Psychological Capital and Organizational Citizenship Behaviors: Comprehensive Evidence from Three Independent Research
Mohsen
Golparvar
Associate Professor, Department of Industrial and Organizational Psychology, Isfahan Branch, Islamic Azad University, Isfahan, Iran
author
Ali
Fathi
MA of Industrial and Organizational Psychology, Isfahan Branch, Islamic Azad University, Isfahan, Iran
author
Maryam
Kazemi
MA of Industrial and Organizational Psychology, Isfahan Branch, Islamic Azad University, Isfahan, Iran
author
Afsaneh
Rahmati Azarmonabadi
MA of Industrial and Organizational Psychology, Isfahan Branch, Islamic Azad University, Isfahan, Iran
author
text
article
2019
per
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.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
1
26
https://jiops.scu.ac.ir/article_14861_1ae912d1a5a492d31847643530db6294.pdf
dx.doi.org/10.22055/jiops.2019.29993.1135
Effectiveness of Acceptance and Commitment Therapy at the workplace on interpersonal Conflict and Experience of Incivility in Ahvaz Hospitals’ Nurses
Sareh
Mirshekar
PhD student of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
author
Seyed Esmaeil
Hashemi
Professor, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
author
Mahnaz
Mehrabizadeh Honarmand
Professor, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran.
author
Nasrin
Arshadi
Professor, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
author
text
article
2019
per
Introduction There are numerous stressors in nurse’s workplace including interpersonal conflict and incivility, their adverse effects on physical and psychological health, productivity and quality of nurse’s work reveals the need to identify and find effective solutions to reduce occupational stressors and improve nurse’s health status. Thus the aim of present study was to examine the effectiveness of acceptance and commitment therapy on interpersonal conflict and experience of incivility in Ahvaz hospitals’ nurses. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population of this study included all nurses in Ahvaz hospitals. The research sample was selected by multi-stage random sampling method. In this research, 40 nurses were randomly selected with regarding inclusion criteria and randomly assigned into experimental and control groups. In this research, interpersonal conflict at work scale (Spector & Jex, 1998) and workplace incivility scale (Cortina et al., 2001) were used for data collection. The intervention performed on experimental group consisted of three sessions of acceptance and commitment therapy based workplace training program (second session a week after first session, and third session a month after second session). Multivariate analysis of covariance (MANCOVA) used for data analysis. Results Theresults of data analysis showed that there was a significant difference between the control and experimental groups in terms of interpersonal conflict (F=160.426, P=0.001) and incivility (F = 164.485, P= 0.001) with pre-test control. Therefore, the results showed that acceptance and commitment based therapy in the workplace reduces interpersonal conflict and incivility in nurses. Discussion Based on the findings, it seems that acceptance and commitment therapy improved the interpersonal conflict and experience of incivility; finally it can be said that this approach can be used to reduce interpersonal conflict and incivility in nurses. While reducing stress or avoiding stress in the workplace may not always be possible for nurses, some strategies for managing it better can be taught to nurses and provide an important opportunity to maintain well-being and increase their effectiveness.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
27
46
https://jiops.scu.ac.ir/article_14864_445765be9ee6d29919befa5adacccac7.pdf
dx.doi.org/10.22055/jiops.2019.31387.1150
The Effectiveness of Organizational Intelligence Training on Organizational Productivity and Organizational Socialization
Amin
Zamiri
PhD Student of Psychology, Department of Health Psychology, Khorramshahr International Unit, Persian Gulf, Islamic Azad University, Khorramshahr, Iran
author
Alireza
Heydari
Associate Professor, Department of Psychology, Ahwaz Branch, Islamic Azad University, Ahvaz, Iran
author
Parviz
Asgari
Associate Professor, Department of Psychology, Ahwaz Branch, Islamic Azad University, Ahvaz, Iran
author
Behnam
Makvandi
Assistant Professor, Department of Psychology, Ahvaz Branch, Islamic Azad University, Ahvaz, Iran
author
text
article
2019
per
Introduction The aim of this research was to investigate the effectiveness of the organizational intelligence training on organizational productivity and organizational socialization in employees with job stress. Method The design of this study was pre-test, post-test with control group. The sample included 40 employees with job stress who were selected by random sampling method and then randomly assigned into experimental and control groups (20 in each group). The instruments consisted of organizational productivity, organizational socialization and job stress questionnaires. Multivariate analysis of covariance (MANCOVA) used for data analysis.Organizational intelligence training program included 8 sessions (each 90 minutes). Results Theresults showed that there was a significant difference between the control and experimental groups regards organizational productivity (F = 127.79, p < 0.001) and organizational socialization (F = 127.79, p < 0.001). Discussion According to the results, it can be said that organizational intelligence training accelerates the organization in terms of achieving efficiency, effectiveness of the organization and ultimately increasing the excellence and progress of the organization. Therefore, organizational intelligence training is an effective intervention on increasing organizational productivity and organizational socialization in employees with job stress.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
47
60
https://jiops.scu.ac.ir/article_14863_a00a9fca155940f770776766f182e669.pdf
dx.doi.org/10.22055/jiops.2019.31161.1146
The Relationship of Perfectionism and Organizational Commitment with Self-Efficacy
Leila
Vakilian
PhD Student of Psychology, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran
author
Javad
Khalatbari
Associate Professor, Department of Psychology, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran
author
text
article
2019
per
Introduction The purpose of this research was to investigate the relationship of perfectionism and organizational commitment with self-efficacy. Method The research method was correlational and the statistical population of this research included all Qazvin Glass Factory employees. From this population 120 employees were selected by simple random sampling method. Data were collected by perfectionism questionnaire, organizational commitment scale and self-efficacy scale. Pearson correlation coefficients and multiple regressions were used for data analysis. Result The results showed that the correlation coefficient between perfectionism and self-efficacy also the correlation coefficient between organizational commitment and self-efficacy were statistically significant. Another finding showed that perfectionism and organizational commitment have a significant predictive power of self-efficacy. Discussion According to the results of this study, employees’ self-efficacy can be increased through perfectionism and organizational commitment.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
61
80
https://jiops.scu.ac.ir/article_14862_619a772411300aaa170560c0a3592eaa.pdf
dx.doi.org/10.22055/jiops.2019.30087.1137
The Effect of Organizational Agility on the Organizational Empowerment: Mediating role of Psychological Empowerment
Sanaz
Soroori
PhD Student of Sport Management, Shahroud Branch, Islamic Azad University, Shahrood, Iran
author
Ali
Fahiminejad
Assistant Professor, Department of Sport Management, Shahroud Branch, Islamic Azad University, Shahrood, Iran
author
Bagher
Morsal
Assistant Professor, Department of Sport Management, Shahroud Branch, Islamic Azad University, Shahrood, Iran
author
Mostafa
Tayebi Sani
Assistant Professor, Department of Sport Management, Shahroud Branch, Islamic Azad University, Shahrood, Iran
author
text
article
2019
per
Introduction The purpose of this research was to investigate the effect of organizational agility on organizational empowerment through psychological empowerment. Method The statistical population included all employees of Sport and Youth Offices in Razavi Khorasan province. Regarding the limited number of employees in this population, all of them were selected as research sample (200 employees). The research questionnaire consisted of two parts: The first part consisted of Spritzer Empowerment Questionnaires (1995) (15 questions with components of feeling meaningful, competence, freedom of action, feeling effective, and feeling Trust), Sharifi and Zhang Organizational Agility Questionnaire (2001) (15 questions with components of speed, competence, responsiveness, flexibility) and 50 items of Organizational Empowerment (derived from EFQM organizational excellence model; with components of leader, Staff, policy and strategy, partnerships and resources, and processes). The reliability (Cronbach's alpha and composite reliability), convergent validity and divergent validity of the questionnaires were confirmed by content validity. Results Findings showed that organizational agility had a significant positive effect on psychological empowerment and organizational empowerment. Psychological empowerment had a significant positive effect on organizational empowerment. The results of the indirect effect indicated that psychological empowerment mediates the relationship between organizational agility and organizational empowerment. Discussion Managers of sport and youth departments and sport organizations should strive to provide continuous development of knowledge and encouraging and appreciating staff involvement in organizational affairs. Given the more indirect impact of organizational agility on organizational empowerment, it is suggested that managers of sport departments and youth and sports organizations pay more and more attention to the psychological empowerment of employees in different parts of the organization.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
81
102
https://jiops.scu.ac.ir/article_14860_fe54280462f90f97bca98f4f20b52a5d.pdf
dx.doi.org/10.22055/jiops.2019.28601.1117
The Effectiveness of Cognitive-Behavioral Stress Management Virtual Training on Employees' Work-Family Conflict, General Health, Quality of Life and Mental Health
Seyed Mohamad ali
Mousavi
MA of Psychology, Department of Psychology, Islamic Azad University, Isfahan (Khurasgan) Branch, Isfahan, Iran
author
Hadi
Farhadi
Assistant Professor, Department of Psychology, Islamic Azad University, Isfahan (Khurasgan) Branch, Isfahan, Iran
author
text
article
2019
per
Introduction The purpose of this study was to investigate the effectiveness of cognitive-behavioral stress management virtual training on employees’ work-family conflict, general health, quality of life and mental health. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population of this study consisted of all employees of Isfahan steel company. From this population 30 employees were selected by convenience sampling method and then randomly assigned in experimental and control groups (each 15 employees). The instruments included work-family conflict, general health, quality of life and mental health questionnaires. Multivariate analysis of covariance (MANCOVA) used for data analysis. Results Theresults showed that there was a significant difference between the control and experimental groups in terms of work-family conflict, general health, quality of life and mental health. Discussion According to findings of this study, cognitive-behavioral stress management virtual training is suggested regarding employees’ work-family conflict, general health, quality of life and mental health.
Industrial and Organizational Psychology Studies
Shahid Chamran University of Ahvaz
2588-3917
6
v.
1
no.
2019
103
122
https://jiops.scu.ac.ir/article_14874_d7edc7935040e145eb61bf1c2d027670.pdf
dx.doi.org/10.22055/jiops.2019.31322.1149