The aim of the present study was to investigate the relationships between emotional exhaustion and feeling of energy with positive and negative behavioral outcomes at workplaces with consider moderating effects of job stress among employees of an industrial organization in Esfahan, Iran. Using a simple random sampling method, a sample of 275 employees completed the job stress, emotional exhaustion, feeling of energy, deviant behaviors, organizational citizenship behavior and creativity questionnaires. The results revealed that: 1) Job stress moderates the relationship between emotional exhaustion and deviant behaviors. That is, in low job stress, emotional exhaustion negatively and significantly related to deviant behaviors, while in high job stress, emotional exhaustion positively and significantly related to deviant behaviors. 2) Job stress also moderates the relationship between emotional exhaustion and organizational citizenship behaviors (OCBs). That is, in low job stress, emotional exhaustion positively and significantly related to organizational citizenship behaviors (OCBs).

Perceived organizational justice is an important factor for prediction of various aspects of OCBs. This research investigates the extent to which equity sensitivity moderates the relationship between perceived organizational justice and OCBs. It was hypothesized that distributive, procedural, informational and interpersonal justice are related to OCBs (helping behavior, civic virtue, and sportsmanship) and equity sensitivity has been moderate these relationships. Research sample group were 123 employees of a petrochemical company in Iran. The moderated hierarchical regression analysis indicated that equity sensitivity moderates the relationship between perceived distributive organizational justice with civic virtue and sportsmanship. That is, in entitled group (and no in equity sensitive or benevolent groups) distributive justice positively and significantly related to civic virtue and sportsmanship (P<0.05). Also results indicated that equity sensitivity moderates the relationship between perceived procedural organizational justice and sportsmanship. That is, in an equity sensitive group (and no in entitled or benevolent groups) procedural justice positively and significantly related to sportsmanship (P<0.05).