Journal of Modern Medical

Introduction
Employees with high intelligence are considered as one of the most valuable organizational assets, the most important competitive advantage, and the scarcest resource in today’s knowledge-based economy. The valuable characteristic of highly intelligent employees is the behavior of organizational citizenship. The purpose of these behaviors is to help individuals or organizations and do not necessarily include job needs. Organizational citizenship behavior is effective in increasing employee commitment and creating job satisfaction, and ultimately increases productivity and success in organizational performance, and at a higher level, it fulfills human needs and improves social culture. Resilience also includes a set of personal and psychological capacities that can help a person resist in difficult situations and not get hurt, and even improve his/her behavior as a result of coping with these difficult situations. Resilience is the capacity to resist stress and crisis. Psychologists have always tried to increase this human ability to adapt and overcome danger and difficulties. Resilience does not limit stress or eliminate life’s problems but rather empowers people to deal with life’s problems in a healthy way and overcome difficulties. This study aims to determine the correlation between the dimensions of intra-organizational intelligence and organizational citizenship behavior of employees mediated by resilience.

Methods
This is a descriptive correlational study that was conducted in 2021. The study population consists of all administrative, financial and support staff of 13 private hospitals in Shiraz, Iran (n=164). Sampling was done using random sampling method. The sample size was determined using Cochran’s formula. Of 148 questionnaires distributed, 115 were returned complete. The questionnaire had 23 items and following subscales: Cultural intelligence (4 items), emotional intelligence (3 items), spiritual intelligence (4 items), moral intelligence (4 items), resilience (3 items), and organizational citizenship behavior (5 items). The reliability of the overall questionnaire was calculated as 0.87. The validity of the questionnaire was determined using the opinions of 8 university professors in the field of psychology. The calculated CVR value was 0.78.

Results
The mean scores of study variables are presented in Table 1.


According to Table 2, the results of Spearman’s correlation test showed a significant relationship between cultural intelligence and resilience (r=0.67, P<0.001), between emotional intelligence and resilience (r=0.42, P<0.001), between spiritual intelligence and resilience (r=0.53, P=0.002), between moral intelligence and resilience (r=0.49, P<0.001), and between resilience and organizational citizenship behavior (r=0.73, P<0.001).



Conclusion
Statistical results according to both Spearman’s correlation test and artificial neural network-based tests showed a positive and significant correlation between the dimensions of intra-organizational intelligence and resilience in staff of private hospitals in Shiraz city. There was also a positive and significant correlation between their resilience and organizational citizenship behavior. This indicates that the individual intelligence in employees can lead to an increase in resilience and tolerance, and as a result, citizenship behaviors such as belonging and attachment, the desire to help others without expecting a reward, polite behavior towards others, and conscientiousness in the organization are more formed. These behaviors bring positive results in organizations, such as increasing employee productivity and consequently organizational productivity, improving interorganizational coordination and communication, increasing employee satisfaction, improving employee loyalty to the organization and their work commitment, increasing market orientation, improving or maintaining the organization’s performance, increasing customer satisfaction with the organization’s services, and increasing the organization’s credibility.

Ethical Considerations
Compliance with ethical guidelines
This study was approved by the ethics committee of Islamic Azad Islamic University, Kazerun branch (Code: IR.IAU.KAU.REC.1398.176).

Funding
This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.

Authors' contributions
Conceptualization, writing initial draft, and review: Seyed Alireza Mousavi; Design, writing, data collection, and data analysis: Mehdi Rostagari , Aziz Amirzadeh and Fatima Rosta.

Conflicts of interest
The authors declared no conflict of interest.

Acknowledgements
The authors would like to thank the personnel and management of private hospitals in Shiraz city, including Moshir, Mir, Parsan, Shahr, Mir Hosseini, Alavi, Kasra, Farahmandfar, Shafa, Khodadoust, Dena, and Ordibehesht for their cooperation.



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