Affective commitment

Background: This study aimed to investigate the effect of perceived social responsibility on employees' affective commitment and green behaviors with the moderating role of ethical climate. Method: This research is applied in terms of purpose and descriptive-correlational in nature. The statistical population of this study is all employees of health care centers including health centers, emergency and hospitals (public and private) in Tabriz. The sample size was determined based on the Cochran's formula 385. The sampling method was random due to the infinity of the statistical population. A questionnaire was used to collect data and structural equation method with SPSS and SMART PLS software was used to analyze the data and test the hypotheses. Results: The results showed that the relationships between perceived social responsibility and employees 'green behavior (b = 0.318) and affective commitment (b = 0.494) as well as the relationship between employees' affective commitment and green behavior (b = 0.218) were positive and significant. Was. The moderating role of the moral climate variable was also confirmed in this model (b = 0.227). Conclusion: Based on the research findings, it can be concluded that perceived social responsibility along with the ethical climate of the organization creates an affective commitment in employees towards the organization that this high affective commitment also leads to green behaviors in employees. Article number: 10

The present research aims to examine the relationship between diversity management and its effect on staffs’ affective commitment with study on mediation role of Transformational leadership and perceived justice in Qaen health network. In theoretical sector with integration of human resource management and performance theories and the theory of diversity and leadership, a theoretical model has been made. The main question of research is when the diversity management puts a positive effect on staffs’ affective commitment and why these two variables affect each other. The statistical population consists of all the staffs at the administrative sector in Qaen health network. After collecting data, the hypotheses were tested using the structural equation technique and software Smart PLS. the results from statistical analyses indicated that diversity management puts a positive effect on staffs’ affective commitment, but diversity management does not put a positive effect on perceived justice. Transformational leadership has a mediation role between diversity management and perceived justice. The perceived justice has a mediation role in effect of transformational leadership and staffs’ affective commitment. Further transformational leadership and perceived justice have a mediation role between the diversity management and affective commitment.