رابطه رفتار سازمانی مثبت گرا با رفتار شهروندی سازمانی و کیفیت زندگی کاری اعضای هیات علمی

Background and aims: Although in the past, only theorization, conducting studies on the issue and application of positivism in the field of psychology were considered, these days, carrying out research on positivism in the field of organizational behavior has also been taken into consideration. In this regard, the objective of the present study was to examine the relationship positive organizational behavior with organizational citizenship behavior and quality of work life among faculty members of Zahedan University of Medical Sciences. Materials: This descriptive study followed a correlation design. Using stratified convenience sampling method, 205 faculty members of Zahedan University of Medical Sciences in October 2015 were selected and studied through applying three questionnaires of Luthans et al.&rsquo;s Psychological Capital Scale (2007),&nbsp; William and Anderson&rsquo;s organizational citizenship behavior Scale (1991) and Walton&rsquo;s quality of work life questionnaires (1973). To analyze the data, Pearson correlation coefficient and simultaneous multiple regression analysis were used via SPSS21. Results: Mean score of positive organizational behavior (3/99&plusmn;0/593), organizational citizenship behavior (3/76&plusmn;0/876) and quality of work life (3/83&plusmn;0/367) were all higher than the theoretical mean (3). Correlation coefficients of positive organizational behavior, self-efficacy, Resiliency, hope, optimism with organizational citizenship behavior were respectively 0/65, 0/607, 0/531, 0/616, and 0/636 (p<0.01). According to the results obtained from regression analysis, self-efficacy, hope and optimism explained 44/5 of the variance in organizational citizenship behavior (p<0.05). Correlation coefficients of positive organizational behavior, self-efficacy, Resiliency, hope, optimism with quality of work life were respectively 0/549, 0/558, 0/539, 0/475, and 0/46 (p<0.01). According to the results obtained from regression analysis, self-efficacy and Resiliency explained 33/6 of the variance in quality of work life (p<0.05). Conclusion: By increasing Positive organizational behavior (self-efficacy, Resiliency, hope, optimism) organizational citizenship behavior and quality of work life of faculty members will also increase.