Review Article
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.
Research Article
Kamran Mazhari; Ahmad Borjali; Abdollah Moatamedy
Abstract
IntroductionThe aim of this study was to investigate the Relationship of Corona Anxiety and Health Concern with Quality of Life with mediating role of resilience in Nurses MethodThe statistical population included all female nurses working in COVID-19 government hospitals in Ahvaz in the first 6 ...
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IntroductionThe aim of this study was to investigate the Relationship of Corona Anxiety and Health Concern with Quality of Life with mediating role of resilience in Nurses MethodThe statistical population included all female nurses working in COVID-19 government hospitals in Ahvaz in the first 6 months of 2021(N=320). Therefore, 250 nurses were selected by cencus sampling method and were provided with online questionnaires using WhatsApp virtual network. In order to collect data, the Short Form of Quality of Life Questionnaire (World Health Organization, 2006), Corona Anxiety Scale (Alizadeh et al., 2020), Health Concern Scale (Wells & Davis, 1994), and the Resilience Scale (Connor & Davidson, 2003) were used. Data were analyzed using structural equation modeling. Also, indirect effects were investigated through the bootstrap method. ResultsThe results showed that the direct effects of corona anxiety on resilience (β = -0.35, p <0.05), health concern on resilience (β = 0.20, p <0.05), corona anxiety on quality of life (β = -0.11, p <0.05), and resilience on quality of life (β = 0.58, p <0.05) were significant. However, the direct path of health concern on quality of life (β = 0.03, p <0.05) was not significant. Also, the indirect effect of corona anxiety on quality of life through resilience and also the indirect effect of health anxiety on quality of life through resilience were significant (p <0.01). DiscussionDue to the importance of resilience in the quality of life of nurses, it is recommended that training be done to promote the quality of life of nurses.
Research Article
robab mokhtari
Abstract
IntroductionToday, teams are recognized as an integral and central component of organizations, and the performance of organizations is increasingly and progressively influenced by the performance of teams and working groups. Accordingly, organizations and researchers alike are increasingly focused on ...
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IntroductionToday, teams are recognized as an integral and central component of organizations, and the performance of organizations is increasingly and progressively influenced by the performance of teams and working groups. Accordingly, organizations and researchers alike are increasingly focused on team performance as well as individual performance on teams. At the same time, attention has been paid to the characteristics and processes within teams that can affect their effectiveness. Therefore, the present study aimed to determine the psychometric properties of the Costa and Anderson (2011) Team Trust Scale and also to investigate the relationships of trust with cohesion and performance within work teams. MethodThe present research design is correlational through Structural Equation Modeling (SEM). The statistical population of the study included all employees of the General Department of Sports and Youth of Ardabil province in 2021. A total of 196 people were selected by census method and completed the research questionnaires. Research instruments included Team Trust (Costa & Anderson, 2011), Integrity (Jarvenpaa et al., 1998), Predisposition to Trust (Ashleigh et al., 2012), Team Cohesion (Carless & De Paola, 2000), and Team Performance (West & Markiewicz, 2004) scales. Cronbach's alpha coefficient and correlation of each item with the total score of the test were used to investigate the internal consistency and reliability of the scale. ResultsThe results showed that the scale had acceptable reliability. Several methods were used to assess the validity of the Team Trust Scale. First, confirmatory factor analysis (CFA) showed that the four-factor structure of the scale with 20 items was well-fitted. Second, the results of convergent validity showed that there was a positive and significant relationship between team trust with Integrity (r=0.67, p<0.01) and predisposition to trust (r=0.62, p<0.01). Third, the results of the predictive validity showed that team trust was able to predict team cohesion (r=0.63, p<0.01) and team performance (r=0.65, p<0.01). DiscussionThe results of the present study showed that the team trust scale has necessary reliability and validity and can be used to measure this construct in Iranian employees. This scale can have many applications in research related to working groups and teams. Since it was observed in the present study that the team trust scale has appropriate psychometric properties, it is suggested that this scale be used in future research to examine and measure the construct of team trust in the workplace.
Research Article
Zahra Sandi; Karim Kiakojouri
Abstract
IntroductionEthical behaviors as regulators of human relations are able to determine the ethical performance of employees and create an ethical organization which can also make the organization successful. In this regard, leaders at different levels of organizations play an important role in the development ...
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IntroductionEthical behaviors as regulators of human relations are able to determine the ethical performance of employees and create an ethical organization which can also make the organization successful. In this regard, leaders at different levels of organizations play an important role in the development and maintenance of ethical culture and ethical behavior of members of the organization. Therefore, the purpose of this study was to investigate the relationship of ethical leadership with employees’ ethical behavior of Guilan tax affairs administrations with regard to the mediating role of perceived organizational virtuousness and the moderating role of person-job fit. MethodThis study is an applied type in terms of purpose and according to the approach, it is a descriptive and correlational study. The study statistical population consisted of Guilan tax affairs administrations’ staff in Rasht, Lahijan, and Anzali as selected clusters, and 285 of them were selected as the sample by a simple random sampling method. In order to collect the data, the standard questionnaires of ethical leadership of Brown, Treviño, & Harrison (2005), ethical behavior of Lu & Lin (2013), perceived organizational virtuousness of Cameron,Bright, &Caza(2004), and person-job fit of Saks &Ashforth (1997) were used. Data analysis was performed using hierarchical regression analysis and Spss24 software.ResultsThe results showed that ethical leadership affects the ethical behavior of employees directly and indirectly through the mediating variable of perceived organizational virtuousness. However, it was found that the person-job fit does not play a moderating role in the relationship between perceived organizational virtuousness and employee ethical behavior.DiscussionTherefore, the leader of an organization as an ethical pattern of the organization can be effective in encouraging the ethical behavior of employees, and naturally, their ethics also contribute to the development of organizational virtuousness and employees’ ethical behavior.
Research Article
Amir Hosein Yazdani; mahmoud najafi; Ali Akbar AminBaidokhti; Mohammad Ali Mohammadyfar; Issac Rahimian Boogar
Abstract
IntroductionThe purpose of this study was to investigate the effectiveness of organizational intelligence training program on its components. MethodThe present study was a quasi-experimental study with pre-test, post-test and control group. For this purpose, 32 employees were selected by census ...
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IntroductionThe purpose of this study was to investigate the effectiveness of organizational intelligence training program on its components. MethodThe present study was a quasi-experimental study with pre-test, post-test and control group. For this purpose, 32 employees were selected by census sampling method from employees of one of the Ministry of Defense industries. These employees were randomly divided into experimental (n=16) and control (n=16) groups. The researcher-made package of organizational intelligence training was administered to the experimental group during 11 two-hours sessions. During this time the control group received no training. Both groups completed the researcher-made organizational intelligence scale in the pre-test and post-test stages. Multivariate covariance analysis and Spss-19 software were used for data analysis. ResultsThe results of multivariate covariance analysis showed that there are significant differences between two experimental and control groups in all components of organizational intelligence except knowledge management. The mean scores of the experimental group in these components in the post-test stage were higher than the control group (p<0.001). DiscussionOrganizational intelligence is one of the factors wich influence the organizational productivity and job performance of employees. therefore, taking appropriate measures for enhancing the level of Organizational intelligence is recommented.
Research Article
zahra soltani shal; golnoosh Baledi
Abstract
IntroductionThe COVID-19 pandemy is an extraordinary world health crisis, with its rapid spread over the world, which associated with too much mortality. In this situation, healthcare professionals have a vital role. Their resilience during COVID-19 pandemy is crucial not only for continuous and safe ...
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IntroductionThe COVID-19 pandemy is an extraordinary world health crisis, with its rapid spread over the world, which associated with too much mortality. In this situation, healthcare professionals have a vital role. Their resilience during COVID-19 pandemy is crucial not only for continuous and safe patients care but also for control of any outbreak. The present study was conducted to Identify and discover the psychological and organizational variables affecting resilience in nurses in critical and stressful pandemic conditions in 2020. This research is applied in terms of purpose and qualitative in terms of data collection. MethodThe study population included nurses working in hospitals designated for patients with coronavirus in Mashhad and Bojnourd cities. Sampling was done purposefully and data was collected from 15 nurses through in-depth semi-structured interviews by observing social distance and using the mass communication means. The interview was conducted to analyze the data using the framework analysis method consisting of five steps. ResultsAccording to the data collected from psychological variables, psychological flexibility and spiritual intelligence have played a decisive role in nurses' resilience, and among organizational variables, organizational commitment (emotional commitment, continuous commitment, normative commitment) has played a prominent role in nurses' resilience. DiscussionAccording to the results of interviews, spiritual intelligence, psychological flexibility, and organizational commitment have led to the resilience of nurses. on the other hand, the lack of proper quality of work-life in pandemic conditions has not created an obstacle for nurses to continue their efforts. And despite the critical situation and the lack of health and psychological facilities, they have continued to work which shows that the inner and spiritual components play a decisive role in nurses' resilience in critical situations.
Research Article
Shima Najafinezhad; Mohsen Arefnezhad; Reza Sepahvand
Abstract
IntroductionWith the development of organizations, moving towards decentralized and horizontal structures and increasing the number of subordinates, direct monitoring and control over the performance of employees by managers became difficult and largely impossible. Self-leadership has significant effects ...
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IntroductionWith the development of organizations, moving towards decentralized and horizontal structures and increasing the number of subordinates, direct monitoring and control over the performance of employees by managers became difficult and largely impossible. Self-leadership has significant effects on organizations; Among the effects of self-leadership can be job satisfaction, self-efficacy, creativity, and innovation. Therefore, the purpose of this study was to investigate the effect of self-leadership strategy on career success with the mediating role of protein career.MethodThe present study, in terms of purpose, is applied research, in terms of type is a descriptive one. The statistical population of the study includes all employees of the branches of the Lorestan Tax Affairs Organization. Using random sampling, 72 people were selected according to the Morgan table, and data were collected by using standard questionnaires of Self-Leadership (Hoffman & Neck, 2002), Career Success (Lertwannawit et al., 2009), and Protein Career Path (Abbasi Rostami, 2015). The collected data were analyzed using the partial least squares (PLS) method and Smart-PLS software. ResultsThe results showed that the direct paths of self-leadership strategy to career success, self-leadership strategy to protein career and protein career to career success are positive and significant (p<0.01). Also, the mediating role of the protein career in the relationship between self-leadership strategy and career success was confirmed (p<0.01). DiscussionThe results showed that a self-leadership strategy is effective in the success of employees' careers. Therefore, it is recommended that self-leadership strategies be strengthened. It is also suggested that for improving the productivity of organization, career of the employees should be continuously evaluated and required skills for the desired job should be ensured, which will lead to employee job satisfaction as well commitment to the organization. Finally, to promote the self-leadership strategy and also to improve the skills level of the employees, related training workshops should be designed.
Research Article
mojtaba aghili; azadeh seyf hosseni; arezou asghari; mitra namazi
Abstract
IntroductionToday the issue of employee health has received much attention from researchers. Motivation is an inner state that energizes, activates, moves human behavior and leads to certain goals. Self-efficacy is also a person's personal judgment of their ability to organize and perform an activity. ...
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IntroductionToday the issue of employee health has received much attention from researchers. Motivation is an inner state that energizes, activates, moves human behavior and leads to certain goals. Self-efficacy is also a person's personal judgment of their ability to organize and perform an activity. Therefore, the present study was conducted with the aim of the effectiveness of happiness training on self-efficacy and work motivation in employees’ of General Directorate of Cultural Heritage, Handicrafts and Tourism of Golestan Province. MethodThe research design was a quasi-experimental pretest-posttest with control group. The statistical population in this study included all employees of the General Directorate of Cultural Heritage, Handicrafts and Tourism of Golestan Province; Thirty of them who had lower work motivation and self-efficacy scores were selected by purposive sampling method and assigned in two experimental and control groups (15 people in each group). The research instruments included Kitchener’s work Motivation and Sherer’s Self-Efficacy Questionnaires.The experimental group then recieved Fordyce Happiness training program for 8 sessions (120 minutes each session). Analysis of covariance in SPSS-22 software was used for data analysis. ResultsFindings from analysis of covariance showed that there was a significant difference between the experimental and control groups in terms of work motivation (P<0.05). There is also a significant difference between the experimental and control groups in terms of self-efficacy (p<0.05). DiscussionAccording to results of the present study, happiness training by using the art of expressing emotions, avoiding worrying thoughts, living in the present and getting acquainted with a healthy personality can be an effective way to increase self-efficacy and work motivation.
Research Article
Roghayeh nadafpour; Roghayeh Shahani Shalmani; Ali Qadimi
Abstract
IntroductionThe aim of this study was to investigate the relationshiop of person-organization fit and person–job fit with job burnout in employees of Karaj education offices. MethodThe statistical population of the study included all employees working in the education departments of Karaj ...
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IntroductionThe aim of this study was to investigate the relationshiop of person-organization fit and person–job fit with job burnout in employees of Karaj education offices. MethodThe statistical population of the study included all employees working in the education departments of Karaj (382 persons), of which 200 employees were selected as research sample through multi-stage random sampling method. The research method was correlational with the purpose of prediction. The instruments Included Organizational Fit (Scroogins, 2008) and the Job Burnout Questionnaires (Maslash, 1958). Data were analyzed using Pearson correlation and regression analysis using Spss software. ResultsThe results showed that the person-organization fit and person–job fit had negative and significant relationships with employees’ job burnout (p<0.01). Also, person-organization fit and person–job fit had negative and significant relationships with employees' emotional exhaustion (p<0.01). However, the relationships of person-organization fit and person–job fit with depersonalization and reduced accomplishment were not significant (p<0.05). DiscussionIn general, according to the findings of this study, the high levels of the person-organization fit and person–job fit lead to the lower levels of employees’ job burnout.
Research Article
Seyedey Robabeh Ghaderi; SOMAIEH SALEHI; Fahimeh Nikkhah
Abstract
IntroductionAccording to Dawis and Lofquist’s theory of job adjustment, people bring their needs to the workplace and the workplace provides them with needs. The individual and the work environment must adapt to some degree. Having job adjustment in any institution and organization can reduce the ...
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IntroductionAccording to Dawis and Lofquist’s theory of job adjustment, people bring their needs to the workplace and the workplace provides them with needs. The individual and the work environment must adapt to some degree. Having job adjustment in any institution and organization can reduce the consequences of work stress in employees. The present study aimed to determine whether self-compassion has a mediating role in the relationship between social commitment and self-esteem with job adjustment.MethodThe method of the present study was descriptive-correlational. 480 male and female employees working in the education department of Tehran's 19th district in 2019-20 were selected by the convenient sampling method and completed Self-Compassion Scale )Neff, 2003(, Social Commitment Questionnaire (Carroll, 1991(, Self-Esteem Scale )Rosenberg, 1989(, and Job Adjustment Questionnaire )Dawis & Lofquist, 1984(. Data analysis was performed using structural equation modeling in AMOS-24 software. ResultsThe results showed that social commitment has a direct and significant effect on job adjustment (P<0.01), and self-compassion has a direct and significant effect on job adjustment (P<0.01). The indirect effect of social commitment and self-esteem on job adjustment is significantly mediated by self-compassion (P<0.01). Social commitment, self-esteem, and self-compassion explain 21% of the variance of employee job adjustment. DiscussionIn this study, the mediating role of self-compassion in the relationship between predictor variables and job adjustment was confirmed. Therefore, it is suggested that self-compassion should be considered as a training program for school counselors and psychologists, clinical psychologists, and therapists.
Research Article
mostafa Asheghi; Seyedmohammadjavad Mousavinia; Abdulzahra Naami
Abstract
IntroductionThe purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to ...
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IntroductionThe purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader. MethodThe present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares. ResultsStructural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01). DiscussionIn general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So, probably they will have more unethical pro-organizational behavior To benefit their organization.
Research Article
mohamad mehdi; hassan ghaffari; Alieh Mehdi Nejad; Golbahar Pouranjenar
Abstract
Introduction
Mental health is affected by many problems such as organizational trauma. Therefore, the aim of this study was to investigate the role of organizational trauma on nurses' mental health with the moderating role of psychological hardiness.
Method
This research is a descriptive-survey study. ...
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Introduction
Mental health is affected by many problems such as organizational trauma. Therefore, the aim of this study was to investigate the role of organizational trauma on nurses' mental health with the moderating role of psychological hardiness.
Method
This research is a descriptive-survey study. The statistical population of the present research included nurses of some selected AJA hospitals, of which 162 nurses were selected by stratified random sampling method. For data collection, standard questionnaires of Dulaty and Deyhimpuor’ Organizational Trauma (2018), Gabedberg and Hiller’ Mental Health (1979), and Kiamarsi et al.’ Psychological Hardiness (1998) were used. Regression analysis and SPSS-22 software were used for data analysis.
Results
The results showed that organizational trauma has a negative and significant relationship with mental health (β=-0.64, p<0.001), but the moderating role of psychological hardiness in the relationship between organizational trauma and mental health was not significant.
Discussion
Based on the research results if we want decreasing the organizational trauma effect, it is recommended to address issues such as positive thinking training, increasing nurses 'life expectancy, and increasing perceived organizational support.
