Introduction: TRUST is considered as an essential variable affecting organizational effectiveness which is known as TRUST level that employees have in their managers. It appears as if TRUST in SUPERVISOR has an essential role in making an effective means between organizational commitment and commitment to organizational change. Methodology: in the current research that was conducted on 225 employees of Electricity Distribution Company of north Isfahan, organizational commitment questionnaire of Baulfour and Wechsler (1996), commitment to organizational change questionnaire of Barati and Oreyzi (2012), and TRUST in SUPERVISOR questionnaire of MCAllister (1995) was used. Findings: results of the research showed that there existed direct and indirect relationship between organizational commitment (OC) and commitment to change (CTC) and bootstrapanalysis showed that this relationship is established through mediating role of TRUST in SUPERVISOR (TIS). Exchange dimension of OC and CTC was mediated by cognitive dimension of TRUST, identification dimension was mediated by affective component of TRUST and affiliation dimension was mediated by cognitive and affective components.Conclusion: it is suggested to managers and organizations to try to create TRUST in subordinates if they want to create organizational commitment and commitment to change.

The present study is devoted to the-Comparison of the Trait anxiety, State anxiety and Self-confidence in three sport Teams 01olleyball, Basketball and Handball) and three Individual sports. (Track and field, Wrestling and Badminton). Subjects were consisted of 90 male athletes for each major and Totally 540 people were selectes randomly from 12 Provinces. Sport competition anxiety test (SCAT) (a=0/825) and Competitive state anxiety inventory (CSAI-2) (a=0/839).were used for collection Data analyzed by t test and Pearson's correlation coefficient. Results showed that what athletes of individual sports in the comparison with athletes of group sports had greater Trait anxiety but less self - confidence. Correlation between components somatic and cognitive of state anxiety similariy, between somatic component of state anxiety and trait anxiety, and somatic component and traite anxiety at (P=0/05) was average and positive, but between cognitive component of state anxiety and self-confidence at (P=0/05) was poor and negative. Likewise, correlation between somatic component of state anxiety and self-confidence at (P=0/05) was poor and negative.

This study was conducted to investigate the relationship of personnel's perceived organizational justice and TRUST (Organizational TRUST and TRUST in SUPERVISOR). The sample consisted of 290 employees of Foolad Mobarakeh in 2008 (1387 S.C.). Hartog & Koopman`s TRUST in SUPERVISOR questionnaire (a=0/87), Moorman, Blakely & Niehoff`s organizational TRUST questionnaire (a=0/66), Colquitt`s distributive jus­ tice questionnaire (a=0/91), and Niehoff & Moorman`s procedural justice question­ naire (a=0/86), were used. The validity and re-ability of the questionnaires were confirmed. In order to analyse the data relational method (cor­ relation and regression) was used. Findings showed positive and significant relationships between components of organizational justice and TRUST. Also, organizational justice components could predict TRUST components (p£o.o1). Finally, with respect to the research results, suggestions were proposed for other researchers and organizational managers.

Introduction: The aim of this research was to study the relationship between organizational justice and LMX with TRUST in SUPERVISOR and dimensions of psychological empowerment.Method: The sample consisted of 247 employees of the Esfahan Steel Company who have been working in the summer of 2010 (1389s.c.). Data was collected by questionnaire of Nieh off and Moorman's organizational justice (1993), Graen, Novak and Sommerkamp (1982) for LMX, and scale of TRUST in SUPERVISOR by Hartog and Koopman (2003). Data was analysis by using correlation, simple and multiple regression.Results: Results showed that procedural justice and LMX predicted TRUST in SUPERVISOR and procedural justice predicted TRUST in SUPERVISOR greater than LMX. Quality of LMX and procedural justice were important for employee's TRUST in SUPERVISOR.Conclusion: Further interactions revealed that SUPERVISORs’ fair treatment with subordinate were very important for building TRUST in leader.

To examine relationship of SUPERVISORs and students with respect to learning improvement, dissertation and knowledge production is of great importance. To choose a SUPERVISOR is one of important decisions made by doctoral candidates. Consequences of this selection as well as proper relationship with SUPERVISOR may affect dissertation assessment and continuation of future research guided by the same SUPERVISOR.The present study aimed to improve this process and examine its consequences. Initially, through literature review and interview with experienced SUPERVISORs of doctoral candidates 20 indicators were identified. Then, a questionnaire developed on the basis of the indicators was administered to 31 PhD graduates in education. Results indicated that SUPERVISOR selection and student-SUPERVISOR relationship were found to be relatively satisfactory. Significant differences were also found between graduates in terms of their dissertation marks, tendency to work under the same SUPERVISOR for future research, and satisfaction of their choice and relationship. Finally, based on content analysis of open-ended questions some suggestions were made towards improvement of SUPERVISOR selection and relationship of students and SUPERVISORs. Results were discussed in the final section of the paper.

The purpose of this study was designing and testing a model of some antecedents of happiness at work. The research sample consisted of 322 employees of Foolad Gharb Asia Company, who were selected by stratified random sampling method. The participants completed psychological capital, perceived interactive justice, SUPERVISOR support, opportunity of growth and promotion, pay satisfaction, TRUST in SUPERVISOR, job satisfaction and happiness at work questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-19 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fitted the data properly. Better fit obtained by omitting 1 non-significant path. Finding also showed that all direct and indirect paths except psychological capital to TRUST in SUPERVISOR were significant.