Hajar Barati; Hamid Reza Oreyzi
Abstract
Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables ...
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Job satisfaction is the positive emotional state that workers have toward their jobs, and organizational commitment results from their positive emotions toward their organizations. At present research the relations of these two variables and also the path analysis model of components of these variables were investigated. The participants consisted of 404 employees from an industrial company that selected by simple random sampling method. Participants responded to research instruments by Job Satisfaction and Organizational Commitment Questionnaires. Pearson´s correlation coefficients and path analysis used for data analysis. Findings showed that the proposed model fit the data properly. Results also indicated the positive relationships of job satisfaction, promotion satisfaction, and pay satisfaction with affiliation commitment, and positive relationships of job itself satisfaction, supervisor satisfaction, policy satisfaction and satisfaction with flow with identification commitment, and finally the positive relationships of identification commitment and affiliation commitment with exchange commitment. According to the findings, organizations should prepare conditions for increasing job satisfaction and in this way increase their employees organizational commitment.
Asghar Aghaei; Darush Jalali; Hoshang Talebi; M.A. Mazaheri
Volume 1, Issue 1 , May 2014, , Pages 1-26
Abstract
The present study aimed to examine the effectiveness of mindfulness- based cognitive training (MBCT) adapted for Iranian culture on organizational citizenship and anti- service behaviors in employees. In this quasi-experimental research design, 36 employees were selected and randomly assigned into the ...
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The present study aimed to examine the effectiveness of mindfulness- based cognitive training (MBCT) adapted for Iranian culture on organizational citizenship and anti- service behaviors in employees. In this quasi-experimental research design, 36 employees were selected and randomly assigned into the experimental and control groups (each group n=18). The organizational citizenship and anti-service behaviors of the participants were later assessed during three phases of pre-test, post-test and follow-up of 4 months. The experimental group received 8 sessions of MBCT adapted for Iranian culture as each session took 120 minutes. The results of the MANCOWA revealed that MBCT have constant significant effects on changes of mean scores of organizational citizenship and anti-service behaviors (P£0.01). It is also concluded that MBCT have continued effects on improving organizational citizenship behaviors and modifying anti-service behaviors in employees.
Noel Sarkissian; SHahnaz Tabatabai; Aamir Kavousi
Abstract
Musculoskeletal disorders can be considered as an important factor in relation to job burnout syndromes. This study was conducted to investigate the relationship between musculoskeletal disorders and job burnout syndromes in state-owned and private hospitals in Tehran. Out of 136 hospitals, 25 hospitals ...
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Musculoskeletal disorders can be considered as an important factor in relation to job burnout syndromes. This study was conducted to investigate the relationship between musculoskeletal disorders and job burnout syndromes in state-owned and private hospitals in Tehran. Out of 136 hospitals, 25 hospitals (15 state-owened and 10 private) were selected by random sampling method. Participants were 234 employees (selected by convenience sampling method) of general operating rooms in state-owned and private hospitals who completed Nordic and Maslach Job Burnout Questionnaires. Pearson correlation coefficient and regression analysis were used for data analysis. Results showed that musculoskeletal disorders have significant positive relationships with emotional exhaustion, depersonalization and inefficacy. Accordingly health care systems can reduce the negative effects of musculoskeletal disorders by using ergonomics and psychological approaches and also enhance the physical and mental health of employees and society as a whole.
M. Golparvar; M. Taleb; F. Abdoli
Abstract
This research was administered with the aim of investigating motivational foundations of compulsory citizenship behaviors and conventionalcitizenship behaviors. The statistical population include all employees of a public sector organization in Zanjan city, among them 212 persons were selected using ...
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This research was administered with the aim of investigating motivational foundations of compulsory citizenship behaviors and conventionalcitizenship behaviors. The statistical population include all employees of a public sector organization in Zanjan city, among them 212 persons were selected using convenience sampling method. Instruments included compulsory citizenship behaviors questionnaire, conventionalcitizenship behaviors questionnaire and motivational source inventory. Data were analyzed using Pearson’s correlation coefficient and multiple regression analysis. Results indicated that among motivational sources dimensions, there is a significant relationship between instrumental motivation and compulsory citizenship behaviors, and between four dimensions of motivational sources included internal process, internal self-concept, external self-concept and goal internalization with organizational citizenship behaviors toward individuals, and between two dimensions of motivational sources included internal self-concept and goal internalization with organizational citizenship behaviors toward organizations. Results of multiple regression analysis indicated that internal self-concept motivation predicted organizational citizenship behaviors toward individuals, and instrumental motivation (negatively) along with internal self-concept motivation (positively) predicted organizational citizenship behaviors toward organization. Also the results of multiple regression analysis revealed that instrumental motivation (positively and marginally) along with internal self-concept motivation (negatively) predicted compulsory citizenship behaviors.
Mahnaz Zarei; Fariba Yaznkhasti; Hamidreza Oreyzi
Abstract
The aim of present study was to investigate the effect of psychodrama on respond to stress, loneliness and social interaction in satelite employmees' wives. The research design of this study was Quasi-experimental by pretest-post test with control group. Porticipants were selected by available sampling ...
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The aim of present study was to investigate the effect of psychodrama on respond to stress, loneliness and social interaction in satelite employmees' wives. The research design of this study was Quasi-experimental by pretest-post test with control group. Porticipants were selected by available sampling method and appointed in two control and experimental group randomly. Instruments included the stress respond (SRI), loneliness (SELSA) and social skills (SSI) questionnaires. Data were analysed using MANCOVA. Results showed significant difference between experimental and control groups. Psychodrama training reduced stress and loneliness and increased social interaction in experimental group. According to the results we can say that psychodrama is effective in reduction of responds to stress and loneliness, and improve social interaction.
Khodamorad Momeni; Ghazaleh Hayavi
Abstract
The purpose of this study was to investigate the effect of perceived organizational politics on job stress and turnover intention, with mediating role of organizational cynicism. Participants included 185 randomly selected employees from the Weis city Mayoralty in Khuzestan province. The instruments ...
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The purpose of this study was to investigate the effect of perceived organizational politics on job stress and turnover intention, with mediating role of organizational cynicism. Participants included 185 randomly selected employees from the Weis city Mayoralty in Khuzestan province. The instruments included perceived organizational politics scale, job stress scale, turnover intention scale and organizational cynicism scale. Fitness of the proposed model was examined using Structural Equation Modeling (SEM). The indirect effects were tested using bootstrap procedure. Findings indicated that the proposed model was fitted with the data. Results revealed that perceived organizational politics had an effect on job stress and turnover intention through organizational cynicism.
Majid Saffarinia
Abstract
The aim of this research was to investigate psychometric characteristics of Social Exchange Styles Scale in Iranian population. Statistical population of this research included all women and men in Tehran. The participants were 470 of this population who were selected by multi-stage random sampling ...
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The aim of this research was to investigate psychometric characteristics of Social Exchange Styles Scale in Iranian population. Statistical population of this research included all women and men in Tehran. The participants were 470 of this population who were selected by multi-stage random sampling method. They responded to Social Exchange Styles Scale (Leybman et al.). For investigating the scale`s reliability, Cronbach`s alpha coefficient, and for valilidity, content validity and exploratory and confirmatory factor analysis were used.Cronbach`s alpha coefficient (0.83) showed that this scale has high reliability, and results of exploratory factor analysis showed five factors including fairness, benefit-seeking, individualism, tracking and overinvestment with changing in some main items and removing items 5, 6, 11, 12, 26, 27, 30, 32, 36, 40, 44, 51, and 53. Also, results of confirmatory factor analysis showed that 41-items model had relatively good fitness. In addition, results of normalization showed that median scores of fairness, benefit-seeking, individualism, tracking and overinvestment in whole of Iranian sample respectively were 14, 32, 21, 27, and 13.
Reza Abdi; Naghi Shabani; Somayeh Javidfar; Razieh Pak
Abstract
The aim of present study was to examine the relationship between perfectionism and burnout with mediating role of workaholism among banks'''' employees. For this study, 300 employees were selected by simple random sampling method from banks in Tabriz. The instruments were Maslach Burnout Inventory, Hill ...
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The aim of present study was to examine the relationship between perfectionism and burnout with mediating role of workaholism among banks'''' employees. For this study, 300 employees were selected by simple random sampling method from banks in Tabriz. The instruments were Maslach Burnout Inventory, Hill Perfectionism Scale and Workaholism Questionnaire. Pearson correlation coefficient and Sobel test in regression analysis were used for data analysis. The results showed that perfectionism has negative correlation with job burnout significantly and positive correlation with workaholism. Also findings showed that workaholism negatively correlated with job burnout. Mediating effect analysis for workaholism showed that perfectionism have a negative impact on burnout (p
Noori Kaabomeir; Abolfazl Safari; Abdulzahra Naami
Abstract
The aim of this study was to investigate the relationship of work-family conflict with occupational success and job well-being, with moderating role of family hardiness and collective efficacy. Statistical population included nurses in Amir Almomenin hospital of Ahvaz. Among them 200 nurses were selected ...
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The aim of this study was to investigate the relationship of work-family conflict with occupational success and job well-being, with moderating role of family hardiness and collective efficacy. Statistical population included nurses in Amir Almomenin hospital of Ahvaz. Among them 200 nurses were selected by census sampling method. Carlson et al. Work-Family Conflict, Grebner et al. Perceived Occupational Success, Parker & Hyett Job Well-Being, McCubbin et al. Family Hardiness and Caprara et al. Family Collective Efficacy Questionnaires were used for data collecting. Data were analyzed by multiple regression analysis using SPSS-22. Regression analysis showed that both work-family and family-work conflict are able to predict occupational success and job well-being. In addition, family hardiness and collective efficacy moderated the relationship between these 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.
Hamidreza Oreyzi; Hajar Barati
Abstract
Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the ...
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Introduction Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the effect of positive affect on creating job satisfaction according to cognitive (effort-reward balance and cognitive emotion regulation strategies) and motivational (goal-engagement control strategies) mediators. In current research life span theory of control and affect events theory and effort-reward balance theory was integrated to investigate the effect of job design, effort-reward balance on job satisfaction via two approaches namely cognitive regulation and compensatory and secondary control mechanisms. Method The research sample consisted of 726 employees of Isfahan Oil Refining and Distribution Company and Isfahan Oil Refinery that were randomly selected and responded to research tools three times in two years. Marginal structural equation method was used to analyze the data. The formal theory of counterfactual causal inference was used for casual inferences that extended Neyman-Rubin Holland point treatment theory contains time-varying treatments, outcomes, and concomitants. The effort-reward balance and cognitive emotion regulations were considered counterfactual treatments that influence job satisfaction. The G-FORMULA software was used to implements the parametric g-formula to estimate the mean of an outcome under hypothetical treatment strategies sustained over time from longitudinal data with time-varying treatments and confounders. The difference between the marginal structural model and the median analysis in longitudinal research is that in the latter case the research findings are collected in three waves three times, while in the analysis of this research the time intervals 2 and 3 of the mediating and dependent variables are collected. This approach is closer to the concept of causality because data has been collected over time, which is equivalent to their role in mediation, and the research design helps to validate the theory. Results The results showed that job satisfaction is determined, at time 3, by effort-reward balance and positive cognitive emotion regulation strategies, and at time 4, by effort-reward balance, positive cognitive emotion regulation strategies, and goal-engagement control strategies. The main strength of the marginal structural model is in predicting job satisfaction in the assumed future that can generalize in the future overall. Discussion Based on the results, it was recommended that organizations and managers focus on both cognitive and motivational factors to create job satisfaction, that is, to strive for a balance between the efforts of the employees and the rewards offer to them and teaching employees positive cognitive emotion regulation strategies, and goal-engagement control strategies. One of the main strengths of the model was to use both robust theory and longitudinal data to show intermediate variable nature. The focus of the research also was to show that fit indices weren’t enough to infer mediation. Comparing the results with the data collected in a time-lapse article shows how it was not possible to make decisions about the causal model in that case.
Raziyeh Abedini Velamdehy
Abstract
IntroductionGiven increasing evidence that challenges the implicit autonomy assumption in the field of vocational psychology (that all people have the autonomy to make career choices), the psychology of working theory (PWT) expands the current vocational research and practice by taking an inclusive consideration ...
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IntroductionGiven increasing evidence that challenges the implicit autonomy assumption in the field of vocational psychology (that all people have the autonomy to make career choices), the psychology of working theory (PWT) expands the current vocational research and practice by taking an inclusive consideration that people are facing contextual constraints and thus may not be able to make free choices in their career. The purpose of this study was to investigat the psychometric properties of Decent Work Scale in employees of one hospital in Mashhad city. MethodThe sample consisted of 180 employees who were selected by census method, who completed Decent Work (2017), Social Support (1998), Adjustment (1961), and Job Satisfaction questionnaires were completed. ResultsEvaluation of internal consistency of questionnaire by Cronbach's alpha method and correlation of each question with total score, showed that questions of this scale have acceptable internal consistency. In order to investigate the validity of the Decent Work Scale, several methods were used. The exploratory factor analysis with principal components method and varimax rotation, as expected, showed that 15 items of the Decent Work Scale were loaded on five factors of individually directed safe working conditions, access to healthcare, adequate compensation, free time, and complemental values. Confirmatory factor analysis showed that 3 items of this scale significantly loaded on the five-factorial and the five-factorial model has a better fit with the data than the one-factorial model. The results of the convergent validity showed there is a positive correlation between the total score of the scale and the scores of safe working conditions, access to healthcare, adequate compensation, free time, and complemental values subscales. Also, the correlation of Decent Work Scale with job satisfaction (0.59), job adjustment (0.26) and social support (0.30) has been calculated. DiscussionIt should be noted that the Decent Work Scale in the workplace can better predict the five factors of safe working conditions, access to healthcare, adequate compensation, free time and rest, and organizational value. Overally, the study findings showed that this scale, similarity to the West research, is composed of five factors and has acceptable validity and reliability. Consequently, it can be applied to measure this construct in Iranian employees.
laleh Ensanimehr; Abdolrahim Kasaei esfahani; Kianoush Zahrakar
Abstract
Introduction Adolescence is one of the most important stages of human life. At this stage, a person must make various choices, including the choice of field of study and occupation, which is one of the most important decisions for the individual. Regarding individual decision making about the right field ...
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Introduction Adolescence is one of the most important stages of human life. At this stage, a person must make various choices, including the choice of field of study and occupation, which is one of the most important decisions for the individual. Regarding individual decision making about the right field of study and career, many things need to be considered, including career identity, academic aspirations, career, and a positive attitude about future education and career. The aim of this study was to investigate the relationship between academic aspirations, career aspirations and adolescent career identity along with the mediating role of attitudes toward academic and career future.Method The method of the present study was bootstrap correlation.The statistical population consisted of all male and female high school students in the second district of Tehran province (1355 students). The statistical sample was 299 students that were selected by multistages random sampling method. instruments included career identity scale Dellas and Jernigan, academic aspirations DiPierro, career aspirations O'Brien, and attitudes toward academic and career future Jamali and Ghaleh Noei. Data analysis was performed structural equation modeling, using SPSS-23 and AMOS-23 softwares.ResultsFindings showed that job aspirations have a positive effect on attitudes toward academic and career future (p <0/01), on direct job identity (p <0/05) and in general (p <0/05). Academic aspirations also have a direct positive effect on attitudes toward academic and career future (p <0/05) but do not have a direct and overall effect on career identity. Regarding indirect relationships, the results showed that both predictor variables have a positive and significant effect on career identity through perspective on the future (p <0/01).DiscussionThus, teachers, counselors, and professionals during adolescence can help develop students' career identities by addressing their aspirations for education and employment.
Naghi Radi Afsouran; Hamid Reza Oreyzi; Maryam Zaraei
Abstract
Introduction
This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.
Method
An experimental design with four groups ...
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Introduction
This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.
Method
An experimental design with four groups (two control groups and two experimental groups) in pre-test, post-test, and follow-up was used. The statistical population of the study was all employees in an industrial company. Using the Murphy and Meyers method, 48 people were selected as the study sample and randomly assigned to the experimental and control groups. The study tools included the relational energy scale and role-playing simulation exercise which were implemented by the researchers in the pre-test, post-test, and follow-up steps.
Results
The data were analyzed using one-way analysis of variance, analysis of covariance and post hoc test of LSD. The results showed that the participants in parallel simulation exercises have more development in relational energy competency compared to the other groups. Also, participants in repeated and non-repeated combined simulation exercises experienced more relational energy development than participants in simulation exercises with no description.
Discussion
Because parallel simulation exercises prevent information leakage, it significantly improves the relational energy of employees in the company. This result contributes to meritocracy and is more compatible with the observance of justice and fairness in the company.
Nasim Hashemi; Tayebe Rahimi Pordanjani; Hossein Ahmad Barabadi
Abstract
The aim of present study was to investigate the effectiveness of group reality therapy based on Glaser''s choice theory on career self-efficacy (skills-confidence). The research method was semi-experimental and its design was a pretest-posttest with the control group. The statistical population included ...
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The aim of present study was to investigate the effectiveness of group reality therapy based on Glaser''s choice theory on career self-efficacy (skills-confidence). The research method was semi-experimental and its design was a pretest-posttest with the control group. The statistical population included all undergraduate students in Bojnord University. The sample consisted of 30 students who were selected purposefully and then randomly assigned to two experimental and control groups (15 in each group). Participants completed Betz at al. Career Self Efficacy Questionnaire before and after the intervention. Experiment group participated in 10 sessions of group reality therapy, and the control group received no intervention. Data were analyzed using t-test and covariance analysis by SPSS-22 software. Research findings showed the group reality therapy is effective in enhancing the career self-efficacy and it''s dimensions (realistic, investigative, artistic, social, conventional and enterprising).
Abdolamir Gatezadeh
Abstract
Introduction The purpose of this study was to investigate the effectiveness of positive thinking training on professional ethics and job satisfaction of university employees. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population ...
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Introduction The purpose of this study was to investigate the effectiveness of positive thinking training on professional ethics and job satisfaction of university employees. Method This research was a semi-experimental study with pre-test, post-test and control group. The statistical population consisted of all employees of the Islamic Azad University of Sousangerd Branch in 2018. From this population, 30 employees who had the lower scores on professional ethics and job satisfaction were selected. From this sample, 24 employees randomly selected and then randomly assgined into two experimental and control groups, each one 12 participants. The 8 session positive thinking training was provided for the experimental group. At each session, the experimental group was given the opportunity to discuss successes and failures in the implementation of the assignments. Both groups were evaluated in three stages: pre-test, post-test and follow-up. ANCOVA was used for data analysis. Results The ANCOVA’s results showed that positive thinking training increased both professional ethics and job satisfaction of employees. Discussion According to the findings, positive thinking training was effective in increasing the professional ethics and job satisfaction of employees. Professional ethics has a significant effect on the activities and outcomes of the organization. Professional ethics increases productivity, and improves communication. Therefore, in such conditions, the organization can expect to improve job satisfaction, because job satisfaction is a psychological factor that provides the person with emotional adjustment to the job and work conditions. According to the results of this study, it is recommended that managers should pay particular attention to the positive thinking training so that professional ethics and job satisfaction in the organizational environment could be realized.
Samira Kamali; Zohreh Rafezi; Reza Vaziri
Abstract
Introduction Job satisfaction is one of the main concerns for organizations. It's widely related to other important parts of life including mental and physical health, job performance, and organizational productivity. According to the literature, personality variables are very important for predicting ...
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Introduction Job satisfaction is one of the main concerns for organizations. It's widely related to other important parts of life including mental and physical health, job performance, and organizational productivity. According to the literature, personality variables are very important for predicting job satisfaction due to their relative stability. The present study has considered the neuropsychological and personality variable of reinforcement sensitivity, which is defined based on the activity of three behavioral brain systems, including Behavioral Activation System (BAS), Behavioral Inhibition System (BIS), and Fight, Flight, Freeze System (FFFS) as predictors of job satisfaction; Because it allows people to predict job satisfaction even before they have been employed by organization and organizations can select people with more likely future job satisfaction. It is also true that the level of activity of brain-behavioral systems is initially determined genetically; But in the future, it is also influenced by environmental factors and learning. Therefore, by considering the effect of the activity of each system on job satisfaction, it is possible to increase the possibility of more job satisfaction in people by making appropriate changes in environmental conditions and learning. In this way, organizations can determine the level of activity of systems in each of their current employees, to strengthen the appropriate brain-behavioral system in them to increase their job satisfaction and reduce the activity of system which activity is inversely related to job satisfaction. In this way, the individual, the organization, and, as a result, the whole of society will be able to benefit from more job satisfaction and the problems of less job satisfaction will be reduced. Method The research design was descriptive correlational. The statistical population was all Iran's employees in early 2018 with at least one year of work experience in their current position and at least a diploma degree. The minimum sample size was determined using the Green formula and the final sample of 321 people was determined by the convenient sampling method. Tools were MSQ- short form, and the Jackson Reinforcement Sensitivity Scale (r-RST) which were distributed via a Telegram robot designed for this special purpose. Data were analyzed using Multiple Regression Analysis in SPSS software version 26. Results The results of regression analysis showed that Behavioral Activation System (BAS) has a positive significant relationship with job satisfaction (β=0.17, p < 0.002), and also the Behavioral Inhibition System (BIS) has a positive significant relationship with job satisfaction (β=0.15, p < 0.007). The best predictor was the Freeze subsystem with β= -0.26 and then the Fight subsystem with β=-0.20, which have a negative significant relationship with job satisfaction. Discussion Considering the predictive role of three brain-behavioral systems for job satisfaction, these can be useful for predicting and increasing job satisfaction.
Sara Mohammadi; Abdolhadi Darzian Azizi; Maziyar Arzani Birgani
Abstract
Introduction
Nowadays, entrepreneurship is considered as one of the most crucial topics and the main driving force in the economic development of the countries. The purpose of the current research was to design and test a model of the antecedents of students' entrepreneurial behavior intention with ...
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Introduction
Nowadays, entrepreneurship is considered as one of the most crucial topics and the main driving force in the economic development of the countries. The purpose of the current research was to design and test a model of the antecedents of students' entrepreneurial behavior intention with the mediation role of perceived fear and the moderating role of gender.
Method
The present research was a descriptive correlational study. The statistical population of the research included all undergraduate and graduate students of Shahid Chamran University of Ahvaz, and due to the difficulty of accessing all of them, 367 students were selected through convenience sampling method. For data collection, the Entrepreneurial Inspiration (Souitaris et al., 2007), the Entrepreneurial Mindset (Cui et al., 2021), the Entrepreneurial Intention (Valliere, 2015), and the Perceived Fear Questionnaires (Deniz et al., 2011& Collins, 2007) were used.
Results
The results of research data analysis through structural equation modeling in SmartPLS software showed that entrepreneurial inspiration has a significant positive effect on entrepreneurial thinking (0.634) and on entrepreneurial behavior intention (0.145). Also, entrepreneurial thinking has a significant negative effect on perceived fear (-0.693) and a significant positive effect on entrepreneurial behavior intention (0.397), and perceived fear has a significant negative effect on entrepreneurial behavior intention (-0.326). in addition, the value of the coefficient of determination showed that about 60% of the variance of entrepreneurial behavior intention is explained through entrepreneurial inspiration, mindset, and perceived fear. The results of investigating indirect hypotheses showed that the relationship between entrepreneurial mindset and entrepreneurial behavior intention through perceived fear is significant, but the relationship between entrepreneurial inspiration and entrepreneurial behavior intention through perceived fear is not significant. In addition, gender moderates the effect of perceived fear on entrepreneurial behavior intention.
Discussion
The findings indicated that entrepreneurial inspiration directly and indirectly increases students' desire for entrepreneurial behavior through entrepreneurial thinking.
Saeid Farjam; Ashraf Allahyari; Mohammad Mehdi Davali
Abstract
Introduction
Today, Career plateau is one of the most common and familiar words that we all deal with in some way. Career plateau has a bad effect on the manpower of government offices and companies. Conducting research on Career plateau in organizations can guide managers to apply the right human resource ...
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Introduction
Today, Career plateau is one of the most common and familiar words that we all deal with in some way. Career plateau has a bad effect on the manpower of government offices and companies. Conducting research on Career plateau in organizations can guide managers to apply the right human resource management strategies. The aim of this study was to investigate the effect of job adjustment on Career plateau and the moderating role of job self-efficacy.
Method
According to the hypotheses and questions of this research, a quantitative method with questionnaires has been used. The research method was performed using structural equation modeling. The statistical population included 400 teachers in Kish Island. From this population, 196 teachers have been selected as research sample. Instruments included Dawis and Lofquist's (1978) job adjustment, Milliman's (1992) job Career plateau, and Riggs and Knight's (1994) job self-efficacy questionnaires. Data were analyzed using PLS software based on multivariate regression method and partial least squares technique. The fit of the model was confirmed in terms of validity and reliability criteria.
Results
The results showed that the effect of job adjustment on career plateaus with moderating effect of job self-efficacy was rejected. Job adjustment has significant effects on career plateau, and job self-efficacy. According to this study, job self-efficacy as a moderator does not reduce career plateau.
Discussion
Based on the results, it can be stated that the managers of the organizations should try to eliminate the monotony and boring aspects of the work environment and create a warm and friendly environment. By increasing the manager's social support for employees and providing fair rewards, they can prevent Career plateau and create employees’ compatibility with the environment.
Hamid Reza Oreyzi
Abstract
The current paper aimed to investigate core equations properties that preserve in any transformation of equations. One of these characteristics is the symmetry of variables in correlational studies namely equivalent equations. In this paper, first two variables research and discrimination of causality ...
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The current paper aimed to investigate core equations properties that preserve in any transformation of equations. One of these characteristics is the symmetry of variables in correlational studies namely equivalent equations. In this paper, first two variables research and discrimination of causality in relationship research and of causality in relationship hypotheses were explained, then toward the third variable that we refer only to mediation, while it has two equivalent models. The issue of equivalent models in applications of covariance structure analysis also discussed. The author then describes the role of equations in psychological papers and emphasizes its exploratory approach. First, he mentions Savadkouhi et al. (2020) Generalized Estimating Equation approach with an independent correlation matrix treating the two records for each subject. The author showed that researchers couldn’t confirm equations before applying them to one of two research designs, namely longitudinal or experimental design. The first rows of the paper also emphasize the longitudinal design called cross-lagged panel Analysis that is now criticized by researchers but remain significant because of confirmation approaches in longitudinal research. The author discusses the causal Inference through experimental design and demand for using mediation analysis hypothesis construction in Iranian papers. The author believes that this continues the tradition of applying exploratory statistics such as stepwise regression analysis in place of confirmatory statistics such as hierarchical regression analysis. Some aspects of the philosophy of science especially refutability was discussed. In the last section, the author introduces some rules for generating equivalent path models, with suggestions to improve the status of mediation research in Iranian papers.
Nasrin Tavili; Afshin Robati
Abstract
IntroductionThe competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations ...
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IntroductionThe competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors. Method The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.ResultsThe findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development. DiscussionAccording to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.
Salehe Piryaei
Abstract
The purpose of this study was to investigate the moderating role of intrinsic motivation, perceived task significance and manager trustworthiness in relationship between prosocial motivation and job performance. Prosocial Motivation Scale, Task Performance Subscale, Blais Work Motivation Inventory, Perceived ...
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The purpose of this study was to investigate the moderating role of intrinsic motivation, perceived task significance and manager trustworthiness in relationship between prosocial motivation and job performance. Prosocial Motivation Scale, Task Performance Subscale, Blais Work Motivation Inventory, Perceived Task Significance Scale and Integrity Subscale of Manager Trustworthiness Scale were administered to 360 employees of NISOC who were selected by stratified random sampling method. Data were analyzed by hierarchical regression analysis. Results indicated that prosocial motivation was positively related to job performance. Intrinsic motivation, perceived task significance and supervisor trustworthiness moderated this relationship. Present study showed that prosocial motivation is an important factor in promoting job performance and also this relationship will be stronger when employees have high levels of intrinsic motivation, perceived task significance and supervisor trustworthiness. So, promoting employee’s intrinsic motivation, perceived task significance and manager trustworthiness lead to more positive effects of prosocial motivation in organizations.
Khalil Zandi; Siroos Ghanbari
Abstract
The purpose of this study was to identify the factors affecting learning transfer to workplace based on the theory of planned behavior. Statistical population included all employees of public organizations located in official site of Sanandaj city. A sample size of 185 employees were selected by convenience ...
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The purpose of this study was to identify the factors affecting learning transfer to workplace based on the theory of planned behavior. Statistical population included all employees of public organizations located in official site of Sanandaj city. A sample size of 185 employees were selected by convenience sampling method. The instrument was a questionnaire consisting of 44 questions that its validity confirmed according to the experts and its reliability confirmed according to cronbach's alpha coefficient. Data were analyzed by multiple regression and Path analysis. The results showed that transfer of learning affected by the transfer intention and transfer intention explained through attitudes to learning transfer, subjective norm and perceived behavioral control. Perceived behavioral control directly affects on the behavior of learning transfer. Eventually, the attitude to learning transfer is influenced by the expected social status, expected contribution and expected rewards.
Jeiran Mohammadi; Farajollah Rahimi; Eslam Fakher; Ghasem Shoeibi
Abstract
In the last decade, human resource managers have emphasized the personality-job fit as one of the most important factors in attaining organizational goals and increasing organizational commitment and job performance. The aim of this study was to investigate the current state of personality-job fit as ...
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In the last decade, human resource managers have emphasized the personality-job fit as one of the most important factors in attaining organizational goals and increasing organizational commitment and job performance. The aim of this study was to investigate the current state of personality-job fit as well as its relationship with job performance through organizational commitment. The statistical population of the research is all employees of Khuzestan Steel Company. From this population 384 employees were selected by simple random sampling method. Instrument included personality types, organizational commitment and job performance questionnaires. Analysis of the collected data through valid and reliable questionnaires showed that employees of Khuzestan Steel Company are in a suitable state (above average) in terms of the personality-job fitness. Also, results of structural equation modeling using Liserel software showed the positive and significant relationship between personality-job fit and job performance directly and indirectly through the organizational commitment.
Seyedeh Sadaf Kazemi shahandashti
Abstract
The purpose of this study was to investigate the moderating role of resiliency on the relationship of psychological well-being with work-family conflict, work-family enrichment and turnover intention. The participants of this study consisted of 363 employees of National Iranian Drilling Company (222 ...
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The purpose of this study was to investigate the moderating role of resiliency on the relationship of psychological well-being with work-family conflict, work-family enrichment and turnover intention. The participants of this study consisted of 363 employees of National Iranian Drilling Company (222 male & 141 female), who were selected by simple random sampling method. The instruments used in this study were Work-Family Conflict, Work-Family Enrichment, Resilience, Turnover Intention, Job Satisfaction, Family Satisfaction and General Health (GHQ-12) Questionnaires. Data was analyzed by Pearson correlation coefficients and moderated hierarchical regression analysis. The results showed that there was a significant negative relationship between psychological well-being and work-family conflict and turnover intention and there was a significant positive relationship between psychological well-being and work-family enrichment. Further, moderated regression analysis showed that resiliency moderated these relationships significantly.
