The current research was conducted with the aim of the effect of attachment STYLE on emotion regulation with the mediating role of identity STYLE. The research method was descriptive and structural equation analysis. The statistical population of the research was all second year high school students of Kashan city in the academic year of 1400-1401, of which 500 people were selected by random cluster method. Data were collected based on three questionnaires: Gross & Jan (2003) Emotional Regulation Inventory, Identity STYLE Scale (6G-ISI) and Collins and Reid (1990) Attachment STYLE Questionnaire. The data are obtained by structural equation modeling and using Laserl 8.8 and 26 spss software. analyzed. Based on the results, secure attachment STYLE at a significance level of 0.01, avoidant attachment STYLE at a significance level of 0.05, and ambivalent attachment STYLE at a significance level of 0.01 directly predicted emotion regulation. Among the three attachments, secure attachment STYLE predicted emotion regulation at a significant level of 0.01, with the mediation of identity STYLEs. Informational identity STYLE at a significance level of 0.01, confused identity STYLE at a significance level of 0.05 directly predicted emotion regulation. Among the three attachments, only the secure attachment STYLE at a significance level of 0.01 had a significant role in predicting the normative identity STYLE. According to the results of this study, emotion regulation is one of the most important constructs of educational psychology and an important factor in determining mental health and successful performance. It is in education that the factors affecting emotion regulation and its antecedents should be identified. Planning for training and holding educational workshops in this field in schools is suggested for students.

To study the leadership STYLE and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL atmosphere in neurotic organizations, a sample of 145 workers from among a total of 600 in three industrial plants in Esfahaan was randomly selected. Three measures of Neurotic Organizations, Leadership STYLEs, and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL Atmosphere, with internal consistencies of over 0.85, were administered. The analyses of the data show that expressive organizations have task oriented leadership STYLE, clear goals, and are satisfied with the bonuses received, while the schizoid organizations have relation oriented leadership STYLE, and exhibit role clarity and procedural agreement as well. The depressed organizations seem to have both types of leadership STYLEs. Effective communications seems to be a significant predictor of the type of organization.

Introduction: The first and most important source which staff face to it in justice implementation in organization is head or direct director who is responsible to all personnel with complete authority.Aim: The aim of this study was assessing relationship between head nurses’ leadership STYLE and perceived STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL justice by nurses.Method: This descriptive study was conducted in public teaching hospitals related to Shahid Beheshti Medical Sciences University in (2014). Blake and Mouton (1960) Management Network Questionnaire was used for head nurses and Niehoff and Moorman (1993) STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL Justice Questionnaire was used for nurses. And (50) head nurses were participated by census method and (336) questionnaires were distributed to available nurses in units. Reliability Black and Mouton management network questionnaire was evaluated using Cronbach’s alpha (a=0.85) and test -retest (r=0.90). Reliability STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL Justice Questionnaire was evaluated using Cronbach’s alpha (a=0.93). Analysis of data was done by SPSS20 and by Independent One-Way Variance, Toky, ANOWA, and Kroskalvalis analysis.Results: The results showed that the highest numbers of nurses were under the team leadership STYLE and by using of One-Way Variance analysis, the mean of justice organization in 4 groups of leadership STYLE was significant (P=0.031). The mean of STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL justice in club STYLE (2.75) is more than other leadership STYLEs.Conclusion: It is recommanded to head nurses that they would be developed range of theirselves leadership STYLE by this nursesʼ percived STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL Justice Would be improved.

Background: The present study aimed to investigate the relationship between ethical leadership STYLE and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency with STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility of Bu Ali Sina University. Method: The research method was descriptive-correlational. The statistical population included all employees with a volume of 777 people who were selected using stratified random sampling method 260 people. A questionnaire was used to collect data. The research data were collected using a questionnaire and SPSS and LISREL statistical software using structural equation method. Results: The results showed that there is a significant relationship between ethical leadership STYLE and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency with STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility. In addition to the relationship between variables, ethical leadership STYLE and its components predict STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility and their components. Conclusion: In general, it can be said that managers with the desired characteristics of ethical leadership STYLE can specifically and effectively increase STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency and promote STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility.

Background The present study aimed to investigate the relationship between ethical leadership STYLE and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency with STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility of Bu Ali Sina University. Method The research method was descriptive-correlational. The statistical population included all employees with a volume of 777 people who were selected using stratified random sampling method 260 people. A questionnaire was used to collect data. The research data were collected using a questionnaire and SPSS and LISREL statistical software using structural equation method. Results The results showed that there is a significant relationship between ethical leadership STYLE and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency with STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility. In addition to the relationship between variables, ethical leadership STYLE and its components predict STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency and STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility and their components. Conclusion In general, it can be said that managers with the desired characteristics of ethical leadership STYLE can specifically and effectively increase STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL transparency and promote STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL agility.

due to providing social security needs, community policing approach has been applied by IRI Police in recent years. To settle this approach the present research aims at determining obligations and necessary characteristics in STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL structure and leadership STYLE within Mckinsey 7S model. The present research was applied type but taking into consideration nature and method was descriptive – survey type. For community policing settlement, it was tried by analyzing related documents and resources to suggest some principal amendments needed in current STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL structure and leadership STYLE of IRI police. Result of these analyses indicated that without applying some amendments in current IRI Police STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL structure and leadership STYLE in a way both become more effective and appropriate with obligations, the community policing approach settlement will not be successful. Based on Mitzberg structural framework, current IRI Police STYLE="font-STYLE:inherit;color:rgb(255,0,120);">ORGANIZATIONAL structure is sectional structure and for settling community policing approach, this structure needs to reform in areas such as cooperation, coordination, more delegation through field officers, more training and flexibility. Also high and middle rank managers should select their leadership STYLEs by focus on cooperation, reliability and authority conferring.