Industrial and Organizational Psychology Studies

Research Article

Designing the Conceptual Model of Professional Learning Community of Secondary School Teachers

Masoomeh Hormozinejad; Mojtaba Jahanifar; Maria Nasiri

Volume 11, Issue 1 , April 2024, Pages 1-16

https://doi.org/10.22055/jiops.2024.46404.1400

Abstract

IntroductionProfessional learning communities provide a framework and process for continuous learning and professional growth of teachers. It is because, based on the general policies of creating transformation in the education system, the development of teachers' participation depends on the process ... Read More IntroductionProfessional learning communities provide a framework and process for continuous learning and professional growth of teachers. It is because, based on the general policies of creating transformation in the education system, the development of teachers' participation depends on the process of improving educational, research, and cultural programs. Based on this, teachers need to have critical problem-solving skills and the power of divergent thinking to respond to the necessities of life. In addition, for living in the future society, which is rightly named the age of knowledge and information, professional learning communities for teachers will provide the basis for proposing various ideas, and it is something that can be an answer to coordinate with educational developments. Therefore, the need for a conceptual model of the professional learning community in teaching and learning is something that is becoming more apparent day by day. Because the basic purpose of professional development, which is also known as employees development, is to empower them to accept responsibility from a different perspective or to use new strategies. In professional learning communities, teachers and administrators of a school continuously seek to learn and share knowledge and act on their learning. The purpose of this learning is to increase their effectiveness in teaching students effectively. The lack of ability to create various interactions between users and the lack of a favorable environment for social participation are matters of interest in this field. Therefore, this research aimed to design a conceptual model of the professional learning community of secondary school teachers in Khuzestan province. MethodThe research was of the developmental-applied research type and qualitative method. In this research, the approach of the qualitative part of the research was based on the database theory and the data collection tool of semi-structured interviews with 18 university professors and experts, and activists in secondary schools. The data were analyzed using the grand theory analysis method. The obtained data were processed during 3 steps of open, central and selective coding. Atlasti software was used to analyze and interpret data. Results18 interviews were analyzed with 169 open codes, and with Strauss and Corbin's paradigm model, 17 core codes (causal conditions included, 4 core codes 1-individual factors with the categories of individual health, personality pattern and individual values 2-group factors including the categories of participation, teachers' solidarity 3-organizational factors with the categories of organizational values and organizational will 4-social factors including the categories of social solidarity and social accountability; the platform conditions include 3 core codes and 7 categories including 1-group platforms including the category of education 2-organizational platforms including the categories of organizational culture , organizational climate 3- Individual platforms including the categories of managerial characteristics, functional skills, career development and expertise and experience; intervention conditions including 1- organizational interventionist with the categories of executive and legal obstacles and informational and motivational obstacles 2- social interventionist including the categories of social conditions and Economic political conditions; the conditions of strategies include 1- individual strategies including the categories of selection and appointment, educational interventions and knowledge management 2- group strategies including the category of organizational communication management 3- organizational strategies including the categories of collaborative management, structural changes, evidence-based management and support of Educational systems 4- Social strategies including the categories of educational foundation, cultural foundation and development of trust in the society; and the conditions of the consequences including 1- Individual consequences including the categories of improving the mental state, improving the psychological state and improving the job attitude 2- Group consequences including the category of cooperation and group participation 3- Organizational consequences including the categories of service quality improvement, stakeholder satisfaction, organizational dynamism and agility, vitality Organizational and organizational citizenship behaviors 4-Social outcome included the categories of social capital development and social well-being. DiscussionFor the success of an education and training system, it is necessary to create and pay special attention to professional learning communities in the educational systems, and the more active professional learning communities exist in an educational system, the more successful the system will be. Therefore, based on the results of the current research, 1- providing opportunities and necessary conditions for the formation of positive and constructive changes and transformations in the school according to the needs of the society and helping people to accept these changes and go along with them 2- Providing suitable facilities and conditions for the access of teachers and the school staffs to important and key information for better educational decision-making, learning and teaching 3-Continuous monitoring of teachers' success and timely appreciation of them, especially when this success is only the result of teachers' group contributions 4-Appropriate use of opinions and suggestions of teachers, parents and the administrative staff of the school to solve school problems by providing areas for active participation, substitution and voluntary transfer of authority to them. 5- Creating an organic structure in the school based on dynamic and flexible relationships to transform it into a learning environment by reducing concentration and creating a fluid process in Information flow, experience sharing and doing things are recommended.

Research Article

Moderating Role of Schema and Behavioral Training in the Relationship between Assessment Center Results with Performance Appraisal of Self, Colleagues and Supervisors

Fatemeh Zamanpour Boroujeni; Hamid Reza Oreyzi Samani; Enayatollah Zamanpour

Volume 11, Issue 1 , April 2024, Pages 17-32

https://doi.org/10.22055/jiops.2024.45730.1394

Abstract

IntroductionThe role of assessors and their training in order to increase accuracy and reduce errors in the results of the assessment center is undeniable. Two types of schema and frame of reference (FoR) training are commonly used in rater training. Also, there have always been differences between the ... Read More IntroductionThe role of assessors and their training in order to increase accuracy and reduce errors in the results of the assessment center is undeniable. Two types of schema and frame of reference (FoR) training are commonly used in rater training. Also, there have always been differences between the results of the assessment center and the results of self, peer, and observer evaluation. Therefore, the purpose of this research was to identify the moderating role of two types of schema training and the behavioral frame of reference (FOR) of the assessor in the relationship between the results of the assessment center and the performance evaluation of self, peers and supervisors. MethodFor this purpose, in the first phase of the research, assessment skills were trained to two groups of PhD and senior psychology students with different orientations using a schema and behavioral of frame of reference, and the third group was not provided with any training as a control group that asked them to assess two groups of 28 managers of the industrial complex located in Isfahan city. It is necessary to explain that the evaluated competencies included judgment, leadership, planning, interpersonal relations and information processing. These competencies were in fact finding simulation exercises, group discussion, role playing and oral presentation. Then, after 6 months in the second phase of the study, managers, peers and supervisors were asked to complete the performance appraisal form (Nouri .et al, 2007) to be used as a criteria variable in the analysis. Pearson product-moment correlation coefficient and Fisher Z-Transformation, the relationship between results of assessment center and performance appraisal (self, peer and supervisor) and the correlation difference were investigated. ResultsOne of the most important results has been the effectiveness of training of assessors. In other words, the training of assessors of the schema and behavioral frame of reference (FoR) has been effective. Although the correlation between performance evaluation and assessment center’s results with assessors who received schema training is slightly higher than assessors who received behavioral training, this difference was not statistically significant. DiscussionTraining the assessors of the reference framework, either behaviorally or schematically, is one of the basic aspects of the assessment center (AC) and providing accurate results along with error reduction. Although there are differences between these types of training, but based on the results of this research, it can be concluded that the appraisal of self, peer, and supervisor are more similar to evaluators who have been trained in a schematic way. This result is due to the fact that in this type of training, the generality of behavior is evaluate, while in behavioral training, individual behaviors are observed, recorded, classified, and evaluated. In addition, assessor training methods as well as the direction of future research and practical and research suggestions are discussed.

Research Article

Investigating the Mediating Role of Job Emotions in the Relationship between Psychological Capital and Job Engagement, Job Commitment and Job Satisfaction in Farhangian University of Khuzestan Province.

Hassan Jorfi; Amin Hakim

Volume 11, Issue 1 , April 2024, Pages 33-50

https://doi.org/10.22055/jiops.2024.46454.1402

Abstract

Research Article

The Effectiveness of Management Games Training on Work Motivation and Innovative Behavior of Managers

Azin Taghipour; Sona Rahbar; Mohsen Khalili

Volume 11, Issue 1 , April 2024, Pages 51-62

Abstract

IntroductionWork motivation and innovative behavior play a vital role in the development of organizations, as they increase employee productivity and effectiveness. It also means the possibility of developing entrepreneurship, preparing them to be active for possible changes, their participation in the ... Read More

Research Article

Causel Relationship of Perceived Social and Organizational Support with Organizational Happiness: Mediating Role of Quality of Work-Life

Ali Abdi; Nematollah Azizi; Zinab Mirzaei

Volume 11, Issue 1 , April 2024, Pages 63-80

https://doi.org/10.22055/jiops.2024.43239.1341

Abstract

IntroductionThe purpose of this study was to determine the fit of the conceptual model of organizational happiness based on perceived organizational and social support with the mediating role of teachers' quality of work life with the data. MethodThe method of the present research design is correlational ... Read More

Research Article

The Mediating Role of Organizational Commitment in the Relationship between Social Capital and Work-Family Conflicts

Mehdi Dehestani; Seyedeh Atefeh Mahdavi

Volume 11, Issue 1 , April 2024, Pages 81-94

https://doi.org/10.22055/jiops.2024.44061.1357

Abstract

Introduction Work-family conflict is a fundamental issue that affects employees and is one of the most common complaints of any organization. Social capital and organizational commitment can be mentioned among the factors related to work-family conflict. Thus, the aim of this research was to investigate ... Read More

Research Article

The Effect of Servant Leadership on Innovative Work Behaviors Considering the Mediating Role of Work Meaningfulness in Knowledge-Based Companies

Fatemeh Ghasemzadeh; Hamed Farhang Fallah; Davoud Abasi

Volume 11, Issue 1 , April 2024, Pages 95-108

https://doi.org/10.22055/jiops.2024.45388.1384

Abstract

IntroductionThis study investigates the role of work meaningfulness as a mediator in the relationship between servant leadership and innovative work behaviors, addressing a gap in research on how leadership styles enhance the personal significance employees derive from their work. MethodThe research ... Read More

Research Article

Providing Smart Talent Management Model In Government Organizations Using the Theme Analysis Method

Yasaman Gholami; Abolhasan Faghihi; Karamollah Daneshfard

Volume 11, Issue 1 , April 2024, Pages 109-134

https://doi.org/10.22055/jiops.2024.47006.1409

Abstract

Introduction Smart talent management means effective or intelligent management of human resources, which includes the knowledge capital of an organization and the ability to produce, maintain, store, transfer and use knowledge in support of the organization to achieve its goals and objectives. The problem ... Read More Introduction Smart talent management means effective or intelligent management of human resources, which includes the knowledge capital of an organization and the ability to produce, maintain, store, transfer and use knowledge in support of the organization to achieve its goals and objectives. The problem of the current research is what are the different dimensions and aspects of smart talent management and how to successfully integrate talent management and knowledge management. Therefore, the purpose of the research was to identify the dimensions and components of Smart talent management in Iranian government organizations. Method This research is practical in terms of its purpose and is considered as a mixed exploratory research. In the qualitative phase of this research, the theme analysis technique was used, and in the quantitative phase, the confirmatory factor analysis method and Smart PLS software were used. In the qualitative phase, in order to design the research model, a semi-structured interview was conducted with 31 academic and executive experts who were selected purposefully. In the quantitative stage, in order to confirm the validity of the model, 85 human resource managers in Ministry of Communications and Information Technology were consulted. The sampling method was a simple random type and the data collection tool was a questionnaire. Results Based on findings, three categories of variables including guides, platforms and smart talent management measures were identified. Also, The findings of the quantitative section showed that the research variables are acceptable. Discussion The results of the research showed that intelligent talent management is a complex and multidimensional phenomenon and has differences in nature from talent management. The most important difference is the dynamic nature of smart talent management (considering the relatively static nature of talent management), which is due to the integration with knowledge management and the use of its capacities. Also, using the smart talent management approach in government organizations can bring many short-term and long-term effects and improve the quality level of human capital.

Research Article

The Relationship of Narcissism and Emotional Self-Regulation with Job Well-Being and Workaholic, Considering the Mediating Role of Mental Health

Behnaz Nafardastgerdi; Hadi Farhadi

Volume 11, Issue 1 , April 2024, Pages 135-152

https://doi.org/10.22055/jiops.2024.45540.1391

Abstract

Introduction Among the issues that every organization should pay special attention to is knowing employees' psychological and occupational problems. Therefore, nowadays attention to the variable of occupational well-being among employees is increasing. Also, due to the working conditions of employees ... Read More Introduction Among the issues that every organization should pay special attention to is knowing employees' psychological and occupational problems. Therefore, nowadays attention to the variable of occupational well-being among employees is increasing. Also, due to the working conditions of employees in organizations and people's desire to work long hours, we can gradually witness the emergence of consequences such as work addiction. The present study was conducted to determine the relationship between narcissism and emotional self-regulation with occupational well-being and work addiction, considering the mediating role of mental health. Method This research is descriptive in terms of type and correlational research in terms of method, and its statistical population consists of all the employees of an organization in Isfahan city (two thousand employees), among them, 310 employees were selected as a sample through convenience sampling method. Research instruments include work addiction, occupational well-being, emotional self-regulation, dark personality traits, and mental health questionnaires. The data obtained from the research were analyzed using the Pearson correlation method and structural equation modeling. Results The results showed the relationship between emotional self-regulation and mental health; Mental health has a positive and significant relationship with job well-being and narcissism with work addiction, and the relationship between narcissism and mental health and the relationship between mental health and work addiction is negative and significant (p<0.05). Also, the presented model has a favorable fit and mental health mediates the relationship between narcissism and emotional self-regulation with job well-being and work addiction (p<0.05). Discussion Therefore, due to the role and importance of phenomena such as job well-being and work addiction in organizations, attention to these important findings should be considered by managers and policymakers of organizations.

Research Article

Factors Related to Organizational Justice: A Meta-Analysis Study

Golnaz Mehdi Asri; Hossein Safarzadeh; Mohammad Reza Rabiee Mandejin

Volume 11, Issue 1 , April 2024, Pages 153-170

https://doi.org/10.22055/jiops.2024.45729.1393

Abstract

Introductionorganizational justice refers to the employees' feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. In the last decade of the 20th century, organizational justice as an important concept in human resource management was ... Read More Introductionorganizational justice refers to the employees' feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. In the last decade of the 20th century, organizational justice as an important concept in human resource management was noticed in the field of organizational studies. This concept is placed next to organizational commitment and employee satisfaction and is an underlying factor of organizational trust. Justice and its implementation is one of the basic and natural human needs. Throughout history, its existence has always provided a suitable platform for the development of human societies. In recent years, the issue of organizational justice has been investigated in various research and organizations, including the banking network, but since the results of various research have not summarized the results of existing studies, therefore, the present research analyzed the results of research regarding organizational justice related factors. It has dealt with organizational justice in the country's banking network and understanding the relationships between them. MethodThe present study is an applied research. The statistical population of the research was made up of all the research conducted until the end of the spring of 2022 in the field of the study subject, through the purposeful sampling method of 37 research related to organizational justice that were indexed in the form of theses on the Irandak website and articles published in scientific-research journals in that period. They were identified and extracted between 2010 and 2022. The method used in the current research is meta-analysis, and in order to analyze the data, the second edition of the Comprehensive Meta-Analysis (CMA) software was used. It should be mentioned that in order to check the homogeneity of the results of the studies, the Q-test and the I-squared index were used, and in order to check the publication bias, methods such as Bagg's and Mezomdar's rank correlation, Egger regression method and funnel plot were used. ResultsIn the country's banking network, the relationship between factors at three levels "individual, social and organizational" with organizational justice has been investigated. According to the obtained effect size, the results showed that organizational factors are the strongest correlates of organizational justice, followed by individual and social factors. Among organizational factors, "organizational well-being" among individual factors, "employee productivity" and among social factors "social capital" had the strongest relationship with organizational justice. DiscussionVarious research showed that strengthening employees' perception of organizational justice is relevant and effective on different aspects of organizational behavior, and efforts to develop organizational justice will both help to maintain and promote sustainable productivity and can grow the human resource development indicators of organizations.

Research Article

Identification of Stress-Reducing ‎Factors in order to Improve ‎Production ‎Productivity in Petrochemical Industry of ‎Bandar ‎Mahshahr

Roholah Hosseini; Reza Ghilmpour

Volume 11, Issue 1 , April 2024, Pages 171-184

https://doi.org/10.22055/jiops.2024.45868.1396

Abstract

Introduction Occupational stress is a condition that causes physical and mental pressure and fatigue and overall human ‎discomfort during work. Depression, anxiety and stress are among the most effective factors in the quality of ‎life and many social and ‎functional problems of workers. ... Read More

Research Article

-The Effect of Perceived Organizational Support of Mental Health and Emotional Commitment on Turnover Intention: Mediating Role of Organizational Citizenship Behavior

Hossein Azimi; Hamid Reza Jafari; Alireza Zamanian

Volume 11, Issue 1 , April 2024, Pages 185-202

https://doi.org/10.22055/jiops.2024.46066.1399

Abstract

Introduction In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover ... Read More Introduction In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover with the mediating role of organizational citizenship behavior. Method This research statistical population was the Khalesazan Roy Company employees. Using Cochran's formula, the statistical sample size was equal to 73 people. In this research, a convenient sampling method was used. SPSS and smartPLS softwares were also used for data analysis. Results The direct effect of emotional commitment on turnover tendency is confirmed with a t-value of 4.040. The direct effect of Percieved organizational support of mental health on emotional commitment is confirmed with t-value 9.021. The direct effect of organizational citizenship behavior on the tendency to turnover is confirmed with a t-value of 2.296. The direct effect of emotional commitment on organizational citizenship behavior is confirmed with a t-value of 5.060. Discussion In today's competitive world, maintaining capable and loyal employees has become an important issue for organizations; And the tendency of employees for quit the organization threatens this issue. Various factors affect the willingness to leave the organization. In this research, the effect of perceptual organizational support of mental health, emotional commitment and organizational citizenship behavior on the tendency of turnover the organization was investigated. According to the results, hypothesis 1 was confirmed, therefore emotional commitment has a positive effect on reducing the tendency of turnover. This result is consistent with the research results of Parizadeh et al., (2019), Ghorbanzadeh et al (2021), Shahtahmasbi & Mazarei (2020). Hypothesis 2 was also confirmed and the percieved organizational support of mental health has a positive effect on the emotional commitment, which is consistent with the results of the researches of Mehdibeigi (2017) and Doai & Barjalilou (2019). Organizational citizenship behavior has a negative effect on tendency of turnover, and hypothesis 3 was also confirmed, which means that organizational citizenship behavior affects reducing the tendency of turnover. This finding is consistent with the results of Shahtahmasbi & Mazarei (2020) and Qaidamini Harouni et al (2017). Hypothesis 4 was also confirmed, so emotional commitment has a positive effect on organizational citizenship behavior, which is consistent with the results of Katebi Jahromi et al. (2021), Moini Karbkandi & Azar (2020) and Malek Shaoar (2015). According to the confirmation of hypotheses 3 and 4, the mediating role of organizational citizenship behavior in the relationship of emotional commitment on tendency of turnover was also confirmed.

The Relationship of Job Security with Organizational Commitment and Counterproductive Behaviors

Kimiya Toosi; Masoud Bakhtiary; Farid Salehi

Volume 7, Issue 1 , June 2020, , Pages 47-60

https://doi.org/10.22055/jiops.2020.32051.1165

Abstract

Introduction Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life ... Read More

The Relationship of Ethical Leadership, Happiness at Work and Sense of Energy with Organizational Citizenship Behaviors

Ahmad Sadeghi; Mohammad Reza Daee jafari; Marzieh Rashidi; M. Ali Ghasemi

Volume 1, Issue 2 , July 2015, , Pages 39-54

https://doi.org/10.22055/jiops.2015.11291

Abstract

The aim of this study was to investigate the relationship of ethical leadership, work happiness and a sense of energy with organizational citizenship behavior. The participants consisted of 254 nurses of Isfahan hospitals that were selected by random cluster sampling method. Instruments included work ... Read More

Investigating the Path Analysis Model of Components of Job Satisfaction and Organizational Commitment

Hajar Barati; Hamid Reza Oreyzi

Volume 1, Issue 2 , July 2015, , Pages 1-20

https://doi.org/10.22055/jiops.2015.11289

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 ... Read More

An Investigation of Relationship between Happiness at Work and Job Performance, Mental health and Turnover Intention: Considering the Mediating Role of Job Stress and Work-Family Facilitation

Neko Adeli Nasab; Sayyed Esmail Hashemi; Abdulzahra Naami

Volume 1, Issue 1 , May 2014, , Pages 73-94

Abstract

The purpose of this study was to investigate the relationship between happiness at work and job performance, mental health and turnover intention considering the mediating role of job stress and work-family facilitation.Two hundred and thirty one employees of Fouladin Zob Amol (F.Z.A) Company were selected ... Read More

Investigating Individual, Social and Organizational Factors Affecting Teachers' Job Satisfaction

R. Kh. Javadi; M. Rasouli; A.M. Nazari; J. Hasani

Volume 2, Issue 2 , March 2016, , Pages 45-60

https://doi.org/10.22055/jiops.2017.23449.1057

Abstract

This study aimed to investigate the structural relationships of individual, social and organizational factors affecting teacher's job satisfaction. The design of this study was correlational. A sample of 150 teachers in Karaj city have been selected through cluster random sampling method. The instruments ... Read More

Research Article

Investigating The Relationship Between Entrepreneurial Knowledge and Business Intelligence: The Mediating Role of Self-Efficacy and Entrepreneurial Passion

elham asadi; Hamid Reza Oreyzi

Articles in Press, Accepted Manuscript, Available Online from 16 July 2024

https://doi.org/10.22055/jiops.2024.46475.1404

Abstract

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Research Article

The Mediating role of Psychological Empowerment in the relationship between Career’s Anchor and Job satisfaction

Sepehr Rahimian

Articles in Press, Accepted Manuscript, Available Online from 16 July 2024

https://doi.org/10.22055/jiops.2024.47138.1414

Abstract

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Research Article

Analyzing the organizational culture based on Denison's model to identify challenges and provide solutions (case study: Beid Boland National Gas Refining Company)

mahdi nadaf; mahta joodzadeh

Articles in Press, Accepted Manuscript, Available Online from 25 July 2024

https://doi.org/10.22055/jiops.2024.47147.1415

Abstract

Introduction:Culture is the unwritten but tangible foundation of the organization and it consists of factors like the fundamental assumptions, values, beliefs, norms and the way of thinking of the organization’s members, and in fact, it is the same guideline that serves as a desirable attitudinal ... Read More Introduction:Culture is the unwritten but tangible foundation of the organization and it consists of factors like the fundamental assumptions, values, beliefs, norms and the way of thinking of the organization’s members, and in fact, it is the same guideline that serves as a desirable attitudinal and behavioral framework for newcomers. The aim of the current research is to analyze the organizational culture of Beid Boland National Gas Refining Company in order to identify challenges and to provide solutions.Method:The statistical population included all official, contractual and contracting employees of Bidbland Refinery Company and the other affiliated employees of this company in Mian Koh city. The research was conducted in two quantitative and qualitative phases. At the first (quantitative) phase, the simple random sampling method was employed. The data collection tool at this stage was a questionnaire, and it was distributed among the employees with a return rate of 56%, and finally 170 questionnaires were obtained. The data in this section were subjected to a t-test with the use of SPSS software. In the second phase of the research (qualitative), a semi-structured interview was conducted with 11 managers and experts (up to theoretical saturation of answers) and the data were analyzed using the method of directed and summarized qualitative content analysis.Results:The results showed that among the four dimensions of Denison's cultural model, the mission dimension with the highest mean value indicated the first rank and priority, after that the participation dimension, then the integration variable, and finally the lowest mean related to the cultural flexibility variable among the employees of the Bidebland National Gas Refining Company. Among the components, empowerment, fundamental values, creating change and goals and objectives, with the highest average value, signposted more weight in the organizational culture of this company. The results of the qualitative content analysis of the interviews showed that the organizational culture variable included 4 components, 10 concepts and 40 codes.Discussion:Due to examination of four cultural variables and their 12 components in Bidbland National Gas Refining Company, it was concluded that the employees of this company were more principle-oriented people (atmospheric goal). At the end, the strengths and weaknesses of the company's organizational culture were analyzed and management solutions and suggestions were expressed.

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Research Article

The effectiveness of A Meaning-Centered Career intervention on the subjective career success and career resiliency of employees

Marziyeh Malekiha; Mohhamad Reza Abedi

Articles in Press, Accepted Manuscript, Available Online from 25 July 2024

https://doi.org/10.22055/jiops.2024.47001.1408

Abstract

Abstract Introduction: In today's world, guiding and advancing the career is accompanied by many difficulties.and it requires special skills This research was conducted with the aim of investigating the effectiveness of meaning-centered career intervention on the subjective career success and career ... Read More Abstract Introduction: In today's world, guiding and advancing the career is accompanied by many difficulties.and it requires special skills This research was conducted with the aim of investigating the effectiveness of meaning-centered career intervention on the subjective career success and career resiliency of employees. Method: This research was semi-experimental with a pre-test, post-test design with a control group & follow up. The statistical population of the research was all the employees of an industrial company in 2023. The statistical population of the research was all the employees of an industrial company located in Muorche Khort Industrial Town in Isfahan in 2023. 30 volunteer employees were selected and randomly placed between two test and control groups (each with 15 members). In the test group, meaning-centered career intervention was implemented for eight sessions (90 minutes each session), but the control group did not receive any intervention. In this study, in order to collect data, subjective career success questionnaire and career resiliency scale were used. The data was analyzed by the method of analysis of variance with repeated measurements and using SPSS-21 software.Results: In the pre-test, the experimental and control groups did not differ significantly in terms of the variables of subjective career success and career resiliency (P > 0.05), but in the post-test and follow-up stages, this difference was significant in terms of both variables (P < 0.05). The training of meaning-centered career increased the level of subjective career success and career resiliency of the experimental group (P<0.05).Discussion: The findings of the present study showed that meaning-centered career intervention training can be effective as a selective method in promoting subjective career success and career resiliency for working people and employees. Therefore, considering this type of intervention to help working people in guiding and promoting and managing their career can be effective.

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Research Article

The effectiveness of cognitive-behavioral therapy on emotion regulation and job tenacity in employees with job burnout

zahra Rezaei

Articles in Press, Accepted Manuscript, Available Online from 03 August 2024

https://doi.org/10.22055/jiops.2024.46956.1407

Abstract

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Research Article

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Mehdi Nadaf; Hossein Ershad; Farajollah Rahimi; Sara Mohammadi

Articles in Press, Accepted Manuscript, Available Online from 17 August 2024

https://doi.org/10.22055/jiops.2024.47669.1424

Abstract

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Research Article

The effect of financial well-being on the productivity of sports and youth department employees: The mediating role of happiness feeling

hamidreza ghezel; Nasser Bay; ali chori

Articles in Press, Accepted Manuscript, Available Online from 23 August 2024

https://doi.org/10.22055/jiops.2024.47702.1425

Abstract

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Research Article

Abusive supervision and organizational trauma: analysis of the effect of organizational voice in government organizations of Khorram Abad city

Amirhoshang Nazarpouri; mostafa omidnezhad; mohammad hatami nejad; kianosh zohrabi

Articles in Press, Accepted Manuscript, Available Online from 28 August 2024

https://doi.org/10.22055/jiops.2024.47562.1423

Abstract

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The Relationship of Job Attitudes with Job Performance in Kermanshah Public Librarians

Saleh Rahimi; Vakil Ahmadi; Zohre Azizi

Volume 6, Issue 2 , July 2019, , Pages 213-226

https://doi.org/10.22055/jiops.2019.31214.1147

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 ... Read More 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.

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PDF Download Per Article	530.04
Number of Submissions	438
Rejected Submissions	212
Accepted Submissions	175
Acceptance Rate	40
Time to Accept (Days)	150
Number of Indexing Databases	6
Number of Reviewers	56

Volume 11 (2024)

Volume 10 (2023)

Volume 9 (2022)

Volume 8 (2021)

Volume 7 (2020)

Volume 6 (2019)

Volume 5 (2018)

Volume 4 (2017)

Volume 3 (2016)

Volume 2 (2015)

Volume 1 (2014)

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Indexing and Abstracting

Keywords Cloud