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...7(8): 431-436, 2013 432 organizational support has a positive effect on organizational commitment and job security (Lee et al., 2007). And in its own right it will increase productivity, performance, helping colleagues, emotional organizational commitment, and affective organizational behavior (LaMastro, 1999; Berman, 2006.) Enjoying high organizational commitment also will increase productivity and services and efficiency of employees and its deficiency will be followed by a lack of job satisfaction, low work ethics, frequent absences, and mental health disorders (Chompookum and Derr, 2004). Allen and Meyer (1990) displayed that people who enjoy higher emotional commitment to the organization, have higher productivity as well. Studies indicated that the employees' psychological needs in organizations can be met through application of quality of work life techniques (Pollock, 2003). The quality of work life is considered as an extensive and comprehensive program that will increases employee's satisfaction, strengthens their learning environment and will help them in managing tasks. Employee's dissatisfaction with the quality of work life is a kind of problem that will hurt almost all employees regardles...

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...es among school principals were selected. In addition, 174 of the participants were female and 81 were male, while seven others were unknown. Instruments: Organizational Support: This questionnaire has been applied by (Eisenberger et al., 1997). it consists of 36 items and the aim of the test is to obtain the perceived organizational support of the participants. Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 433 Organizational Commitment: The samples were asked to response to 15 items of the questionnaire in a seven-point scale from “completely agree” to completely disagree” format based on Mowday et al., (1979). Productivity: In order to assess the productivity, the questionnaire of Hersey and Goldsmith (1980) was used which contained five components of Ability,Clarity,Help,Incentive,Evaluation,Validity and Environment and totally was comprised of 32 items. Quality Of Work Life: In order to assess quality of work life, Walton’s (1975) questionnaire was used which was revised with some modifications for teachers. The questionnaire contained 32 statements using a 5 point Likert scale to evaluate teachers and principals’ quality of work life. The validity of the questionnaires was obtained based on exp...

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...ill increase, and paying attention to human resources (organizational rewards and job contexts) is an absolutely important factor in employees' positive reactions and the effects and consequences of perceived organizational support will lead to organizational commitment, employees' job satisfaction, involvement with work-related interests, and an increase of employees’ perceptions of organizational support, on the one hand, increases the employees’ performance and their desire to retain. The company and on the other hand, will cause job tension reduction and employees' efficiency enhancement (Eisenberger et al., 2001). Also the productivity of human resources depends on knowledge endowment and human financial encouragements of human resources. Encouragements and motivations of human resources play a determining role in organizational efficiency, so taking into consideration of the employees' material and spiritual needs as an effective motivation will lead to productivity enhancement (Berman, 2006). Hence, most likely, it can be concluded that if the employees do not have the ability to do the job (it means that the organization has not provided their promotion) even if they have been financially supported...

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...to affect productivity and quality of products, motivation and job satisfaction, meeting learning needs, challenges, diversity, responsibility and success by quality of work life. The implicit reasons for these findings, suggested that those managers who have high productivity, enjoy better quality of work life as well and are likely to present desired management behaviors in which productivity is considered the prime outcome. The findings are in accordance with the organizational behavior theorists who believe that the quality of work life is an essential factor for productivity enhancement. Mintzberg (1993) argues that the quality of work life is an outstanding issue. Increasing welfare and elevated levels of education caused industrial society to climb up on Maslow's hierarchy. Thus the employees’ growing needs to the process of self-discovery can be satisfied only in developed jobs. Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 435 Conclusion: Findings of the study showed that there was a positive and meaningful relation between perceived organizational support, organizational commitment, and quality of work life with productivity of primary school teachers and administrators. Only perceive...

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...o distribute the resources in justice and fairness and inform their employees about their related responsibilities and in this situation, employees reassure that the organization is concerned about their future and prosperity. This issue will lead to job satisfaction and finally to productivity enhancement in organizations. There is also a significant relationship between organizational commitment and productivity of principals and teachers. This finding is in line with the findings of the related studies in the literature (Chiok Foong Loke, 2001; Patel and Conklin, 2010; Dunham-Taylor, 2000; Meyer et al., 1989). The findings of this study revealed that organizational commitment is a process in which the members account on purpose of the organization as their representative and wish to remain members of the organization. The employees thus do their best and make selfless efforts in realizing the goals of the organization (Robbins and Judge, 2012). It is necessary for the individuals who enjoy organizational commitment to stay in organization: Such people always believe that it is their duty to continue their activities and even some times think that they are indebted to their job (Allen and Meyer, 19...

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...systems. Three main productivity factors concerning; Jobrelated, resource-related and environmental-related play an important role in organizational productivity (Prokopenko,2008). As for the literature review of the present research, there are many factors that play important roles in relation to productivity, including staff's perceived organizational support of managers. In this respect, Akroyd et al. (2009) asserted that there was a significant positive relationship between organizational support and supervisors’ behavior with affective and continuous commitment of the staff. According to Eisenberger et al., (1997) organizational support theory; fairness and equality, supervisor's support, organizational rewards, and job contexts will lead to acceptable behavior of individuals in organizations. And an increase in employees’ perceptions of organizational support, on the one hand, will increase the employees’ performance and their desire to stay in the company and on the other hand, will cause job tensions reduction and attitudinal behaviors (such as the desire to leave the service). According to his assertion, available evidence suggests that the Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 432 organ...

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...nizational efforts, productivity enhancement, and provided such belief that more productivity is perceived alongside quality of work life (Lewis, et al., 2001). Management through the application of appropriate management on the one hand can be considered as a factor of creating quality of work life and on the other hand as a factor of productivity enhancement (Lau and May, 1998). There is also a meaningful relationship between perceived organizational support and productivity of administrators and teachers. This finding is consistent with findings of the related studies (Bell & Menguc, 2002; Lynch et al., 1999; Rhoades and Eisenberger, 2002). The results of the present study can be explained as follows: once the employees encounter supervisors' support the organizational support will increase, and paying attention to human resources (organizational rewards and job contexts) is an absolutely important factor in employees' positive reactions and the effects and consequences of perceived organizational support will lead to organizational commitment, employees' job satisfaction, involvement with work-related interests, and an increase of employees’ perceptions of organizational support, on the one hand...

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...anagement toward organizational efforts, productivity enhancement, and provided such belief that more productivity is perceived alongside quality of work life (Lewis, et al., 2001). Management through the application of appropriate management on the one hand can be considered as a factor of creating quality of work life and on the other hand as a factor of productivity enhancement (Lau and May, 1998). There is also a meaningful relationship between perceived organizational support and productivity of administrators and teachers. This finding is consistent with findings of the related studies (Bell & Menguc, 2002; Lynch et al., 1999; Rhoades and Eisenberger, 2002). The results of the present study can be explained as follows: once the employees encounter supervisors' support the organizational support will increase, and paying attention to human resources (organizational rewards and job contexts) is an absolutely important factor in employees' positive reactions and the effects and consequences of perceived organizational support will lead to organizational commitment, employees' job satisfaction, involvement with work-related interests, and an increase of employees’ perceptions of organizational supp...

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...ip, more effective and better productivity of material resources and financial resources particularly human resources can be determined. The ideas presented by many scholars in the context of productivity have led management toward organizational efforts, productivity enhancement, and provided such belief that more productivity is perceived alongside quality of work life (Lewis, et al., 2001). Management through the application of appropriate management on the one hand can be considered as a factor of creating quality of work life and on the other hand as a factor of productivity enhancement (Lau and May, 1998). There is also a meaningful relationship between perceived organizational support and productivity of administrators and teachers. This finding is consistent with findings of the related studies (Bell & Menguc, 2002; Lynch et al., 1999; Rhoades and Eisenberger, 2002). The results of the present study can be explained as follows: once the employees encounter supervisors' support the organizational support will increase, and paying attention to human resources (organizational rewards and job contexts) is an absolutely important factor in employees' positive reactions and the effects and consequ...

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...ualization) and try to distribute the resources in justice and fairness and inform their employees about their related responsibilities and in this situation, employees reassure that the organization is concerned about their future and prosperity. This issue will lead to job satisfaction and finally to productivity enhancement in organizations. There is also a significant relationship between organizational commitment and productivity of principals and teachers. This finding is in line with the findings of the related studies in the literature (Chiok Foong Loke, 2001; Patel and Conklin, 2010; Dunham-Taylor, 2000; Meyer et al., 1989). The findings of this study revealed that organizational commitment is a process in which the members account on purpose of the organization as their representative and wish to remain members of the organization. The employees thus do their best and make selfless efforts in realizing the goals of the organization (Robbins and Judge, 2012). It is necessary for the individuals who enjoy organizational commitment to stay in organization: Such people always believe that it is their duty to continue their activities and even some times think that they are indebted to their job...

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...have more associations and involvement in line with organization affaires and feel they are indebted to stay with the organization and the they believe that it is their duty to continue their activities in the organization, hence, they make an uninterrupted efforts in order to achieve the organizational goals and in its own it will lead to more efficiency and effectiveness and productivity in organization. The results also indicated that only two variables of quality of work life and perceived organizational support have a significant effect on the productivity of administrators and teachers. Cunningham and Eberle (1990) argue that it is possible to affect productivity and quality of products, motivation and job satisfaction, meeting learning needs, challenges, diversity, responsibility and success by quality of work life. The implicit reasons for these findings, suggested that those managers who have high productivity, enjoy better quality of work life as well and are likely to present desired management behaviors in which productivity is considered the prime outcome. The findings are in accordance with the organizational behavior theorists who believe that the quality of work life is an essential factor for...

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...as the main reason behind the fundamental responsibility and existence of managers and the managers' supervisory role in organizations; therefore it can promote efficiency, and with effective and efficient leadership, it will lead to firm decisions upon more effective and productive resources such material, financial, and particularly human resources.The ideas presented by many scholars in the context of productivity have led management toward organizational efforts and productivity enhancement, and has provided such a belief that more productivity is perceived alongside quality of work life (Lewis, et al., 2001). Through the application of appropriate measures, management can be considered a factor creating quality of work life and at the same time it could be considered an effective factor in productivity enhancement; hence, this study examined the relationship between perceived organizational support, organizational commitment, and productivity, and quality of work life of primary school principals and teachers of Fars province in Iran. Research Objectives: The main purpose of the present study was to evaluate the relationship between perceived organizational support, organizational commitment, and...

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... the employees’ performance and their desire to stay in the company and on the other hand, will cause job tensions reduction and attitudinal behaviors (such as the desire to leave the service). According to his assertion, available evidence suggests that the Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 432 organizational support has a positive effect on organizational commitment and job security (Lee et al., 2007). And in its own right it will increase productivity, performance, helping colleagues, emotional organizational commitment, and affective organizational behavior (LaMastro, 1999; Berman, 2006.) Enjoying high organizational commitment also will increase productivity and services and efficiency of employees and its deficiency will be followed by a lack of job satisfaction, low work ethics, frequent absences, and mental health disorders (Chompookum and Derr, 2004). Allen and Meyer (1990) displayed that people who enjoy higher emotional commitment to the organization, have higher productivity as well. Studies indicated that the employees' psychological needs in organizations can be met through application of quality of work life techniques (Pollock, 2003). The quality of work life is ...

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...ust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 432 organizational support has a positive effect on organizational commitment and job security (Lee et al., 2007). And in its own right it will increase productivity, performance, helping colleagues, emotional organizational commitment, and affective organizational behavior (LaMastro, 1999; Berman, 2006.) Enjoying high organizational commitment also will increase productivity and services and efficiency of employees and its deficiency will be followed by a lack of job satisfaction, low work ethics, frequent absences, and mental health disorders (Chompookum and Derr, 2004). Allen and Meyer (1990) displayed that people who enjoy higher emotional commitment to the organization, have higher productivity as well. Studies indicated that the employees' psychological needs in organizations can be met through application of quality of work life techniques (Pollock, 2003). The quality of work life is considered as an extensive and comprehensive program that will increases employee's satisfaction, strengthens their learning environment and will help them in managing tasks. Employee's dissatisfaction with the quality of work life is a kind of problem that will hurt almost...

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...81 were male, while seven others were unknown. Instruments: Organizational Support: This questionnaire has been applied by (Eisenberger et al., 1997). it consists of 36 items and the aim of the test is to obtain the perceived organizational support of the participants. Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 433 Organizational Commitment: The samples were asked to response to 15 items of the questionnaire in a seven-point scale from “completely agree” to completely disagree” format based on Mowday et al., (1979). Productivity: In order to assess the productivity, the questionnaire of Hersey and Goldsmith (1980) was used which contained five components of Ability,Clarity,Help,Incentive,Evaluation,Validity and Environment and totally was comprised of 32 items. Quality Of Work Life: In order to assess quality of work life, Walton’s (1975) questionnaire was used which was revised with some modifications for teachers. The questionnaire contained 32 statements using a 5 point Likert scale to evaluate teachers and principals’ quality of work life. The validity of the questionnaires was obtained based on expert consensus and then through item analysis. In this case, the correlation coefficients for each ite...

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...on and mentality to do things and work today better than yesterday and tomorrow better than today. Productivity improvement depends upon how successfully we identify and use the factors of socio-production systems. Three main productivity factors concerning; Jobrelated, resource-related and environmental-related play an important role in organizational productivity (Prokopenko,2008). As for the literature review of the present research, there are many factors that play important roles in relation to productivity, including staff's perceived organizational support of managers. In this respect, Akroyd et al. (2009) asserted that there was a significant positive relationship between organizational support and supervisors’ behavior with affective and continuous commitment of the staff. According to Eisenberger et al., (1997) organizational support theory; fairness and equality, supervisor's support, organizational rewards, and job contexts will lead to acceptable behavior of individuals in organizations. And an increase in employees’ perceptions of organizational support, on the one hand, will increase the employees’ performance and their desire to stay in the company and on the other hand, will cause job...

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...d, will increase the employees’ performance and their desire to stay in the company and on the other hand, will cause job tensions reduction and attitudinal behaviors (such as the desire to leave the service). According to his assertion, available evidence suggests that the Aust. J. Basic & Appl. Sci., 7(8): 431-436, 2013 432 organizational support has a positive effect on organizational commitment and job security (Lee et al., 2007). And in its own right it will increase productivity, performance, helping colleagues, emotional organizational commitment, and affective organizational behavior (LaMastro, 1999; Berman, 2006.) Enjoying high organizational commitment also will increase productivity and services and efficiency of employees and its deficiency will be followed by a lack of job satisfaction, low work ethics, frequent absences, and mental health disorders (Chompookum and Derr, 2004). Allen and Meyer (1990) displayed that people who enjoy higher emotional commitment to the organization, have higher productivity as well. Studies indicated that the employees' psychological needs in organizations can be met through application of quality of work life techniques (Pollock, 2003). The quality of...

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... members of the organization. Moreover, given the organizational structure the employees' behavior can be explained or predicted. Generally in designing the organizational structure the main elements; division of work, work groups, the chain of command, control domain and centralization or decentralization and formalizing the works should be taken into consideration. Available evidence also suggests that division of work will increase staff productivity and individual differences such as experience, character and type of work that must be done by workers should it be more taken in to account (Robbins and Judge, 2012). One of the key indicators to evaluate the performance and efficiency of an organization's activities is its productivity. The organization's efficiency can be calculated through productivity in terms of the products and services and their proportion to the resources consumed. Implementation of productivity concepts and studying the factors affecting productivity increase, will lead to modifications in the body of any organization due to its mutable, development-oriented and evolutionary nature. In fact, it is an intellectual vision, trying to improve continuously what it was, and states quo ...