Abdolah Tahmasbi
Abstract
Introduction One of the important concerns of a healthy organization is physical and mental health of its employees. Work can satisfy some basic human needs, but can also be a major source of job stress and low levels of mental health. Therefore, the purpose of this study was to investigate the relationship ...
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Introduction One of the important concerns of a healthy organization is physical and mental health of its employees. Work can satisfy some basic human needs, but can also be a major source of job stress and low levels of mental health. Therefore, the purpose of this study was to investigate the relationship between job burnout and mental health with the moderating role of psychological hardiness and organization-based self-esteem. Method The research method was a descriptive one. The statistical population consisted of all staff and line employees of Khuzestan Province Gas Company (N=320). Accordingly, all members of the population formed the research sample. 263 questionnaires were returned among the distributed questionnaires. By eliminating the incomplete questionnaires, the final sample for testing the hypotheses was 242. From this sample, 185 were men. The mean and standard deviation of the age of the sample was 39.81 and 9.53, respectively, with 14.58 and 8.91 years of work experience. For data collecting, Mental Health Questionnaire (Goldberg & Hillier, 1979), Job Burnout Questionnaire (Maslach, 1981), Psychological Hardiness Questionnaire (Kiamarsi, 1997) and Organization-Based Self-Esteem Questionnaire (Pierce et al., 1989) were used. Results The results of the regression analysis showed that job burnout had a negative and significant relationship with mental health. In other words, job burnout had significant power in predicting mental health (β= -0.73, p < 0.001). Also, standard coefficient of regression of interaction of job burnout with psychological hardiness was significant (β= -0.58, p < 0.001). Also, the interaction of organization-based self-esteem with job burnout was significant (β= -0.28, p < 0.010,). Thus, the effects of job burnout on mental health have been moderated by psychological hardiness and organization-based self-esteem. Discussion The results indicated that job burnout has a negative relationship with employees' mental health. Therefore, it is suggested that conflict resolution, negotiation, stress management skills and ... training to increase the staff's ability to cope with stress and reduce the likelihood of job burnout. Also, the results showed that psychological hardiness and organization-based self-esteem were able to moderate the relationship between job burnout and mental health. Based on these results, it is recommended to train individuals on ways to increase psychological hardiness and organization-based self-esteem through educational programs.
Hossein Shokrkon; Marjan Shamsi; Mohammad Montakhab Yegane
Abstract
The purpose of this study was to investigate the effect of transformational leadership on organizational creativity with mediating role of organizational trust and moderating role of organization-based self-esteem. The Participants included 204 employees who were selected by stratified random sampling ...
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The purpose of this study was to investigate the effect of transformational leadership on organizational creativity with mediating role of organizational trust and moderating role of organization-based self-esteem. The Participants included 204 employees who were selected by stratified random sampling method. They completed Multifactor Leadership Questionnaire, Organizational Trust Scale, Organizational Creativity Scale and Organization-Based Self-Esteem Questionnaire. Fitness of the proposed model, indirect effect, and moderating effect were examined by structural equation modeling (SEM), bootstrap procedure, and moderated hierarchical regression, respectively. Findings indicated that the final model fit the data significantly. The results also indicated that transformational leadership had direct effect on organizational creativity and indirectly through organizational trust. Furthermore, moderated regression analysis showed that organization-based self-esteem moderated the relationship between transformational leadership and organizational creativity.
