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The present study aimed to assess the impact of spiritual leadership on organizational justice and organizational commitment of Gas Company employees of Ardabil province. The research method was descriptive and statistical population includes all official personnel of Gas Company. The research sample includes 70 people selected by the sampling formula in limited population. These numbers are selected using Simple Random Sampling. For collecting intransitive data, three questionnaires were used. To its validity if formal validity and reliability using Cronbach's alpha coefficient and the breakdown of the moral component leadership, organizational justice and organizational commitment has been calculated. For analysis of these data simple variable Regression and Kolmogorov-Smironov test has been used. Results indicate that spiritual leadership has an impact on organizational justice and organizational commitment.

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Organizational commitment has been one of the most popular work attitudes studied by practitioners and researchers. This article seeks to investigate the mediating role of psychological contract (PC) in the relationship between person-job (PJ) fit, person-organization (PO) fit and organizational commitment (OC). The target population for this study consists of support staff of Iran’s national gas company. The instrument for gathering data was questionnaire. The results of research showed that psychological contract fulfillment (PCF) has a positive and significant effect on OC. The results also showed a significant, positive and relatively weak effect of PO on PCF and OC. Despite of this, PCF could not mediate the relationship between PO and OC. This article adds new findings to the PC literature and emphasizes the importance of interactive role of PO, PJ in affecting on OC.

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The main objective of this study was to investigating the relation between organizational commitment and job satisfaction for accountants in 37 branches of the National Oil Refining & Distribution Company. In this research, it was used from the method stratified random sampling proportional to bulk, which questionnaires were distributed according to Morgan table and were distributed more than a number of sample.112 questionnaires was completed and the results were generalized to the entire population. Measuring Job Satisfaction from Standard questionnaire (JDI) and for measurement of commitment organizational from Allen & Meyer's questionnaire has been used. The test to determine the relationship between organizational commitment and job satisfaction of accountants employed by the National Broadcasting Company upon. Also from correlation test for determining relation between aspects of organizational commitment and job satisfaction for accountants working in National Oil Refining & Distribution Company exists and between aspects job satisfaction and the aspects organizational commitment exists the significant relation except in about hypothesis Number Six that between understanding with the colleagues and organizational commitment accountants a significant relation does not exist

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The purpose of this paper is providing a model to determine the factors affecting the willingness of employees to job relocation. In the transition from the industrial age to the post-industrial age, post-industrial society, Be organized around knowledge creation and use of information On one hand, heavy reliance of this competitive environment on knowledge capitals and staff expertise and the other hand, fluidity of these capitals, has caused the issue of maintenance and keep them in organization is of great importance. Inability to properly manage the maintenance staff (Particularly worthy and capable), as the main organizational capital, in addition to the direct and indirect costs imposed, if employees leave the organization, makes transmission capabilities to competing companies and finally, the loss of competitive advantage. In this study, we considered the factors affecting the willingness of employees to job relocation by combining model of planned behavior and variables of organizational justice, organizational commitment, and job satisfaction. The sample consisted of 210 employees of pars oil and gas company (POGC). In this study, of a questionnaire to collect data  and statistical software (SPSS and LISREL) for data analysis, was used. After analyzing data, results showed that Variables of organizational commitment, job satisfaction and organizational justice with variables of planned behavior, Are effective on willingness to job relocation

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The purpose of this study was to investigate the effect of human resources empowerment components on the organizational commitment of the personnel of Iranian Gas Transmission Company using a descriptive and correlation method. The statistical population of the research has been the personnel of Iran Gas Transmission Company (Tehran Staff). In order to collect information, a questionnaire from Kuo & et al. (2010) and in the 5-choice Likert scale has been used. Finally, 228 questionnaires were collected and analyzed. Applying SPSS software, the reliability of the questionnaire was estimated by Cronbach's alpha 0.919. This means that the questionnaire has a high reliability. The hypotheses of this study were tested using the structural equation model and using Lisrel software. The results of Laserl outputs show the positive and meaningful impact of human resources empowerment components (including sense of being competent, sense of being effectiveness, sense of trust, sense of independence, sense of being meaningful) on organizational commitment.

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The aim of this research is to study the effect of organizational commitment on forming learning organization in Institute for International Energy Studies (IIES). There have been considered three components of organizational commitment includes affective commitment, normative commitment and continuance commitment, and seven dimensions of learning organization includes continues learning, inquiry and dialogue, team learning, knowledge management system, shared vision, system connection and strategic leadership. The data gathering method is library study and surveying (a questionnaire includes 39 questions). The population includes specialists and researchers of IIES containing 90 employees and statistical sample contains 73 employees that have been chosen by accidental sampling method. To investigate normal distribution of data, the K-S Test has been used and following to its result, the Spearman Test and Structural Equations Model have been used to analysis the correlation between variables. Moreover, conceptual model of research has been verified through Structural Equations Model.The result of this research reflects that the organizational commitment effects positively on forming learning organization, and possibility of developing this organizational form requires the high level of affective and normative commitment.

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The purpose of the present study was designing a model for turnover reduction in Iranian Oil Terminals Company (IOTC) to reduce the direct and indirect costs of turnover and to take steps to improve organizational effectiveness. This study was conducted using Delphi method. According the Delphi panel, from the 12 experts related to the subject, was asked to validate the indexes of organizational turnover over the successive rounds of Delphi. The Delphi method was completed after the third round and a favorable consensus was reached. Finally, the conceptual model was designed from Delphi of experts on indigenous indices affecting the reduction of organizational turnover of IOTC’ personnel (selected from the set of factors and indicators from previous researches and projects) and within the framework of the effects of the ethical work climate of DeConinck (2011) and Zhang et al. (2013)’ ethical leadership model.

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Talent management is one of the solutions presented to utilize human resources as the most important assets of the organization. Therefore, the aim of this research was to investigate the effect of talent management components on job satisfaction and organizational commitment of Knowledge Workers. The research is considered an applied research based on its object and a survey, based on data collection methods and methodologically is considered in the category of quantitative research and positivism. Research population was 700 people including knowledge workers at Research Institute of Petroleum Industry, among whom 202 people were randomly selected. To collect data, it has been used the researcher made questionnaire for talent management, Minnesota's job satisfaction questionnaire and Allen & Meyer questionnaire for organizational commitment, based on Likert five point scales (from very high to very little). Face and content validity was used to evaluate questionnaires Validity. Also, Cronbach's alpha was used to establish the reliability of instruments. Results showed that there are strong positive causal effect on talent management components and job satisfaction (Except of absorption talent) and also on talent management components and organizational commitment (Except of appraisal talent).
 

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The purpose of this research was to investigate the effects of spirituality in the workplace component of desire to change the attitude according to the mediating role of organizational commitment. This research based on its goal is considered a practical research which consumed a descriptive and correlative research based on data gathering. The oil pipelines and telecommunications company of Fars district employees' (350 persons) were the statistical population of this research. The number of samples was counted 125 persons using the Cochran formula, and sampling was done by simple random method. Data collection was done by combination of three standardized questionnaires in a Likert 5 scales score. The research data was analyzed by using lisrel 8.5. All variables affecting the desire to change attitudes by employees in the oil pipelines and telecommunications company of Fars district were evaluated based on a conceptual model. Finally, the conceptual model according to indices of goodness of fit was approved. According to the estimates of the coefficients of the direct and indirect effects, the highest direct effect on willingness to change attitudes was related to “continuance commitment” (.35) and the lowest indirect effect have been “working interest” (.08).

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The purpose of this study was to investigate the effect of psychological capital and social responsibility on emotional organizational commitment and creativity with clarifying role of work engagement. This research is consumed applied in terms of purpose and descriptive in terms of data gathering. The employees of Kerman Province Gas Company were consisted the research population. Cochran formula was used for estimating the 229 sample and to identify and select the sample from the community, convenience sampling method was used. To collect data, it has been used the standard questionnaires for measuring psychological capital, work engagement, emotional organizational commitment, social responsibility, and creativity. The validity and reliability of them were examined through the content validity and Cronbach's alpha, respectively. LISREL software and structural equation modeling was used for data analyzing. The findings show psychological capital has positive and meaningful effects on the social responsibility, work engagement and emotional organizational commitment. Also, social responsibility has positive and meaningful effects on work engagement and creativity and emotional organizational commitment has positive and meaningful effects on the creativity.

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The present study was conducted to investigate the factors affecting organizational commitment and the role of organizational justice in promoting it. Purposeful study is an applied research. The statistical population consisted of specialists working in petrochemical companies located in Pars Special Economic Region (Assaluyeh). The sample size was 260 according to the Cochran formula. The research was conducted in two stages. In the first step, a researcher-made questionnaire was used to determine factors influencing organizational commitment using 0.831 Cronbach's alpha coefficient. So that 25 factors affecting organizational commitment through factor analysis by explaining %75 of the factors were classified into four general categories: (1) structural / managerial factors; (2) factors related to occupation; (3) environmental and physical factors; (4) individual factors. The findings showed that the organizational justice as a component of organizational / managerial factors has the highest degree of impact on organizational commitment. In the second stage, the role of organizational justice in promoting organizational commitment was studied. Data were collected by Allen & Meyer (1990) and Organizational Justice Questionnaire Niuoff & Morman (1993) with Cronbach's alpha coefficient of 0.786 and 0.835, and analyzed by Pearson correlation coefficient, analysis Regression, T-test and ANOVA.The results indicated that there was a positive and significant relationship between organizational justice and organizational commitment at %99confidence level.