through Amos-22 and Spss-22 software packages were used for data analysis. Finding indicated that the proposed model fit the data properly. Result also showed that Job demand- job control- social support indirectly related to job stress through work family conflict and work leisure conflict.

The purpose of this study was designing and testing a model antecedentspositive organizational behavior in employees of Khoozestan regional electric company. The participants of the study were 350 employees of , in (282 male; 68 females) that were selected by stratified random sampling method. The instruments which used in this study were positive organizational behavior( POB), organization-based self-esteem(OBSE), leader-member exchange (LMX), Psychological ownership (OPO), perceived organizational support(POS) and role ambiguity. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software packages. The indirect effects were tested using the bootstrap procedure in Preacher and Hayes (2008) SPSS Macro program for multiple mediation. Findings indicated that the proposed model fit the data and among 13 Hypothesis proposed 11 hypothesis have been confirmed

The purpose of this study was to test the proposed model for the effect of work-family conflict and work-family enrichment on the turnover intention and psychology well-being: The mediating role of work-life balance. The participants of this study were 363 employees of NIDC, in Ahvaz (222 male; 141 female) that were selected by simple random sampling method. The instruments which used in this study were Work-Family Conflict Scale, Work-Family Enrichment Scale, Work-Life Balance Scale, Turnover Intention Scale, Job Satisfaction Scale, Family Satisfaction Scale and General Health Questionnaire (GHQ-12). The assessment of the proposed model was examined through structural equation modeling (SEM), using SPSS-22 and AMOS-22 software packages. The indirect effects were tested using the bootstarp procedure in Preacher and Hayes (2008) SPSS Macro program for multiple mediation. The results showed that the proposed model fit the data relatively proper. Better fit obtained by using Amose-22 modification indices. Finding showed that work-family conflict and work-family enrichment to work-life balance and psychological wellbeing and turnover intention paths and work-life balance to psychological wellbeing and turnover intention paths were significant. Results also indicated that indirect paths of work-family conflict and work-family enrichment to psychological wellbeing and turnover intention through work-life balance were significant.

The purpose of this study was designing and testing a model of antecedents and outcomes of workplace envy. The participants of the study were 304 employees of NISOC, in Ahvaz (215 male; 74 females) that were selected by stratified random sampling method. The instruments which used in this study were workplace envy, leader-member exchange (LMX), core self-evaluation (CSE), competitive organizational climate, organizational justice, counterproductive work behavior, job performance, prosocial behavior, social undermining, and moral disengagement questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-23 and AMOS-23 software packages. The indirect effects were tested using the bootstrap procedure in Preacher and Hayes (2008) SPSS Macro program for multiple mediation. Findings indicated that the proposed model fit the data and all of the 11 hypothesis have been confirmed and effect of leader-member exchange (LMX), core self-evaluation (CSE), competitive organizational climate, and organizational justice on workplace envy and effect of workplace envy on counterproductive work behavior, job performance, prosocial behavior, social undermining, and moral disengagement were meaningful and also moral disengagement was mediation for the relation between workplace envy and social undermining. Better fit and more meaningful results obtained by using AMOS modification indices.

The purpose of this study was designing and testing a model of some antecedents and outcomes of perceived organizational injustice. The antecedents were negative affect, narcissism, ethical leadership, and the outcomes were work-family conflict, job stress, general health, psychological contract breach, deviance behaviors and turnover intention. Participating consisted of 293 employees of an industrial organizational who were selected by stratified random sampling method. The instruments consisted of negative affect, narcissism, ethical leadership, perceived organizational injustice, work- family conflict, job stress, general health, psychological contract breach, deviance behaviors and turnover intention questionnaires. Fitness of the proposed model was examined through structural equation model (SEM). The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data Better fit and more meaningful results obtained by omitting 2 non-significant paths (narcissism → organizational injustice and psychological contract breach → deviance behaviors. Results related to indirect effects showed that all the indirect paths were significant.

 The purpose of this research was designing and testing a model of some outcomes of challenge stressors and hindrance stressors. Outcome variables included turnover intention, psychological health, organizational citizenship behaviors, task performance, organization-based self-esteem and anxiety. The participants consisted of 257 employees of Iran National Steel Industrial Group (INSIG) who were selected by stratified random sampling method. The instruments which used in this study were challenge/hindrance stress scale, depression anxiety stress scales, turnover intention scale, short form of health survey, job performance scale and organizational-based self-esteem scale. Fitness of the proposed model was examined through structural equation modeling (SEM), using AMOS-21 software package. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results obtained by omitting 3 nonsignificant paths and using AMOS modification indices. The results confirmed 14 research direct hypotheses and 4 indirect hypotheses. According to these results challenge stressors have a positive significant effect and hindrance stressors have a negative significant effect on organizational citizenship behaviors, task performance and organization-based self-esteem. Finding of this research also indicated positive significant effect of hindrance stressors on turnover intention and anxiety and negative significant effect of these stressors on psychological health. In addition, it was showed that anxiety have a positive significant effect on turnover intention and a negative significant effect on psychological health, organizational citizenship behaviors, task performance and organization-based self-esteem. The results of indirect effects confirmed that hindrance stressors can affect negatively on psychological health, organizational citizenship behaviors, task performance and organization-based self-esteem through anxiety.

 The aim of this research was to investigate the relationship of person-organization fit (P-O fit) with Psychological Empowerment, job Stress, innovative climate and Organizational citizenship behavior considering the moderating role of personality traits and psychological climate in employees of Amir Kabir Agro- industry company. participants were 208 employees of Amir Kabir Agro- industry company selected by simple random sampling method. The instruments that were used for data collection includ Person-Organization Fit Questionnaire, Psychological Empowerment Questionnaire, Job Stress Questionnaire, Innovative Climate Questionnaire, Organizational Citizenship Behavior Questionnaire, personality Traits Questionnaire and Psychological Climate Scale. Results indicated that P-O fit had positive correlation with Psychological Empowerment, job Stress, innovative climate and organizational citizenship behavior(OCB-Employee, and OCB-Organization) and had negative correlation with job stress. Results of moderated hierarchical regression analyses revealed that psychological climate moderated the relationship between P-O fit and psychological empowerment and job Stress, but did not moderate the relationship between P-O fit and innovative climate. more over Conscientiousness moderated the relationship between P-O fit and innovative climate but did not moderate the relationship between P-O fit and and job Stress, OCB-Employee and OCB-Organization. more over Agreeableness moderated the relationship between P-O fit and innovative climate and OCB-Employee but did not moderate OCB-Organization. Openness to Experience also moderated the relationship between P-O fit and innovative climate but did not moderate OCB-Employee, and OCB-Organization.

 Today, ethic and moral values observance is are the major and effective factors on the attitudes and behaviors of employees in the workplace. The aim of this study was to investigate the relationship of ethical climate with psychological wellbeing, organizational commitment, job stress and turnover intention, considering the moderating role of core self evaluations and leader-member exchange. Statistical population of the responds includes all of the employees of National Iranian Oil Company (NIOC). The participants of this study include 300 employees who were selected by stratified random sampling method. The instruments used in this study were Ethical Climate, Psychological Wellbeing, Organizational Commitment, Role Stress, Turnover Intention, Core Self Evaluation and Leader-Member Exchange Questionnaires. Data were analyzed by Pearson correlation and moderated hierarchical regression. Results showed that ethical climate positively correlated with psychological wellbeing and organizational commitment, and negatively correlated with job stress and turnover intention. Furthermore, moderated regression analysis showed that core self evaluations moderated these relationships significantly, but leader-member exchange can`t moderated these relationships. The findings of the current study indicated that organizational ethical climate has important consequences for employees and organizations. Therefore, creating ethical climate in organizations result in better performance of employees and organizational productivity.

Abstract: The purpose of this study was designing and testing a model of some antecedents of unethical behavior. In this model, the antecedents of unethical behavior included work locus of control (internal), love of money, ethical leadership and ethical climate. The participants consisted of 227 employees of Marun Oil & Gas Producing Company who were selected by stratified random sampling method. The instruments that were used in this model includes: Unethical Behavior Scale, Work Locus of Control Scale (Internal), Love of Money Scale, Ethical Leadership Scale, Ethical Climate Scale, Ethical Judgment Scale and Pay Satisfaction Questionnaire. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software package. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results obtained by omitting 1 paths and using AMOS-21 modification indices. Results showed that: work locus of control (internal), ethical leadership, ethical climate, ethical judgment and pay satisfaction had negative direct effects on unethical behavior and Love of money had positive direct effect on unethical behavior. Findings also indicated that ethical judgment and pay satisfaction mediated the relations between Work locus of control (internal), ethical leadership, ethical climate and unethical behavior. Also ethical judgment mediated the relations between Love of money and unethical behavior, but pay satisfaction did not mediate this relation.