These days, due to the competitive atmosphere of organizations and being innovative, continuous changes are needed. To this end, having staff members who pursue these goals is necessary. ORGANIZATIONAL PESSIMISM is one of the crucial behavioral issues which affect the staff and ultimately organization efficiency. This study sought to investigate the effect of ORGANIZATIONAL PESSIMISM on ORGANIZATIONAL changes and on Bank Sepah staff. The statistical population included South Headquarter Bank Sepah staff from whom 384 cases were selected through Kokran’s model. To collect data, a standard questionnaire was used and the data were analyzed using SMARTPLS software. The results indicated that ORGANIZATIONAL PESSIMISM influenced commitment, occupational exhaustion and ORGANIZATIONAL trust. At last, the PESSIMISM variable influenced organization changes.

Purpose: The purpose of this research is to investigate the role of social capital components on explaining ORGANIZATIONAL PESSIMISM as a behavioral challenge in Payam Noor universities in Guilan province. Methodology: The present research in terms of method; It is quantitative, with comparative logic, and in terms of purpose, it is practical and developmental. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people, and 220 people were selected as a sample using the cluster sampling method based on Cochran's formula. became The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using Smart PLS3 statistical software. Research findings: The research findings indicate that the structural, relational and functional factors of social capital have an effect on ORGANIZATIONAL PESSIMISM and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840. Conclusion: The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of PESSIMISM will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of ORGANIZATIONAL PESSIMISM can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view. Introduction Considering that Payam Noor University is one of the active higher education centers in the country and provides a diverse range of services to students from various social categories, investigating negative behaviors and their consequences such as ORGANIZATIONAL PESSIMISM and the prevalence of such malpractices , among its professors and employees, it can have long-term useful consequences for university managers and supervisors. Also, considering the high amount of work that Payam Noor University employees do and the fact that the dominant ORGANIZATIONAL structure of Iran's government organizations is bureaucratic, there is no doubt that the issue of job burnout, one of the most important aspects of which is ORGANIZATIONAL PESSIMISM among The employees of government organizations, especially the employees of universities and educational centers, are increasing, and if such issues and problems are not addressed, in the long term, it will lead to a decrease in the job performance of employees and a decrease in ORGANIZATIONAL productivity. Therefore, dealing with behavioral issues with regard to the social capital component and playing its role can be very helpful. According to the explanations provided, the researchers in the current research are in line with answering this question, whether social capital can be the role of explaining behavioral dysfunctions such as ORGANIZATIONAL PESSIMISM? Case study Payam Noor University of Guilan Province Materials and Methods The current research follows the paradigm of positivism in terms of philosophical foundations, and its orientation is of an applied and developmental type, because it seeks to apply the findings in the same context as the statistical community under investigation, and on the other hand, it adds to the boundaries of ORGANIZATIONAL and behavioral knowledge. Also, in terms of the research approach, it is of a comparative type and it aims to test the hypotheses by using a framework and a conceptual model. Also, the nature of the current research is quantitative research and the research environment is field and the collected data were collected in the real environment. In terms of the goal, the current research aims to explain and describe the investigated phenomena, the horizon of the research is also cross-sectional. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people and 220 people were selected as a sample based on the Cochran formula by cluster sampling method. . The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS 23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using SmartPLS statistical software. Discussion and Results The research findings indicate that the structural, relational and functional factors of social capital have an effect on ORGANIZATIONAL PESSIMISM and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840. Conclusion The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of PESSIMISM will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of ORGANIZATIONAL PESSIMISM can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view.

AbstractCreating a happy organization, which is one of the strategic needs for long-term success, requires the satisfaction and vitality of human resources. The existence of satisfaction and vitality among the organization's employees is more important. In this regard, the present research has been conducted with the aim of structural modeling of toxic leadership and ORGANIZATIONAL PESSIMISM with ORGANIZATIONAL vitality with the mediating role of ORGANIZATIONAL hypocrisy. The research method is correlation and structural equations. In this regard, 370 people were selected from the statistical population using proportional stratified random sampling. The data of the current research were collected using four standard questionnaires. For the content validity of the constructs, that is, the questionnaires were used according to experts, and to determine the reliability of the questionnaires, using Cronbach's alpha test, the reliability of the questionnaires was calculated, respectively, for the questionnaires of toxic leadership style, ORGANIZATIONAL vitality, ORGANIZATIONAL PESSIMISM, and ORGANIZATIONAL hypocrisy. 0.83, 0.87, 0.84 and 0.89 were obtained. For data analysis, confirmatory factor analysis method, structural equation model - path analysis based on SPSS،, PLS،AMOS، Lisrel software were used. The results showed that there is a negative and significant relationship between the variables of toxic leadership, ORGANIZATIONAL PESSIMISM and ORGANIZATIONAL hypocrisy with ORGANIZATIONAL vitality. Also, there is a positive and significant relationship between the variables of toxic leadership and ORGANIZATIONAL PESSIMISM with hypocrisy. Finally, it seems that in addition to personality factors, various ORGANIZATIONAL and management factors are effective in reducing the vitality of the employees of organizations.

Background and objective: The present study aimed to provide a model of ORGANIZATIONAL PESSIMISM indicators in the banking industry that tries to help better understand ORGANIZATIONAL PESSIMISM in order to control and manage it. Method: The present study is mixed in terms of method and applied in terms of purpose. The statistical population is the qualitative part of the researches conducted in the field of ORGANIZATIONAL PESSIMISM and the statistical population is the quantitative part of the employees of Ghavamin Bank in Lorestan province, 202 of whom were randomly selected. Content analysis method was used to analyze the data. The reliability of the results was estimated to be 0. 947 using the Holstie method. Findings: At the end, the codes and themes obtained from the theme analysis were revised and revised with the opinion of 15 banking experts and university professors. According to experts, a number of codes and themes were removed and some were merged, and finally 84 codes, 17 basic themes, 2 organizing themes and 1 comprehensive theme were approved. Conclusion: The results show that ORGANIZATIONAL PESSIMISM is a very destructive phenomenon with very negative consequences; therefore, the present model is a good source for recognizing ORGANIZATIONAL PESSIMISM and understanding its consequences in the banking industry. According to the research findings, the indicators of ORGANIZATIONAL PESSIMISM are: explicit indicators and hidden indicators, which according to the results of Friedman test, the importance of hidden indicators of ORGANIZATIONAL PESSIMISM are more than obvious indicators and should be considered more.

The aim of this study was to investigate the role of ORGANIZATIONAL PESSIMISM as a mediating variable in the relationship between perceived ORGANIZATIONAL support and employees' anti-productivity behavior. The research is descriptive-survey in terms of practical purpose and in terms of nature and method of implementation. The statistical population of this study consisted of the staff of the General Office of Standards of Khorasan Razavi, due to the limited statistical population, the census was used. In this study, the Nayr Questionnaire (2013) was used for the ORGANIZATIONAL support variable, the Kalagan ORGANIZATIONAL PESSIMISM Questionnaire (2009) was used for the ORGANIZATIONAL PESSIMISM variable, and the Bennett and Robinson (2002) questionnaire was used for the anti-productivity behavior variable. The validity of the questionnaire was confirmed through face and content validity and the reliability of the questionnaire was confirmed using Cronbach's alpha coefficient. Data were analyzed by correlation test and structural equations using SPSS22 and PLS 3 software. Structural equation modeling findings showed that ORGANIZATIONAL PESSIMISM mediates the relationship between perceived ORGANIZATIONAL support and anti-productivity behavior.

The purpose of the current research is to identify and discover the reducing factors of ORGANIZATIONAL PESSIMISM and its will with an emphasis Social capital.The current research is qualitative in nature and follows inductive logic. It is practical and developmental in terms of purpose. The target community and participants of the research include experts from Payam Noor University in Guilan province, 20 of whom were selected by snowball sampling until theoretical adequacy was reached. Semi-analytical interview tools were used to collect research data and Maxqda qualitative software was used to analyze the data collected from the research.The findings of the research indicate three concepts arising from social capital, these concepts are structural, relational and functional.The results of the research showed that ORGANIZATIONAL PESSIMISM can be eliminated by following factors and measures such as creating a flexible ORGANIZATIONAL structure, increasing de-bureaucratization, structural empowerment, performance evaluation based on competence, establishing a goal-based management system, establishing a trust-based culture, and increasing trust. and adhering to ethics, developing professional ethics among employees, creating equal opportunities for employee development, developing interpersonal relationships, improving relationships between managers and employees, collaborative decision-making, promoting informal groups within the organization, improving ORGANIZATIONAL identity, curbing and reducing And in this way, in addition to improving the social capital among professors, employees and students, it prevented the occurrence of unwanted consequences that may sometimes originate from PESSIMISM and mistrust of the organization.

The purpose of this study is to investigate the role of ORGANIZATIONAL PESSIMISM in employees' deviant behaviors through social wear. This research is applied in terms of purpose and descriptive-survey method. The statistical population includes 320 employees of Islamic Azad University, Tonekabon Branch. Using Krejcie and Morgan table, 175 people were selected as a statistical sample by random sampling method. Research data were collected through Dean et al. (1998) ORGANIZATIONAL PESSIMISM Questionnaire, Duffy et al. (2002) Social Abrasion Questionnaire and Robinson & Bennett (1995) Staff Deviation Behavior Questionnaire. To determine the validity of the questionnaires, face and content validity were used and to assess the reliability, they were confirmed by Cronbach's alpha method, which were 0. 920, 0. 854, and 0. 933, respectively. SPSS-22 and Lisrel 8. 80 statistical software were used to analyze the obtained data. Analysis of the collected data showed that ORGANIZATIONAL PESSIMISM has a positive and significant effect on employees' deviant behaviors. The effect of mediating the role of social wear on the relationship between ORGANIZATIONAL PESSIMISM and deviant behaviors of employees was also confirmed. In general, the results of the present study are consistent with the researches and it can be said that in the society and the sample under study, one of the factors affecting the deviant behaviors of employees is attention to ORGANIZATIONAL PESSIMISM and social wear.

In current age, one of the serious challenges facing managers is the ORGANIZATIONAL PESSIMISM phenomenon and considered by many organizations. The purpose of this research is to identify the effective factors, consequences and design the native pattern of ORGANIZATIONAL PESSIMISM in the companies studied. This research is in terms of purpose, is developmental and in terms of nature is scrolling. The method of research is done in two sections, quality and quantity. In the qualitative section, using the ethnographic method, the causative factors and the consequences of ORGANIZATIONAL PESSIMISM, the identification and analysis of the data through the thematic analysis and the design of the conceptual model was carried out. In the quantitative part and using the abstract ladder, the research questionnaire was adjusted the effect of each of the variables identified in the qualitative section was tested. The statistical population of the research is the personnel of the electricity distribution companies in the province of Isfahan. For sampling according to the Cochran formula, 360 individuals were selected. . The validity of the questionnaire was confirmed by using structural equation model and reliability by Cronbach's alpha. . The results show that individual, group, ORGANIZATIONAL and environmental factors affect ORGANIZATIONAL PESSIMISM.