Leading an organization, to go in tandem with changes and in order to survive and develop in. new environments requira certain Features that managers.Generally have problems to respond to. One of the most prominent features that It is one of the could help manageres in the this respect is Emotional Intelligence.Features that can enormously play an important role in relationships between managers and members of an organization. Scholars have found that E1 is more important than JQ for a manager. It is worth mentioning that the emotional intelligence capabilities are not essentially inherent but can be learned. without management capabilities of EI ,managers and authorities would likely fail in their jobs. For the following reasons, communication effective is an important skill in management: -Managers should instruct and guide the staff- Managers should be capable to motivate the staffMansgers should be capable to convinc their customers to engage in trade with -them.-Managers should be capable to persuade others -Managers having emotional intelligence are most efficient as they fulfill their goal with optimum benefits and the satisfaction and commitment of the staff the studies have shown that the managers capable of communicating efficiently with their human resources are likely to get ahead of the others in future.

The purpose of this study was to determine the relationship between Organizational cynicism and Organizational Anti-Citizenship Behavior with the mediating role of Organizational envy. The following survey was done with descriptive and structural equation modeling type. 191 teachers of Zahedan were studied by Stratified randomized sampling that has been studied through Organizational Cynicism Scale, Organizational Anti-Citizenship Behavior Questionnaire and Organizational Envy Questionnaire. The correlation coefficient and simultaneous multiple regression were used for data analysis by SPSS-21 and Lisrel. Based on the results, there was a positive and significant relationship between Organizational cynicism, Organizational Anti-Citizenship Behavior, and Organizational envy. Organizational cynicism did not directly affect Organizational AntiCitizenship Behavior but indirectly had a positive effect on Organizational Anti-Citizenship Behavior through the Organizational envy variable. Thus the result of the expansion of Organizational cynicism is Organizational envy; the consequence of Organizational envy is the appearance of Organizational Anti-Citizenship Behaviors. Since the root of Organizational cynicism goes back to distrust, managers can reduce the Organizational cynicism of employees by extending Organizational trust.

The aim of the current research was to investigate the relationship between the emotional exhaustion and Organizational Citizenship Behavior by considering Organizational Citizenship Behavior directed at individual (OCBI) as a moderator variable. Population of the current research included personnel of Karoon Oil & Gas Production Company and of this population, 144 persons were selected through random stratified sampling method.Measurement tools of the study were Organizational Citizenship Behavior questionnaire developed by Podsakoff et al (1990), Maslash Burnout Inventory (1981). Data was analyzed through hierarchical regression analysis. Findings indicated that there was significant negative relationship between the emotional exhaustion and Organizational Citizenship Behavior. OCBI moderated relationship between the emotional exhaustion and Organizational Citizenship Behavior (OCB).Namely, in high OCBI there was significant negative relationship between the emotional exhaustion and Organizational Citizenship Behavior, but in low OCBI this relationship disappeared. Confronting the emotional exhaustion, the managers should support personnel, so that more resources could be invested on the performances by the personnel.

Background and Aim: One of the problems of today's organizations is the existence of Behaviors such as underemployment, aggression, bullying, stubbornness, intimidation and resentment, and these Behaviors affect both the performance of organizations and interpersonal relationships and the spirit of employee cooperation. The occurrence of such Behaviors as Anti-Citizenship Behaviors, unlike the Citizenship Behaviors of the organization and can hinder the functioning of the organization. Therefore, the purpose of this study is to identify Organizational Anti-Citizenship Behaviors.Methodology: This research is applied in terms of purpose and in terms of method is a qualitative study that has been done with an exploratory approach. The statistical population of the study consisted of 10 academic and executive experts of defense organizations who were selected by purposive sampling. The data collection tool is a semi-structured interview. To analyze the qualitative data, the data base method (emerging approach) was used with the help of Max Kyoda software.Findings: Data analysis indicates the identification of 100 indicators in the form of 18 sub-components, 4 components and two dimensions for the pattern of Organizational Anti-Citizenship Behaviors.Conclusion: Anti-Citizenship Behaviors include a wide range of Behaviors that based on this research, these Behaviors can be divided into two dimensions of Organizational Anti-Citizenship Behaviors and individual Anti-Citizenship Behaviors. Organizational Anti-Citizenship Behaviors include the part of Anti-Citizenship Behaviors that a person commits directly in connection with the organization. These types of Behaviors can be divided into two parts: production deviation (functional) and financial deviation.

The purpose of present research was to examine relationship between Organizational Citizenship Behavior (OCB) and Organizational climate. A stratified random sample of employees in the Ministry of Science, Research and Technology participated in this study. A five point Likert type scale was used for data collection. Data were analyzed using the Structural Equations Modeling (SEM). Results suggested that Organizational Citizenship Behavior has a significant relationship with Organizational climate. Further, the model can assess Organizational climate in the population in question.

Background: Organizational Citizenship Behavior (OCB) is defined as “individual Behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate, promotes the effective functioning of organization”. OCB, enhance job satisfaction among nursing employees. According to several findings, nurses' OCB have a positive and significant influence on job satisfaction. This research is aimed to study OCB among Iranian nurses.Methods: A cross-sectional, descriptive and analytical study was conducted among 510 nurses working in 15 teaching hospitals in Tehran, Iran to be selected by stratified random sampling. The respondents were asked to complete Netemeyer's Organizational Citizenship Behavior questionnaire that encompassed four dimensions of OCB including Sportsmanship, Civil Virtue, Conscientiousness, Altruism and selected each item of OCB dimensions and identified their attitudes about OCB items were observed in hospitals of Tehran. The data was analyzed by T-test, ANOVA and Pearson statistical methods.Results: The results of this research showed that most of the nurses who studied in this study, had OCB Behaviors. Also, we found that there was significant correlation between Iranian nurses' marriage status, qualifications and gender with sportsmanship, altruism and civic virtue.Conclusion: This research demonstrates the existence of OCB among Iranian nurses that are essential in developing patient – oriented Behavior. The results can be used to develop further nursing management strategies for enhancement of OCB. Finally, the present study indicates new possibilities for future researches such as analysis and comparison of OCB between different hospitals and how nursing policy-makers can enhance these Behaviors in Iranian hospitals.