Employees

nner characteristics of Employees’ like integrity, responsibility, compassion and forgiveness are very important factors for every factory to be considered as moral or reputed one. The other important factor for company’s reputation and Brand value is corporate social responsibility these factors can increase effectiveness and efficiency and every sector (private or public) that wants to be survived in chaotic market should concentrate more on them. This paper investigates the Employees’ integrity, responsibility, compassion and forgiveness on CSR in Iranian private sector in east and west of Azerbaijan in Iran.

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qualitative part was documents and texts related to the research and experts were familiar with the subject who tried to identify and explain the factors of human resource planning in order to occurrence organizational citizenship behavior and in the quantitative part were the experts who prioritized these factors. The research sample consisted of 20 research-related documents and 15 experts who were selected by purposive non-random sampling method. Data collection tools included taking notes of documents and texts and surveying about new effective factors and expressing the rate of importance of existing factors in Delphi. Data were analyzed by coding and factor analysis methods. Findings: Findings showed that for the human resource planning pattern in order to occurrence organizational citizenship behavior by employees in the human resource planning part were identified 67 indicators in 19 components and in the organizational citizenship behavior part were identified 28 indicators in 6 components. In human resource planning the 19 components respectively were include performance management, labor adjustment, organizational culture, strategic goals, organizational structure, human resource planning, recruitment, training and development, maintenance, external environment, supply, demand, human resource strategy, strategic planning, management style, flexibility, reward system, job analysis and individual factors and in organizational citizenship behavior the 6 components respectively were include altruism, work conscience, personal development, organizational loyalty, organizational obedience and citizenship virtue. Conclusion: According to the reported results, to develop the occurrence of organizational citizenship behavior by employees can be action through its effective human resource planning factors that was identified in the present research.

In addition to its functional aspects, architecture holds a deeper significance that communicates with the observer or user of the architectural work. Perception plays a crucial role in various fields, as an individual's perceptions, emotions, and mental states, alongside visual characteristics, can lead to diverse or multiple interpretations, allowing the landscape to be understood in myriad ways. Every architectural design maintains a connection with its surroundings through its distinct visual attributes. Aligning with this notion, the present study aims to elucidate the visual aspects of workplace architecture and its impact on the performance of private bank employees in Rafsanjan city. This research adopts an applied developmental goal and employs a descriptive-analytical methodology. Data collection utilized both field methods (public questionnaires) and a combined approach (quantitative-qualitative) for data analysis. Descriptive and inferential statistical techniques were applied using SPSS software. The findings revealed a direct correlation between the visual characteristics of workplace architecture and job performance in private bank branches in Rafsanjan. Thus, emphasizing visual elements in bank architecture holds significant importance, as these factors can influence employee performance, alertness levels, and concentration at work. The visual features of workplace architecture directly impact visual and psychological needs. Therefore, to enhance the performance quality of banks, these characteristics must be regarded as pivotal factors in workplace environments.

Employees' work behavior patterns are associated with their psychological status, especially in the face of work stressors. Among employees with healthy and unhealthy work behavior patterns, the present study aimed to compare psychological disorders and their symptoms in an industrial organization in Mashhad. Through convenience sampling, 144 employees were selected and responded to demographic information questionnaires, work-related behavior and experience patterns questionnaire (AVEM), and Symptom Checklist-90 (SCL-90). Data analysis was performed using a one-way analysis of variance in SPSS software version 26. The findings indicated that psychological symptoms and disorders were significantly higher in employees with unhealthy work behavior patterns, especially the burnout pattern, than in employees with healthy work behavior patterns. The findings highlight the importance of focusing on the mental health of employees who adopt unhealthy work behavior patterns in the face of occupational stressors. In line with existing research evidence, psychological intervention programs that include training in adopting healthy work behavior patterns and enhancing mental health impact employees' well-being and demand further research. Developing and implementing prevention policies and mental health programs in the workplace in favor of employees' well-being is associated with increased organizational productivity and community welfare.

The present study aimed to ascertain the relationship of spiritual intelligence and hardiness with quality of work life in employees of University of Sistan and Baluchestan. The sample consisted of 240 employees (125 female and 115 male) that were selected at random. To collect the data Spiritual Intelligence, Hardiness and Quality of Work Life questionnaires were applied. For analyzing data, Pearson correlation coefficient and stepwise regression analysis were used. Results of Pearson correlation coefficient demonstrated that spiritual intelligence and hardiness were positively correlated with overall score of quality of work life. Moreover, results of stepwise regression analysis revealed that transcendental awareness (a dimension of spiritual intelligence) and overall scores of hardiness were positive predictors of overall score of quality of work life. Findings of the present study indicated that spiritual intelligence of the employees of University of Sistan and Baluchestan was significantly related to their hardiness and quality of work life. Therefore, it can be concluded that spiritual intelligence plays a key role in determination of employees' hardiness and quality of work life.

The objective of this study was to explore the influence of organizational ergonomics on the burnout experienced by administrative personnel at the University of Sistan and Baluchestan, Zahedan, Iran. The utilized research approach was of a descriptive correlation-predictive nature. The study's statistical population included all administrative personnel at the University of Sistan and Baluchestan. The study sample included 130 individuals (54 males and 76 females) chosen through convenience sampling and took part in the research. A questionnaire on burnout and organizational ergonomics was utilized to gather data. The research data were analyzed using the Pearson correlation coefficient and stepwise regression. The correlation coefficient results indicated that the emotional exhaustion sub-scale exhibited a negative and significant correlation with scores in engineering psychology, work physiology, anthropometry, and job biomechanics (p<.05). The depersonalization sub-scale exhibited a negative and significant relationship with scores in engineering psychology, work physiology, and anthropometry (p<.05). However, no notable relationship was found between depersonalization and job biomechanics. The personal accomplishment sub-scale showed a positive and significant relationship with engineering psychology, work physiology, and anthropometry (p<.05). However, there was no notable correlation between the personal accomplishment sub-scale and job biomechanics. The findings from stepwise regression indicated that anthropometric measures accounted for 25.4% of the variance in emotional exhaustion, while work physiology accounted for 11.3% and 12.7% of the variance in depersonalization and personal accomplishment, respectively. It is concluded that appropriate organizational ergonomics leads to enhanced productivity and diminishes occupational stress, particularly job burnout.

The present research aimed to examine how emotional quotient mediates the link between work gratification and career life quality for employees at Sistan and Baluchestan University in Zahedan, Iran. The statistical population for this study comprised all staff at Sistan and Baluchestan University, and a sample of 155 employees was selected using convenience sampling. Participants completed the Work Gratification Questionnaire created by Brayfield & Rothe (1951), the Emotional Quotient Questionnaire by Chadha (2001), and the Career Quality of Life Scale established by Van Laar, Edwards, & Easton (2007). The results showed that work gratification significantly and positively influenced all dimensions of quality of work life. Emotional quotient did not notably affect the components of career quality of life. Work gratification did not exert an indirect influence through emotional intelligence on the career quality of life. Emotional quotient did not significantly influence the relationship between work gratification and career quality of life for staff in the University of Sistan and Baluchestan.

The purpose of this study was to assess how socio-demographic factors affect quality of life, emotional intelligence, and organizational commitment among employees of transmittal companies in Sistan and Baluchestan Province, Iran. The sample included 268 employees from the Sistan and Baluchestan Transmittal Company who were selected through a convenience sampling method. The Quality of Life Scale created by Dueby et al. (1988), Singh's Emotional Intelligence Scale (2004), and the Organizational Commitment Scale by Khan and Mishra (2002) were employed for gathering data. The results from one way ANOVA indicated that individuals aged 31-40 years and those aged 41 years and older exhibited notably higher average mean scores for quality of life in comparison to the 22-30 years age group. However, people between 22 and 30 demonstrated notably higher average scores in emotional intelligence compared to those in the 31-40 age group and individuals aged 41 and older. The results of the independent t-test revealed that male employees achieved significantly greater average scores on quality of life compared to their female counterparts. The results from the one-way ANOVA indicated a notable difference in quality of life scores; employees with 11-20 years and those with 21 or more years of experience showed significantly higher average mean scores in quality of life compared to employees with less than 10 years of experience.