Fatemeh Zamanpour; Hamid Reza Oreyzi Samani; Enayatollah zamanpour
Naghi Radi Afsouran; Hamid Reza Oreyzi; Maryam Zaraei
Abstract
Introduction
This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.
Method
An experimental design with four groups ...
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Introduction
This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.
Method
An experimental design with four groups (two control groups and two experimental groups) in pre-test, post-test, and follow-up was used. The statistical population of the study was all employees in an industrial company. Using the Murphy and Meyers method, 48 people were selected as the study sample and randomly assigned to the experimental and control groups. The study tools included the relational energy scale and role-playing simulation exercise which were implemented by the researchers in the pre-test, post-test, and follow-up steps.
Results
The data were analyzed using one-way analysis of variance, analysis of covariance and post hoc test of LSD. The results showed that the participants in parallel simulation exercises have more development in relational energy competency compared to the other groups. Also, participants in repeated and non-repeated combined simulation exercises experienced more relational energy development than participants in simulation exercises with no description.
Discussion
Because parallel simulation exercises prevent information leakage, it significantly improves the relational energy of employees in the company. This result contributes to meritocracy and is more compatible with the observance of justice and fairness in the company.
Zahra Malekzadeh; Hamid Reza Oreyzi; Hajar Barati
Abstract
IntroductionChoosing teleworkers and how to communicate with each teleworker is important for employers. The present study tries to provide a practical indicator to answer this issue by analysing personality traits, communication channels and the amount of teleworking. So, this research aims to investigate ...
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IntroductionChoosing teleworkers and how to communicate with each teleworker is important for employers. The present study tries to provide a practical indicator to answer this issue by analysing personality traits, communication channels and the amount of teleworking. So, this research aims to investigate the relationship between personality traits and job satisfaction with regard to the moderating roles of communication channels satisfaction and the amount of teleworking in employees with teleworking experience. MethodThe present study is a descriptive correlation-moderator type study. The statistical population of this study was all employees with telework experience who were members of Telegram and WhatsApp messengers, living in Tehran and Isfahan province in February and March 2021. The sample included 98 employees with teleworking experience. Respondents were selected through the convenience sampling method. The data were collected by the short form of NEO-FFI personality traits, job satisfaction scale of Judge and Bono, and Smith, Patmos and Pitts’ communication channel satisfaction. For data analysis, hierarchical regression analysis was used. ResultsResults indicated that among the personality traits, only neuroticism was significantly and negatively correlated with job satisfaction. No significant relationship was found between the amount of teleworking and job satisfaction. In addition, the amount of teleworking does not moderate the relationship between personality traits and job satisfaction. Satisfaction with communication channels moderated the relationship between neuroticism, conscientiousness and agreeableness with job satisfaction. DiscussionFindings from this study yield important practical implications for organizations including suggestions for optimizing communication channels satisfaction for employees with different personality traits and recommendations to help organizations effectively hire and retain teleworkers.
Hamid Reza Oreyzi
Abstract
The current paper aimed to investigate core equations properties that preserve in any transformation of equations. One of these characteristics is the symmetry of variables in correlational studies namely equivalent equations. In this paper, first two variables research and discrimination of causality ...
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The current paper aimed to investigate core equations properties that preserve in any transformation of equations. One of these characteristics is the symmetry of variables in correlational studies namely equivalent equations. In this paper, first two variables research and discrimination of causality in relationship research and of causality in relationship hypotheses were explained, then toward the third variable that we refer only to mediation, while it has two equivalent models. The issue of equivalent models in applications of covariance structure analysis also discussed. The author then describes the role of equations in psychological papers and emphasizes its exploratory approach. First, he mentions Savadkouhi et al. (2020) Generalized Estimating Equation approach with an independent correlation matrix treating the two records for each subject. The author showed that researchers couldn’t confirm equations before applying them to one of two research designs, namely longitudinal or experimental design. The first rows of the paper also emphasize the longitudinal design called cross-lagged panel Analysis that is now criticized by researchers but remain significant because of confirmation approaches in longitudinal research. The author discusses the causal Inference through experimental design and demand for using mediation analysis hypothesis construction in Iranian papers. The author believes that this continues the tradition of applying exploratory statistics such as stepwise regression analysis in place of confirmatory statistics such as hierarchical regression analysis. Some aspects of the philosophy of science especially refutability was discussed. In the last section, the author introduces some rules for generating equivalent path models, with suggestions to improve the status of mediation research in Iranian papers.
Hamidreza Oreyzi; Hajar Barati
Abstract
Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the ...
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Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the effect of positive affect on creating job satisfaction according to cognitive (effort-reward balance and cognitive emotion regulation strategies) and motivational (goal-engagement control strategies) mediators. In current research life span theory of control and affect events theory and effort-reward balance theory was integrated to investigate the effect of job design, effort-reward balance on job satisfaction via two approaches namely cognitive regulation and compensatory and secondary control mechanisms. Method The research sample consisted of 726 employees of Isfahan Oil Refining and Distribution Company and Isfahan Oil Refinery that were randomly selected and responded to research tools three times in two years. Marginal structural equation method was used to analyze the data. The formal theory of counterfactual causal inference was used for casual inferences that extended Neyman-Rubin Holland point treatment theory contains time-varying treatments, outcomes, and concomitants. The effort-reward balance and cognitive emotion regulations were considered counterfactual treatments that influence job satisfaction. The G-FORMULA software was used to implements the parametric g-formula to estimate the mean of an outcome under hypothetical treatment strategies sustained over time from longitudinal data with time-varying treatments and confounders. The difference between the marginal structural model and the median analysis in longitudinal research is that in the latter case the research findings are collected in three waves three times, while in the analysis of this research the time intervals 2 and 3 of the mediating and dependent variables are collected. This approach is closer to the concept of causality because data has been collected over time, which is equivalent to their role in mediation, and the research design helps to validate the theory. Results The results showed that job satisfaction is determined, at time 3, by effort-reward balance and positive cognitive emotion regulation strategies, and at time 4, by effort-reward balance, positive cognitive emotion regulation strategies, and goal-engagement control strategies. The main strength of the marginal structural model is in predicting job satisfaction in the assumed future that can generalize in the future overall. Discussion Based on the results, it was recommended that organizations and managers focus on both cognitive and motivational factors to create job satisfaction, that is, to strive for a balance between the efforts of the employees and the rewards offer to them and teaching employees positive cognitive emotion regulation strategies, and goal-engagement control strategies. One of the main strengths of the model was to use both robust theory and longitudinal data to show intermediate variable nature. The focus of the research also was to show that fit indices weren’t enough to infer mediation. Comparing the results with the data collected in a time-lapse article shows how it was not possible to make decisions about the causal model in that case.
Mahnaz Zarei; Fariba Yaznkhasti; Hamidreza Oreyzi
Abstract
The aim of present study was to investigate the effect of psychodrama on respond to stress, loneliness and social interaction in satelite employmees' wives. The research design of this study was Quasi-experimental by pretest-post test with control group. Porticipants were selected by available sampling ...
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The aim of present study was to investigate the effect of psychodrama on respond to stress, loneliness and social interaction in satelite employmees' wives. The research design of this study was Quasi-experimental by pretest-post test with control group. Porticipants were selected by available sampling method and appointed in two control and experimental group randomly. Instruments included the stress respond (SRI), loneliness (SELSA) and social skills (SSI) questionnaires. Data were analysed using MANCOVA. Results showed significant difference between experimental and control groups. Psychodrama training reduced stress and loneliness and increased social interaction in experimental group. According to the results we can say that psychodrama is effective in reduction of responds to stress and loneliness, and improve social interaction.
Hajar Barati; Hamid Reza Oreyzi
Abstract
Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables ...
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Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables were investigated. The participants consisted of 404 employees from an industrial company that selected by simple random sampling method. Participants responded to research instruments by Job Satisfaction and Organizational Commitment Questionnaires. Pearson´s correlation coefficients and path analysis used for data analysis. Findings showed that the proposed model fit the data properly. Results also indicated the positive relationships of job satisfaction, promotion satisfaction, and pay satisfaction with affiliation commitment, and positive relationships of job itself satisfaction, supervisor satisfaction, policy satisfaction and satisfaction with flow with identification commitment, and finally the positive relationships of identification commitment and affiliation commitment with exchange commitment. According to the findings, organizations should prepare conditions for increasing job satisfaction and in this way increase their employees organizational commitment.
Hamid Reza Oreyzi; Molod Amiri
Volume 1, Issue 1 , May 2014, , Pages 27-50
Abstract
Recently, the importance of recovery and its impacts on job performance have attracted much attention. Recovery is the process of replenishing the depleted resource. Previous studies have examined the relationship between immediate impacts of recovery and performance of employees on the same day, while ...
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Recently, the importance of recovery and its impacts on job performance have attracted much attention. Recovery is the process of replenishing the depleted resource. Previous studies have examined the relationship between immediate impacts of recovery and performance of employees on the same day, while the current study gathered data in three weeks time from 140 employees in three different companies. The present study explored the relationship between the level of individual recovery at the start of the working week and performance multidimensional construct namely personal initiative, organization citizenship behavior, effort and task performance. The results showed that those employees who had a good recovery increased their task performance, personal initiative, organizational citizenship behavior during the whole week. It was also found that if recovery was done at the end of the week, the staff needed less amount of effort to perform their task well. To prevent reducing performance, employees usually try to compensate by putting in more effort at work, so they experienced more strain. Both organization and employees share the advantage of recovery. This means that employees are no longer experiencing the burden and pressure of work and organizations also benefit from the improvement of task performance, organization citizenship behavior and personal initiative of their staff.
