نسرین ارشدی

The purpose of this study was to investigate the effectiveness of emotional intelligence training on emotional contagion & work-life balance. This research was a quasi-experimental type in which a pre-test-post-test-three-month follow-up design was used with experimental & control groups. The statistical population of this research included all the male line employees of an industrial company in Ahvaz, of which 40 people were selected as a hypothesis test sample using the convenience sampling method and they were randomly assigned in two groups of 20 people. The measurement tools included emotional contagion in the workplace (Petita & Naghtun, 2015) & work-life balance (Wong & Ko, 2009) questionnaires, which were performed on all two groups in the pre-test, post-test and follow-up stages. For the experimental group, training emotional intelligence based on Mayer, Caruso, & Salovey's ability model (2016) was applied, these training sessions included eight ninety-minute sessions that they were held in eight weeks. While no intervention was done on the control group. To analyze the data, covariance analysis (multivariate and univariate) were used in SPSS-24 software. The findings of the covariance analysis showed that emotional intelligence training was significantly effective in increasing the contagion of happiness & work-life balance & reducing negative emotions (sadness, fear and anger) (p<0.01) and This effectiveness was also present in the follow-up phase. According to the obtained results, it is suggested to the managers that by holding training courses on emotional intelligence while increasing the contagion of positive emotions & work-life balance and reducing contagion of negative emotions; The psychological well-being of employees also increases; In this way, they can bring long-term benefits to the entire organization and employees.

The purpose of this study was to investigate the relationship model of supervisor support for basic psychological needs, need satisfaction, and job motivation in staff and line employees in Marun Oil and Gas Producing Company. The participants of this study consisted of 246 employees, who were selected by a stratified random sampling method. The instruments used in the study were Need Support at Work Scale (Tafvelin & Stenling, 2018), Need Satisfaction at Work Scale (Tafvelin & Stenling, 2018), and Multidimensional Work Motivation Scale (Gagné et al., 2015). Structural equation modeling (SEM) through AMOS-24 was used for the proposed model analysis. Also, to compare the proposed model between staff and line employees, the multi-group structural equation modeling analysis was used in AMOS-24 software. The results showed a good fit of the proposed model with the data. According to the results, the supervisor support for the basic psychological needs of employees has a direct and significant effect on the need satisfaction, autonomous motivation, controlled motivation, and amotivation of them (p<0.01). The results also supported the indirect effect of supervisor support of basic psychological needs on autonomous motivation, controlled motivation, and amotivation through the satisfaction of psychological needs (p<0.001). Also, the results showed that there is a significant difference between the model of staff and line employees (p<0.01).

The purpose of this study was to investigate the effectiveness of mindfulness training on emotional contagion & safety citizenship behavior. This research was a quasi-experimental type in which a pre-test-post-test-three-month follow-up design was used with experimental and control groups. The statistical population of this research included all the male line employees of an industrial company in Ahvaz, of which 40 people were selected as a hypothesis test sample using the convenience sampling method and they were randomly assigned in two groups of 20 people. The measurement tools included emotional contagion in the workplace & safe citizenship behavior questionnaires, which were performed on all two groups in the pre-test, post-test and follow-up stages. For the experimental group, the mindfulness-based emotional balance training was applied, these training sessions included eight ninety-minute sessions that they were held in eight weeks. While no intervention was done on the control group. To analyze the data, covariance analysis was used in SPSS-24 software. The findings showed that mindfulness training was significantly effective in increasing the contagion of happiness, safe citizenship behavior and reducing negative emotions (p<0.01) and this effectiveness was also present in the follow-up phase. By holding mindfulness training courses while increasing the contagion of positive emotions and safe citizenship behaviors and reducing the contagion of negative emotions; the psychological well-being of employees also increases; in this way, long-term benefits can be brought to the entire organization and employees.

The aim of this research is to study and examine the relationship between Transformational Leadership and Organizational Citizenship Behavior with the Mediator role of Psychological Ownership.The research method in terms of applied purpose and the nature of the research is descriptive -correlative. The population consists staff of Ports and Maritime Organization Busher Province. Cochran's formula was used to determine the sample size and 242 people were selected as a sample. Data collection was based on three questionnaires of transformational leadership, organizational citizenship behavior, and psychological ownership, whose Cronbach's alpha coefficients were 0.93, 0.83, and 0.95, respectively. Data were analyzed with use of Structural Equation Modeling (SEM) and Results showed that Transformational leadership has a direct and indirect effect on Organizational Citizenship Behavior through Psychological Ownership. Transformational leaders can increase individual awareness by changing the attitude and strengthening the sense of ownership towards the organization, and by creating cognitive and emotional attachment between the individual and the goal, they can influence the individual's behavior and provide the necessary ground to facilitate the organizational process and increase organizational citizenship behavior.

Forgiveness is as a moral of virtue can play a significant role in improving relationships and social interactions. The purpose of this research was to identify the antecedents and consequences of forgiveness in students of Kabul University. The research sample consisted of 300 students who were randomly selected. Date collection tools were used questionnaires such as forgiveness (Thompson, 2005), agreeableness (McCree and Costa, 1992), self-esteem (Rosenberg, 1965), family cohesion (inspired by Elson's hybrid model, 1999; Razavieh and Samani, 1379), empathy (EQ-8), religious beliefs (Glock & Stark, 1965), quality of life (Ware, Kosinski, & Keller, 1996), psycho-physical health GHQ-12 (Goldberg & Hillier, 1979) and optimism (Scheier & Carver, 1994). Methods for analyzing the present study were structural equation modeling AMOS 22 software and using bootstrap method for mediation effects. The results of this study showed that all the coefficients of the direct paths between the research variables, except for the paths of family cohesion, religious beliefs, agreeableness and quality of life, are statistically significant at (p<0.05) level. According to the results of this research, the indirect relationship of self-esteem with mental-physical health and optimism, agreeableness with mental-physical health and empathy with mental-physical health and optimism by mediating of forgiveness were significant. The findings of the current research provide a useful framework for identifying the influencing factors in the initiation of forgiveness and its consequences.

This study aimed to investigate mindfulness, difficulties in emotion regulation, self-silencing, and perceived stress as predictors of premenstrual syndrome.

The research design was descriptive and correlational study with structural equation modeling procedure. In this regard, using a multi-stage random sampling method, a sample of 380 female students of the Shahid Chamran University of Ahvaz was selected. Premenstrual Syndrome Screening Tool (PSST), Freiburg Mindfulness Inventory _ Short Form (FMI-SF), Difficulties in Emotion Regulation Scale (S-DERS), Silencing the Self Scale, and Perceived Stress Questionnaire was completed.

The results showed that there is a significant direct and negative relationship between mindfulness and perceived stress, but there is a significant direct and positive relationship between difficulties in emotion regulation and self-silencing with perceived stress. There was also a strong significant relationship between perceived stress and premenstrual syndrome. The most important finding suggests that perceived stress mediates the effects of mindfulness, difficulty in emotion regulation, and self-Silencing on premenstrual syndrome. According to the findings, the proposed model fits the data and is approved.

Based on the findings, it can be concluded that mindfulness, difficulty in emotion regulation, self-silencing, and perceived stress play an effective role in the risk of premenstrual syndrome. In this regard, lack of acceptance and awareness of emotions and suppression of emotions leads to high-stress perception. Ultimately, this pattern will culminate in experiencing more severe PMS symptoms.

The purpose of this study was investigating the effect of proactive personality, cognitive abilities and emotional stability on subjective career success through mediating role of self-efficacy. The research method is correlation of structural equation modeling and statistical population was the female managers of governmental organizations in ahvaz that 120 managers were studied by available sampling method. Research tools include careers success questionnaire   (Gattiker & Larwood, 1986), proactive personality scale (Seibert et al., 1999), cognitive abilities questionnaire (nejati, 1392), emotional stability taken from Big Five Questionnaire (Caprara et al., 1993) and self-efficacy scale (Sherer et al., 1982). Data analysis was performed by structural equation modeling method. The findings showed that direct effect of proactive personality and self-efficacy on subjective career success and direct effect of proactive personality, cognitive abilities and emotional stability on self-efficacy were significant (p< 0/001). Also the indirect effect of proactive personality, cognitive abilities and emotional stability on subjective career success was significant with the mediating role of self-efficacy (p< 0/001). Based on this, it can be concluded that proactive personality, both directly and through self-efficacy, affects the subjective career success. In addition, cognitive abilities and emotional stability through mediating self-efficacy improve subjective career success.

OCD is a severe and debilitating psychological condition that affects the quality of life and overall performance of patients and their family members, leading to interpersonal problems, feelings of helplessness and hopelessness in patients. So, the purpose of this research was to examine the effectiveness of mindful self-compassion therapy on the interpersonal needs among the patients diagnosed with obsessive-compulsive disorder having suicidal thoughts.The sample of research consisted of 3 female patients with obsessive-compulsive disorder in Ahvaz city in 2019. They were asked to fill in the scales Yale-Brown Obsessive-Compulsive (1989), The Suicidal Ideation (Rudd, 1989) and Interpersonal Needs (Van Orden, Cukrowicz, Witte & Joiner, 2012).The mindful self-compassion therapy protocol was implemented in 8 sessions of 90 to 120 minutes hours and the test was performed in three phase of baseline, after testing and a 3-month follow-up and the obtained data were analyzed by visual representation, reliable change index and improvement percentage formula. According to the findings of study, mindful self-compassion therapy had a significant effect on reducing the thwarted belongingness and perceived burdensomeness. The 3-month follow-up plan established that the treatment changes were stable for the thwarted belongingness and perceived burdensomeness. This approach by preventing the avoidance of painful thoughts and emotions caused by the disorder and the growth of a sense of belonging to others and a social bond with them leads to resilience and prevents the occurrence of thwarted belongingness and perceived burdensomeness during times of psychological distress.

The purpose of this study was to investigate the effect of psychological capital, trust in organization and transformational leadership, considering the mediating role of basic psychological needs. The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. The direct effects of basic psychological needs, psychological capital and trust in organization on thriving at work were significant but the direct effect of transformational leadership on thriving at work was not supported. The indirect effects of psychological capital, trust in organization and transformational leadership on thriving at work through basic psychological needs were supported. According to findings of this study, practices for increasing of psychological capital and trust in organization should be considered by organization.

The present study aims to examine neuroticism, aggression, and risk taking as predictors of accident-proneness in line employees of National Iranian Drilling Company.

The present correlational predictive study was designed to predict group membership (injured employees, uninjured employees) and achieve the Audit Equation. The statistical population of the study consisted of all injured and uninjured line employees at the National Iranian Drilling Company of Ahvaz working in the company during the last five years (from April 2010 to November 2013). The research sample consisted of 145 injured employees (over the past 5 years) and 115 uninjured employees, selected using simple random sampling method. The subjects were measured by Neo Personality Inventory (Costa and McCrae, 1992), SCL90R Aggression Index, and Risk Taking scale (Westaby and Lee, 2003) questionnaires.

The data were analyzed by SPSS-16 software. The results of this study showed that accident-proneness of employees can be predicted only by neuroticism and aggression variables. The risk taking was not able to distinguish between injured and uninjured employees.

According to the research results, in order to reduce accident-proneness in employees, personality traits, such as neuroticism and aggression should be considered.

Thriving at work is a positive psychological state that definitely describes individual growth at organizations. Thriving at work is a two-dimensional construct composed of feeling of vitality or being energized and a sense of learning that signifies the acquisition and application of knowledge and skills to build capability and confidence at work. These two elements considering the affective and cognitive basis of employee growth and development simultaneously. Most previous studies focused on observing outcomes of thriving at work. Their findings show lots of benefits for both employees and organizations mainly such as psychological and physical health and high quality of job performance, but there are a few studies which identify antecedents of thriving at work. On the other hand, the literature of thriving at work supports its mediating role between some antecedents and consequences. In this regard, the present study has taken into account the effects of one of the major antecedents of thriving at work (psychological capital) on job performance and psychological well-being with highlighting the mediating role of thriving at work. The purpose of this study was to investigate the effect of psychological capital on job performance and psychological well-being considering the mediating role of thriving at wor.

The research method is correlational through structural equation modeling (SEM). The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. Instruments included Psychological Capital Questionnaire )Luthans et al., 2007(, Thriving at Work Scale )Porath et al., 2012(, Job performance Questionnaire )Williams & Anderson, 1991(, and Psychological Wellbeing Questionnaire )Diener & Biswas-Diener, 2008(. The proposed model was analyzed through structural equation modeling by using SPSS-25 and AMOS-24 software packages. For testing indirect effects, Bootstrap method (Preacher & Hayes, 2008 (was used.

Findings revealed that the proposed model fit the data properly. The direct effects of psychological capital and thriving at work on job performance and psychological well-being were significant. Findings also showed that psychological capital has positive direct effect on thriving at work. Results of indirect effects supported the mediating role of thriving at work in the relationship between psychological capital and both job performance and psychological well-being.

 According to the findings of this study, focus on personal chracteristics such as psychological capital and thriving at work in the case of improving job performance and psychological well-being is important thus practices for increasing psychological capital and thriving at work through training packages and programs should be considered by organization.

The purpose of this study is to investigate the effectiveness of the Needs Support Intervention Program's virtual group training on employee satisfaction and well-being with their basic psychological needs. The research method is applied in relation to the purpose and the research design is a quasi-experimental pre-test-post-test with a control group. The statistical population of the study comprises all employees and their immediate supervisors in Maroon Oil and Gas Producing Company in 2020. From this population, 30 supervisors were selected through purposive sampling and randomly assigned to an experimental group and a control group (15 individuals in each group). Of the employees in each supervisor group, 2 to 3 individuals (83 in total; 81 men and 2 women) were selected through simple random sampling to study the effect of the intervention. The instrument of the study includes Tafvelin and Stenling's Needs Satisfaction at Workplace Scale (NSa- WS) and Zheng et al.'s Employee Well-Being Scale (EWB). The intervention includes the Needs Support Intervention Program training in eight 90-minute sessions. Data were analyzed using multivariate analysis of covariance in SPSS-24 software. The results showed that Needs Support Intervention Program training had a significant effect on satisfying the needs of autonomy, competence, and relatedness, as well as on increasing the well-being of employees (p<0.05). According to the results of this study, teaching the Needs Support Intervention Program is an effective intervention that organizations can use to improve employees' well-being and meet their psychological needs.

In today's world, when doing work requires multiple skills, judgments, and experiences, the use of teams and workgroups has become increasingly common to achieve performance beyond the individuals’ performance. Many executive managers believe that hiring teams and workgroups allows them to achieve higher levels of performance by producing better products or providing better services at lower levels of cost and time. Therefore, collective work has become more important day by day and organizations have become more interested in creating teams and workgroups.

THEORETICAL FRAMEWORK:

Job-adequate skills: Teamwork is one of the most important facilitators in achieving positive and cost-effective results in the field of current organizations. A team is a group of people with different and complementary abilities and skills who strive to achieve a common goal.Role ambiguity: Role ambiguity is an aspect of job stressors that refers to a person's level of uncertainty about what his or her job functions and responsibilities are.Participative leadership: Participative leadership occurs when, instead of being assigned by a single leader, leadership plans, responsibilities, or actions are shared or distributed among group members.Team trust: Team trust is a 4-dimensional concept: 1) propensity to trust, 2) perceived trustworthiness, 3) cooperative behaviors, 4) monitoring behaviors.Team cohesion: Team cohesion is a dynamic process in which members tend to maintain intimacy, loyalty to each other, and integrity in pursuing team goals.

The research design was correlation and its strategy was structural equation modeling. The statistical population of the study included all employees of the South East Khuzestan Water Exploitation, Production, and Transmission Company in 2017, whose total number was nearly 600 people. 350 people were selected as a sample by simple random sampling method, of which 321 questionnaires were well-qualified and determined the final sample size.

 The results showed that the final model goodly fitted the data. The results also showed that job-adequate skills and participative leadership had positive effects and role ambiguity had a negative effect on team trust. Job-adequate skills and team trust also had a positive and significant direct effect on team cohesion. In addition, the results showed that job-adequate skills, role ambiguity, and participative leadership affected team cohesion through the mediating role of team trust.

 CONCLUSIONS & SUGGESTIONS:

According to the research results, managers of organizations are advised to pay attention to concepts such as role ambiguity, skills of team members, type of team leadership, and trust between team members when forming teams and working groups.

Creating and strengthening safety behaviors is one of the important methods in preventing the occurrence of occupational accidents and injuries; Therefore, identifying the factors that lead to decrease or increase in safety behaviors are very effective and necessary in preventing the occurrence of occupational injuries, near miss accidents and occupational accidents. Therefore, the aim of this study was to, investigating the moderating role of social support on the relationship of job insecurity, role ambiguity, & role overload with safe behaviors in operational employees of an industrial company in Ahwaz.

The research method was causal-correlational and statistical population includes all 430 operational employees of an industrial company in Ahwaz in 2020. Morgan table was used to determine the sample size due to lack of community variance and lack of knowledge about the success or failure of variables that based on this, research sample equal to 217 people was obtained. For collecting data, was used standard questionnaires such as job insecurity, role ambiguity and conflict, role overload, safe behaviors, & social support whose their reliability were calculated with Cronbach's alpha, & for analyzing data, was used SPSS 24, & PLS.

There are negative & significant relationship between job insecurity, role ambiguity, & role overload with safe behaviors, & there is a positive & significant relationship between social support with safe behaviors (p<0.01). The results of enter regression analysis showed that all three variables of social support, job insecurity and role ambiguity can predict 37.6% of the total variance of safe behaviors (p< 0.01). By considering moderating role of social support, every three relationships (the relationships between job insecurity, role overload, & role ambiguity with safe behaviors) are affected by this role (T-value>1.96). The Goodness of Fit Index which indicates that this is acceptable for fitting the model, is acceptable & represents the confirmation of the research model (Cronbach's alpha & composite reliability>0.7).

The results of this study showed that job insecurity, role ambiguity, role overload, & social support are the significant determinants of safety behaviors. Therefore, it can be concluded that for removing or decreasing unsafe behaviors, organizations should create favorable working conditions which considers work life balance and employees’ well-being.

Suicidal ideation represents a clinical emergency in psychiatry and individuals with suicidal ideation had a higher risk for suicide attempt than ones with non-suicidal ideation. The purpose of this study was to investigate the mediation role of depression in the relationship between resilience and problem-oriented and emotion-oriented coping strategies with suicidal ideation. The present study was a correlational research based on structural equation modeling (SEM). In this regard, using multi-stage random sampling method, a sample of 372 students was selected from the students of Shahid Chamran University of Ahvaz. Participants completed the Beck Suicide Ideation Scale (BSI), the Connor & Davidson Resilience Scale (CD-RIS), the Stress Coping Questionnaire, and the Beck Depression Inventory (BDI-13). Structural equation modeling method was used to analyze the data. The results showed that there is a significant negative relationship between resilience and problem-oriented coping strategy with depression, but there is a significant positive relationship between emotion-oriented coping strategy and depression. The most important finding is that depression acts as a mediator in the relationship between resilience and problem-oriented and emotion-oriented coping strategies with suicidal ideation (p < 0.001). Based on the findings of the present study, it can be concluded that resilience, problem-oriented and emotion-oriented coping strategies and depression are the main factors influencing suicidal ideation and can predict suicidal ideation.

Job burnout has adverse effects on employees’ work motivation and job performance. For that reason, the aim of this study was designing and testing a model of some consequences (general health, life satisfaction, work motivation, turnover intention, and job performance) of job burnout.

The research method is descriptive-correlational type. The statistical population of the study included all employees of Karun Oil and Gas Company in 2018. From this population, 303 employees were selected by simple random sampling method. Evaluation of the proposed model was done by structural equation modeling (SEM), using AMOS-22 and SPSS-22 softwares. Bootstrap method was also used for testing the indirect relationships. In this study, Maslach’s Job Burnout (1982), Goldberg and Hiller’s General Health (1979), Diener’s et al. Life Satisfaction (1985), Wright’s Work Motivation (2004), Coman’s et al. Turnover Intention (1979), and Paterson’s Job Performance (1922) questionnaires were used for data collection. In the present research, the reliability of emotional exhaustion, general health, life satisfaction, work motivation, turnover intention, and job performance questionnaires, by Cronbach's alpha coefficients were 0.83, 0.73, 0.85, 0.63, 0.88, and 0.96, respectively.

The results showed that the paths from job burnout to general health, life satisfaction, work motivation, turnover intention, job performance, from general health to job performance, from life satisfaction to job performance, from work motivation to job performance, from turnover intention to job performance were statistically significant. The results also confirmed the indirect effects of job burnout through general health, life satisfaction, work motivation and turnover intention on job performance.

Based on the results, the managers are recommended to pay attention to consequences of employees’ job burnout. Furthermore, regarding the direct positive effect of public health on job performance, it is suggested that organizations incorporate public health surveys into their programs as well as designing programs to measure and enhance the general health of employees.

Today, burnout has become a common organizational problem that covers all aspects of people's lives and has led to a reduction in labor and damage to the country's economy and production.The aim of current research was to investigate the causal relationship of the centralized decision-Making and workplace mobbing with job burnout considering mediating role of organizational silence.

The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees).The participants completed the Centralization in the decision-Making (46)), Organizational Silence ((39),), Workplace Mobbing (48) and Job Burnout (6) Questionnaires. Structural equation modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly.

results showed that centralized decision-Making and workplace mobbing had significant path coefficients with job burnout. Moreover, indirect path coefficients of centralized decision-Making and workplace mobbing with job burnout through organizational silence were significant.

Based on the findings of this study, it can be concluded  that in order to reduce job  burnout, it is necessary to consider the role of centralized decision-making, mobbing  in the workplace and organizational silence.

The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees). The participants completed the Niehoff  & Moorman' procedural Justice Scale (1993), Van Dyne et al ' Organizational Silence( (2003), Steffgen et al 'Workplace Mobbing (2016) and Waterman et al' Personally Expressive Activities Questionnaires (2010). Structural Equation Modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly. However, findings showed that procedural injustice and workplace mobbing had significant path coefficients on the organizational well-being. Moreover, indirect path coefficients of procedural injustice and workplace mobbing with organizational well-being through organizational silence were significant.

The conflict between work and family as a major issue affecting both employees and employers and their families is accompanied by prominent family problems such as family satisfaction, couple relationship quality, and parenting quality. Therefore, industrial and organizational psychologists have focused their research on finding moderating variables to reduce such adverse effects. Therefore, the present study aimed to investigate the role of work-self facilitating and work-family conflict self-efficacy in reducing the effect of work-family conflict on family satisfaction, couple relationship quality and parenting quality of nurses.

The present study was a descriptive-correlational survey. the research community consisted of married nurses with children of govermental ahvaz city hospitals , among which 240 were selected as sample members in a multi - step sampling method. Carlson et al. (2000) Work-Family Conflict, Aryee et al. (1999) Family Satisfaction, Chonody et al. (2016) Couple Relationship Quality, Arnol et al. (1993) Parenting scale, Demerouti (2009) Work-Self Facilitation, Cinamon (2006) Work-Family Conflict Self-Efficacy Scale Questionnaires were used for data collecting. Data were analyzed by pearson correlation and multiple regression analysis using SPSS-22.

Results showed that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality (P <0.01), Also, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables.

The results show that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality. In addition, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables. As a result, it is possible to reduce the negative impact of work-family conflict on the family variables mentioned by increasing the conditions of Work-Self Facilitation in the workplace for nurses and also increasing the level of Work-Family Conflict Self-efficacy.

The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers.

The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis.

The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being.

Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.

Results and Conclusion Data were analyzed using structural equation modeling (SEM) and mediation analysis. Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the positive effect of personality proactive and learning goal orientation on proactive coping, the negative effect of proactive coping on job stress, the positive effect of proactive coping on psychological empowerment, occupational adjustment, job motivation, job performance, job crafting, occupational well-being, organizational commitment & job satisfaction, the negative effect of job stress on job motivation, the positive effect of psychological empowerment and occupational adjustment on job motivation, the positive effect of job motivation on job performance, job crafting, occupational well-being, organizational commitment & job satisfaction, and indirect effect of proactive coping on job performance, job crafting, occupational well-being, organizational commitment & job satisfaction through job motivation. The better fitness were achieved by correlating the errors of the One paths.

Today, work as a social identity plays an important role in success, health, and well-being. The purpose of this study was to investigate the relationship of self-determined motivation with psychological, life, and workplace well-being.

The participants of this study consisted of 246 employees of Marun Oil and Gas Producing Company in Khuzestan in 2020, who were selected by stratified random sampling method. The instruments used in the study were Multidimensional Work Motivation Scale (Gagné et al., 2015), and Employee Well-being Scale (Zheng et al., 2015). Canonical correlation and multiple regression analysis through SPSS-24 were used for data analysis.

Findings showed that among the three dimensions of self-determined motivation, autonomous motivation with a structural coefficient of 0.94 and among the components of employee well-being, workplace well-being with a structural coefficient of 0.99, had the maximum relationship with the first canonical variable resulting from independent and dependent variables. According to the results of simultaneous regression analysis, autonomous motivation was the most important predictor for psychological well-being (β=0.45, p=0.000), life well-being (β=0.30, p=0.001), and workplace well-being (β=0.45, p=0.000). Amotivation could predict workplace well-being (β= -0.34, p=0.000). However, controlled motivation could not predict any component of employee well-being.

Based on the findings, autonomous motivation was the most important predictor of psychological, life, and workplace well-being. Therefore, it is recommended that organizations provide opportunity for development of this type of motivation.

The purpose of this study was investigating the causal relationship between neuroticism, job stress and work-family conflict with turnover intention and life satisfaction through mediating role of job burnout. The research method is descriptive correlational. The research population consisted of all employees of Karoun Oil and Gas Company in 2018. The sample consisted of 265 employees of Karoun Oil and Gas Company who were selected by simple random sampling method. Big Five Factor Personality (Costa & McCrae, 1992), Job Stress (Parker & De Cotiis, 1983), Work- Family Conflict (Carlson et al., 2000), Job Burnout (Maslach, 1982), Turnover Intention (Cammann et al., 1979) and Life Satisfaction (Diener et al., 1985) questionnaires were used for data collecting. The proposed model was evaluated using Structural Equation Modeling (SEM) using AMOS and SPSS software version 22. Bootstrap method was used to test the mediating effects in the proposed model. The findings showed that the final model has suitable fitness to research data. The results showed that all direct and indirect paths were significant (p < 0/05). In other words, neuroticism through job burnout on turnover intention (β=0/074, p=0/001) and life satisfaction (β=-0/092, p=0/001), job stress through job burnout on turnover intention (β=0/058, p=0/001) and life satisfaction (β=-0/074, p=0/001), and work-family conflict through job burnout on turnover intention (β=0/124, p=0/001) and life satisfaction (β=-0/154, p=0/001) have indirect effect.

This study aimed to investigate the effectiveness of psychological flexibility training based on acceptance and commitment therapy on emotional burnout and emotional labor among nurses working at hospitals in Ahvaz, Iran. Materials &

This semi-experimental was conducted based on a pretest-posttest design and a control group. The study population included all nurses working at hospitals in Ahvaz, Iran, during 2019. In total, 40 nurses were selected using the purposeful sampling method based on the inclusion criteria and were randomly assigned to experimental and control groups. The participants in both groups were requested to respond to the Maslach burnout inventory and the Diefendorff et al. emotional labor scale before and after the intervention. The experimental group participated in three sessions of psychological flexibility training based on acceptance and commitment therapy. On the other hand, the control group awaited for the intervention. The data were analyzed using a multivariate analysis of covariance. Ethics code: EE/97.24.3.17688/SCU.AC.IR

The results of the data analysis showed a significant difference between the two groups in terms of emotional burn out (F=223.014, P=0.001) and emotional labor (F=273.731, P=0.001). Discussions &

Based on the findings, it can be stated that psychological flexibility training based on acceptance and commitment therapy can be used to reduce emotional burnout and emotional labor among nurses.

Today, work-family conflict is considered as one of the most important issues in the world of work, which is increasing rapidly and is not limited to one organization, and all organizations must pay special attention to this phenomenon in order to maintain their human resources as the most important competitive advantage. Nurses are no exception due to the high work requirements on the one hand and family issues on the other hand. People in the nursing profession usually work in different and sometimes irregular work shifts, and their work may be associated with stress and difficulties and affect nurses psychologically. In the meantime, the situation can be more difficult for married nurses, as they may become involved in work-family conflicts. The conflict between work and family as a major issue affecting both employees and employers and their families is accompanied by prominent family problems such as family satisfaction, couple relationship quality, and parenting quality. Therefore, industrial and organizational psychologists have focused their research on finding moderating variables to reduce such adverse effects. Therefore, the present study aimed to investigate the role of Wellbeing at Work in reducing the effect of work-family conflict on family satisfaction, couple relationship quality and parenting quality of nurses.

The present study was a correlational survey. The research community consisted of married nurses with children of govermental Ahvaz city hospitals, among which 240 were selected as sample members in a multi - step sampling method. Thus, among the Governmental hospitals in Ahvaz, four hospitals were randomly selected and 5 wards were randomly selected from each hospital and 12 people from each ward were selected by simple random method as constituent members in The present study was considered. The data collection period was three months (from September to November 2019). Among the distributed questionnaires, 231 questionnaires were returned, of which 223 were fully completed and usable, and 8 questionnaires were incompletely completed and excluded from the analysis process. Criteria for inclusion in the study included marriage, having children, willingness and informed consent to participate in the research and complete answers to all questions of self-report questionnaires. Incomplete completion of the questionnaires was the exit criterion. Carlson et al. (2000) Work-Family Conflict, Aryee et al. (1999) Family Satisfaction, Chonody et al. (2016) Couple Relationship Quality, Arnol et al. (1993) Parenting scale, Zheng et al. (2015) Employee well‐being Scale were used for data collecting. Data analysis was performed using SPSS-16 software through descriptive statistics (mean, standard deviation, minimum and maximum) and inferential statistics (Pearson correlation and hierarchical regression).

The results of Pearson correlation coefficient showed that between work-family conflict and family satisfaction (r = -0/256, P <0/01), and Couple Relationship Quality (r = -0/274, P <0/01), and parenting quality ( r = 0/171, P <0/01), as well as between family-work conflict and family satisfaction (r = -0/273, P <0/01), and Couple Relationship Quality (r = -0/301, P <0/01), and Parenting quality (r = 0/165, P <0/01), there was a negative and significant relationship. Also, the results of hierarchical regression showed that adding the interaction of work-family conflict and Employeechr('39')s well-being to the regression equation in the second step, explained 0/631% of the variance of family satisfaction with 0/044% exclusive variance (𝜷= 0/227, P<0/01), and explained 0/685% of the variance of  the Couple Relationship Quality  increased by 0/022% of the exclusive variance (𝜷= 0/ 160, P<0/01), and the explanation of 0/671% of the variance of the parenting quality increased by 0/048% of the exclusive variance(𝜷= -0/237, P<0/01). Furthermore, the results of hierarchical regression showed that adding the interaction of family-work conflict and Employeechr('39')s well-being to the regression equation in the second step, explained 0/626% of the variance of family satisfaction with 0/036% exclusive variance (𝜷= 0/213, P<0/01), and explained 0/685% of the variance of  the Couple Relationship Quality increased by 0/016% of the exclusive variance (𝜷= 0/142, P<0/01), and the explanation of 0/654% of the variance of the parenting quality increased by 0/032% of the exclusive variance(𝜷= -0/200, P<0/01). Also, the regression coefficient related to the interaction of these variables showed that the interactive effect of work-family conflict and Employeechr('39')s well-being and also the interactive effect of family-work conflict and Employeechr('39')s well-being are statistically significant. Significance of this interaction means that the relationship between work-family conflict as well as family-work conflict with family satisfaction, the quality of couple relationship and the quality of parenting at high and low levels of Employeechr('39')s well-being are different. Therefore, it can be said that Employeechr('39')s well-being affects the relationship between work-family conflict and also family-work conflict with family satisfaction, the quality of couple relationship and the quality of parenting.

The results indicate that work-family conflict as well as family-work conflict had a significant role in reducing family satisfaction, the quality of couple relationships and the quality of parenting in nurses. In explaining these findings, we can refer to the theory of spillover. Accordingly, onechr('39')s experiences in one area (work or life) leak into another. In addition, according to the theory of role, work and family are each separate areas and each area tries to spend more time and attention in society. Reducing time spent with family members due to attendance at work jeopardizes happiness and a sense of intimacy between them (time-based work-family conflict).On the other hand, not being on time at work due to family issues causes problems for the person in the organization (time-based family- work conflict). In addition, spending a lot of time, effort and attention in the workplace reduces a personchr('39')s energy to take care of the family (exhaustion-based work-family conflict). Conversely, spending too much time, effort, and attention on the family reduces a personchr('39')s energy to take on job responsibilities (exhaustion-based family- work conflict). The employee may also become so engrossed in the pursuit of resources in the workplace that he or she sees the home environment as an organization (behavior-based work-family conflict). Conversely, one may assimilate to onechr('39')s family roles to the extent that one performs appropriate behaviors with the family domain in the workenvironment (behavior-based family-work conflict). All of these factors can have a negative effect on family outcomes. In addition, regarding the moderating role of Employeechr('39')s well-being, the results of regression analysis showed that this variable can moderate the negative effects of conflicts between work and family on family satisfaction, the quality of couple relationships and the quality of parenting. To explaining these findings, it can be said that work-family conflict is described as an incompatibility between work and family roles, which arises from the incompatible pressure of family and job roles. In other words, when a person plays two or more roles that are incompatible with each other, he / she experiences role conflict. Everyone is affected by work and family issues, regardless of demographic characteristics, socioeconomic status or family structure. On the other hand, as stated in the definition of Employeechr('39')s well-being, Employeechr('39')s well-being in the form of experiences such as job satisfaction, job enthusiasm, independence, competence, self-acceptance, purposefulness, personal growth, positive relationships with others , And the absence of negative experiences such as anxiety, stress and depression in the workplace. In addition to providing the necessities of life, the job is directly related to the psychological well-being of the individual and also paves the way for the satisfaction of many of his/her immaterial needs. People who experience positive well-being believe that they have positive feelings and pleasant experiences. Positive psychological well-being is characterized by the perception of efficient personal characteristics and successes, proper interaction with the world, and social cohesion and positive progress over time. Positive well-being includes satisfaction with life and energy and positive mood. This positive feeling acts as a buffer and allows people to be less affected by the negative effects of conflicts between work and family, And make better decisions to avoid the negative impact of these conflicts on different areas of their lives.