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Introduction: The assessment of personal and occupational factors and the association with job stress in the work environment is one of the main strategies for improving occupational health of nursing staff. This study aims to determine the correlation of workload and work ability with job stress in nursing staff. Materials & Methods: This descriptive- correlational study was carried out on190 nursing staff in an educational hospital in Qom city, using stratified sampling among three levels of nursing staff including registered nurses, operating room technicians and auxiliary nurses. The data related to variables workload, workability and job stress were collected by three instruments “National Aeronautics and Space Administration Task Load Index” (NASA Task Load), “Work Ability Index”, and “Osipow Job Stress”, respectively. Then the completed questionnaires were analyzed using SPSS/19. Findings: There was a significant difference between job stress and workload and workability with employment status (P>0.05). Most of nursing staff reported a high workload (54.2%), good workability (52.6%), and normal job stress (84%). There was not significant relationship between workload and job stress but a negative significant statistics relationship between workability and job stress was observed (P<0.01) (r=-0.507). Conclusion: The results showed that in spite of the high workload, the participant reported normal job stress level which might has been decreased by their good work ability. Therefore, to improve nursing job situation, assessment and enhancement of work ability and personal characteristics of nursing staff is recommended.

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Introduction: Organizational justice as a fundamental basis for the effectiveness of organizational processes is introduced. Observance or nonconformity of organizational justice is effective on staffs’ Productivity. The aim of this study was to determine correlation between organizational justice and productivity of welfare organization’s staffs in Shiraz 2014 Materials & Methods: In this descriptive –correctional study, 124 staffs of Shiraz Welfare organization were selected by simple random sampling. Data were collected by two questionnaires: “Organizational Justice Questionnaire” and “Staff Productivity Questionnaire”. Validity of the research was measured by other researchers in Iran. Data were analyzed by SPSS/19. Findings: Between organizational justice (11.92-126.07) and staffs’ productivity (9.42-41.45) there were a significant and positive relationship (P<0.001, r =0/45). Moreover, there was significant and positive relationship between dimensions of organizational Justice and staffs’ productivity. Conclusion: Enhancement of organizational justice can increase the staffs’ productivity. Therefore, it is recommended that administrators increase the components of organizational justice in order to enhance the staffs’ productivity.

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Introduction: Retirement is associated with reduced physical ability, low income, social problems, and loneliness. These factors affect the quality of life of retirees. The aim of this study was to compare the retirement quality of life in medical and administrative personnel in one of the educational and medical centers of Tehran.

Methods: This was a descriptive–comparative study. A total of 315 pensioners who referred to retirement center Hospitals of Medical University of Baqiyatallah in 2015 were selected through simple random sampling method. Data was collected using demographic questionnaires and the “Short Form 36” (SF-36). Validity and reliability had been measured in previous studies. Data was analyzed using SPSS 22.

Results: The mean and standard deviation of quality of life of medical and administrative staff was 58 ± 8.1 and 57.5 ± 8.5, respectively. The mean difference of quality of life between the two groups was not statistically significant. However, this figure had a significant difference in physical functioning and emotional health disorder due to the roles of medical and administrative staff (P > 0.05).

Conclusions: The two groups had no statistical difference in overall quality of life score. However, in physical functioning, retired medical staff had a more unfavorable situation. Therefore, to improve the quality of life of retirees, health policy makers should consider this important issue in regard to retirees and their lives.

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Introduction: Promoting a healthy life style is an important aspect for nurses. While Nurses' health may influence the patients’ health, this study aims to determine the health promotion behaviors and its correlation with selected professional factors in nurses.

Methods: This is a descriptive- correlational study. Population of the study consists of all nurses who worked in Fatemeh Zahra Hospital in Najaf Abad, Iran in 2015. Nurses (n = 115) are selected through census method. Data is gathered with demographic and “Health-Promoting Life Style Profile II” (HPLPII) in six dimensions of health responsibility, physical activity, nutrition, spiritual growth, stress management and interpersonal relationships.  In the present study, Cronbach's alpha and test-retest reliability of the tool was calculated in a sample of 10 people within a week, also intra-class correlation coefficient (ICC) is calculated. Data is analyzed using SPSS.19 software.

Results: The mean score of health promoting behaviors among nurses is 122.42 ± 44.22 which indicates an average level. The highest score is in the area of health responsibility (32.40 ± 5.83) and the lowest score corresponds to the stress management (13.13 ± 3.34) and physical activity (13.45 ± 4.67). Results showed a significant correlation between health promoting behaviors and the shift work (P = 0.021), type of employment (P = 0.001) and income (P = 0.002).

Conclusions: Considering the low score of nurses in physical activity and stress management, it is recommended to improve the health promotion behaviors especially stress management and physical activity among through implementing educational programs about healthy life style.

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Introduction: The quality of work life of employees is one of the important factors in organizations. The aim of this study is to determine the correlation between the quality of work life and demographic characteristics of employees of rehabilitation education centers in Zanjan.
Methods: The present research is descriptive-correlation study. In this study, the statistical population consisted of employees of rehabilitation education centers in Zanjan in 2014. 100 out of 13 day and day centers, 11 specialized clinic centers and 4 home visits were selected. The method of sampling was census. The data were collected with "Quality of Work Life Scale for Teacher of Student with Special Needs" with 61 items. Content validity index and reliability were measured by Cronbach's alpha methods. Data was analyzed by SPSS. 21.
Results: The interaction with students has the highest score (3.17) and the lowest score is job barriers. The average quality of life score is 3.81 ± 0.27. Based on the results, married people had a lower score in promotion and career participation(P<0.05). The quality of life and its dimensions are not related to gender, education, age and work experience (P> 0.05).
Conclusions: There is a correlation between the dimensions of quality of work life and some of the demographic characteristics of the employees of rehabilitation education centers. Therefore, considering the finding that occupational barriers have the lowest score, attention to this dimension of quality of work life of teachers of students with special needs, is very valuable.
 

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Introduction: Human resources is one of the most important assets of the organization. The current study aimed at determining the correlation of cultural capital with self-development attitude in the employees of the health care network in Darehshar, Iran.
Methods: The present study descriptive-correlational study was conducted on 350 employees of the Darehshar Health Care Network.The sample size consisted of 184 employees selected randomly by Morgan table. To collect data, the cultural capital and the attitude toward self-development questionnaires were used. Data were analyzed with SPSS version 21
Results: There is a positive and significant correlation between the cultural capital and self-development attitude (α = 0.01, r = 0.462), embodied cultural capital and self-development attitude (α = 0.01, r = 0.268), and the objective cultural capital and self-development attitude (α = 0.01, r = 0.467). There is also a positive and significant correlation between the institutional capital and self-development attitude (α = 0.01, r = 0.32).
Conclusions: The development of cultural capital in the organization increases the attitude of employees toward improving their knowledge and skills. It is suggested that healthcare network managers provide reinforced mechanisms to enhance the cultural capital of employees and provide them with the basics of self-development attitudes.

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Introduction: The distribution and productivity of human resources in the health sector have a significant role to play in providing health-care services and services to the population covered. The purpose of this study was to determine the distribution of nursing staff in hospitals affiliated to the Ministry of Health and Medical Education before and after the implementation of the Health System Evolution Plan.
Methods: This study is a descriptive study carried out in 2014. In this study, the study population consisted of all hospitals affiliated to the Ministry of Health and Medical Education (621 hospitals) from 54 medical universities of Iran that were studied by census method. The data collection was carried out using the "Hospital Information Form". The contents of the form were approved by five management and health professionals. Data analysis was done with Dasp2.1, STATA and SPSS.19.
Results: The Gini coefficient varied from 0.05 to 0.09 before the Health System Evolution Plan, and after the between 0.05 and 0.09. There was a significant correlation between the number of beds and the distribution of nursing staff.
Conclusions: Distribution of nursing staff after the implementation of the Health System Evolution Plan was more equitable. It is suggested that these indicators be taken into account in the development of medical and non-medical manpower standards at the level of medical universities of the country.
 

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Introduction: Health care providers and hospitals, like any organization, are undergoing widespread developments and needing new solutions and methods of coping with their life expectancy and survival. The purpose of this study was to determine the mediating role of organizational structure with transformational leadership and organizational life cycle in medical staff of Imam Khomeini Hospital in Estahban.
Methods: The research method is descriptive-correlation. The statistical population of the study consisted of 357 hospital staffs, 185 of whom were selected by simple random sampling. Data were collected using "Organizational Structure Questionnaire", "Multifactor Leadership Questionnaire", and "Organizational Life Cycle Questionnaire". The content validity of the questionnaires and the reliability were assessed by Cronbach's alpha method. Data were analyzed using SPSS.22 and LISREL version 8.7
Results: Transformational leadership dimensions include charisma (0.15), inspirational motivation (0.18), subjective motivation (0.10), and personality traits (0.13) have an indirect relationship with organizational structure through mediating the dimensions of organizational structure.
Conclusions: The indirect relationship between the dimensions of transformational leadership and the life cycle of the organization is statistically significant. Therefore, it is suggested to hospital managers, by implementing transformational leadership style, and by motivating staff, to re-create the life cycle of the organization.
 

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Introduction: Jobs have different characteristics that they can have different outcomes and effects on employee. The purpose of this study was to determine the Correlation of job characteristics with positive (optimism, vitality and positive affect) and negative (tension and impulsivity) components of psychological well-being among employees of Isfahan Gas Transmission Company.
Methods: This is a descriptive-correlational study. The sample consisted of 283 employees of Isfahan Gas Transmission Company who were selected by simple random sampling. Research Instruments included the "Work Organization Assessment Questionnaire" (WOAQ), the "Life Orientation Test" (LOT), the "Subjective Vitality Scale" (SVS), The "Positive Affect and Negative Affect Scale" (PANAS), the "Job Impulsivity and Tension Scale" responded. Concurrent validity of the instruments was assessed and confirmed. Cronbach's alpha reliability coefficients, Guttman, split and test-retest reliability were measured. SPSS .21 was used for data analysis.
Results: There is a significant correlation between job characteristics with positive (optimism, vitality and positive affect) and negative (stress and impulsivity) dimensions of psychological well-being. Also, five dimensions of relationship quality with manager, service compensation, workload, quality of relationship with colleagues, and physical environment quality of organizational performance assessment questionnaire (WOAQ), criterion variables namely positive affect (R2= 0.21), vitality (R2= 0.16), optimism (R2 = 0.14), stress (R2 = 0.17), and impulsivity (R2= 0.21) predicted
Conclusions: With the increase of job characteristics except workload, the positive) components of psychological well-being increase and the negative dimension decreases. It is recommended that managers pay attention to optimal relationships with employees, accurate evaluations of their services, and the physical environment of the work.
 

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Introduction: Role conflict occurs when an individual is required to perform multiple social roles and inconsistent behaviors. One of these types of conflicts is work-family conflict. Therefore, the present study was conducted with the aim of translating and psychometric the "Work-Family Conflict Scale". In the staff of the Ministry of Sports and Youth.
Methods: The present study is a methodological research. The research population was the staff of the Ministry of Sports and Youth, which was selected as a statistical sample using non-random and quota method and the number of samples required for factor analysis of 200 people. "Work-Family Conflict Scale" with 18 items and 6 subscales and 5-point Likert response method from very low to very high. First, the original version was translated into Persian, then the original translations were combined into a single translation. The final version translated from Persian to English and finally the translated version was reviewed, corrected and summarized. 
Face validity, content validity ratio, content validity index, construct validity (exploratory factor analysis method), convergent validity and divergent validity were measured. Reliability was determined by Cronbach's alpha coefficient and composite reliability. Data were analyzed using SPSS. 24 and SmartPLS 3.2.1.
Results: All scale expressions have an impact of more than 1.5 according to experts. The results of content validity ratio with the opinion of 15 experts were 0.59 and content validity index was 0.79-0.81. The results of Bartlett sphericity test showed a sufficient significant correlation between the questions (Chi-square = 2263.023, P <0.001). Also, the results obtained from Kaiser criterion showed that the factor loads for all 6 factors were greater than 0.40 Which explains 76.791% of the total variance. Confirmatory factor analysis showed that the convergent validity indices in the six dimensions of the studied scale are more than 0.5. Also, divergent validity showed that the mean extracted variance of each of the six dimensions is greater than its highest correlation with other constructs of the studied scale. The results of Cronbach's alpha coefficients and composite reliability were more than 0.70 and 0.80, respectively.
Conclusions: “Work-Family Conflict Scale" can be used as a suitable instrument for assessing work-family conflict in the community of sports staff, as in the original version. Therefore, the use of this scale to measure this concept is recommended for sports staff.
 

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Introduction: One of the most important tasks of human resource management is to staffing system. Improving and developing human resources with a knowledge-based approach is one of the main goals of third millennium organizations. Therefore, the aim of this study was to identify the components of staffing system based on knowledge-based organizational civilization in medical universities.
Methods: This research is a qualitative study with content analysis approach that was conducted with the participation of 16 lectures of health services management, managers of medical universities and teachers of the Department of Public Administration in Birjand. Interviews were semi-structured and individual meetings were held. Data were analyzed by content analysis method using MAXQDA.12.
 Results: After content analysis, 10 main themes and 44 sub-themes were identified, which based on the highest frequency, including continuous learning, committed employees, creative and innovative employees, knowledge employees, ethical employees, learning ability, meritocracy, competitiveness, intellectual capital, and knowledge management.
Conclusion: The most important factors in staffing are the components of continued learning, committed employees, creative and innovative employees, and knowledge-oriented staff. Therefore, in order to create a knowledge-based organizational civilization in universities of medical sciences, these components should be considered in Supply human resources.

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Introduction: Faculty members and staff are important human resources in universities. Their physical health is very important because it can affect their organizational commitment. The aim of this study was to determine the correlation between some indicators of physical health and organizational commitment among faculty members and staff of Tabriz  Islamic Arts University.
Methods: The method of the present study is descriptive-correlation. 60 male university staff and faculty members were randomly selected as a sample. To collect data from the demographic questionnaire and "Allen and Meyer Organizational Commitment Questionnaire" used. Content validity by qualitative method and its reliability was confirmed by Cronbach's alpha coefficient calculation method. Also, the maximum oxygen consumption and the percentage of fat mass were measured from physical health indicators. Data analysis was performed in SPSS. 23.
Results: Maximum oxygen consumption has a significant and direct correlation with organizational commitment (r = 0.27, P-value = 0.03) and fat mass percentage has a significant and inverse correlation with organizational commitment (r = -0.33, 0.00 = P-value). There is a significant difference between organizational commitment and its three sub-components among faculty members and staff (P <0.05).
Conclusions: Some health indicators such as fat mass percentage and maximum oxygen consumption have a significant correlation with organizational commitment of individuals. It is suggested that university officials have continuous planning to improve the physical health of their human resources.
 

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Introduction: In recent decades, professional sports have emerged as a lucrative industry and provide a variety of business opportunities. The aim of this study was to determine the correlation between brand orientation, internal branding mechanisms and in-house communication with brand-building behaviors of employees of the Ministry of Sports and Youth in 2019. 
Methods: The present study is descriptive-correlation. The statistical population consisted of all employees of the Ministry of Sports and Youth (890 people). The statistical sample was selected based on Cochran's formula of 268 people using the available sampling method. In this study, the demographic questionnaire, "Branding Questionnaire", the "Inter-Functional Communication Questionnaire", the "Employee Branding Behavior Questionnaire" and the "Branding Mechanism Questionnaire" was used. The validity of measuring instruments was confirmed using the methods, face validity of the items effect method, content validity index, content validity ratio, construct validity of confirmatory factor analysis and convergent validity. To measure the reliability, the methods of combined reliability and internal consistency were calculated by calculating the Cronbach's alpha coefficient, respectively. 
Data analysis was performed in SPSS. 24 and Smart Plus. 3.2. 
Results: The structural equations model showed that brand orientation with internal branding mechanisms and inter-functional communication in sports organizations at the level of 0.01 is significant. Also, internal branding mechanisms have a significant positive correlation with employee branding behaviors in sports organizations at the level of 0.01. Intra-functional communication has a significant positive correlation with branding behaviors of employees in sports organizations at the level of 0.01.
Conclusions: The branding model and internal branding behaviors among the country's sports staff has a good fit. It is suggested that the managers of the Ministry of Sports and Youth implement training and in-service programs as internal branding mechanisms in this organization.
 

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Introduction: Empathy is one of the main skills in the nursing profession. The aim of this study was to determine the correlation between empathy and aesthetic intelligence in nursing staff in Abhar. 
Methods: The present study was a descriptive-correlational study. The statistical population of this study included all nursing staff working in hospitals of Abhar city in 2019. The number of sample in the present study was 300 people. Sampling was by census. Research instruments included a demographic questionnaire, the “Empathy Scale”, and the “Aesthetic Intelligence Test”. The content validity was confirmed by the qualitative method and the reliability of the instruments by the internal consistency method by calculating the Cronbach's alpha coefficient. The collected data were analyzed in SPSS.24.
Results: The sensory component of the "Aesthetic Intelligence Test" had no statistically significant correlation with emotional. But the emotional component of "Aesthetic Intelligence Test" had a positive and significant correlation with the emotional empathy subscale of the "Empathy Scale" at the level (0.01) and with the total score of empathy, a positive correlation at the level (0.05). In addition, the dynamic component of the "Aesthetic Intelligence Test" has a positive and significant correlation with the emotional empathy of the "Empathy Scale" at the level (0.05). The results of simultaneous regression analysis showed that aesthetic intelligence could explain 4.7% of the empathy variance. 
Conclusions: There is a positive correlation between the component of emotional and dynamic empathy of “Aesthetic Intelligence Test” with empathy. It is recommended that aesthetic intelligence be trained to promote empathy among nursing staff.
 

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Introduction: The quality and effectiveness of the performance of organizations is a determining and vital factor in the realization of development plans and welfare of that organization. The aim of this study was to determine the mediating role of job involvement in the relationship between personality traits and job performance in the staff of department of education, NAJA and Tehran Municipality.
Methods: The present study was performed by descriptive-correlation method. The statistical population included all staff of department of education, NAJA and Tehran Municipality in Tehran in 2021. Among them, 400 people were selected by simple random form by random number table method and single-stage cluster random methods. In this study, demographic questionnaire, "Job Performance Questionnaire", "Job involvement Questionnaire" and "NEO-Five-Factor Inventory" were used. Content validity was assessed by qualitative method and reliability by internal consistency method was calculated by calculating Cronbach's alpha coefficient for questionnaires. Data analysis was performed in SPSS. 25 and Smart PLS.3.
Results: The direct path of responsibility (β = 0.35, P <0.05) was significant with employee job involvement (β = -0.46, P <0.05). Direct path of extraversion (β = 0.094, P <0.05), responsibility (β= 0.29, P <0.05), and job involvement (β = 0.042, P <0.05). It was significant on the job performance of employees. The overall path of extraversion (β= 0.089, P <0.05), and responsibility (β = 0.31,                       P <0.05), was significant with employees' job performance. Indirect path of extraversion (β= -0.004, P <0.05), agreeability (β=0.000, P<0.05), and responsibility (β=0.015, P<0.05), mediated by job involvement on job performance was not significant.
Conclusions: Considering the significance of the direct path of responsibility, extraversion and job involvement with employees 'job performance, counselors and psychologists are suggested to take measures to increase job involvement and responsibility by increasing the role of these variables in increasing employees' job performance. 
 

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Introduction: In today's competitive world, highly productive employees are the biggest competitive advantage for organizations. Leadership style is one of the factors that can be effective in the occurrence of this mental state. The aim of the current research is to determine the correlation of toxic leadership and organizational inertia with the mediating role of social loafing among the employees of the Ministry of Sports and Youth.
Methods: The current research is descriptive-correlational. The statistical population of this research is made up of 303 managers and experts of the Ministry of Sports and Youth, of which 181 people were selected as a statistical sample. Data collection instruments included demographic questionnaire, "Toxic Leadership Scale", "Organizational Inertia Questionnaire", and "Social Loafing Questionnaire". The validity of the instruments was measured by face validity (by qualitative method), convergent and divergent validity. Also, composite reliability and internal consistency reliability were checked and confirmed by calculating Cronbach's alpha coefficient of the instruments. Data analysis with Smart PLS software .3 and SPSS. 24 is done.
Results: The model had a good and acceptable fit and all paths (hypotheses) were confirmed with high confidence. The analysis of fit indexes of the structural model indicated that the model has a good fit and therefore has a high ability to measure the main variable. The weakest correlation is between toxic leadership and social loafing.
Conclusions: With the presence of the mediating variable of social loafing in the relationship between toxic leadership and organizational inertia, it is significant for the direct path between toxic leadership and organizational inertia. The model has a good fit and a high ability to measure the main variable. Also, the weakest correlation is between toxic leadership and social loafing. It is suggested that the managers of the Ministry of Sports and Youth, by giving importance to the leadership style of the organization, can prevent the destructive behavior of the employees, such as loafing, and improve their performance and prevent them from leaving the organization.
 

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Introduction: One of the major problems of employees is lack of activity. This study was conducted with the aim of development model of physical activity in the employees of medical sciences universities based on the Grounded Theory.
Methods: The current qualitative research was conducted using the Grounded Theory. The research community, knowledgeable people in the field of research included managers and officials of medical sciences universities, university lecturers, experts and sports science experts. The number of samples using the principle of theoretical saturation was 18, which were selected using the purposeful snowball sampling method. Data collection was done by semi-structured interviews. 4 criteria including credibility, generalizability, reliability and verifiability were used to measure the validity of the findings. The intra-subject agreement method was used to measure reliability, which was equal to 0.85. Data analysis was done with open, axial and selective triple coding and with MAXQDA software.
Results:  6 selected components under the title of components (causal conditions, context, intervening conditions, phenomena, strategies and consequences), 33 core codes and 61 open codes were identified.
Conclusion: Causal condition components include 8 core codes, context components include 8 core codes, intervening condition components include 3 core codes, phenomenon component include 1 core code, strategies components include 7 core codes and consequences components include 6 core codes. It is suggested to use the results in the presented model to develop physical activity among employees.