كليدواژه :
اعضاء هيات علمي , رضايت شغلي , رفتار شهروند سازماني , فرسودگي شغلي , تعهد سازماني , جو سازماني
چكيده لاتين :
The purpose of this survey was to study the relationship between job factors (job satisfaction, job burnout) and organizational factors (organizational commitment, organizational climate) with the organizational citizenship behavior of members of the faculty of Islamic Azad University - Zone 1 branches, in order to provide an appropriate model. The statistical population of this study consisted of all 3100 faculty members of Islamic Azad University - Zone 1 branches, in 2008-2009 academic year. 397 were selected as sample population by use of random sampling method. Five questionnaires namely: organizational citizenship behavior, job satisfaction, job burnout, organizational commitment and organizational climate were used to collect the required data. Such statistical methods as one sample t-test Pearsonʹs correlation coefficient , cronbach alpha , multivariate regression and path analysis were used to analyzed the data. Results showed that the onset of organizational citizenship behavior among the faculty members was little higher than the average level. The variables of job satisfaction and organizational commitment had a positive effect on the organizational citizenship behavior while job burnout and organizational climate had a negative effect on it. Of the job satisfaction components, the components of works nature, satisfaction with colleagues and satisfaction with the salary and benefits had the ability to predict organizational citizenship behavior. Of the three job burnout components, that is, personal accomplishment, depersonalization and emotional exhaustion, all were able to predict organizational citizenship behavior in the reverse direction. Of the three components of organizational commitment, only the component of normative commitment was able to predict the organizational citizenship behavior in the positive direction. Of the five components of organizational climate , only the component of the managers1 supportive behavior was able to predict the organizational citizenship behavior in the positive direction .
