Basic life Support (BLS) following by Advanced cardiac life Support (ACLS) is intended to rescue the patients with acute circulatory or respiratory failure or both. The most important determinant of short and long-term neurologically intact survival is the interval from the onset of the cardiac or respiratory onset to restoration of effective spontaneous functions of these vital activities.It is commonly accepted that every physician, regardless of specialty, should be able to  perform CPR. It must be also emphasized that CPR, almost invariably, necessitates a rapid interventional follow-care with ACLS procedure.Without well-performed basic life Support, advanced cardiac life Support is of no remark-: able benefit, BLS and ACLS are processes that must be performed step by step and with respect to the patient's condition.

The purpose of the present study is to investigate the relationship between perceived Organizational Support and Organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3. 2. 6 software. The findings showed that perceived Organizational Support had a positive and significant effect on Organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived Organizational Support and Organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.

It is about five decades that researchers have studied the relationship between perception of Organizational justice and employees' work (such as job satisfaction, job engagement and Organizational commitment). During this time, many investigations have been done and the domain of literature has been developed remarkably. Moreover, new research fields have been introduced in which attitudinal factors have received special importance and position. Concerning the role of attitudinal factors in organization theories, the present research attempted through a structural model and by use of Amos software investigated the relationship between Organizational justice, perceived Organizational Support, Organizational trust variables (independent variables) and Organizational commitment (dependent variable). This research especially by use of theories of social exchange, Organizational Support, Leader-member exchange studied the role of perceived Organizational Support and Organizational trust as mediator variables. The participants in this research were 343 employees from fire department, the Red Crescent organization, university of Shahid Bahonar, office of affairs of Bank Melli branches in Kerman province. The results showed that Organizational justice indirectly, through two variables of Organizational Support and Organizational trust affects the commitment. The results also indicated that the perceived Organizational Support have direct and indirect effects on commitment. Its indirect impact is through the variable of Organizational trust and finally the direct effect of the Organizational trust on the commitment is more than the effect of the Organizational Support on the dependent variable.

Keeping and retaining of professional staff in organizations and increase their performance have always been the concern of many organizations and companies in competitive situation. Achievement of these objectives, depends on many factors such as perceiving organization and supervisor Supports by the staff. In this research, the effect of perceived Organizational and supervisor Support on Organizational commitment and individual performance will be investigated. For this purpose, a sample gathered through statistical census of Itrac Company with 260 employees, were studies. The method of analysis of the collected data was correlation and regression (step by step) with SPSS software, the results showed that the perceived Organizational and supervisor Support have positive and significant impact on affective and normative dimensions of Organizational commitments and has positive impact on both the task and contextual performance, and there’s not a meaningful positive relationship only between perceived Organizational and supervisor Support with continued commitment.

This research was conducted with the aim of investigating the effect of perceived Organizational Support and Organizational culture on Organizational citizenship behavior with the mediating role of perceived Organizational commitment. The statistical population of this study consisted of all the teachers in Tehran, whose number was 45, 000, and according to Cochran's formula, 384 teachers and administrators were selected as a statistical sample based on the multi-stage cluster sampling method. The measurement tool in this research is a researcher-made questionnaire, the first part of which is to examine demographic characteristics and the other three parts of a modified standard questionnaire, which include Sharma and Jain's Organizational citizenship behavior questionnaires, Dension's Organizational culture and commitment, and Eddy's Organizational Support questionnaire. have been. After checking the validity and reliability, the questionnaires were provided to the selected statistical samples and the obtained data were analyzed using SPSS26 and SmartPLS software. The research findings showed that perceived Organizational Support and Organizational culture have a positive and significant effect on Organizational citizenship behavior with a mediating role of perceived Organizational commitment. It is recommended to increase the Organizational commitment of teachers in the educational organization with Organizational Support and create a suitable Organizational culture, and then the emergence of Organizational citizenship behavior in them.

The purpose of this study is investigation of relationship between Perceived Organizational Support and Organizational Commitment & Turnover intention in general and examination of relationship between dimensions of Organizational Commitment (Affective Commitment, Normative Commitment, Continuance Commitment) and those two constructs in particular. For this purpose, a conceptual model based on the literature review of the context and its constructs was developed. To examine the relationship between constructs of the model, appropriate sampling method was utilized to select employees from a regional public organization. From the respondents, 98 questionnaires were found to be valid for data analysis. The results showed that there is positive and strong relationship between Perceived Organizational Support and Organizational Commitment and there is negative relationship between Perceived Organizational Support and turnover intention.among 3 dimensions of Organizational Commitment, continuance Commitment appeared to have the least positive relationship with Perceived Organizational Support. It was also revealed that, affective commitment had stronger negative relationship with turnover intention.