Nowadays, organizations are trying to maximize productivity by groups, but the results are not always completely satisfactory thereby causing some problems for organizations such as social LOAFING. Social LOAFING reduces motivation and effort in team work compared to individual work. This study intends to achieve the necessary mechanisms to reduce social LOAFING, and reviews the effect of perceived ORGANIZATIONAL support on social LOAFING. The population of this study includes all 220 employees working in offices in Tehran's Alborz Insurance Company. According to Krejcie and Morgan Table (1970), the sample size for this study is 140. Sampling for this study has been done by stratified random sampling method. The study is descriptive and correlational, and also questionnaires were used to collect data. Data analysis was conducted using structural equation modeling. The results show negative effect of perceived ORGANIZATIONAL support on social LOAFING, and it can adjust social LOAFING.

The purpose of this study was to investigate the concepts, effective factors and consequences of ORGANIZATIONAL LOAFING in Iranian sports organizations and sport federations. This study has a qualitative approach and we used the grounded theory as a research method. For gathering data we studied high level documents and we interviewed with 17 experts who were aware of this subject. The validity of this research was examined and approved by the interviewers and then expert professors. The reliability of it is %89 which was obtained by using the methodology of the interstitial agreement. For data analysis we used the continuous comparison method in three stages: open, axial and selective coding. The results showed that the factors of dissatisfaction, ORGANIZATIONAL LOAFING, structural change and reform, transformational leadership, teaching and learning mechanisms, monitoring and control mechanisms, nature of group, job and organization, nature of employee demographic, external and ORGANIZATIONAL climate factors, ORGANIZATIONAL culture and Increased performance and productivity were identified and extracted as effective components in ORGANIZATIONAL LOAFING in Iranian sports federations and organizations. Based on these results, it is recommended that managers of sports organizations pay special attention to these factors.

Background and Aim: With the advent of new technologies, especially the Internet in organizations, the scope of employee interactions with the Internet has become much wider. Despite the many advantages of this technology, it has also had negative consequences. One of these negative consequences is CyberLOAFING. The purpose of this study is to investigate the role of professional ethics with the mediating role of ORGANIZATIONAL identity in predicting the level of CyberLOAFING. Materials and Methods: This study was performed by descriptive-correlation method and by structural equation modeling (SEM) test. The statistical population of the study consisted of all employees of Mohaghegh Ardabili University, of which 196 people were selected using random sampling method. The research instruments included the Cadozir Professional Ethics Questionnaire (2000), the Van Doorn Cyber-LOAFING Questionnaire (2011) and the Cheney ORGANIZATIONAL Identity Questionnaire (1983). The data were analyzed using structural equation method using Spss 25 and Smart-PLS software. Ethical Considerations: In compiling this study, preserving the originality of the texts, honesty and trustworthiness were observed and the participants answered the questionnaires with the knowledge of the research objectives. Findings: The results showed that each of the variables of professional ethics and ORGANIZATIONAL identity have a reversible and significant effect on CyberLOAFING. Also, the direct effect of professional ethics on ORGANIZATIONAL identity with a value of t higher than 1. 96 and p-value less than 0. 005 was statistically significant. In addition, ORGANIZATIONAL identity was able to enter the model as a mediating role in the relationship between professional ethics and CyberLOAFING. Finally, the structural model of the research after correction had the desired fit with the experimental data of the research. Conclusion: Considering the role of ORGANIZATIONAL identity and professional ethics on Cyber-LOAFING, it is necessary to make more efforts in organizations to promote ORGANIZATIONAL identity and professional ethics; and identifying the destructive and negative effects of Cyber-LOAFING in order to eliminate it as much as possible.

The purpose of this study is to design a conceptual framework for religious buffering in organizations. Religious buffering is a new term, the inefficient literature on which led the researchers to conduct in-depth interviews with 13 academic experts in the field of theology and ORGANIZATIONAL behavior management through a grounded theory for proposing a comprehensive and coherent model of the issue. The validity of the interview protocol was confirmed by measuring the face validity and content validity, and its reliability was achieved by agreement between two coders. Clarifying the nature of religious buffering, the final model distinguished the causal, underlying and intervening factors which influence this method and introduced strategies and positive consequences of the fulfillment of religious buffering along with its negative consequences. The results revealed that religious buffering contains a multifaceted concept identifiable at four mental, functional action level, social action level, and functional levels. It was also found out that the religious buffering is composed of specific factors which are predictable to some extent. Finally, this study introduces strategies of the performance of religious buffering and its context and consequences.

The purpose of this study was to modeling the ORGANIZATIONAL factors Affecting (Job Conflict and Toxic Leadership) on cyberLOAFING. Methodology of the research in terms of the main strategy, was quantitative and in terms of analytical, was descriptive. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method. The sample size according to the Kregci-Morgan model and with error α,= 0/05, was considered 430 persons. To collect data CyberLOAFING Questionnaire of Bella et al (2006), Job Conflict Questionnaire of DuBrin (2008) and Toxic Leadership Questionnaire of Schmidet and Hanges (2008) was used. Validity of the tools was confirmed by the professors of education and psychology. Data were analyzed by artificial neural network approach with multilayer perceptron (MPL) method. The results The results showed modeling the ORGANIZATIONAL factors affecting on cyber LOAFING has an input layer with seven units and a hidden layer with three unit and the artificial neural network is well able to predict the jumps and the process of cyber LOAFING of academic staff based on ORGANIZATIONAL factors of job conflict and toxic leadership. Given the significant effect of ORGANIZATIONAL factors on employees' cyber LOAFING, it is necessary to pay attention to these components and their effects on organization human resource behavior and preventing the occurrence of cyberLOAFING.

ORGANIZATIONAL LOAFING is the phenomenon of a person exerting less effort to achieve a goal when they work in an ORGANIZATIONAL group than when they work alone. This phenomenon is a serious problem in today's organizations. The research seeks to explain factors affecting the phenomenon of ORGANIZATIONAL LOAFING. First, the elites through Delphi technique, the indicators influencing the ORGANIZATIONAL LOAFING. After designing the model, fitted with the survey questionnaire has been developed. the approach of This research is both quantitative and qualitative. The sample consisted of 180 employees of the Ministry of Communications and Information Technology. Statistical analysis of research data, with the help of software Smart PLS and confirmatory factor analysis was performed. Eventually Proposed model with 5 criteria and 25 indicators, was approved. The results showed that the most influential factors affecting organization LOAFING is organization environment. Furthermore The most important Indexes affecting ORGANIZATIONAL LOAFING, are satisfaction, commitment and ORGANIZATIONAL culture.

Background and Aim: LOAFING as one of the negative points of group activity in difficult jobs like medical emergency has two disadvantages. Regarding the importance of ORGANIZATIONAL injustice in creating frustration and individual procrastination, the present study was conducted to investigate the effect of perceived ORGANIZATIONAL justice on creating or intensifying the phenomenon of social LOAFING in emergency medical service of Yazd.Materials and Methods: This is an analytical study and the research community included all nurses working in medical emergency service of Yazd in the second half of the year 2016. Data were collected through a census, and tools used in this study consisted of two questionnaires of perceived ORGANIZATIONAL justice and social LOAFING. To measure the reliability of the questionnaires, Cronbach's alpha was used and was at an authentic level with the values of 0.862 and 0.913. Also, the content validity of the questionnaires was evaluated. Finally, the data were analyzed by using Spearman correlation coefficient, student’s t-test and partial least squares method in SmartPLS software.Results: Based on the results of the study, distributive justice, interactional justice and information justice have a significant inverse correlation with LOAFING with values of -0.169, -0.241 and -0.490; and overall, the status of LOAFING was an undesirable inference in this study with a significant amount 0.043 and average of 2.171.Conclusion: The managers of organizations can play a major role in reducing social LOAFING by redefining the concept of justice and ways of its realization, especially in the field of interactional justice.

Introduction: Certainly ORGANIZATIONAL life without the participation and collective action, being completely meaningless. Today's organizations live in a dynamic, competitive and risky atmosphere; And in such an environment can not succeed without the help of employees. So one of the big concerns that organizations face is Achieve maximum participation of workers to achieve common visions and goals. Today, researchers have found that Without relying on concepts such as job satisfaction, justice, commitment and motivation, can not create a New and efficient model to increase the participation of employees. Obviously, the participation of employees, is a strategic action that At the individual level leads to personal wealth, At the ORGANIZATIONAL level leads to improves and Development and At the national level, leading to increased productivity; so one of the underlying causes ORGANIZATIONAL efficiency is Creatting favorable conditions that Where employees with job satisfaction, motivation and commitment Strive to achieve the organization's goals...