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This research studies the effect of Organizational structure on: job performance, organizational citizenship behavior, job satisfaction, and job motivation; while the task complexity, growth needs strength and perceived environmental uncertainty are seen as moderator variables. Statistical population includes in employees of Rural and Municipal Organization, and statistical sample of this research included in 102 employees that selected through Stratified Sampling. The variables in this study measured by standard questionnaires and analyzed by Descriptive and Inferential statistics methods. Pearson correlation coefficient, linear and multivariable regression are used as methods to analyze the data. The results indicate that organizational formalization has a significant, negative relationship with job satisfaction; and the organizational complexity has a significant, positive relationship with organizational citizenship behavior and job satisfaction. We can assume that, subject to the effect of moderator variables, when an employee have low growth need there is a significant, positive relationship between organizational complexity and job performance; whereas when the employee have low task complexity there is a significant positive relationship between organizational formalization and organizational behavior citizenship; and when the employee have high task complexity there is a significant positive relationship between organizational complexity and job motivation.

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Background: The aim of this study was to investigate the role of The organizational citizenship behavior on the establishment of a comprehensive quality management in hospitals of Medical Sciences, Sari city.

Materials and Methods: This study is applied and descriptive method survey. The statistical population is composed the number of 1180 people included all employees in Mazandaran University of Medical Sciences hospitals (city of Sari) that according to Krejcie & Morgan table (1970) Stratified random sampling method 291 persons samples were selected as based on gender. For data collection from questionnaires Podsakoff et al (1990) with 5 factors (conscientiousness, sportsmanship, civic virtue, respect and courtesy, altruism) consists of 24 questions and the questionnaire as well as total quality management (TQM) with 8 questions were used.The validity ostensible and content was confirmed by specialists and its reliability using Cronbach's alpha coefficient was 0.85 for organizational citizenship behavior and total quality management questionnaire was 0.89. To analyze the data, univariate and multivariate regression analysis were used.         

Results: Univariate regression analysis showed that, The organizational citizenship behavior positive and significant role in the establishment of a comprehensive quality management and total quality management score about 36% of the variance is explained by The organizational citizenship behavior. The results of multivariate regression tests showed that, of loyalty, chivalry and altruism positive and significant role in the establishment of a comprehensive quality management, and the chivalry with beta coefficient β=0.301 plays the most important role in the establishment of a comprehensive quality management.

Conclusion: The organizational citizenship behavior on the establishment of a comprehensive quality management in the hospitals of the city of Sari positive and significant role and chivalry is the most important role.  We suggest that managers and directors of medical sciences pay more attention to this aspect.

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Background and purpose: The purpose of this study was to model the effects of organizational justice on ethical behavior, unethical behavior, organizational citizenship behavior, turnover intertion, organizational support and job effect.
Materials and methods: The research method was descriptive-correlational. The statistical population of this study included all graduated and post-graduated staff in Urmia University, which consisted of 503 people. Among them, 217 people were selected by random sampling method according to Morgan's Table.. To collect data, standard questionnaires were used. The structural equations model was used to study the relationship between Latent variables and the measured ones in conceptual model.
Results: Based on the results, organizational justice has a direct and significant effect on ethical behavior,organizational citizenship behavior, organizational support and job effect, and it has a negative and significant effect on unethical behavior and the turnover intertion. Organizational justice also has a positive and significant effect on ethical behavior and organizational citizenship behavior with the mediating role of organizational support and job affect. and significant effect on unethical behavior and turnover intertion with the mediating role of organizational support and job effect.
Conclusion: The results emphasize the need to recognize the mediating role of organizational support and job emotions in examining the causal relationship between organizational justice and its consequences.