دکتر سید میثم دیباجی

Stress and depression are the main reasons for the decline in labor productivity. Due to the changes are very difficult in job stress factors, the role of personality variables that can soften the effects of these factors is very important.This study examined the mediating role of psychological hardiness and extraversion in the relationship between job demands and stress and depression have been conducted.
This study was descriptive-analytical study. The research sample consisted of 184 working men that selected via convenience sampling in Isafahan province and were completed the Morgeson and Humphrey’s knowledge characteristics(2006), revised Norwegian hardiness scale(Hystad et al, 2010), Beck depression inventory(1996), Warttig et al perceived stress(2013) and extraversion subscale in NEO_FFI(Costa & McCrae, 1989).
The findings of this research showed that in the relationship between job demands and job stress, hardiness(B=-0.366, sig=0.05)and extraversion(B=-0.155, sig=0.05) play perfect mediator role and psychological hardiness mediates perfectly the relationship between job demands and depression(B=-1.399, sig=0.05). In the basis of absolute, comparative and parsimony fit index; the final version of the research model has goodness of fit(GFI=0.925, TLI= 0.953, RMSEA= 0.056).
According to the results, for people with high hardiness, job demands are perceived as a challenge that must be engaged and control them. Therefore job demands for these people cant necessarily lead to stress and depression. Extroverts also due to positive emotions, social support and orientation to success, are consistent with job demands and these demands will not lead to stress in them. According to the results, it is recommended that companies and organizations in the process of selection and training in jobs with high job demands consider hardiness and extraversion.

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

Client centered behaviors and customer orientation are new issues in nursing and hospital literature. The aim of current study was to investigate the role of job characteristics in customer oriented behaviors among nurses. It was across-sectional، correlational study. A total of 150 nurses of Alzahra hospital of Isfahan were recruited by stratified random sampling and completed Sims et al.، job characteristics Inventory (1976) and Kim et al.، Willingness to Customer Oriented Measure (2004). Data was analyzed by descriptive statistics، Pearson’s correlation and stepwise multiple regression using SPSS-PC (v. 16). The findings revealed that except autonomy and friendship، all of job characteristics are associated with willingness to customer oriented behaviors (P<0. 05). However، using stepwise regression analysis، just job feedback in first step (F= 18. 473، P<0. 05) and job variety in second step (F=13. 507، P<0. 05) could predict customer oriented behaviors. According to the findings، it seems necessary to design the nurse’s task so that nurses can be aware of the outcome of their performance. Also، making variation in the tasks assigned to nurses by methods like job enlargement، job enrichment and job rotation can lead to willingness to behaviors that satisfy patient and their guardians.

This study investigated the relationship between perceived organizational support and organizational commitment considering work in line or staff sector. To do so، 70 personnel (35 persons from work in line and 35 persons from staff sector) were randomly selected and completed Perceived Organizational Support Survey Questionnaire and Organizational Commitment Question-naire. Data from pilot study showed that reliability of the instruments were adequate. To analyze data، T test for two independent groups، Fisher’s Z test to verify significant differences in correlation coefficients between the two groups، and regression analysis to predict organizational commitment from perceived organizational support were used. Results revealed that there were significant differences between perceived organizational support and all of the components of organizational commitment in the two groups. The effect of job situation on this relationship was not significant. The results of regression analysis revealed that perceived organizational support was an important predictor of organizational commitment.

The aim of current study is to investigate the relationship between the four dimensions of identity and the four components of emotional intelligence in adolescents. For this purpose, 114 middle school and high school students, in range of 14 to 17 year olds, randomly selected and completed questionnaires AIQ-IV and EI. Correlation analysis showed that the collective identity and utility of emotion have the highest correlation. Stepwise regression analysis was used to investigate the role of identity in prediction of components of emotional intelligence. The regression analysis showed that relational and personal identity predict social skills. In sum, these results suggest that the dimensions of identity play a major role in a person's emotional intelligence as one of the requirements of daily life. The results of this research, emphasize to adolescence as a stage of identity formation and role of identity in efficient understanding of oneself and others (emotional intelligence).

This study examined the role of perceived organizational support and organizational justice in paranoid climate by considering of work location patterns among district 2 of gas transition operation station personnel. According to this aim, 50 expatriate personnel and 50 daytime (normal schedule) personnel were selected via stratified randomized sampling method among four stations. Data was analyzed by using stepwise regression analysis, independent T-test and Pearson correlation. The results revealed that there is no difference between daytime and expatriate among organizational justice, perceived organizational support and paranoid organization; but there is a significant correlation between organizational justice, perceived organizational support and paranoid organization in total sample. Stepwise regression showed justice and support among employee.that perceived organizational support and procedural justice can predict organization’s paranoid climate significantly and explain 38 percent of this construct. Accordingly paranoid climate and symptoms of paranoid organization can be significantly reduced by increasing perception of

The aim of this research was to study the relationship of psychological dimensions of organization with organizational commitment, organizational citizenship behavior, and job stress among staff of second district of gas transition station with 613 people as statistical society. 150 persons were selected randomly via stratified sampling method. Finally, 124 questionnaires were gathered (return rate: 83%). Participants replied the questionnaires of psychological dimensions of organization (Sami Adel, 2005),¬ organizational¬ commitment (Balfour & Wechsler, 1996), job stress (Eliot, 1994), and organizational citizenship behavior (Podsakoff et al, 1990). Data was analyzed by Pearson Correlation Method and step-by-step regression. The results showed that there was a significant relationship between psychological dimensions of organization with organizational commitment, organizational citizenship behavior, job stress, their sub-scales, and job stress. The regression analysis showed that psychological dimensions of organization can be important indicators to establish and sustain organizational commitment, organizational citizenship behavior, and job stress. The previous studies show importance of these variables for organization and personnel. Thus, improvement of psychological dimensions of organization can be an effective tool to improve attitudes and behaviors to achieve organizational goals.

The primary aim of current study research was to investigate the relationship of work-family conflict with perceived organizational support, job stress and self-mastery in expatriate personnel in second district of gas transition operation station. 75 persons were selected by stratified random sampling. 66 questionnaire were filled out and were returned to the researchers (return rate=82%). Findings indicated that the work-family conflict among expatriate personnel was more than average population. In addition, work-family conflict had a significant relationship with all 3 criterion variables, namely, perceived organizational support, job stress and self-mastery. Step by step regression analysis shows that the work-family conflict appeared as a predictor of perceived organizational support, but family-work conflict predicted two other variables namely job stress and self mastery with two opposite directions for spillover. Explained variance for perceived organizational support was 22% that explained by work-family interference; while for job stress and self mastery were 21% and 26% that explained by family-work interference. To conclude, the results uggests to invest for reducing the work-family conflict in expatriate workers.

The current study was administered to investigate the perceived interference of work in family – which concerning family solidarity policies in the world, is one of the most important issues in family field- with special attention to Erikson psychosocial stages and its relation to educational level.

Statistical community of the current research involves the whole employees of District 2 of gas transition stations of Isfahan (613 persons), out of which 150 persons were selected via stratified random sampling method. Finally 124 employees completed work-family questionnaire (return rate=83 percent).

Findings indicate that with the increase of age (according to Erikson psychosocial developmental stages) the employees felt less intrusion of work spillover in their family life. Also, findings revealed that by with the increase educational level the conflict between work and family intensified.

The negative correlation of developmental stages and perceived work-family interference can be explained by personnel’s needs and their accessible resources to satisfy these needs in different psychosocial stages. Also, the positive relation of educational level and perceived work-family interference is perhaps due to increased awareness of family responsibilities or increase of job responsibilities. The conflict between work and family can be resolved by effective management of the needs of different developmental stages and by special programs for highly educated persons. The current research provides concrete justification for this issue.