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Purpose of the present study is to recognize how internal marketing affects organizational commitment. In this research we have used a questionnaire with thirty questions in order to study a one hundred sample of hotel managers and administrators in Isfahan province. In this regard, a model has been designed to show the effect of internal marketing on organizational commitment based on research literature which is tested by means of LISREL software. According to the obtained results of the questionnaire's data analysis, it has been determined that internal marketing affects organizational commitment directly and indirectly through market orientation. It means that factors of internal marketing influence market orientation directly and then market orientation affects organizational commitment. Effects of these factors are significant on organizational commitment directly. Amount of goodness indexes (AGFI= 0.96, GFI= 0.99) shows suitability of the model.

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Internal marketing tries to satisfy needs of employees by considering them as the organization's internal market. According to performed researches satisfaction of the organization's employees needs in the best manner through internal marketing activities could be leaded to forming and improving of employees' extra-role behaviors in addition to improvement of their in-role behaviors. Organizational citizenship behaviors are one of the extra-role behaviors of employees in the organization. Thus, the present survey examines the relationship between internal marketing and organizational citizenship behavior and the impact of internal marketing dimensions on the amount of appearing of employees' citizenship behavior. Population of this research includes employees of Melli Bank in Isfahan city of Iran. after sampling of 220 persons, Questionnaire is used for data collection. Two-hundred fifteen (215) returned questionnaires have been analyzed. Structural equations technique and path analysis (regression model) have been used to test hypotheses by applying of Amos Graphic software. Results showed that all five hypotheses are accepted with 95% confidence.

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Purpose Understanding generational differences are important because generational diversity can affect work relationships and the effectiveness of communication, engagement and performance management strategies. On the other hand, organizations should be concerned about employee engagement, considering all the positive outcomes that engaged employees could bring to the workplace. The paper aims to discuss these issues. Design/methodology/approach The purpose of this study is to examine employee engagement of different generations in Iran. Four hypotheses were proposed regarding job engagement and its constructs: vigor, dedication and absorption. The study utilized ANOVA tests to detect statistically significant differences between generations. Findings The results revealed not only a number of significant differences among generations, but also some similarities. The study shows the value of generational analysis as a useful segmentation criterion in organizational behavior researches. Originality/value To distinguish between different generations in relation to job engagement, also better understanding the behavior of generational cohorts that affect the success of organizations. It helps managers to find and resolve the conflict among persons and groups in the organization and also to achieve the benefits of diversity, creativity and energy of generations.

Present age is called knowledge economy age. Hence, many organizations think about using tools like knowledge management for their survival. Human activities such as knowledge sharing among organizational members are the basis of knowledge management process in organizations. In many scientific articles, the impact of human traits such as intelligent on knowledge is discussed. Present study is a descriptive survey-type. It aims at studying the impact of employees' intelligent components on knowledge sharing behavior. Data collection method is a three-part questionnaire and the sample size includes 105 employees of an organizations. Content validity was supported by elites and the reliability of the questionnaire was proved by Chronbach's alpha ratio. All data were analyzed by correlation test and multivariate regression. Likewise, intelligent components were studied by Boyatzis' model. Research findings indicate that social intelligence and emotional intelligence impact on knowledge sharing behavior positively and significantly. Also, the relationship between the aspects of emotional intelligence (self-management, self-awareness) and the aspects of social intelligence (social awareness and relations management) with knowledge sharing behavior was supported.