[ relationship between job-demand for learning and job-related learning with the need for achievement in nurses of teaching hospitals of Esfahan university of medical sciences]

Job-related learning occurs as individuals acquire knowledge and skills helping them to perform their jobs effectively .The amount of job-related learning depends on the job demands and is facilitated through the need for achievement. The main purpose of this research was to examine whether the need for achievement moderates the relationship between job-demand for learning and job-related learning. This is a cross-sectional study in which path analysis was used to examine the correlation between the variables. The population of the study consisted of the nurses employed in hospitals affiliated to Esfahan University of Medical Sciences in spring 2010. There were 208 male and female nurses who were selected using cluster random sampling. Three questionnaires to assess perceived job-related learning, Job-demand for learning and the nurses' need for achievement were used. The data were analyzed using LISREL 8.5 software for descriptive and inferential statistics. There was a significant positive correlation between the need for achievement and job-demand for learning. There was also a significant positive correlation between Jobdemand for learning and Job-related learning. Other findings showed that job-demand for learning, in the presence of a need for achievement, explained 22% of Job-related learning. In addition, the results of structural equation modeling demonstrated that the relationship among variables with indicators such as GFI=0.86, AGFI= 0.86, and RMSEA=0.09 was approved. The job-related learning of nurses can be facilitated through increasing the need for achievement which allows establishing their own learning and performance goals rather than being imposed to set those goals

[ analysis of relationship between loyalty and justice with employee's attitudinal health]

Encouragement of employee's loyalty along with considering the justice principles in organizational climate result in the attitudinal health. The attitudinal encouragement is essential for employees' productive and effective performance in organizations. On the basis of this issue, in this research, the role of loyalty and justice was analyzed on employee's attitudinal health [in the form of commitment and satisfaction]. Current research is a correlational research. Statistical populations were 700 employees of a organization related to the petroleum ministry. From them, 246 persons were selected for answering to the research questionnaires using simple random sampling. Research questionnaires were: reward and encouragement of loyalty with 3 items, distributive justice with 6 items, procedural justice with 6 items, affective commitment with 5 items and job satisfaction with 4 items. Data were analyzed with the use of Pearson's correlation coefficient and structure equation modeling. Results showed that there are positive significant relations between reward and encouragement of loyalty [0.757 and 0.66 respectively] with distributive and procedural justice. Therefore first research hypothesis was verified. The study of second research hypothesis showed that distributive justice is a complete mediator variable in relation between reward and encouragement of loyalty with job satisfaction. Finally the results of third research hypothesis showed that procedural justice has not a mediator role in relation between reward and encouragement of loyalty with affective commitment. The results of this research revealed that for encouragement of attitudinal health in satisfaction and commitment domains, employee's loyalty must be rewarded in a just and equity manner