ABSTRACTDuring the last century, ports of Persian Gulf become the most important storage, refining and transportation of crude oil, oil derivation, petrochemical products and also, business activities. Nowadays, due to functional diversity between ports, the impact of port activities on the development of urban spaces will be different, and this issue leads to structural differences of port cities. The purpose of this research is to identify the key VARIABLES affecting the relations and spatial structure of port-city in Dubai as the most thriving and successful port-city in the Persian Gulf. This research is based on deductive reasoning and carried out by analysis of cross effects with secondary data (results of other prominent articles) and also primary data (questionnaire). sampling method is based on purposive sampling and Micmac software was used to analyze the data. Output of Micmac software shows the position of the instability of the system. Therefore, the position of each VARIABLES in the conceptual model can be categorized to driver, linkage, dependent, and autonomous factors. The research findings indicate 4 VARIABLES (like as “income, cost and investmnets in port-city”) can be introduced as a driver factor, 5 VARIABLES (like as “advanced multimodal transportation in the port”) can be introduced as a linkage factor, 6 VARIABLES (like as “quality of living environment and desirable city”) can be introduced as a dependent factor, 3 VARIABLES (like as “environmental protection and sustainable development of the city-port”) can be introduced as an autonomous factor. The rapid development of Dubai can be explained by the purposeful distribution of revenues from trade and tourismExtended AbstractIntroductionDuring the last century, ports of Persian Gulf become the most important storage, refining and transportation of crude oil, oil derivation, petrochemical products and also, business activities. The global increase in oil demand since the 1950s led to the creation of discovery of new oil wells and large industrial areas. With the construction of new oil or gas facilities in the port areas, increasing oil revenues contributed to the countries of the Persian Gulf region and form a new geographical relationship between ports and coastal cities which had an impact on the spatial structure and relation of them. Nowadays, due to functional diversity between ports, the impact of port activities on the development of urban spaces will be different, and this issue leads to structural differences of port cities. In the 1950s, Containerization (container loading technology) was based in some of the world's ports and created a huge transformation in the shipping industry, which had a significant impact on the development of ports. Although the ports of the Persian Gulf have made a significant contribution to the economic growth and physical development of other ports in the world, but few researches have been done on the VARIABLES and factors affecting the development of the spatial structure of the important ports of the Persian Gulf. This region, due to its unique geographical location, has always been considered as a most important corridor in the field of economic and transportation throughout history. Some of the most important energy and commercial ports in this region are: Dubai, Manama, Kuwait, Dammam, Doha, Bushehr, Bandar-Abbas and Assaluyeh. In this regard, the purpose of this research is to identify the key VARIABLES affecting the relations and spatial structure of port-city in Dubai as the most thriving and successful port-city in the Persian Gulf. MethodologyThis research is based on deductive reasoning and carried out by analysis of cross effects with secondary data (results of other prominent articles) and also primary data (questionnaire). The method used in this research is quantitative and the sampling method is based on purposive sampling. the VARIABLES affecting the spatial structure of port-city relations were identified in the form of a review of 31 prominent articles. 25 experts (who had comprehensive knowledge and information about the development process of the city-port of Dubai) participated to determine the effectiveness or influence of VARIABLES. Finally, the output of data analysis was done by the Micmac software. Results and discussionOutput of Micmac software shows the position of the VARIABLES in the diagram that it indicates their status in the system and their role in the dynamics and changes of the system. The method of distribution and dispersion of the VARIABLES in the spatial structure of port-city relations indicates the instability of the system. Therefore, based on the output of the system, the position of each VARIABLES in the conceptual model can be identified in five categories (driver, linkage, dependent, autonomous and regulatory VARIABLES). According to the results, some VARIABLES such as “the changes in the strategic positions” and “geopolitics of port-city”, “the modification of the management method” and “regional planning of the ports”, “the promotion of local governance in the relations between port-city” and “the way of national and international management of ports have been introduced as driver VARIABLES. On the other hand, five VARIABLES consist of “advanced multimodal transportation in the port” and “income, cost and investment in the port-city”, “the contrast and physical integration of the port - city space”, “the development of various industrial and production activities in the ports and their local hinterland” and “their qualities Financial and commercial policies of ports” have been introduced as linkage VARIABLES. Findings of research also shows that some VARIABLES consist of “quality of living environment and desirable city”, “quantity and quality of transit corridors (rail, road and air) to hinterland”, “construction and launching the new port (sea port or dry port)”, “terminal facilities and infrastructure and warehousing”, “conflict or convergence between the city and the port” and “increase in population growth rate and migration to the port - city” categorized as dependent VARIABLES. Three VARIABLES including “cultural and historical background of ports”, “use of cheaper energy, Less-polluted, clean and renewable energies in the city-port” and “environmental protection and sustainable development of the city-port” categorized as autonomous VARIABLES. Finally, a variable with the title of “improvement in management and information technology and development in loading, unloading and storage of commodities” have been introduced as regulatory VARIABLES. The findings of this research have a remarkable similarity with other researches carried out in the field of city-port relation and clearly emphasize the direct impact of the "investment in port-city" in the development of them. For example, Grossmann (2008) emphasized that city-port of Hamburg has become one of the largest ports in Northern Europe during the last few decades due to huge domestic and foreign investment. ConclusionThis research carried out in order to introduce and explain the key VARIABLES affecting the development of the spatial structure of the port-city of Dubai. On this basis, 21 VARIABLES have been extracted by systematic reviews of prominent articles. In the following, 25 experts were selected with the purposive sampling method. Among the 21 VARIABLES extracted, 4 VARIABLES (like as “geopolitics of port-city”) introduced as a driver factor, 5 VARIABLES (like as “advanced multimodal transportation in the port”) introduced as a linkage factor, 6 VARIABLES (like as “quality of living environment and desirable city”) introduced as a dependent factor, 3 VARIABLES (like as “environmental protection and sustainable development of the city-port”) introduced as an autonomous factor. The rapid development of Dubai can be explained by the purposeful distribution of revenues from trade and tourism. A part of these revenues has been directed towards investment in important transportation infrastructures such as airports and ports of this city. These strategies have a wide impact on improving the economic growth of the city and the development of the port in order to adapt with the global trade and advanced technologies. FundingThere is no funding support. Authors’ ContributionAuthors contributed equally to the conceptualization and writing of the article. All of the authors approved the content of the manuscript and agreed on all aspects of the work declaration of competing interest none. Conflict of InterestAuthors declared no conflict of interest. Acknowledgments We are grateful to all the scientific consultants of this paper.

Background: Ethics has long been a human concern. Besides determining the relation between moral intelligence and moral leadership, and work ethic of the organization, the present study, has addressed explaining the role of these components on the ORGANIZATIONAL health.Method: The method of this study was a descriptive-correlation. The research population included the staff of organization of the industry, mine and business of Hamadan (N=230). Based on simple random sampling method, the sample size was determined to be 150 people. Four standard questionnaires of moral intelligence, moral leadership, work ethic, and ORGANIZATIONAL health were used for gathering the research data. Data were analyzed by modeling structural equations.Results: The results show that the used model is an appropriate theoretical model in the process of formation of ORGANIZATIONAL health, and all direct relationships between VARIABLES in the model are significant. Also, the results of modeling of structural equations showed that, moral intelligence explains 40 percent of the work ethic, moral leadership accounts for 57 percent of the work ethic; moral intelligence clarifies 89 percent of ORGANIZATIONAL health; moral leadership explains 75 percent of ORGANIZATIONAL health; and work ethic explains 63 percent of the variance in ORGANIZATIONAL health.Conclusion: Based on the findings of this study, ethical indices improve ORGANIZATIONAL health by ethical factors. Therefore, according to the ethical principles may lead to ORGANIZATIONAL health.

The aim of this study was to predict the ORGANIZATIONAL commitment and their components (i.e Identification, Exchange, and Affiliation commitment) from seventeen VARIABLES including participation to decision making, ORGANIZATIONAL citizenship behaviors, job perspective, confidence in supervisor, pay satisfaction, promotion opportunity, internal motivation, supervising quality, desire to remain turnover intention, job attachment, work attachment and satisfaction with supervisor and coworkers. In order to reach the goals of the research, 319 participants (male and female) were randomly selected from a public organization's personnel. Balfor and Wechsler's (1996) scale were used for measurement of the ORGANIZATIONAL commitment and their components. The validity and reliability of the research instruments were investigated and verified. Stepwise regression analysis was used for data analysis. The results showed that in six steps: job attachment, participation in decision making, pay satisfaction, job perspective, promotion opportunity, and turnover intention were 0.681 multiple correlation coefficients with identification commitment and they are able to explain 45 percent of this variable variance. The exchange commitment results showed that in six steps: supervision quality, job perspective, job attachment, pay satisfaction, satisfaction with coworkers and desire to remain have 0.658 multiple correlation coefficient with exchange commitment and they are able to explain 42 percent of this variable variance. For affiliation commitment, the results showed that in six steps: supervision quality, promotion opportunity, participation decision-making, pay satisfaction, desire to remain and satisfaction with coworkers had 0.75 multiple correlation coefficient with affiliation commitment and were able to explain 55 percent of this variable variance. For general ORGANIZATIONAL commitment, the results in eight steps: supervision quality, desire to remain, promotion opportunity, pay satisfaction, job perspective, satisfaction with coworkers, participation in decision making and job attachment had 0.819 multiple correlation with general organization commitment and they were able to explain 67 percent of this variable variance. Regression equations were also presented for predicting the indentificationa, exchange, affiliation and general ORGANIZATIONAL commitment.

Background Researchs shows that organizations that have more emphasis on the professional ethics compared to other organizations، healthier and more successful and have better performance. in the field، aim of this study has study of relationship between ORGANIZATIONAL VARIABLES with professional ethics with emphasis on the role of ORGANIZATIONAL trust has been done. Method The research method was descriptive-correlative and the statistical population consisted of all education employee in Alborz Province، (765 persons)، that 256 persons were selected randomly. To collect data، standard questionnaire five was used. Structural Equation Modeling was used to analyze of data. Results ORGANIZATIONAL justice، participatory leadership، ORGANIZATIONAL trust and transformational leadership with professional ethics has direct and positive relationship. The results showed that ORGANIZATIONAL trust in the relationship between transformational leadership and participation management with professional ethics has a mediating role. But has no mediating role the relationship between ORGANIZATIONAL justice and professional ethics. Conclusion As a result، to increase professional ethics education in Karaj، you should transformational leadership، ORGANIZATIONAL justice، participative management and ORGANIZATIONAL trust noted.

Background: The purpose of this study was to describe the influence of ORGANIZATIONAL VARIABLES on hospital staff nurses’ job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence.Methods: The reported influence of ORGANIZATIONAL VARIABLES on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 ORGANIZATIONAL VARIABLES on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t -test, ANOVA and factor analysis were used for data analysis.Results: The study showed the relative importance of the 28 ORGANIZATIONAL VARIABLES in influencing nurses’ job performance. Nurses in this study reported that workload and technological support are the most influential ORGANIZATIONAL VARIABLES on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance.Conclusion: Administratively controllable influence job ORGANIZATIONAL VARIABLES influence job performance of nurses in different magnitude.

Motivation is one of the basic issues and concepts in human capital management,and many works and writings on motivation have been presented by various scholars in which,both theoretically and empirically,motivational techniques used by managers to improve the performance of individuals has been discussed,Therefore,the present study was conducted to investigate the ORGANIZATIONAL and psychological VARIABLES related to job motivation of employees,The purpose of this research is to apply applied knowledge in the field of ORGANIZATIONAL studies,From the perspective of the descriptive method –correlation,the statistical population of this research is 700 employees in the kowsar Hospital in Shiraz,Sampling method,in the form of random stratified sampling,248 people were selected as sample size,A questionnaire was used to collect data,Research hypotheses were analyzed using structural equation modeling,The results of data analysis showed that self-efficacy with 0,805 path coefficient with the lowest relationship with employee's job motivation,

Background Spirituality in the workplace of important VARIABLES affecting justice and ethical behavior of employees in an organization، The present study aims to provide a model of causal VARIABLES affecting observance of ethical behavior among employees. Method The study of the functional purpose، and from the perspective of data collection and data correlation descriptive. The population of the study، 5000 Shiraz Municipality employees. The sample size was determined based on a sample of 356 people to collect data and compilation of Four standard questionnaires is closed. Likert 5-point scale for the scoring. Data using software (lisrel8. 5) were analyzed. Results The results of path analysis showed that the VARIABLES of self-organization، ORGANIZATIONAL justice، And the role of spirituality in the workplace as meaningful work، in line with ORGANIZATIONAL values and solidarity have had the greatest influence on the observance of ethical behavior. Conclusion The findings showed can be done with rules like fairness in the organization، reliable employees to managers and colleagues، The importance of human and spiritual values in the workplace، participation employees in the organization And increase self-esteem، to promote ethical behaviors lead employees.

According to the importance of good behavior in organizations and its role in advancing the goals and improving ORGANIZATIONAL effectiveness, the purpose of present study was investigation of relationship between job satisfaction and perceived ORGANIZATIONAL justice with ORGANIZATIONAL citizenship behavior. The purpose of present study is investigation of relationship between job satisfaction and perceived ORGANIZATIONAL justice with ORGANIZATIONAL citizenship behavior. To this purpose a group including 167 employees of an industrial company in Tehran, selected with random sampling method and responded to Minnesota Satisfaction Questionnair (MSQ), Perceived ORGANIZATIONAL Justice (POJ) and ORGANIZATIONAL Citizenship Behavior (OCB) questionnairs. Results indicate that, between job satisfaction with perceived ORGANIZATIONAL justice, and perceived ORGANIZATIONAL justices with ORGANIZATIONAL citizenship behavior, there are positive and significant relations. Results of regression model indicate interactional justice in explanation of ORGANIZATIONAL citizenship behavior direct to co-worker, and procedural justice with distributive justice in explanation of ORGANIZATIONAL citizenship behavior direct to organization, entered in regression model. Groups comparing with focus on demographic VARIABLES showed that groups’ differences in gender (P<0/05), division (P<0/05) and inductee status (P<0/01) are significant. So, it can be concluded that ORGANIZATIONAL justice and its subscales predict ORGANIZATIONAL citizenship behavior.