impact of organizational virtue on job independence and citizenship behavior of staff of Payame Noor University of Tehran. The research method was applied, descriptive and survey. The statistical population of the study consisted of 392 employees of Payam-e-Noor Univers More
impact of organizational virtue on job independence and citizenship behavior of staff of Payame Noor University of Tehran. The research method was applied, descriptive and survey. The statistical population of the study consisted of 392 employees of Payam-e-Noor University of Tehran who were selected by stratified random sampling method with 172 people using Cochran formula. The data gathering tool has been three dimensions of organizational virtue of Carmon et al. (2004); Podsakoff's organizational citizenship behavior (2000) and David's (2014) job independence that have been validated by face, content, and construct validity methods. Spss version 20 software and partial least squares structural equation modeling with Smart Pls version 2 were used to test the hypotheses. The findings support the validity of all twelve research hypotheses. The effect of organizational virtuosity on citizenship behavior was 0.508 and on job independence was 0.284. The effect of the five dimensions of organizational virtue on individual citizenship behavior and employees' job independence has also been confirmed. The highest impact was related to the effect of forgiveness on job independence (0.825), and the least impact was on the effect of cohesion on job independence (0.192).
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