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.
shadi salehi; leila piri; hosein shokrkon
Abstract
IntroductionToday, organizational entrepreneurship is rapidly becoming a competitive advantage for organizations. The aim of present study was to investigate the relationship between emotional intelligence and organizational entrepreneurship with the mediating role of job engagement. MethodThe ...
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IntroductionToday, organizational entrepreneurship is rapidly becoming a competitive advantage for organizations. The aim of present study was to investigate the relationship between emotional intelligence and organizational entrepreneurship with the mediating role of job engagement. MethodThe statistical population of the study consisted of 1100 employees of the Iranian Offshore Oil Company (IOOC). The research sample comprised 285 employees selected through a stratified random sampling method. The research instruments included Work Motivation (Selanova & Shofili, 2002), Organizational Entrepreneurship (Margaret Hill, 2003), and Emotional Intelligence (Fellor & Minors, 2003) questionnaires. Convergent and divergent validity coefficients were used to evaluate the validity of the questionnaires. The reliability of the questionnaires was calculated using Cronbach's alpha coefficient. PLS software and structural equation modeling were used for data analysis. ResultsThe results confirmed the positive relationships of emotional intelligence with organizational entrepreneurship and job engagement, and the relationship between organizational entrepreneurship and job engagement. The results also showed that the indirect effect of organizational entrepreneurship on emotional intelligence through work engagement is greater than its direct effect, so it can be concluded that there is a relationship between organizational entrepreneurship and emotional intelligence under the influence of work engagement in employees. DiscussionAccording to the research results, managers should provide the necessary conditions for organizational entrepreneurship with more and more attention to the job engagement of the employees.
Mahshid Pourhosein; Majid Firouzkouhi Berenjabadi; Noori Kaabomeir
Abstract
IntroductionNurses experience high job stress due to the characteristics of nursing work such as work shifts and unpredictable changes in the patient's condition. Frequent and extensive changes in hospitals can hurt nurses and cause fatigue due to change, which has been largely neglected and less researched. ...
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IntroductionNurses experience high job stress due to the characteristics of nursing work such as work shifts and unpredictable changes in the patient's condition. Frequent and extensive changes in hospitals can hurt nurses and cause fatigue due to change, which has been largely neglected and less researched. The purpose of this study was to investigate the moderating role of resilience in the relationship between job stress and job engagement in nurses of Al-Zahra Hospital in Isfahan. MethodThe current research method was descriptive survey-correlation research. The statistical population consisted of 1700 nurses of Al-Zahra Hospital in Isfahan city, who were selected based on the Mont Carlo method and 200 people (60 men and 140 women) were selected by available sampling. Questionnaires of HSE occupational stress, resilience and job engagement were implemented. ResultsUsing SPSS-24 software data were analyzed using Pearson's correlation coefficient method and simple regression simultaneously. The results showed that the correlation coefficient between job stress and job engagement at a high level of resilience (p < 0.01, r = -0.28) is lower than the correlation coefficient between job stress and job engagement at a low level of resilience. (p > 0.01, r = - 0.38). DiscussionDespite the fact that job stress is an important factor in reducing job engagement, but, increasing job stress cannot reduce job engagement much in employees with high resilience.
Hamed Mohammadi
Abstract
Introduction Job engagement and organizational commitment are two important job attitudes that have been the focus of human resource management, organizational behavior and psychology scholars over the past years. Therefore, the purpose of the present study was to investigate the relationship between ...
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Introduction Job engagement and organizational commitment are two important job attitudes that have been the focus of human resource management, organizational behavior and psychology scholars over the past years. Therefore, the purpose of the present study was to investigate the relationship between job engagement and organizational commitment in employees of Mazandaran Province Gas Company. Method The statistical population of this research was all employees of Mazandaran Province Gas Company. Cochran's formula was used to calculate the sample size. 85 employees were selected by stratified random sampling method. The instrument included 5-item Organizational Commitment Questionnaire and 14-item Job Engagement Questionnaire. Cronbach's alpha was calculated 0.86 for organizational commitment questionnaire and 0.92 for job engagement questionnaire. Results The findings indicated that there is a positive and significant relationship between job engagement and organizational commitmen. Discussion BecauseMazandaran Province Gas Company is a project-oriented and service company, its employees are always faced with negative consequences such as stress and burnout. Employees’ job engagement and organization commitment can be a cure for these adverse job outcomes.
Saleh Rahimi; Vakil Ahmadi; Zohre Azizi
Abstract
Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes ...
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Introduction Job attitudes is a concept that reflects the positive and negative perceptions of the individuals about work and the various aspects of their work environment. An appropriate and positive attitude is concerned for achieving individual and organizational success. Research regarding the attitudes of employees in the organization will make managers be aware of employees’ views and expectations about their jobs, responsibilities, and organization climate, and to determine whether the policies and practices implemented by them are equitable for all employees. The purpose of this study was to investigate the relationship of job attitudes (Job engagement, organizational commitment, and job satisfaction) with job performance of Kermanshah public librarians. Method Research design was a descriptive correlational study. The population of this study was all Kermanshah public librarians. 83 librarians were randomly selected. Instrument included Allen & Meyer’ (1990) Organizational Commitment, Schaufeli & Bakker’ (2006) Job Engagement, Weis et al’ (1967) Job Satisfaction, and Hersey & Goldsmith’ (1980) Job Performance Questionnaires. The content validity and internal consistency reliability of the questionnaires were confirmed. The data were analyzed by pearson orrelation oefficient and multivariate regression analysis. Results The results showed that there was a positive significant relationship between job engagement, job satisfaction and organizational commitment with librarians' job performance. Also, the results of Multivariate Regression Analysis showed that job engagement (β=0.52, p < 0.001), job satisfaction (β=0.44, p < 0.001), and organizational commitment (β=0.45, p < 0.001) predicted job performance, significantly. Discussion The results showed that organizational commitment, job engagement and job satisfaction are important factors that can predict job performance of librarians. Librarians with high organizational commitment, job engagement, and job satisfaction do more efforts because they are motivated to and satisfied with their organization and their jobs. As the findings showed, the highest the correlation between job engagement (an attitude that makes individuals psychologically identify themselves with their job) and job performance, the level of librarians' performance would be high. Therefore, in the long-term planning for public libraries, librarians' job attitudes should be taken into consideration. This requires managers to provide appropriate context for improving and increasing employees’ job engagement, job satisfaction and organizational commitment. Managers should pay attention to employees' attitudes, because employees' attitudes affect the behavior of individuals in the organization.
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.
Ali Afshari; Rasul Rezaei Molajegh; Sosan Alinejadian
Abstract
The aim of this study was designing and testing the antecedents (job engagement, organizational health and organizational culture) and the outcomes of job satisfaction (job performance and organizational commitment). The research population consisted of all teachers of Maragheh city. From this population, ...
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The aim of this study was designing and testing the antecedents (job engagement, organizational health and organizational culture) and the outcomes of job satisfaction (job performance and organizational commitment). The research population consisted of all teachers of Maragheh city. From this population, 330 teachers were selected through stratified random sampling method. Instruments used in this research were job satisfaction, job engagement, organizational health, organizational culture, organizational commitment and job performance questionnaires. The proposed model was tested through Structural Equation Modeling (SEM) and using the SPSS-23 and AMOS-23 softwares. For testing the indirect relationships, bootstrap procedure was used. The results of this study showed the acceptable fit of the model with the data.
