PURPOSE: THE AIM OF PRESENT STUDY WAS TO INVESTIGATE JOB ATTITUDES IN SPORT BASED ON ANTECEDENTS AND OUTCOMES.METHODOLOGY: WE REVIEWED MANY ARTICLES THAT HAD ANALYZED A LOT OF ANTECEDENTS FOR JOB ATTITUDES. PREVIOUS RESEARCHERS IDENTIFIED THE ATTITUDES OF JOB SATISFACTION, JOB INVOLVEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, ORGANIZATIONAL COMMITMENT, PROFESSIONAL COMMITMENT, MOTIVATION. AFTER SCANNING STUDIES, WE POSED AN EXPANDED MODEL OF ANTECEDENTS AND OUTCOMES.RESULTS: ACCORDINGLY, ANTECEDENTS OF SKILL VARIETY, TASK SIGNIFICANCE, TASK IDENTITY, AUTONOMY, SPECIALIZATION, INFORMATION PROCESS, JOB HYGIENE FACTORS, AND CRITICAL PSYCHOLOGICAL STATES WERE PRESENTED BY VARIOUS SCHOLARS. IT ALSO SHOWS THAT JOB ATTITUDES CAN BE LED TO IMPORTANT OUTCOMES SUCH AS ORGANIZATIONAL POWER, ORGANIZATIONAL EFFECTIVENESS, ORGANIZATIONAL SUCCESS, ORGANIZATIONAL ATMOSPHERE, ETC. OF COURSE, ALL OF THESE RELATIONSHIPS DEPEND ON ORGANIZATIONAL AND INDIVIDUAL MODERATORS. WE STATED THAT MODERATORS OF GROWTH NEED STRENGTH (GNS) AND TIME ARE INDIVIDUAL FACTORS. BASED ON CAREER DYNAMICS PERSPECTIVE, SPORT WORKERS ARE MORE LIKELY TO RESPOND FAVORABLY TO A LACK OF JOB STIMULATION AT EARLIER CAREER STAGES. THEY ARE ALSO MORE LIKELY TO RESPOND FAVORABLY TO HIGH TASK SIGNIFICANT AND LESS LIKELY TO RESPOND FAVORABLY TO COMPLEXITY, TASK VARIETY, AND SKILL VARIETY AT LATER CAREER STAGES. ADDITIONALLY, SPORT WORKERS ARE MORE LIKELY TO RESPOND FAVORABLY TO A LACK OF JOB STIMULATION WHEN THEY PERCEIVE THEIR JOB AS ENABLING CAREER ADVANCEMENT, EXPECT TO ADVANCE IN THE NEAR FUTURE, AND THEIR ADVANCEMENT OCCURS WITHIN TYPICAL TIME FRAMES FOR THEIR OCCUPATION. MODERATOR OF ORGANIZATIONAL CULTURE IS AN ORGANIZATIONAL FACTOR AS WELL. WE ARGUED THAT THE HIGHER GNS THE WEAKER THE POSITIVE ASSOCIATION IS BETWEEN THEIR PERCEIVED CAREER INSTRUMENTALITY AND JOB CRAFTING TO INCREASE STIMULATION IN HUMAN RESOURCES ON SPORT. IT IS EXPECTED RESEARCHERS WILL EXAMINE MULTIPLE ASPECTS OF JOB MODELS AND IDENTIFY OTHER ANTECEDENTS AND OUTCOMES FOR JOB ATTITUDES IN SPORT HUMAN RESOURCES IN THE FUTURE.

Organizational commitment and employee retention is one of the most important concerns of organizations. The accountants of any organization are among the valuable employees who are more careful in their selection and hiring due to dealing with organizational accounts. However, due to various reasons turnover intention is observed among many public sector employees, including accountants. The aim of the current research is to investigate the attitudinal variables that can affect turnover intention. The current research is quantitative, descriptive and survey. The statistical population of this research is all employees of the accounting department of government organizations in Tehran, according to Cochran's formula, 384 people were randomly selected and completed the online questionnaire. And finally, 384 questionnaires were analyzed with SmartPLS software. The results showed that JOB satisfaction, organizational justice and organizational commitment have a negative and significant effect on turnover intention of accounting department employees. JOB burnout has a positive and significant effect on employees' turnover intention, but the impact of career growth opportunities on turnover intention was not observed. It is suggested that public sector policy makers as well as human resource managers focus on creating incentives to increase commitment and JOB satisfaction and establish organizational justice in all cases. JOB burnout is one of the constant issues of public sector employees, especially the accounting sector, which should be delayed with appropriate strategies.