Document Type : Research Article
Authors
1 university of guilan
2 Faculty member of Gilan University
Abstract
With a brief look at individuals' career paths, we encounter the phenomenon of emotional resignation, where, despite physical presence, an employee feels psychologically detached from their work environment. Psychological resilience among employees is a valuable asset for organizations. By fostering resilience, organizations can better withstand sudden changes and environmental challenges, thereby enhancing their ability to achieve goals. Investing in the development of employees' self-regulation skills can help organizations create a dynamic and trust-based work environment, which ultimately promotes productivity, creativity, and employee commitment.
The purpose of this study is to predict job satisfaction based on two key factors: emotional self-regulation and psychological resilience. This study follows a descriptive-correlational design with a foundational research purpose. Using the G*Power software, the statistical population consisted of 118 non-academic staff members from the University of Guilan, selected through convenience sampling. Data collection employed three instruments: the Job Satisfaction Questionnaire (Weiss, Dawis, England, & Lofquist, 1967), the Emotional Self-Regulation Questionnaire (Affective Styles) (Hoffman & Kashdan, 2010), and the Psychological Resilience Questionnaire (Connor & Davidson, 2003).
The collected data were analyzed through Pearson correlation and multiple regression methods. Results indicated a significant positive correlation between emotional self-regulation and job satisfaction (r = 0.652, P < 0.01), as well as between psychological resilience and job satisfaction (r = 0.635, P < 0.01). Additionally, there was a significant positive correlation between emotional self-regulation and psychological resilience in predicting job satisfaction (r = 0.733, P < 0.01). Multiple regression analysis for predicting job satisfaction revealed that both emotional self-regulation (β = 0.40, P = 0.001) and psychological resilience (β = 0.33, P = 0.001) explained 46% of the variance in job satisfaction scores among employees.
The findings underscore the critical importance of emotional self-regulation and resilience training in human resource management and organizational mental health. Strengthening emotional self-regulation and resilience training are two fundamental approaches to improving the work environment and increasing employee job satisfaction.
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