محمدصادق شریفی راد

Humans are social beings and communicate with their fellows. When people are supported by their friends in the workplace, they can reduce their work stress. This research was conducted with the aim of investigating the effect of Support from work friends on perceived occupational stress with the mediating role of emotion-focused rumination. The current research is applied in terms of purpose and descriptive-correlational in nature. The target population of the study was the employees of Isfahan province Telecommunications Company. To determine the sample size, Krejcie and Morgan's table was used; based on this table, the sample size of 210 people was determined, and sampling was done using a convenience method. The research data were gathered using standard questionnaires, including perceived occupational stress, support from friends of work, and emotion-focused rumination, the validity of which was confirmed through content validity, structural validity (convergent and divergent validity) and reliability using Cronbach's alpha. The analysis and testing of the hypotheses and the considered relationships have been done using structural equation modeling analysis. The results indicate that support from friends at work does not directly affect perceived Occupational stress; however, support from friends at work affects =emotion-focused rumination, which in turn has an effect on perceived occupational stress. Additionally,emotion-focused rumination plays a mediating role in the relationship between support from friends at work and perceived occupational stress.

The achievements of employees in an organization depend on their level of motivation to work and their behavioral and performance tendencies, and this issue can be largely related to employees' perception of the behavior of their supervisors. The present study aimed to investigate the impact of employee political skill on job performance through the mediating role of abusive supervision, counterproductive work behavior, and intrinsic motivation.

Design/Methodology/Approach: 

The current research is applied in terms of purpose and descriptive in terms of nature and method. The statistical population of this research includes the contract staff of the public sector of Yazd province. Considering the rule of thumb of having 5 times the number of observations as the number of items in the questionnaire (51 items or questions), the sample size was determined to be 255. However, 264 questionnaires were completed and randomly selected. Data was collected using standardized questionnaires. From the questionnaires made by the researcher, Farh and Cheng's job performance (1997) consisting of 4 questions, Ferris et al.'s (2005) political skill consisting of 18 questions, Tepper's abusive supervision (2000) consisting of 15 questions, Spector and Fox 's counterproductive work behavior (2005) consisting of 17 questions, and finally, Jaramillo et al.'s intrinsic motivation (2007) consisting of 3 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity were checked. Content validity was obtained by survey professors, convergent was checked by calculating the average output variance (AVE) which should be more than 0.05, and divergent was checked by comparing the root of AVE with the correlation between the measured variables. To confirm the reliability, Cronbach's alpha coefficient was checked, which was higher than (0.07).

The structural equation modeling (SEM) approach was employed using AMOS software to test the hypotheses and the relationships specified in the conceptual model. The results indicate that political skills have a significant and negative effect on abusive supervision, while it has no significant relationship with job performance. Abusive supervision has no significant effect on job performance but has a positive effect on counterproductive work behaviors and a negative and significant effect on intrinsic motivation. Counterproductive work behaviors have a significant and negative effect on job performance, while intrinsic motivation has a positive and significant effect on job performance. Regarding mediator hypotheses, the results indicate that counterproductive work behaviors and intrinsic motivation play a mediating role in the relationship between abusive supervision and job performance. In addition, abusive supervision, counterproductive work behaviors, and abusive and intrinsic motivation play a mediating role in the relationship between employees' political skills and job performance.Discussion and

Senior managers should create positive perceptions and attitudes among employees and be aware of their needs and demands. In this study, the negative and significant impact of abusive supervision on job performance improvement was not confirmed. This may be due to the temporary nature of the employment. Contractual employees tolerate any inappropriate behavior due to job insecurity. If senior managers notice misconduct by their supervisors towards the employees, they should take various approaches to rectify their behavior. Moreover, if employees have a wrong perception of their supervisors' behavior, steps should be taken to eradicate misunderstandings to make the issue transparent to the employees. Performance evaluation should be carried out in a targeted manner, free from any discrimination, and official and contractual employees should not be treated differently. Appreciation, in verbal and non-verbal forms, and establishing a reward system in the performance evaluation system will instill a sense in employees that the organization values their efforts and contributions. In the event of any negative and nonproductive behavior, management should, before any hasty judgment and decision-making for employee punishment, delve into the reasons for such behaviors and take care to address them.

Due to the expansion of the tourism and hotel industry and the role of leadership quality in the promotion and successful development of this industry, several studies have been conducted on this statistical population, considering the specific environmental conditions. Also, recent research has presented a direct, positive, and meaningful relationship between authentic leadership, organizational success, growth, and emergence in the tourism sector. This research aims to investigate the impact of authentic leadership on employees’ thriving at work in the hotel industry, considering the moderating role of organizational politics. A quantitative method (correlation type of structural equation modeling) was used in this regard. The statistical population of the research was hotel employees, and after determining the sample size by G*POWER and distributing questionnaires, 349 complete questionnaires were collected from hotel employees in Shiraz. Initially, reliability and validity were investigated using AMOS software and then the hypotheses were tested using SPSS software and the Process module. The results indicated a positive and significant relationship between authentic leadership and thriving at work, and organizational politics was a significant moderator in that when organizational politics perception was high, the positive effect of authentic leadership on employees’ thriving at work increased. This important finding shows that high organizational politics in organizations adds to the importance of an authentic leader’s positive impact on followers’ thriving at work.

Nurses who are at the forefront of the health system and have one of the most challenging jobs, experience high levels of risk and emotional conflict due to the fact that they often face stressful situations, which more likely reduce their job satisfaction and organizational commitment that eventually leads to quit their jobs. The purpose of the current research was to provide a comprehensive and clear overview of psychological contract research and finally recommended research directions for future researchers to fill research gaps. Psychological contract is defined as the employees' beliefs and perceptions about the terms and conditions of a reciprocal exchange agreement between them and the organization. Psychological contract is important in labor relations and is shaped based on the attitudes and behaviors of the various parties to the contract.

A systematic search was conducted in international and domestic databases in Azar 1400. Following the protocols of the proposed tools for systematic review and inclusion and exclusion criteria, finally 22 articles were selected for analysis.

Total of 22 articles were identified from 1999 to 2021, of which 14 were conducted in the last seven years. The number of samples varied from 10 nurses for interviews to 1039 nurses through online questionnaires. All records were cross-sectional of which 16 were quantitative, 5 were qualitative and one used combined method. Nurses' psychological contracts were divided into three general themes. The first theme focused on the process of formation and development of psychological contract. The second theme focused on identifying the content and nature of these contracts. The third theme focused on the process of fulfilling and breach of the psychological contract. The results showed that despite the growing interest and effort of published research on nurses and psychological contracts, and despite recognizing that the concept of psychological contracts is a valuable theoretical framework to understand nurses' experiences and how to better manage hospitals, yet there is a lot of information about nurses' psychological contracts that future papers should study.

Moreover, as cross-sectional approach was the only used method so far, it is suggested to do longitudinal designs in future studies. In a cross-sectional study, it cannot be said with certainty that the effective factors unilaterally affect the fulfillment or breach and there is no inverse relationship. In addition, the impact of the COVID-19 epidemic on the process of formation, development, content, fulfillment and breach of nurses' psychological contracts can be noted in future studies.

Psychological contracts are defined as employees' beliefs and perceptions of implicit and explicit obligations in working relationships with the organization. The aim of this study was to discover the content of psychological contracts of public hospital nurses.

A qualitative study is needed to properly understand the content of nurses' psychological contracts. The required data were collected from semi-structured interviews and with emphasis on the lived experience of nurses in public hospitals. In this regard, participants were selected using purposive sampling method and snowball technique and 19 interviews were conducted to ensure theoretical saturation.

Findings showed that psychological contracts in nurses included 3 main themes (transaction-based, relation-based and value-based) and 14 sub-themes. Transaction-based contracts included five sub-themes: good work climate, fair payment, non-work problems, workplace safety, and a peaceful environment. Relation-based contracts included five sub-themes: decision-making permission, superior support, job challenge, promotion opportunity, and job security. Value-based contracts included four sub-themes: fulfillment of individual values, fulfillment of collective values, fulfillment of educational values and fulfillment of moral values.

Conclusion:

 Findings showed that psychological contract of nurses with two themes (transactional and relational) is not comprehensive and nurses had very important values ​​beyond personal and organization interests, which were related to the nature of the nursing profession, and these values are reflected in the value-based psychological contract. As a result, in order to increase organizational commitment and job satisfaction and reduce nurses' turnover, it is necessary to pay attention to the content of all three types of psychological contract.

Psychological contract plays a pivotal role in defining employee-organization relationships. Given the complex concept of psychological contracts, and the existence of scattered and diverse information on how to form and develop, and identify the contents of nurses 'psychological contracts in previous research, in this study, the concept of nurses' psychological contract is systematically reviewed and research gaps are identified. To further clarify the concept of psychological contracts research recommendations will be presented to future researchers.

This systematic review conducted from January 6th to January 22, 2022, by searching the keywords separately in the abstract, keywords and titles of the articles in the valid domestic and international databases. Using the proposed case protocols for systematic and meta-analytic review studies, 3124 studies were initially reviewed, which at the end, according to the entry and exit criteria of cross-sectional evaluation tool, 9 papers were entered into the qualitative analysis process.

Various factors such as mutual obligations of employer and nurses, providing support and supportive obligations of employer, type of corporate social responsibility, perceived organizational support, job demands and job resources, methods of attracting nurses (permanent vs temporary contract) and nurses 'expectations play a role in the formation and development of nurses' psychological contracts. Nurses create psychological contracts with their organization through transactional, relational, and ideological types. Various forces, including patients, managers, peers, and colleagues, are involved in creating and shaping psychological contract contents.

Most of the information so far is about the process of formation and development, and the content of transactional and relational psychological contract. Information about the ideological contracts of nurses is very limited and the role of various factors in the process of formation and development of these contracts is unclear. It is also recommended future studies consider the role of time concerning the form and development of various psychological contract contents.

Implicit Leadership Theories (ILTs) are individuals’ perceptions of the traits and behaviors characterizing leaders. Four studies investigated the reliabilities and different types of validities for a scale developed to measure Iranian Implicit leadership Theories (IILTs). Study 1 used a qualitative method to extract the implicit theories of ideal leadership after interviewing 27 experts. The IILTs are represented by a first-order eight-factor model (Inspiring, Supportive, Accountable, Emotionally Mature, Decisive, Self-protective, Deceptive and Narrow-minded), and a second-order two-factor model (Prototypes and Anti-prototypes). In Study 2, exploratory factor analysis was used to identify the factor structure and further refine and examine the internal consistencies of the discovered factors. The analysis proved the factor structure of IILTs. Study 3 tested the convergent and discriminant validities of the developed scale for IILTs, and the results supported the validity of the developed scale. Study 4 investigated incremental and criterion validities via using two variables of LMX and job satisfaction. These studies provide convergent evidence that IILTs is a valid scale to be used in research. Ultimately, future research venues and practical implications are discussed.