عباس عباسپور

Purpose: A descriptive study was conducted at Aluminum Corporation in Iran in order to construct a causal model of organizational citizenship behavior based on personality factors with mediation of job involvement, job self-efficacy, factual well-being and organizational commitment. Material and method: The research sample consisted of 360 employees of the mentioned company selected by stratified random sampling method. Organizational citizenship behavior, personality, job involvement, job self-efficacy, occupational well-being, and organizational commitment questionnaire was used to collect data. Findings: The research analysis was performed using correlation, structural equations. Finally, the findings of the research showed that between personality factors and organizational citizenship behavior is significant relation. Job self-efficacy factors and organizational commitment have a direct and indirect effect on organizational citizenship behavior. Discussion: However, the factor of well-being of the subject only had a direct effect on organizational citizenship behavior. Also, the factor of job involvement only indirectly influences organizational citizenship behavior.

Introduction: Academic transgression (AT), as any behavior, belief, or condition that violates a social and academic norm, is a serious problem threatening academic integrity, especially when committed by faculty members, who are supposed to be educational role models. Societies employ social control means to respond to, prevent or reduce transgressive acts, to maintain social order and morality. The current study aimed to examine the perceived effects of self-control, job satisfaction, and life satisfaction, as social control means, on five types of interpersonal, educational, research, organizational, and sexual ATs among faculty members, and also to measure perceived prevalence of these transgressions in Iranian higher education. Material & Methods: A modified version of “perceived causal relations” methodology was adopted to study the perceived relations between reciprocal pairs of the variables. Network analysis was employed to analyze the data gathered from faculty members via an online questionnaire. Results: The results demonstrated that faculty member participants perceived high effects of their self-control, job satisfaction, and life satisfaction on decreasing ATs, particularly interpersonal, organizational, and educational ATs. Conclusion: As faculty member participants perceived high prevalence of all types of ATs in Iranian academia, there is an urge to consider new policies to employ effective social control means suggested in this research, especially self-control, to reduce, and even restrain the perpetration of these transgressions. We also suggest perceived causal relations as a useful and strong methodology to conduct research on sensitive topics, especially, transgression and crime

Purpose: education plays a key role in empowerment of human resources. Thus, the present research was done to present and validate the human resources empowerment model with emphasis on education in the ornamental and building stone industry. Methodology: this descriptive-analytical study was of correlation type. The statistical population consisted of the staff at Iran's stone statistics and information center as many as 425 persons in 50 companies. The sample size was determined 200 according to Cochran formula; this number was chosen through stratified random sampling method based on the occupational unit. The research instruments included demographic information form capturing gender, age, level of education, years of working background, and a researcher-made questionnaire ( 50 items), whose face validity was confirmed based on expert opinion, while its reliability was calculated using Cronbach alpha method on 30 staff as 0.95. The data were analyzed by exploratory factor analysis and structural equations modeling methods in SPSS-25 and Smart PLS-3 software. Findings: the findings indicated that empowerment of human resources has 10 factors of change and innovation, managerial functions, learning, development of human resources, behavioral factors, organizational factors, the strategic factors of organization, environmental factors, cultural and leadership factors as well as knowledge beyond the technical knowledge. The factor load of all of its items was above 0.40; the convergent validity of the factors was found above 0.60 using the average variance extracted method. The reliability of all of the factors using Cronbach alpha and mixed method was above 0.70. Furthermore, the human resources empowerment model with emphasis on education in the ornamental and building stone industry had suitable and acceptable fitting, and the empowerment of human resources with emphasis on education had a direct and significant effect on all of the 10 factors (P<0.001). Conclusion: given the suitable model of human resources empowerment with emphasis on education in the ornamental and building stone industry, experts and planners can take effective steps for empowerment of human resources through the 10 identified factors.