نقش میانجی رضایت شغلی در ارتباط با حمایت سازمانی ادراک‌شده و رفتار شهروندی سازمانی در کارکنان کارخانه کاشی

Purpose:The aim of this study was to analyze the relationship between perceived organizational support with employee's organizational commitment and job satisfaction among employees of Company of Narin Tile in Yazd province. Research Methodology: In this research, research methodologies were Pearson and Path Analysis. Statistical population consisted  of all employees of Narin Tile Company. Among employees, 150 were chosen by stratified random sampling. Organizational support and job satisfaction were done on samples. According to the type of variable, and measurement level of variables, we made benefits from Pearson and Path Analysis. Purpose: This research aimed to study the mediating effect of Job Satisfaction (JS) on the relationship between Organizational Citizenship Behavior (OCB) and Perceived Organizational Support (POS) of the employees of Narin Tile Company in Yazd, Iran. Research Methodology: The (JS), (OCB), and (POS) questionnaires were administered to a sample of (n=200) participants; i.e., all employees of Narin Tile Company through stratified random sampling. Pearson Correlations and Path Analysis were used to test the hypothesized relationships. Findings: Results indicate that job satisfaction (as mediator) had no significant effect on the relationship between Perceived organizational support and organizational citizenship behavior; however, perceived organizational support had a strong meaningful effect on both organizational citizenship behavior and job satisfaction variables. Moreover, there was a strong significant positive correlation between the variables payment, fringe benefits as well as social interaction and the variable perceived organizational support.  The relationship between perceived organizational support and job satisfaction was (r=.19).  Furthermore, findings demonstrate strong significant positive correlations between ‘altruism and conscience’ and ‘job satisfaction’ as well as between ‘fringe benefits, nature of work and social interactions’ and ‘Organizational Citizenship Behavior’. Conclusion:  The study showed that the perceived organizational support (POS) of the employees had a significant effect in changing and promoting organizational citizenship behavior (OCB) of the employees.  Also, it could improve employees’ job efficiency and performance at work.