Journal of Research in Educational Systems

Abstract Objective: The present study was conducted with the aim of structural analysis of personality traits, organizational commitment and job motivation with the mediating role of self-control in teachers and principals of elementary schools for girls. Methods: This research, in terms of purpose, was applied; In terms of data collection method, was descriptive, of the survey type; and in terms of the nature of the data, was quantitative. Statistical population, have been including all teachers and principals of elementary schools for girls in the academic year 2022-2023 to the number of 369 people. The sampling method was multi-method sampling. The sample size, according to Krejcie and Morgan table (1970), there were 225 people. The data collection tool, was HEXACO Traits Personality (2013), Allen and Mayer organizational commitment questionnaire (1990), Herzberg job motivation questionnaire (2004) and Tangney, Baumeister & Boone self-control questionnaire (2004). To analyze the data, in addition to descriptive statistical techniques, the following inferential statistics techniques were used Step by Step Regression and Structural Equation Modeling. Findings: The research findings showed, relationship between personality traits, organizational commitment, job motivation and self-control of teachers and principals was positive and significant (P<0/01). Furthermore, the mediating role of self-control in the effect on personality traits, organizational commitment and job motivation of teachers and principals was confirmed. Conclusion: It is concluded that, to improve the professional performance of teachers and school administrators; the institution of education must take steps in order to strengthen personality traits and setting the stage for an organizational commitment and job motivation; and also optimizing self-control.

Abstract The present research was carried out by the purpose of determining the relationship among organizational loyalty and social undermining by mediating of organizational commitment of school managers in Miandoab. It is applied research considering its purpose and regarding the method of data collection descriptive of correlational kind using modeling structural equations. The statistical population of the present study included all the managers of Miandoab schools in all grades of elementary, first period of high school, second period of high school, technical –professional instruction, vocational training in the educational year of 2021-2022 among them 262 people were selected by using relative class method. In order to collect the needed data, questionnaire of organizational loyalty of (Kumar & Shekhar, 2012) questionnaire of organizational commitment of (Belfor & Wechsler, 1996) questionnaire of social undermining of (Duffy et al, 2002) were used. In order to analyze data and examine causal relations among the variables, modeling structural equations were used. The results showed that organizational loyalty has significant negative relationship effect on social undermining (p<.01) and organizational commitment has significant negative relationship effect on social undermining (p<.01). Also, the mediating effect of organizational commitment in relationship between organizational loyalty and social undermining was confirmed (p<.01). Regarding the findings, it could be indicated that in order to control and decrease social undermining of school managers and avoid disruptive behaviors, considering the organizational commitment and organizational loyalty seems necessary.

Abstract The present study was conducted with the aim of analyzing the effect of job burnout on organizational commitment with the mediation of organizational silence among teachers of first secondary schools in Noorabad city. The research method was descriptive-correlation of the type of structural equations. The statistical population of the research was all the teachers of the first secondary schools of Noorabad city in the academic year of 2001-2001, numbering 320 people. To select the sample, Krejcie & Morgan table was used and 175 people were selected by stratified random sampling method. In order to collect information, three standard questionnaires of Milliman's job plateau (1992), Allen and Mayer's (1990) organizational commitment, and Dine et al.'s (2003) organizational silence were used. Descriptive statistics and inferential statistics including confirmatory factor analysis and structural equation modeling with partial least squares approach were used for data analysis. The research findings showed that there is no significant relationship between job burnout and organizational commitment at the 0.05 level, but with the mediation of organizational silence, this relationship is negative and significant. Also, organizational silence has a negative and significant relationship with organizational commitment at the 99% confidence level, and job burnout has a positive and significant relationship with organizational silence at the 99% confidence level. In general, it is concluded that the conceptual model of the effectiveness of organizational commitment on job burnout with the mediating role of organizational silence does not fit with the empirical model.

Abstract The purpose of this study was to determine the relationship between organizational commitment and organizational citizenship behavior with motivation in work among the employees of Khuzestan Islamic Azad University (case study) by descriptive-analytical method. The statistical population of the study was 2428 non-faculty members. 332 people were selected based on Cochran's relationship and stratified random sampling method. The instruments used in the study were Alan & Miyer (1990), Organizational Citizenship Behavior Questionnaire (Oregon and Fareh, 1997) and a researcher-made questionnaire on motivation. The kmo method was used to determine the validity of the organizational commitment questionnaire, which was 78%. For reliability, Cronbach's alpha method was used and its value was 0.97. The kmo method was used to determine the validity of Organizational Citizenship Behavior Questionnaire. Its reliability was 0.89. Cronbach's alpha method was used for its reliability and its value was 90%. The first question was related to the description and explanation of variable components of organizational commitment that were confirmed by descriptive statistics and factor analysis, components of commitment commitment, continuous commitment and normative commitment with high value and factor load. The second question was related to describing and explaining the components of organizational citizenship behavior that was confirmed by descriptive statistics and factor analysis, components of altruism, conscientiousness, civic behavior, protection of resources of the organization and high value social benefits.