[01] Mohsen Golparvar, Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran. [02] Fahimeh Abdoli, Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran. [03] Zahra Adibi., Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran. [04] Delfa Mehryar, Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran. [05] Mohsen Taleb, Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran. [06] Maryam Mosavinejad Mahabadi, Department of I/O Psychology, Psychology and Educational College, Islamic Azad University, Esfahan (Khorasgan) Branch, Esfahan, Iran.

The purpose of current research was to determine whether some aspects of job resources (e.g., training and reward, supervisor’s support and technological support) can moderate the relationship between job stress (e.g., overload, ambiguity and conflict) with turnover intention and creativity. On the basis of the conservation resources approach and job demands-support-performance model, current research investigated whether training, reward, and supervisor’s and technological support serve as a buffer to relieve the impact of job stress on turnover intention and creativity. Accordingly, randomly selected of one hundred eighty-seven employees from a public sector organization in Bandarabas, Iran, answered the job stress, turnover intention, creativity and job resources scales. Results suggested that training and technological support moderates the relationship between role conflict and turnover intention. Also, technological support was found to moderate the role ambiguity and overload and crativity relationship.

Job Stress, Turnover Intentions, Creativity, Job Resources, Iran

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