فهرست مطالب ابوالقاسم نوری

Extensive job performance factors can be influenced by employees' personality traits. The aim of this study was to determine the relationship between personality traits and job performance of health workers.

In this descriptive-correlational study, 175 health workers were studied. To collect the data, a form including three different questionnaires was used: 1) demographic questionnaire, 2) the standard 240-item NEO Personality Inventory, and 3) Work Performance Questionnaire. Finally, the data were analyzed in SPSS software.

No significant relationship was observed between NEO personality traits with job knowledge and job skills (P > 0.05), while being conscientious had a direct and significant effect on job attitude (P = 0.038).

Conscientiousness can be a significant predictor of health workers’ job performance.

Each organization tries to keep its valuable assets in order to guarantee its survival and development. Human resources are the most valuable organization asset; therefore it is necessary to reduce their challenges while increasing their acctualization. The purpose of this study is to assign the quality of work life improvement program effectiveness on employee work-family conflicts based on perceived job security moderating role and self-actualization based on optimism moderating role. The research statistical population was 30 production employees of NahanGol company at Borujen, who participated in the study based on random sampling in terms of two experimental and control groups. The data gathering tools included the work-family conflict scale (Carballo-Penela & et al, 2018), the perceived job security questionnaire (Hockman, 1986 quotes Goretzki, 2016), self-actualization scale (Faraci and Cannistraci ,2015) and the life orientation test (Scheier & Carver, 1985). Data were analyzed using repeated measures analysis of variance, path analysis, linear regression and structural equations model using SPSS24 and AMOS softwares. The results showed that the improving quality of work life training program reduces work-family conflicts in epmloyees with medium or low level of perceived job security and increases the self-actualization in employees who are more optimistic.

The present research was conducted with the aim of identifying and explaining the dimensions of job competencies of the security employees of Isfahan University in order to present a conceptual model. The research method is applied in terms of purpose and descriptive-exploratory in terms of data collection.

 The statistical population of the research included students, employees, and security managers of Isfahan University. To achieve the purpose of the research, the data collection instruments was a semi-structured interview with students, employees, and security managers of Isfahan University. Also, in order to analyze the data to identify the dimensions of competency indicators from the text of the interviews, themes analysis was used by NVivo 8 computer software.

 Based on the findings, the final competency model was designed in three dimensions: individual knowledge and skills, specialized knowledge and skills, and general knowledge and skills, and the indicators of each dimension were calculated from the interviews.

Considering the importance of educational organizations and also the importance of identifying employees' competencies, the mentioned model will be used and effective for promoting and improving the performance of employees in the field of security.

Background studies show that mindfulness training and emotional intelligence have been effective in job stress, work-family conflict and well-being, but it is not yet clear which of these interventions are more effective and more stable over time.

The aim of this study was to compare the effectiveness of mindfulness and emotional intelligence training methods on job stress, work-family conflict and well-being.

The present research is of applied type in terms of objective employing a quasi-experimental design with pretest-posttest and three-month follow-up. The statistical population consisted of staff in Sazeh Gostar Saipa Co. in 2019. From among the statistical population, 90 were chosen through available sampling method, and assigned randomly (lottery) across two experimental groups of training mindfulness and training emotional intelligence, plus control group. Assessment tools include; The British Institute of Health and Safety Questionnaire (1993), the Work-Family Conflict Questionnaire (2000) and the Reef Well-being Questionnaire (1989). One experimental group received the Kabat-Ziin model-based mindfulness intervention (2015) and the other experimental group received the emotional intelligence training package based on the model of Salovy et al. (2016) in eight 60-minute sesions. The control group did not receive any intervention. Data analysis was performed through mixed ANOVA method.

The results showed that the training of mindfulness and emotional intelligence has been effective on job stress, family conflict, well-being of employees (P <0.05). Mindfulness training has a greater effect on job stress and well-being of employees compared to emotional intelligence training (P <0.05).

It seems that the method of teaching mindfulness and emotional intelligence can be used as a preventive and remedial in the field of well-being in society.

Human error is one of the main reasons for occupational accidents. This study, in order to reduce occupational accidents, pathologized human error.

Qualitative research interviewed 28 supervisors of the steel industry community (1996 employee) in 2019 and four members of the Faculty of I/O Psychology of the University of Isfahan. The second step was a descriptive method of multiple correlations. Sample size (n = 123) was performed using Tabaching and Fidel (2007) formulas and random sampling was done by the available method. Participants fully informed about the procedures and risks involved in research and given their consent to participate. Data were collected through the researcher-made human error identification questionnaire (HEIQ), Scott and Bruce Decision Styles Questionnaire (1995), and NASA TLX Mental Load Index (1986). Inferential analysis of data was performed by structural equation modeling with partial least squares approach using Smart PLS (V2) statistical software and descriptive analysis using SPSS-25 statistical software.

The results showed that the content validity index of the HEIQ was 0.82 and the content validity ratio was 0.76 (more than the minimum acceptable). Cronbach's alpha coefficient of all questions was above 75%. Organizational factors are predictors of human factors (T = 25.86 and 9/84 = R2). The direct relationship between decision-making style and human factors was rejected (T = 1.91), But organizational factors moderated this relationship and determined the role of two styles of Decision making; avoidance (T = 7.00) and instantaneous (T = 4.14) on human factors (R2 = 0.288 and T = 4.99). Organizational factors also moderated the relationship between mental workload and human factors, which was not directly significant (T = 0.74) (R2 = 0.287 and T = 4.67).

Accurate analysis of accidents in order to improve the safety of work environments is possible by considering the intertwined relationships of human and organizational factors.

This research was carried out with the aim of determining the relationships between the five–fits with job stress and considering moderating role of personality. The design was descriptive and correlational. The statiscally population was included all employees of PolyAcril Company of Iran (800 persons) in 2018. The sample size was (260) estimated by random sampling to the class proportional to the sample size applying. The measurement instruments consisted of person-Job fit (PGF), person-organozition fit (POF), Person-vocation fit (PEF) person-group fit (PGF), person-career fit (PCF), Job stress (JS) and big five personality questionnaire (BFPQ). Data were analyzed with the use of descriptive and Structure Equation Modeling (SEM) using PLS smart software. Results revealed that there is a significant relationships between the person – group fit and stress, five fits and job stress. also five fits and job with moderating role of component personality openness. In this research From among the five fits and personality characteistics, the person- group fit and the component personality openness played a key role at reducting stress. It is recommended that company management reduce stress of their staff play by applay the structural model.

Today, it is important to develop employee skills in relation to organizational efficiency. Therefore, to enhance individual and organizational effectiveness, it is necessary to focus on the training and improving employee expertise. The purpose of this study was to determine the effect of training based on quality of work life improvement on employee perceived organizational training effectiveness. The statistical population included all employees of a Food production factory in Borujen in the spring and summer of 2018, from which, 30 subjects were randomly selected and assigned to two groups of experimental and control. The data gathering tool included researcher-made questionnaire on perceived training effectiveness. Data were analyzed using repetitive measures analysis of variance, using SPSS24 software. Results showed that the improving quality of work life training program was effective in perceived organizational training effectiveness.

The achievements of happiness at work have been so significant and effective that it has convinced many organizations to mention the applications of happiness at work as a new and efficient approach to create a sustainable competitive advantage for organizations. It is essential to examine the factors that increase happiness. This research aims to identify and prioritize the factors affecting the happiness among the ceiling cranes staff of Isfahan Mobarakeh Steel Company.

This research is a descriptive-analytical study. The statistical sample of the study consisted of 120 randomly selected employees of Mobarakeh Steel ceiling cranes. To measure variables used, the Oxford Happiness Questionnaire, the NEO Personality, Waltonchr('39')s Quality of Work Life, General Health, and Demographic Questionnaires. Data analysis used the Pearson correlation coefficients, Spearman, One-way analysis of variance (ANOVA), stepwise & moderated regression analysis.

The findings showed a significant positive relationship between employee happiness and extraversion and a significant negative relationship between employee happiness and neuroticism (p<0/05). Also, a significant relationship between the components of the quality of work-life and happiness was found (p<0/01). Components of GHQ showed a negative correlation with employee happiness (p<0/01). There was no significant relationship between demographic variables and happiness. Regression analysis showed that general health, the quality of working life, and some demographic variables had the highest share in predicting the staff’s happiness, respectively.

The results showed that the components of the quality of working life and general health have an essential role in predicting happiness.

Overweight and obesity can have psychological causes. but the main question is: What are the psychological causes of obesity?

The purpose of the present study was to investigate the lived experiences of obese people in overeating: Psychological causes of obesity in Isfahan.

This was a qualitative study. The statistical population of the study consisted of all adults with weight gain in Isfahan in 2018. Fourteen overweight adults were selected through purposive sampling. Tools include: In-depth semi-structured interviews. data were analyzed using Colaizzi's seven-step method.

The results of the study consisted of 115 concepts, 25 categories and 5 themes. The themes extracted are: 1) stress 2) emotional maladjustment 3) expectations and values 4) personality traits and 5) negative mood. The results of this study clearly indicate the role of negative mood and especially emotional dysregulation in overweight in obese individuals.

Lack of necessary skills in stress management, emotions and relationships with specific personality traits can lead to overweight in obese individuals.

Women have also entered the employment arena by changing the human societies, and now there are many families in which both couples work. The couples employment affects the quality of life, as well as job satisfaction. The purpose of the research was conducted to investigate the effect of work life quality improvement and enrichment of marital life trainings on the quality of work life and job satisfaction in dual- career couples in a quasi-experimental research with pretest, posttest, and follow- up with control group. 40 dual- career couples were selected using multistage cluster random sampling method, and were assigned randomly to experimental group (20 couples) and a control group (20 couples). The experimental group received thirteen-90-minutes sessions of work life quality improvement and enrichment of marital life trainings, and were assessed in three stages pre-test, post-test, and follow-up (2 months) in life work quality and job satisfaction variables. Data were measured. Data were analyzed using repeated-measures analysis of variance. The results showed that there is a significant difference between the experimental group and control group in quality of work life and job satisfaction. However, the work life quality improvement training and enrichment of marital life training increase the quality of work life and job satisfaction in Dual- Career couples

The aim of this study has been validation of 360-degree Appraisal through assessment center in the National Iranian Gas Company. For this purpose, 76 of  key executives that participated in assessment center and 360-degree appraisal selected by available sampling. Data analyzed by SPSS software and Pearson correlation, linear regression, stepwise regression tests. The results showed 360-degree appraisal scores significantly can predict assessment center scores and dimensions of 360-degree appraisal (supervisors, colleagues, subordinates and individual evaluations) are different in predicting assessment center scores. Also, the construct validity demonstrated weak support for convergent validity of competences. The findings indicate in order to increase validity of competency-based tools such as 360-degree appraisal, design and use of those should as much as possible be accurate and based on scientific evidence.

Petroleum related industries including gas company, is considered as one of the major organizations in Iran. Development of these organizations requires advanced technical equipment, which may lead to higher rates of accidents. The main purpose of this article was to study the moderating effect of the selected demographic factors and personality on the relationship between organizational justice and accidents and near-hits in Isfahan Province Gas Company. The research method was descriptive correlational and the population of the research included all 72 recorded accidents and near-hit in 1390-1394 years. The sample comprised 32 subjects who have still worked in this company. In this research, questionnaires name; organizational justice, personality (NEO), researcher built demographic factors and recorded accident rating were used. The results were analyzed using regression and moderated Analysis. The results showed that living location, kind of job and education have significant relationship with accidents as well as age, job antecedent, education and neurosis moderated relation between organizational justice and accidents (p≤0/05). personality can affect safety. As we know safety affects accidents, so in order to considering accident paying attention to these factors is important.

The increasing prevalence of obesity may lead to the significant negative health consequences. The current study aims to explore the effect of short-term
cognitive-behavioral therapy on obesity and its related consequences.

The present study used the pre-test-post-test experimental designed with a control group. The study population consisted of clients who have the BMI larger than 30 and referred to general and cosmetic surgeons for abdominal cosmetic surgery in Esfahan, Iran. Thirty clients who met the inclusion criteria were selected using the convenience sampling method and randomly assigned to intervention and control groups. The BMI, waist and hip circumferences, and self-esteem were measured using scales and meters and Rosenberg&#039;s self-esteem scale, respectively.

The results showed that cognitive-behavioral therapy had a significant effect on BMI and self-esteem. However, this effect was not significant in reducing sizes of waist and hip circumferences.

The short-term cognitive-behavioral therapy can be considered as an appropriate and cost-effective treatment for people with obesity leading to increase the clients&#039; self-esteem.

Most studies have shown it as the main factor of most of the accidents in the workplace is employee’s unsafe behaviors. The aim of this study was to, pathology of unsafe behaviors and investigated their relationship with personality characteristics and locus of control among the personnel of Khuzestan Province Gas Company. The sample of study was 147 employees of the executive projects who were selected using stratified random sampling. For pathology of unsafe behaviors was used cross-sectional method that was consisted of investigated accidents and near miss accidents reports. For investigating the correlation was used standard questionnaires, and for analyzing data, was used SPSS 16. The results of the cross-sectional study showed that the highest accidents and near miss accidents are arising from unsafe acts. The findings of the Pearson correlation coefficient showed that neuroticism and external locus of control have positive and significant relationship with unsafe behaviors, and extraversion, openness to experience, conscientiousness, agreeableness, and internal locus of control have negative and significant relationship with unsafe behaviors (p<0.01). Stepwise regression analysis showed that respectively neuroticism and internal locus of control are the most important of predictors of unsafe behaviors. Unsafe behaviors are the main factor of most of the accidents, and near miss accidents, and neuroticism is the most influential of predictor of this kind of behaviors. Therefore, it recommends that regularly the causes of occurrence of unsafe behaviors be identified, and needed actions for eliminating or reducing them be done.

The entry of women into the workplace has changed the traditional roles of the family, which can cause instability and marital conflicts in the dual-career couples. The purpose of the present study sought to study simultaneously the quality of work life and the enrichment of marital life on marital conflicts and marital instability of dual- career couples in Illam.

The design of this research is quasi-experimental, with pre-test, post-test, and fallow-up with control group. The statistical population includes all married couples from the city of Illam who were married from the beginning of March 2012 to the beginning of March 2017, and have goverment jobs. For this purpose, 80 (40 couples) of dual- career couples were selected usingmulti-stage cluster sampling method and randomly assigned to two groups. The experimental group received Quality of Work Life and Relationship Enhancement programs together, during the 13 sessions of 90 minutes. The instruments of this study were Marital Conflict Questionnaire and Marriage Instability Index.

The results show that simultaneously the quality of work life and the enrichment of marital life training have been able to reduce marital conflicts (F = 17.78, p < 0.01) and marital instability (F = 41.03, p < 0.01). The marital life enrichment training reduced family conflict and instability by improving family interaction. The quality of work life training also contributed to the improvement of the work environment, which reduced the contradictions and conflicts in the workplace.

Therefore, the simultaneous training of working life quality and enriching marital life prevent overflowing work and family problems. This also improves relationships in the family and work, and as a result reduce marital conflicts and instability. Then, the simultaneous training of working life quality and enriching marital life can reduce dual-career couples’ family conflicts and instability.

INTRUDUCTION: The purpose of this study was to determine the personality traits and demographic characteristics of Iranian experts in knowledge and information science according to the Five Factor Model (FFM). The research method was descriptive-correlational and the short form of the Big Five Personality Questionnaire was used as the research instrument. The statistical population included 287 experts in knowledge and information science among them, 113 were selected as study sample by applying the stratified random sampling. FINDINGS: The findings indicated that the mean rate of neuroticism among knowledge and information science experts is less than the average, while the mean rate of other four components, including extraversion, openness to experience, dutifulness, and agreeableness are higher than the average. In general, Iranian experts in knowledge and information science are in a desirable situation in terms of personality traits (five major factors). Other results revealed that the level of male experts' agreeableness is more than that of female specialists; the rate of neuroticism among single experts is more than that of married specialists; the level of neuroticism of specialists with MS degrees is higher than that of specialists with PhD degrees and the level of openness to experience among specialists with PhD degrees is greater than MS owners. The correlation between the neuroticism and the amount of academic activities is inverse and weak and the correlation between extraversion and the amount of academic activities is direct and weak. Work experience, academic rank, occupation state, and workplace have no effect on the personality traits of experts in knowledge and information science

Accidents are of the most important problems in developed and developing countries. Human factors and personality characteristics are the main causes of accidents. The purpose of this study was to compare the personality characteristics between the workers had and had not accident.
This cross-sectional study was performed in Isfahan City industries, Iran, in 2014. The Neuroticism-Extraversion-Openness Five-Factor Inventory (NEO-FFI) was completed by 200 workers; 100 workers had and 100 workers had not accident. We used independent t test for data analysis.
Findings: The mean age of workers was 33.19 years (SD = 7.39) and their mean work experience was 9.56 years (SD = 6.32). Independent t test showed significant differences in neuroticism (P = 0.020), agreeableness (P = 0.001), extroversion (P = 0.035), and conscientiousness (P = 0.001) between the two groups. But, in openness to experience figure (P = 0.100), there was no significant difference.
According to the results, we can predict accident-prone workers via their personality characteristics and forbid them to work in sensitive tasks.

This study aimed to identify individual criteria associated with a set of job tasks and use them to develop individual-oriented appraisal system was conducted. Statistical population was all jobs in the Isfahan's electricity distribution company, including 98 jobs that in the qualitative study, "measuring instruments unit" accidentally was chosen by 8 jobs. In this study, analyzed target jobs using an interview-based job analysis upon Occupational Information Network (O * NET) including a list of tasks and individual characteristics which is provided as a whole and functional job analysis (FJA) which determines relation of each task with the individual characteristics. Analytical review of strengths and weaknesses of the methods used, indicate that the two methods FJA and O* NET can be appropriate complementary methods in order to develop Individual-oriented performance appraisal criteria, Thus, each of the referred methods has strengths that are well cover each other's weaknesses. However, if the time, cost and importance of jobs are restrict, is proposed that organizations to achieve optimal results in field of job analysis and determine individual-oriented appraisal standards use O * NET for low-level jobs and FJA for high-level and important jobs.

Petroleum related industries including gas company, is considered as the major organizations in Iran. Development of these organizations requires advanced technical equipment, which may lead to higher rates of accidents.
The purpose of this study was to investigate the role of moderating demographic variables in relation to job security and organizational support for the incidents of the Isfahan’s Gas Company during 1395. The research method was descriptive correlational. The population of this research included all employees (72 persons) of the Isfahan gas company, who reported accidents during the time period of 1390-1394. In this research a questionnaire named job security, organizational support and demographic factors were used and accidents and near-hit were ranged from 1 for none-human causes and 10 for human causes. For ethical reasons, collected data from subjects remained confidential to the researcher. Finally, the data were analyzed using SPSS version 23 at -0.5 α.
Regression analysis indicated that there is a significant relationship between residence, type of occupation and education with the accidents. The modified analysis showed that the education significantly correlated the relationship between occupational safety and accidents, as well as age and work history (p≤0.05).
To increase the safety of the work environment and reduce accidents, we must pay attention to the demographic characteristics of the employees. In the next step, efforts should be focused on the accident related parameters such as job security and organizational support.

Investigations show that the scattering of accidents in individuals is not the same, and three quarters of all accident occur to one quarter of accident prone individuals. The aim of the study was to design and validate a questionnaire for screening out the accident prone individuals.
This study in 5 stages of item generation, content validity assessment, reliability, construct validity, and criterion validity was performed among 230 workers who had and who had not experienced accident in 19 industries of Isfahan, Iran. For data analysis SPSS and Amos 22 were used.
195 items were identified during item generation stage. In content validity evaluation stage 13 items were removed, 15 items were modified and 79 items were merged and convered to 14 items. Internal consistency (Cronbach's alpha) of the remained items was 0.86. The results of confirmed validation showed that comparative fit index was acceptable. (CFI=0.99, GFI=0.96, RMSEA=0.066, RMR= 0.022). T test showed that the mean scores of the workers who had accident were significantly higher than the workers who had not experienced accident (p The result of confirmed validation showed that there is a good agreement between the proposed model and the field data. Reliability and construct validity showed that the current questionnaire is suitable for screening out the accident prone individuals.

The correlation of personality with symptoms of sense of simulacrum and depression among misdemeanant high school girls is analyzed in the city of Isfahan. The study population consists of 220 girls selected through multi-step procedure on random bases. The data collection tools were Costa and McCrea Big Five-Factor Personality Inventory (1992), Clans Simulacrum Phenomenon Scale (1978) and Beck’s Depression Questionnaire (1990). Data were analyzed with using of SPSS and the statistical significance is considered p=0.001. The results obtained from Pierson Correlation indicate that there exists a statistical significance among personality features regarding sense of simulacrum and depression among misdemeanant high school girls. The results of regressive step by step analysis indicate that sense of being afflicted; being extroverted and responsibility are influential in predicting depression in significance p=0.001.

The aim of this study was to predict employee's turnover intention based on individual, occupational and organizational factors in Isfahan Social Security Organization. It was correlational study and the population comprised all employees of the five main branches in Isfahan Social Security Organization in 2012. The sample was selected using stratified random sampling based on Morgan sample size table. The subjects, then, completed Emotional Intelligence (Wong & law, 2000), Work-Family Conflict (Netemyre, Boles & Mucmurrian, 1996), Job Satisfaction (Judge & Bono), Work Engagement (Schaufeli & Bakker, 2003), Perceived Organizational Support (Rhoades & Eisenberger, 2002), and Turnover Intention (O’Reilly, Chatman & Caldwell, 1991) Questionnaires. The data analysis was performed through applying Pearson correlational coefficient and stepwise regression analysis. The results of regression analysis showed that the work engagement, perceived organizational support and work-family conflict can justify 50 percent of variance of employee's turnover intention (p

Aim and Observing error and misconduct in the work place and deciding whether to report it or not is stressful and this stress can have physical and emotional effects. The aim of this study was to investigate the emotional and physical effects of whistleblowing among nurses in private and public hospitals of Isfahan, Iran, in 2011.
Methods and Materials: This was a descriptive and analytical study. The study participants consisted of 245 nurses of private and public hospitals of Isfahan. The subjects were selected using cluster sampling method and evaluated using the Whistleblowing Checklist and the two checklists of Physical and Emotional Effects of Whistleblowing of McDonald and Ahern.
Findings: 62% of nurses were whistleblowers and 38% were non whistleblowers. In terms of physical effects, whistleblowers suffered from more problems and only the rate of digestive problems was higher among nonwhistleblowers. In terms of emotional effects, feelings of fear and anger were more common in whistleblowers and feelings of unworthiness and guilt in non-whistleblowers.
The results indicated that whistleblowers, generally, suffer from more physical and emotional problems, but non-whistleblowers also have specific problems (digestive problems and feelings of unworthiness and guilt) which show the necessity of paying more attention to this group.