فهرست مطالب فروغ خداکریمی

The aim of this comparative study was to conduct a study of personality and job satisfaction based on Career anchors and 505 people of supervisors and managers of 10 regions and the headquarters of the Iranian Gas Transmission Company were selected using non-random and available sampling method and answered the NEO, JDI and career anchor. The results showed that there was a significant difference between managers with the dominant career anchor of independence in comparison with the diversity in terms of conscientious personality traits. In addition, there was a significant difference between managers, in terms of job satisfaction between managers with the dominant job anchorage of independence in comparison with the anchors of service, diversity and management. These findings showed the importance of career anchor in organizations Therefore, in order to achieve job satisfaction and greater fit of individuals with the organization, the role of career anchors should be carefully considered.

The purpose of this research was to compare job stressors and the turnover intention based on career anchors in the managers of the Iranian Gas Transmission Company.

A cross-sectional study which statistical population consists of all managers of gas transmission companies. 494 managers of this company were selected using the Cluster sampling proportional to volume sample method and answered these questionnaires: job stress questionnaires of the industrial unit (Saffarzadeh,1998), the career anchors (Schein,1985) & the Turnover Intention (O'Reilly, Chatman & Caldwell,1991).

There is a statistically significant difference in the amount of job stressors between people whose predominant anchor is independence compared to the service anchor. In other words, job pressures in independence anchor are higher than service anchors. In addition, there is a statistically significant difference in the turnover intention between individuals whose dominant anchor is independence compared to the group with a dominant anchor of service, diversity and management.

Career anchor has an important role in job satisfaction and the turnover intention of managers. It is suggested that other organizations provide the necessary conditions for the dynamic activity of managers in the direction of their dominant anchor.

Critical thinking helps people to consider and analyze a wide range of information. The importance of strengthening this skill is significant for managers because it leads to success and the overcoming of crises. The Watson-Glaser Critical Thinking Appraisal Test, is a tool for measuring critical thinking and has been designed to combine the aspects of skill and tendency for critical thinking. The purpose of this study is to investigate psychometric properties of this test amomg the Iran Gas Transmission Company managers and to evaluate its psychometrics properties using validation and reliability methods as suitable tools for identifying and measuring critical thinking in the Iranian sample, especially among managers. The sample of the present study included 472 staff managers, who participated in the study of "The Development of Psychological Identity of the Managers at the Iran Gas Transmission Company" in 2018-2019, and responded to 80 questions of a computer-based version of the test. The findings of this study showed that the test on our sample society has four dimensions of analytical thinking, evaluation, interpretation, and assumption while its original version has five dimensions. Moreover, an exploratory factor analysis revealed that the two components of inference and inferring had to be merged and this new component was called analytical thinking. In addition, confirmatory factor analysis of the model with the four components was meaningful and desirable in all fit indices of the model. According to the results of this research, the Watson-Glaser Critical Thinking Appraisal Test can be used to achieve research goals.