Organizational Support

Objective: The aim of the study was to investigate the effect of organizational support on life satisfaction and job satisfaction of female coaches in Isfahan with the mediating role of work-family conflict. Methods:  It was a descriptive – field study and a practical one. The research population was female coaches in Isfahan and 206 coaches in sport complexes were selected through convenience sampling. Cammann’s questionnaire (1983) was used to evaluate job satisfaction, and Diener et al.'s (1985) questionnaire was used to measure life satisfaction. Netemeyer et al.’s questionnaire (1996) was used to assess work-family conflict, and organizational support scale of Eizenberger et al. (1996) was used for measuring organizational support. The reliability of questionnaire was confirmed by Cronbach’s alpha; and content, face and structural validity were also conducted to investigate the questionnaire validity. To measure the validity and fitness of the model, structural equation modeling by AMOS20 has been applied. Results: The findings demonstrated that “Organizational support” had a significant effect on “work-family conflict” (β= -0.37), “Job satisfaction” (β= 0.54), “Life satisfaction” (β= 0.48). In addition, “work-family conflict” had a significant effect on “Job satisfaction” (β= -0.31), and “Life satisfaction” (β= -0.26). Moreover, the Sobel test confirmed the role of the mediating variable. The fit indices also confirmed the research model fitness. Conclusion: According to the role of organizational support in decreasing the work-family conflict as well as the effect of work-family conflict on job satisfaction and life satisfaction, to pave the way for presence of females in sport field, sports organizations should plan their strategies by focusing on the concepts and results of this research.

Environmental protection is one of the most important human concerns, for which several actions have been taken. Organizations are no exception to this rule and have taken one of the most basic and important actions in the form of green organizational behavior of employees. Green organizational behavior of employees owes to various factors that organizational support is one of the most important. Paying attention to such issues creates a new and constructive approach in organizations, which is considered as green organizational support. The main purpose of this study is to identify and explain the elements of green organizational support as a new approach to reinforcement and enhancing the green organizational behavior of employees that using a mixed method. The approach used in this method is a concurrent triangulation strategy that taken in two qualitative-qualitative phases. In these phases, two qualitative methods of "Expert Panel-Grounded Theory" have been used, respectively. The main tool used in both quality phases is interviews, which uses 6 experts in the first quality phase, 11 people as academic and executive experts in the second phase, respectively. According to the research findings, in the panel of experts 6 thematic axes were extracted and in the second qualitative phase, 19 components were classified into six main categories of grounded theory. The results of the study indicate that green organizational support can positively affect employees attitudes to green behaviors, and in addition, the organization, managers or colleagues can adopt approaches to support employees who perform their duties be effective and provide an opportunity to create a supportive organizational environment for employees.

Improving students' academic buoyancy is a priority of education and health systems. The main purpose of this study was structural analysis of the relationship between health literacy, organizational support, school climate with students' academic buoyancy by teachers’ and school nurses’ job performance mediation in health promoting schools. The method of this correlation research is based on structural equation model. 160 health promoting schools were selected by stratified random sampling and two teachers, one health nurse and two students were randomly selected from each school. In total, 160 health nurses, 320 teachers and 960 students were studied. Annual teachers’ and school nurses’ job performance score, health literacy, organizational support, school climate and academic buoyancy questionnaires were used to collect data. Smart-PLS structural equation model has been used to analyze the data. The path coefficient of direct effect of organizational support on the performance of teachers and school nurses was 0.48, the correlation between performance with academic buoyancy was 0.74, the correlation between school climate and performance was 0.33 (P <0.05). The path coefficient of indirect effects of organizational support on academic buoyancy mediated by the performance was 0.36 and also the indirect correlation between school climate and academic buoyancy mediated by the performance was 0.24 (P <0.05). The direct effect of school climate, organizational support and health literacy on academic buoyancy is not significant (P> 0.05). Attention to improving the performance and organizational support of teachers leads to improving the academic buoyancy of students.

In recent years, escalating environmental crises have prompted a worldwide commitment to sustainable business practices, with the adoption of green initiatives and strategies emerging as a key solution. Organizational improvement is widely acknowledged as a crucial mechanism for implementing strategic programs and facilitating fundamental change within firms. This study examines the effects of green transformational leadership, green human resource management (GHRM), green innovation, and organizational support on the sustainable performance of manufacturing companies operating in the Shiraz Grand Industrial Park. Furthermore, it explores the moderating effect of perceived organizational support on the associations between green transformational leadership, GHRM, green innovation, and sustainable performance. Data were gathered through a structured questionnaire and analyzed using structural equation modeling (SEM) via AMOS software. The findings indicate that green transformational leadership, GHRM, and green innovation each exert a direct and significant positive influence on sustainable firm performance. These findings provide actionable insights for policymakers and managers aiming to design effective strategies for sustainable development.