Rehaneh Dezhban; Hossein Samavatian; Nasrin Arshadi
Abstract
Introduction The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working ...
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Introduction The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers. Method The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis. Results The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being. Discussion Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.
Mohsen Golparvar; Ali Fathi; Maryam Kazemi; Afsaneh Rahmati Azarmonabadi
Abstract
Introduction This study aimed to investigate the role of psychological capital in relation to organizational citizenship behaviors. Method Research statistical population was the employees of three independent organizations (a public sector organization, a service organization and female teachers) ...
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Introduction This study aimed to investigate the role of psychological capital in relation to organizational citizenship behaviors. Method Research statistical population was the employees of three independent organizations (a public sector organization, a service organization and female teachers) in Ahvaz and Isfahan. From this population, 279, 267 and 351 employees were selected by convenience sampling method, respectively. Research instruments in three studies were psychological capital and organizational citizenship behaviors questionnaires. Data were analyzed by regression analysis (enter method). Results Results of the first study revealed that, only hope, self-efficacy and resiliency predicted organizational citizenship behaviors toward individuals and hope, resiliency and optimism predicted organizational citizenship behaviors toward organization. Results of second study indicated that, self-efficacy is marginal predictor of helping, and self-efficacy, hope and optimism are able to predict civic virtue. The results of third study showed that from the four components of psychological capital, only self-efficacy able to predict organizational citizenship behaviors toward organization. Discussion In sum, the results of this study showed that in any given organizational structure, some of psychological capital components can be related to the organizational citizenship behaviors.
Alireza Savadkouhi; Elham Motamedi
Abstract
The purpose of this study was to investigate the relationship of psychological capital's dimensions with job performance. The statistical population included all military personnel participating in excellent classic course, of which 76 employees selected by simple random sampling method. The instruments ...
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The purpose of this study was to investigate the relationship of psychological capital's dimensions with job performance. The statistical population included all military personnel participating in excellent classic course, of which 76 employees selected by simple random sampling method. The instruments were Lutanz's Psychological Capital Inventory and Paterson's job Performance Questionnaire. The results of Pearson simple correlation coefficient showed that there is a positive and significant relationship between all dimensions of psychological capital and job performance. The results of regression analysis showed that only resiliency could predict job performance. It explained 15.8 percent of job performance Variance.
