Industrial and Organizational Psychology Studies

Abstract Introduction
In today's world, guiding and advancing the career is accompanied by many difficulties. 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 located in Muorche Khort Industrial Town in Isfahan in 2023. 30 volunteer employees were randomly placed in two exprimental and control groups (each with 15 members). In the exprimental group, meaning-centered career intervention was implemented for eight sessions (90 minutes each session), but the control group did not receive any intervention. Both groups were evaluated in three stages: pre-test, post-test and follow-up. In this study, data were collected through the subjective career success inventory and career resiliency scale and were analyzed by the method of analysis of covariance (ANCOVA) with using SPSS-21 software.
 
Results
The results showed that there is a significant difference in the variables of  subjective career success
 and career resiliency between the three stages of pre-test, post-test and follow-up (P< 0.01) in the two experimental and control groups (P< 0.01) and this effectiveness is also in the follow-up stage continued (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 employees. Therefore, considering this type of intervention to help employees in guiding and promoting and managing their career can be effective.

Abstract Introduction Job burnout is one of the factors that can reduce employee productivity. As a result, it becomes important to identify the influencing factors. Among these factors, we can mention emotion regulation and job tenacity. It is also important to perform psychological interventions for employees who have job burnout. One of these interventions is cognitive-behavioral therapy in order to improve the regulation of emotions and job tenacity by examining the behavior and thoughts of employees and thus reduce job burnout among them.Therefore, the aim of the present study was to investigate the effectiveness of cognitive-behavioral therapy on emotion regulation and job tenacity in employees with job burnout.   Method The design of the current research was semi-experimental and pre-test-post-test with a control group. The research population included all the employees of the Faculty of Basic Sciences of Arak University in the winter of 2021. Based on the study of previous research, 30 people were selected based on convenient sampling method and randomly  in two groups of 15 people, experimental and control. First, the Maslach Burnout Inventory (1981) was distributed among the employees and among them 30 employees who had high scores in this questionnaire were selected and they entered the research with their consent and answered the questionnaires. Istrument consisted Gross and John's Emotion Regulation Questionnaire  (2003) and Moreno-James et al.'s Occupational Hardiness Questionnaire (2014). The data were also analyzed through multivariate analysis of covariance and by spss-26.   Results The results showed that there is a significant difference between the two experimental and control groups. So that the experiment in the components of inhibition, emotional evaluation, control, challenge and commitment had obtained more scores than the control group. In fact, cognitive-behavioral therapy increased emotion regulation and job tenacity in the participants. (p<0.05).   Discussion Based on results, it can be said that by recognizing and identifying employees with job burnout through screening in the organization and examining the impact of emotions and the level of stubbornness in the work environment and in individuals and putting them under cognitive-behavioral therapy and training the skills available in it, It is possible to increase both organizational productivity and individual growth of employees.  

Abstract Introduction
One of the main concerns of efficient managers at different levels of an organization is how to create suitable platforms for human factors working in all professions to work with a sense of responsibility and full commitment to the issues in society and their profession and the prevailing ethical principles. Respect their job and profession (Tentama et al., 2021). Considering the positive effects of professional ethics, it can be said that one of the most important key factors for the success of organizations is compliance with professional ethics (Gholami, 2019). In fact, the more professional ethics in organizations are paid attention to by managers and employees, the more successful the organization will be in achieving its goals and the more responsibility and work belongingness will increase (Byrd, 2022). The purpose of this research was to investigate the relationship between professional ethics and decision-making styles of managers with work belongingness and social responsibility of employees of the Ministry of Sports and Youth.
 
Method
The statistical population of the research included 890 employees of the Ministry of Sports and Youth in 1402. Based on Cochran's formula, 267 people will be selected as the statistical sample of the research by stratified random sampling method. Kolmogorov-Smirnov test, Cronbach's alpha test and PLS structural equations were used for data analsis.
 
Results
The results showed that the professional ethics of managers has a significant relationship with the work belongingness of the employees, the decision-making styles of managers have a significant relationship with the work belongingness of the employees, the professional ethics of managers has a significant relationship with the social responsibility of the employees, the decision-making styles of managers have a significant relationship with the social responsibility of the employees, the professional ethics of managers has a significant relationship with the work belongingness and social responsibility of the employees, and finally,managers' decision-making styles have a significant relationship with the work belongingness and social responsibility of the employees of the Ministry of Sports and Youth.
 
Discussion
According to the findings of the research, it is suggested to the managers of the Ministry of Sports and Youth to observe professional ethics in their work environment and use the appropriate leadership style.

Abstract  
Introduction
The present study was conducted with the aim of determining the relationship of psychological hardiness and job engagement with quality of work life in the employees of the operational department of Gachsaran Oil and Gas Exploitation Company in 2023. In terms of the applied purpose and the research method used, this research is a correlation type and the statistical population consists of operational employees of Gachsaran Oil and Gas Exploitation Company in the number of 4000 employess, of which 350 employess were used as a research sample using the convenience sampling method.
 
Method
The data collection tools were three questionnaires inchuded psychological hardiness of Kobasa et al. (1982), job engagement questionnaire by Shaffeli et al. (2002) and quality of work life questionnaire by Walton (1973), whose validity (face-content) was confirmed and reliability coefficients Questionnaires were calculated through Cronbach's alpha Data analysis was done using  SPSS version 21 software with two descriptive and inferential statistics levels.
 
Results
The results showed that there are a significant relationship between the dimensions of commitment, control and struggle of psychological hardiness with the quality of work life (r=-0.157, -0.285, -0.116). According to the coefficient of determination (2r), 2.5, 1.3, and 8.1 percent of the variance between the dimensions of commitment, control, and struggle of psychological hardiness were shared with the quality of work life. There is a significant relationship between the dimensions of work energy, work absorption, work dedication, work passion and quality of work life (r=0.502, 0.509, 0.404). According to the coefficient of determination (2r), 16.3, 26.9, 25.2 percent of the variance of the dimensions of work energy, work absorption, work dedication, and work passion were shared with the quality of work life.
 
Discussion
Paying attention to human motivation is of special importance in any organization. The main goal in the resource conservation theory is to have and use positive experiences or resources that can be more profitable and beneficial and have a positive effect on increasing the level of health. Therefore, having the right workforce and human resources can lead to better achievements.

Abstract Introduction
Achieving organizational goals, depends on the collaboration between all the organizational factors, among them human resources is the most important of all. incapability of human resources can cause other factors to work improperly which results in incapability of organizations in achieving goals (Askari et al., 2019). “Job career” defines as your first job to your last job. “Career anchor” is based on the notion that the balance between your personal career preferences and your job can results in higher job satisfaction, job commitment and job performance and without this balance there will be lower job satisfaction and job burnout. The aime of this research was to investigate the mediating role of psychological empowerment in the relationship between career anchor and job satisfaction.
 
Method
The population of this research include the employees of Zarin Jam Marina industrial organization in Tehran. From the point of view of the goal and data collecting, it is a practical and descriptive-survey study. 143 employees (by convenient sampling method) were selected and online and paper questionnaires were distributed to them. The questioners used in this article include Shein Career Anchors (1996), Spritzer psychological empowerment (1995), and researcher made questionnaire of job satisfaction (combination of Halkman and Oldham (1990) & Vennest (2005) questionnaires). Data analysis has been done with SmartPLS software and t parameter and with structural equation modeling.
 
Results
Using Structural Equation Modelling (SEM), the results showed significant relationship between career anchors and job satisfaction with the mediating role of psychological empowerment (p<0.01،β=0.202). It is a complete mediation by Baron and Kenny (1985) definition.
 
Discussion
The results showed that regarding the 8 career anchors of employees, through two empowering factors (Meaning & Affect), can increase employees’ job satisfaction which will result in more job performance and commitment and positive effects in organization.

Abstract Introduction Culture is the unwritten but tangible foundation of the organization and it consists of factors like 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 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 instrument 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 using 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.

Abstract Introduction
In today’s dynamic business environment, effective management is crucial for organizational success. As private organizations in Tehran strive to enhance their operational efficiency, the need for innovative training methods has become increasingly apparent. One such method is the designing and implementation of organizational games that leverage the brain's executive functions—cognitive processes that enable individuals to plan, focus attention, remember instructions, and juggle multiple tasks effectively. This study aims to explore the design and validation of these organizational games, specifically tailored for basic managers in private organizations. By integrating principles of cognitive psychology and game design, we seek to create engaging, interactive experiences that stimulate strategic thinking and improve time management skills among participants.
 
Method
The current research method was combination of quantitative and qualitative methods. The effectiveness of game designed with a semi-experimental research method with a pre-test-post-test design with a control group was evaluated regarding the strategic thinking and time management of the basic managers of private organizations in Tehran. The current research community consisted of all the basic managers of private organizations in Tehran, from which 30 people were selected using convenience sampling method. The reliability and validity of the games designed by the experts of this field was investigated.
 
Results
The results of the multivariate analysis of covariance for comparing the experimental and control groups in strategic thinking and time management indicated that there is a significant difference between the experimental and control groups at a significance level of less than 0.01. This means that the effect of organizational games based on the executive functions of the brain on the linear combination of the two variables, strategic thinking and time management of managers in private organizations in Tehran, has been significant. It can be concluded that the intervention based on organizational games rooted in the executive functions of the brain is effective on strategic thinking and time management of managers in private organizations in Tehran.
 
Discussion
Organizational games based on the brain's executive functions can be recognized as an effective and innovative tool for enhancing the performance and capabilities of managers in work environments. These games, by promoting executive brain skills such as concentration, working memory, flexibility, and speed of information processing, can help managers perform better in response to challenges and pressures in the workplace. On the other hand, the use of organizational games based on executive brain functions can have a positive impact on the growth and development of managers' decision-making and strategic abilities. These educational tools can not only suggest pathways for managers' professional training and advancement but also strengthen their motivation to improve performance and remain competitive in the market. Organizational games that focus on the principles and functions of the brain can lead to significant improvements in managers' capabilities. By enhancing executive brain skills like concentration, working memory, mental flexibility, and speed of information processing, these games can assist managers in making the best decisions. Given the clear benefits of organizational games based on executive brain functions, this article concludes that these types of games can serve as a fundamental tool for improving the performance and efficiency of managers in organizations.

Abstract Introduction The current study examines the effect of job pressures on job demotivation and tries to improve the relationship between types of job pressures and job demotivation by applying moderation of learnhng orientation. The results of other studies and researchers' findings also refer to the point that occupational stressors can be one of the main and effective causes of stress and anxiety among the employees of organizations and ultimately cause them to be demotivated. The current research also points to the fact that in environments with occupational pressures, timely and appropriate learning orientation can act as a suitable moderator and lead to the improvement and reduction of job demotivation of employees.   Method The participants in this research were 200 employees with post-graduate degree and above, who were selected from all employees of Ahvaz Kavian Steel Company using a simple random sampling method. The measurement tools of this research included work-family conflict, interpersonal conflict, job demand, career motivation and learning orientation questionnaires. In this research, simple correlation and multiple regression analysis methods were used to analyze the results. Results It is worth mentioning that the obtained results confirm the research hypotheses and show that the moderating variable of learning orientation has a negative relationship with job stressors and job demotivation of the organization's employees,  and thus reduces the job demotivation of the employees.   Discussion According the results of the study, it can be concluded that occupational stressors; Work-family conflict, interpersonal conflict, and job demands, which are effective factors in creating stress and anxiety among employees in organizations and create a significant positive relationship with job demotivation. In groups with a learning orientation, receive a lower score on job pressures than the groups without learning orientation.  Therefore, the timely and proportionate use of learning orientation is one of the significant and key things that will lead to a better adjustment of job stressors and significantly reduce the lack of motivation of the organization's employees. Therefore, by promoting the importance of learning orientation in the workplace to reduce job demotivation, this article highlights and suggests that organizations pay special attention to increasing the variety of orientation in their employees and seek help from knowledgeable and specialized experts in its use and application.

Abstract Introduction The productivity of human resources is one of the most important variables of the efficiency of the leading organizations in the present era, which can not only guarantee the durability and survival of the organizations of the third millennium by creating a special competitive advantage, but also turn the organization into a successful model in its field of activity. Therefore, it is necessary for these organizations to consider the factors affecting functional productivity in order to be successful in their mission. The purpose of this research was to investigate the role of financial well-being of employees of sports and youth offices on their job productivity with the mediating role of happiness.   Method The current research is practical in terms of its purpose, and from the point of view of its data collection, it is a description of a survey type that was conducted in the field. The statistical population of this research included all the employees working in sports and youth departments of Golestan province, numbering 230 employees. To determine the sample size, the total number method was used and all 230 employees were considered as sample and after the final distribution of the research questionnaires, 213 completed questionnaires were collected and analyzed. The validity of the questionnaires was confirmed by five PhDs in sports management, and in a preliminary study, the results of Cronbach's alpha test showed that the reliability of the questionnaires was acceptable. The analysis of the collected data was done descriptively (mean and standard deviation) and inferentially (structural equation modeling).   Results The results of the research showed that the effect of financial well-being on the feeling of happiness of the employees of sports and youth departments is positive and significant. Another part of the results showed that financial well-being has a positive and significant effect on the productivity of the employees of sports and youth departments. Finally, the positive and significant effect of financial well-being on the productivity of sports and youth department employees was confirmed with the mediating role of happiness.   Discussion According to the results of the research, it can be concluded that the financial well-being of the employees of sports and youth departments can bring positive consequences such as feeling happy and increasing their productivity; therefore, it is suggested to consider programs to increase the financial well-being of employees in the macro policies of the Ministry of Sports and Youth.

Abstract Introduction The aim of the current research is to investigate the causal relationship between social support and hope for employment with the mediating role of self-esteem and psychological capital in women heads of households.   Method The fundamental and descriptive-correlation research method is based on structural equation modeling. The population studied in this research was female heads of households in Mashhad city in 2024, and a sample of 250 female heads of households of Mohiban Al-Reza Center was selected from this population by simple random sampling method. The tools used in the research were Luthans Psychological Capital (2007), Rosenberg Self-Esteem (1965), Ziman et al.'s Perceived Social Support (1988), and Heng and Choi's Employment Hope Questionnaires (2013). The data was analyzed using Pearson correlation analysis and structural equation modeling.   Results The results showed that the research model has a favorable fit and that social support has an indirect and significant effect on the hope of employment due to the mediating role of self-esteem and psychological capital. There is a positive and direct relationship between social support and hope for employment, self-esteem and psychological capital. Also, there is a positive and direct relationship between self-esteem and psychological capital with hope for employment.   Discussion Social support, self-esteem and psychological capital have significant relationships with the employment hope of female heads of households. Therefore, it is recommended to hold workshops to strengthen social support, self-esteem and psychological capital in women heads of households.

Abstract Introduction In the structure of the administrative system, alienation from the job is a serious harm, and lack of proper and careful attention to it will cause problems and psycho-social complications in the work environment. Spiritual leaders are effective agents in changing the ways of looking at and doing things in employees, and they influence the attitude and actions of employees in order to achieve a common goal and organizational success. Therefore, it is expected that spiritual leadership can reduce job alienation through increasing social capital and also the moderating role of political skill.   Method The present study was conducted with the aim of the effect of spiritual leadership on occupational alienation by explaining the mediating role of social capital and the moderating role of political skill of employees. This research is applied and one of descriptive survey research. The statistical population of this research was the judiciary employees of Khorram Abad city, and Morgan's formula was used to determine the sample size, and the number of sample members was estimated to be 234 employees, who were selected using convenience sampling method. The instrument included standard questionnaires, the validity of which was confirmed by applying the content validity method and their reliability by calculating Cronbach's alpha. In this research, structural equation modelling method and smart pls and spss softwares were used to examine and test the hypotheses and conceptual model.   Results The results showed that spiritual leadership has a negative and significant effect on occupational alienation. The results indicated that social capital plays a mediating role between spiritual leadership and job alienation. Also, the results of the research showed that the political skill of employees has a moderating role in the relationship of spiritual leadership with job alienation.   Discussion Demonstrating spiritual leadership behaviors by managers and employees can develop employees' social capital in the workplace, which in turn can reduce employees' occupational alienation. Also, improving employees' political skills can help leadership to reduce job alienation.

Abstract Introduction
The present study aimed to identify electroencephalographic (EEG) patterns of brain function, focusing on multi-regional waves in the frontal lobe, and to examine their relationship with executive functions in an organizational context. Executive functions, particularly working memory and cognitive flexibility, play a crucial role in workplace performance and organizational behavior. Despite the growing interest in neuroscientific approaches to organizational research, there remains a gap in our understanding of how specific EEG patterns correlate with executive functions in professional settings. This study seeks to bridge this gap by investigating the neurophysiological underpinnings of executive tasks among employees in a private institution in Tehran, Iran.
 
Method
The statistical population comprised all employees of an institution in Tehran in 2022. From this population, 22 participants were selected using simple random sampling and evaluated after meeting the study's inclusion criteria. The assessment of research variables was conducted using the Cambridge Neuropsychological Test Automated Battery (CANTAB) and Quantitative Electroencephalography (QEEG). QEEG data were recorded using a Mitsar-202 device and Win-EEG software, with subsequent analysis performed using Neuroguide software. To examine the relationship between EEG waves and executive functions of working memory and cognitive flexibility, partial correlation analysis was employed with Bonferroni correction, controlling for age and gender (p<0.0071).
 
Results
Partial correlation coefficients revealed significant relationships between delta and beta waves in the frontal region and participants' performance on the Intra-Extra Dimensional Set Shift (IED) task, a measure of cognitive flexibility, from the CANTAB battery. Additionally, significant correlations were observed between these EEG waves and performance on the Spatial Working Memory (SWM) task, assessing working memory capacity. These findings highlight the neurophysiological dynamics of delta and beta waves in adult cognitive performance, particularly in executive function domains crucial for workplace effectiveness.
 
Discussion
The results of this study underscore the neurophysiological dynamics of delta and beta waves in adult cognitive performance, specifically about executive functions vital for workplace effectiveness. By emphasizing the role of neurophysiological prerequisites for executive functions in the work environment, this research carries significant implications for both theoretical advancement and practical applications. From a theoretical perspective, it contributes to the growing body of literature on the neural correlates of executive functions, providing insights into the specific roles of delta and beta waves in cognitive flexibility and working memory. Practically, these findings have potential applications in the development of more effective employee selection tools and competency development programs within organizations. Future research could explore how these neurophysiological patterns might predict job performance or be modulated through targeted interventions to enhance executive functions in the workplace. Additionally, longitudinal studies could investigate the stability of these EEG patterns and their relationship to executive functions over time, potentially informing organizational strategies for employee development and performance optimization.