Fatemeh Taheri; nahid mehrbakhsh
Abstract
IntroductionResearch related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, ...
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IntroductionResearch related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, experience, resources, skills and opportunities gained in the workplace, improve family life and, conversely, positive mood and behavior and a sense of success in personal life affect the performance of people in the workplace. The present study investigated the antecedents and consequences of work-family enrichment. The antecedents extracted from the research literature are social support, personality traits, and job characteristics, that affect work-family enrichment and family-work enrichment through organizational commitment. Consequences also include innovative behaviors, life satisfaction, and job satisfaction that are affected by work-family enrichment and family-work enrichment through psychological capital and social-emotional characteristics. MethodThe statistical population of the study consisted 220 employees of Farabi Campus of Tehran University. The research method is descriptive-correlational and the instruments included standard questionnaires. A statistical sample of 139 people was selected by simple random sampling method. Data were analyzed using structural equation modeling and SPSS and Smart PLS software packages. ResultsThe results of the research showed that among the antecedents, social support and personality traits have a positive and significant relationship with work-family enrichment and family-work enrichment, and job characteristics only have a positive and significant relationship with work-family enrichment through organizational commitment. Also, both dimensions of work-family enrichment have no significant relationship with the considered consequences. DiscussionManagers' attention to the factors that facilitate the work-family of employees in an organization can be effective in reducing employees’ stress, improving their performance, and improving organizational productivity. Improving the quality of personal life of employees is another result of this study that has a direct impact on employees’ health in the long term and their efficiency in the organization. According to the research results, adapting employees' job plans to their family responsibilities, providing various facilities related to the workplace and their personal life, holding various training courses regarding employees’ attitude change, and generally providing various organizational support are suggested.
Ghazaleh Hayavi; Jahangir Karami
Abstract
IntroductionThe purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital. MethodThe research population included all employees of Oxin Steel Company in Ahvaz in 2016, ...
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IntroductionThe purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital. MethodThe research population included all employees of Oxin Steel Company in Ahvaz in 2016, from which 300 people were selected by simple random method. The research instruments included Perceived Organizational Support Questionnaire (Eisenberger et al., 1997), Psychological Capital Questionnaire (Luthans et al., 2007), Work Engagement Scale (Schaufeli et al., 2012) and Organizational Citizenship Behaviors Questionnaire (Podsakoff, et al., 1990). The research design was correlational through structural equation modeling (SEM). Evaluation of the proposed model was done using SPSS and AMOS version 22 software. In order to determine the significance of mediation effects in the proposed model, the bootstrap method was used in the preacher and Hayes (2008) Macro program. ResultsThe results of the study showed that the proposed model has a good fit with the data. The direct effects of perceived organizational support and psychological capital on job engagement and organizational citizenship behavior were significant. Findings also showed that perceived organizational support has direct effect on psychological capital (the mediator). Results of indirect effects supported the mediating role of psychological capital in the relationship between perceived organizational support and job engagement and organizational citizenship behavior. DiscussionWhen employees perceive organizational support, it enhances their psychological capital and the result is more job engagement and also organizational citizenship behaviors. On the basis of this results, for increasing perceived organizational support, recommended to to announce employees frequently that desirable practices which organization prepare for them like promotions and rewards, job safety, and autonomy, leads to decreasing organizational and job stressors, arising from discretion of the organization to improve employees' well-being at work setting. In other words, there is not any external power to force the organization to create pleasant working conditions. To practice this, top managers should focus their concern toward employees' well-being. It should also contain development of a kind of organizational culture that supervisor support be rewarded and noticed and a part of supervisor's performance appraisal be assigned to the quality of supervisor-subordinate relationship.
Ghazaleh Hayavi; Asie Moradi; Khadmorad Momeni; Nasrin Arshadi
Abstract
IntroductionThriving at work is a positive psychological state that definitely describes individual growth at organizations. Thriving at work is a two-dimensional construct composed of feeling of vitality or being energized and a sense of learning that signifies the acquisition and application of knowledge ...
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IntroductionThriving at work is a positive psychological state that definitely describes individual growth at organizations. Thriving at work is a two-dimensional construct composed of feeling of vitality or being energized and a sense of learning that signifies the acquisition and application of knowledge and skills to build capability and confidence at work. These two elements considering the affective and cognitive basis of employee growth and development simultaneously. Most previous studies focused on observing outcomes of thriving at work. Their findings show lots of benefits for both employees and organizations mainly such as psychological and physical health and high quality of job performance, but there are a few studies which identify antecedents of thriving at work. On the other hand, the literature of thriving at work supports its mediating role between some antecedents and consequences. In this regard, the present study has taken into account the effects of one of the major antecedents of thriving at work (psychological capital) on job performance and psychological well-being with highlighting the mediating role of thriving at work. The purpose of this study was to investigate the effect of psychological capital on job performance and psychological well-being considering the mediating role of thriving at work MethodThe research method is correlational through structural equation modeling (SEM). The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. Instruments included Psychological Capital Questionnaire )Luthans et al., 2007(, Thriving at Work Scale )Porath et al., 2012(, Job performance Questionnaire )Williams & Anderson, 1991(, and Psychological Wellbeing Questionnaire )Diener & Biswas-Diener, 2008(. The proposed model was analyzed through structural equation modeling by using SPSS-25 and AMOS-24 software packages. For testing indirect effects, Bootstrap method (Preacher & Hayes, 2008 (was used. ResultsFindings revealed that the proposed model fit the data properly. The direct effects of psychological capital and thriving at work on job performance and psychological well-being were significant. Findings also showed that psychological capital has positive direct effect on thriving at work. Results of indirect effects supported the mediating role of thriving at work in the relationship between psychological capital and both job performance and psychological well-being. Discussion According to the findings of this study, focus on personal chracteristics such as psychological capital and thriving at work in the case of improving job performance and psychological well-being is important thus practices for increasing psychological capital and thriving at work through training packages and programs should be considered by organization.
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.
Fahimeh Nikkhah; Somaieh Salehi
Abstract
Introduction Education specialists have increasingly focused on studying the factors that influence academic achievement over the last three decades (Gibbsons, 2007). As positive psychology progresses, its applications to the workplace are expanding, such as positive organizational behavior, positive ...
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Introduction Education specialists have increasingly focused on studying the factors that influence academic achievement over the last three decades (Gibbsons, 2007). As positive psychology progresses, its applications to the workplace are expanding, such as positive organizational behavior, positive organizational research, and more recently, psychological capital (Golparvar, Fathi, Kazemi,& Rahmati azar monabadi., 2019). The psychological resources created by the positive emotions of the employees may lead to positive psychological states in the employees, such as their sense of psychological security (Ardalan, Ghanbari, Zandi, & Seif Panahi, 2013). Therefore, considering the role of teachers as the most important factor in the success of the educational system, as well as the role of their psychological capital and psychological security in students' inner passion and motivation, these two can improve the teaching-learning environment and thus to improve students' academic achievement. The aim of the present study was to investigate teachers' psychological capital and psychological security with students' academic achievement. Method The research method was descriptive-correlational type. The statistical population of the study consisted of teachers and high school students of the district 6 of the Ministry of Education in Tehran. From this population, 50 teachers and 184 students were selected by convenience sampling method. Data were collected using Lutz Psychological Capital, Edmonson Pychological Security, and Saatchi Educational Achievement Questionnaires. Data were analyzed by Pearson correlation and regression analysis. Results Findings showed that teachers' psychological capital and psychological security have positive and significant relationship with academic achievement. According to the results of multiple regression analysis, the variables of hope, resilience, optimism, efficiency, team usefulness, psychological safety, and learning behavior and team performance of teachers at a significance level less than 0.05 can predict students' academic achievement. Among the components of psychological capital, resilience, optimism, and efficacy are the most important predictors of student achievement. Discussion Given the importance of teachers’ psychological capital, it is recommended that school principals select teachers with this charateristic, provide opportunities such as educational courses, conferences and congresses and desirable educational quality. Also, giving teachers the freedom to act, increasing mutual respect, honesty, and openness in the workplace will enhance teachers' sense of psychological security.
Saadat Ahesteh; Nasrallah Ghashghaizadeh; Seyed Abdulmajid Afrazi
Abstract
The purpose of this study was to investigate the relationship between psychological capital and job engagement. This research is a descriptive and correlational type. The statistical population of the study consisted of all teachers in the Charousa region. From this population 250 teachers were selected ...
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The purpose of this study was to investigate the relationship between psychological capital and job engagement. This research is a descriptive and correlational type. The statistical population of the study consisted of all teachers in the Charousa region. From this population 250 teachers were selected by random sampling method. The instruments consisted of Schoufli's Job Engagement and Lutans Psychological Capital Questionnaires. Data were analyzed using multivariate regression and Pearson correlation coefficient. All analyses were performed using SPSS 25 software. Pearson correlation analysis showed that there is a positive and significant relationship between psychological capital and job engagement. Pearson's correlation analysis also indicated that there is a positive and significant correlation between psychological capital and its dimensions with the job engagement. The results of regression analysis showed that among the dimensions of psychological capital, resilience and hope were good predictors of teachers' job engagement.
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.
N. Khajepour; K. Beshlideh; M. Baharlou
Abstract
The purpose of this study was to investigate the direct effect of psychological capital on turnover intention, job burnout and job performance and also mediating role of job stress in these relationships. The statistical population includes all employees of water and Energy Company in Gotvand city. Among ...
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The purpose of this study was to investigate the direct effect of psychological capital on turnover intention, job burnout and job performance and also mediating role of job stress in these relationships. The statistical population includes all employees of water and Energy Company in Gotvand city. Among them 182 were selected by simple random sampling method. The instruments used in present study consist of psychological capital, turnover intention, job burnout, job performance and job stress questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested by using bootstrap procedure in Macro program. The results supported the direct effects of psychological capital on turnover intention, job burnout, job performance and job stress, direct effects of job stress on turnover intention, job burnout and job performance, and indirect effects of psychological capital on turnover intention and job burnout through job stress. The results also showed that indirect effect of psychological capital on job performance through job stress was not significant. Generally, findings indicated that the proposed model fit the data.
Ali Mehdad; Iran Mehdizadegan
Abstract
The main purpose of this research was to investigate the relationship of organizational support and psychological capital with adaptive performance. Statistical population includes all employees of a private hospital in Isfahan. From this population, 212 employees were selected by convenience sampling ...
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The main purpose of this research was to investigate the relationship of organizational support and psychological capital with adaptive performance. Statistical population includes all employees of a private hospital in Isfahan. From this population, 212 employees were selected by convenience sampling method. Organizational support, psychological capital and adaptive performance questionnaires were used for data collection. Data were analyzed with Pearson correlation coefficients and stepwise regression analysis. The results showed that there is a significant positive relationship between psychological capital and adaptive performance. Moreover, results of regression analysis showed that the psychological capital was able to predict 13 percent of adaptive performance variance. Therefore, based on the results, it may be concluded that employees adaptive performance could be increased by improvement and development of psychological capital.
Abdulzahra Naami; Marjan Shamsi; Sayyed Esmail Hashemi; K. Beshlideh
Abstract
Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational ...
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Today, positive thinking is one of the most important factors that influence the attitudes and behaviors of employees in the workplace. One of the behaviors that is very important for organizations is organizational creativity. Therefore, the purpose of this study was to investigate the role of occupational well-being as the moderator in the relationship of job satisfaction and psychological capital with organizational creativity in employees of an industrial company. The participants consisted of 222 employees of an industrial company that were selected by multi-stage random sampling method. They completed the organizational creativity, job satisfaction and psychological capital questionnaires. Moderated effect was examined through moderated hierarchical regression. Findings indicated that occupational well-being moderated the relationship between job satisfaction and psychological capital with organizational creativity. This research suggests that for increasing organizational creativity, there need to provide conditions to promote occupational well-being, job satisfaction and psychological capital.
Noshin Mashayekhi; Nasrin Arshadi; Abdulkazem Neisi
Volume 1, Issue 1 , May 2014, , Pages 51-72
Abstract
The purpose of this study was to design and test a model of some antecedents and outcomes of organizational creativity. In this model, organizational innovative climate, psychological capital, intrinsic motivation and psychological empowerment were considered as the antecedents of organizational creativity ...
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The purpose of this study was to design and test a model of some antecedents and outcomes of organizational creativity. In this model, organizational innovative climate, psychological capital, intrinsic motivation and psychological empowerment were considered as the antecedents of organizational creativity while organizational innovation and job performance were considered as the outcomes. The participants of the study were 340 employees, (including 304 males and 36 females) of National Iranian South Oil Company (NISOC) in Ahvaz, who were selected by stratified random sampling method. The instruments used to measure the variables were Situational Outlook Questionnaire (SOQ), Psychological Capital Scale, Intrinsic Motivation Scale, Psychological Empowerment Scale, Organizational Creativity Scale, Organizational Innovation Scale and Job Performance Scale. Fitness of the proposed model was examined through Structural Equation Modeling (SEM), SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data relatively well. Better fit and more meaningful results were obtained by omitting four non-significant paths and using AMOS modification indices. All indirect effects were significant as well.
