Investigating the relationship between negative emotions, job burnout and organizational citizenship behavior of Razi University Kermanshah employees

Dissertation for Master's Degree in Educational Management

Persian Abstract

The main purpose of this research is to investigate the relationship between negative emotions and organizational citizenship behavior among the employees of Razi University, Kermanshah. The statistical population studied in this research is all the members of Razi University of Kermanshah, who were in the service of the university in the academic year 2011-2012, and among them 225 people were selected as the statistical sample of the research and by simple proportional random sampling method. The research method in this research is descriptive-correlation using the structural equation model. To collect information, questionnaires of positive emotions, manfipanas, and job burnout were used, and for organizational citizenship behavior, Organ Vokonski questionnaire was used. The reliability coefficients of these questionnaires were obtained by using Cronbach's alpha method, respectively positive and negative emotions 0.87, job burnout 0.86, organizational citizenship behavior 0.89. To analyze the data in this research, Pearson's correlation coefficient method, simultaneous and stepwise multiple regression was used. The correlation results showed that organizational citizenship behavior is influenced by emotions and job burnout. Key words: positive and negative emotions, job burnout, organizational citizenship behavior 11. Introduction One of the main problems of organizations in today's changing world is to identify the factors that can cause organizational citizenship behavior, which is one of the newly emerging phenomena in the field of organizational behavior. is to affect In the initial management correspondence, people are evaluated with behaviors that were expected from the employee in the job description and qualification conditions, but today, behaviors beyond them are considered. These behaviors are considered to be the concepts of pre-social behaviors, trans-role behaviors, contextual performance of self-motivated behavior, or organizational citizenship behavior. Contrary to the past, when employees were expected to act within the limits of official roles, in the new psychological contracts, behaviors beyond the expected role are expected. Today's organizations need flexibility to succeed and face competitors. Organizational citizenship behavior is a type of behavior that, while creating benefits such as greater productivity, the quality of society and improving the quality of work life, can take an important step towards creating this advantage.

12 statement of the problem

One of the most important and valuable resources available to organizations is human power, which may not be given the attention it deserves, because the importance and capabilities of this precious resource are still unknown to many organizations until they can make it fertile and finally take advantage of this source (Zinabadi et al. 2018) Here we study negative emotions and job burnout with organizational citizenship behavior, organizational citizenship behavior is voluntary behavior that is performed without any expectation to improve the organization's performance. Organizational citizenship behavior is a unique, optional and extra-task behavior that is effective in increasing the effectiveness of the organization and is not directly organized by the reward system (Estefan et al., 2008, p. 12).  There are many factors involved in the creation of organizational citizenship behavior, and there are also factors that prevent organizational citizenship behavior. In general, people who have high negative emotions or have job burnout do not have much desire to work or are dissatisfied with their work. A negative emotional state is an experience of special emotions such as anger and fear, which generally arise in response to conditions and situations. They are usually irritable, restless, depressed, pessimistic and unhappy. People who have high negative emotions often have a pessimistic view of themselves and suffer from mistakes, disappointments, threats and shortages (Watson; Clark, 1999).

Negative emotions in an organizational context have been investigated in order to determine its relationship with the level of productivity. Efficiency of Chinese managers was done. The results of the research showed that the high numbers of negative emotions contained a higher level of productivity (Joy: Francesco). Other studies investigated the impact of personality traits such as negative emotions on job satisfaction. Although previous research examined the relationship between negative emotions, job satisfaction and productivity, none of them was able to evaluate the relationship between negative emotions and fatigue. (Michael et al., 2008).

Job burnout is known as a serious issue for social workers and all other fields. Burnout is associated with negative health effects such as anxiety, depression, low self-esteem, cholesterol problems, headaches, impaired mental health, and other health-related issues. In relation to job burnout, organizational consequences are related to personal health consequences. Job burnout is related to productivity, low employee commitment, and low job satisfaction.

Work burnout is actually the type of mental exhaustion that is combined with mental pressure or stress related to the job and the work environment. This disorder has been observed among all types of jobs of teachers and helpers such as counselors, social workers, doctors, police, nurses, and is related to stressors such as having too many clients at the same time, not having enough time, and lack of support or appreciation. (Burke et al.: 1991) Organizational citizenship behavior is a unique, optional, and extra-task behavior that is effective in increasing the effectiveness of the organization and is directly organized by the organization's reward system. It can't.

One of the key and very important factors in not realizing organizational citizenship behavior in organizations is the burnout of people in the workplace. Work burnout is actually a type of mental burnout that is combined with mental pressure or stress related to the job and work environment. This disorder has been observed among all types of helping professions, such as counselors, teachers, social workers, doctors, police, nurses, and similar cases, and is related to stressors such as having too many clients at the same time, not having enough time, and lack of support or appreciation. However, the amount of work pressure and, as a result, job stress and job burnout are different in different people (Mustabasri: 1387).

Since job burnout in employees causes a decrease in work efficiency, an increase in absenteeism, an increase in health costs and personnel turnover, behavioral and physical changes, and a decrease in the quality of services provided to clients, and this leads to dissatisfaction with the services, and most importantly, customers are affected, so Recognizing and preventing burnout will play a significant role in improving the mental health of people and improving the quality of services provided (Toubai et al., 2018). In recent years, the phenomenon of burnout has attracted the attention of many researchers and practitioners of human resource efficiency. These symptoms are the result of chronic occupational stress. Psychological pressures that may lead to job burnout include: quantitative and qualitative overload, role conflict and ambiguity, lack of participation, and lack of social support (Azizi Moghadam, 2016-2018). After an extensive review of existing research, he defined organizational citizenship behaviors by classifying them into seven different categories: helping behaviors, friendship (chivalry), organizational commitment, organizational agreement, individual motivation, social ethics, and individual development. In order to pursue the goals of this study, the definition of OCB that emphasizes specific types of behaviors is further investigated. The general assumption is that employees of Razi University who deal with such behaviors are more exposed to job burnout due to the possibility that they tire themselves more. Especially those who take on the responsibilities of a certain job more than expected are subject to excessive burnout. This amount of work done by people with OCB behavioral characteristics may lead to the establishment of relationships between OCB, NA and burnout. (Stephan et al., 2008, p. 1214).

13 Necessity of conducting research

Organizations incur a lot of costs, openly and secretly, due to burnout among employees. In addition, they cause employees to be absent from the workplace, decrease the quality of work, interpersonal conflicts with colleagues, physical-psychological problems, job changes and finally leaving the service (Pyami: 1379)

(Tabarsa et al.: 1389) investigated the factors affecting organizational citizenship behavior in a military hospital and found that: from the second variable of job satisfaction and organizational trust, only job satisfaction in the types of organizational justice has a complete effect on organizational citizenship behavior It has an effect. (Shakrinia et al.: 1389) investigated the relationship between job stress and resilience with job burnout in female nurses and concluded that there was a significant positive relationship between job stress and job burnout of nurses.