فهرست مطالب ali nasery mohamadabadi

The negative consequences of addiction among employees for individuals and organizations is severe, so understanding the underlying factors of substance abuse potential in these individuals are very important. The present study aimed to investigate the effects of alexithymia and executive dysfunctions on employees' addiction potential. It was a cross-sectional study. Using self-report tools and random sampling, 128 employees participated based on Cochran's sample size formula in this research. To collect the data, the Addiction Potential Scale (APS-1992), Toronto Alexithymia Scale (TAS-20: 1994), Stroop tests and Dual two back Computerized Test were used. Based on statistical analysis, there was a significant correlation between the variables of difficulty in emotion recognition, difficulty in emotion description, selective attention, working memory(reverse) and substance abuse potential (p<.05). The multiple regression results indicate that the predictor variables together explain 17% of the variance of the adjusted addiction potential index. According to the results, the speed of selective attention (p <.05, t = -2.11, t=-.10), accuracy of working memory (p <.05, t = -.247, B= -.053), and emotion recognition difficulty (p = .05, t = 2.07, B= .157), predict significantly the addiction potential index. examining the simultaneous correlation of alexithymia and executive dysfunctions with the employees’ addiction potential can be a practical step in predicting substance abuse in workplaces.

Pearson-environment fit in the recent changing world is a basically concerns of managers. The importance of these issues is that in person-environment fit model the people adjust themselves to their organization in multiple level such as job، work groups، organizations and vocation. The aim of this research is to investigate the role of person-environment fit in relation between person-organization fit and person-job fit and with four variables of general job satisfaction، affective commitment and intention to leave. this research is a cross sectional study. 103 nurses which were working in public hospitals of Isfahan were randomly selected and answered to person-organization fit، person-job fit، person-vocation fit Cable and DeRue) 2002) and job performance Bright (2009)، Job satisfaction Cammann، Fichman، Jenkins and Klesh (1979)، organizational commitment Meyer and Allen)1997) and intention to leave O’Reilly et al. (1997) questionnaires. Results then were entered in AMOS structural equations software and were analyzed by the mean of appropriate statistical methods like Maximum Likelihood Estimation (MLE). Findings made support for both hypothesis and finally according to the results from mediation analysis and path analysis a model was suggested. Person-vocation fit had significant relation with both person-organization fit (r=0. 558، p<0. 05) and person-job fit (r=0. 558، p<0. 05). Also both person-organization fit and person-job fit mediated the relationship between person-vocation fit and general job satisfaction، job performance، emotional commitment and intention to leave. Finally proposed model fitted the data well (NC=1. 052، CFI=0. 756، TLI=0. 778، BL89=0. 876، RMSEA=0. 074 and SRMR=0. 064). Results suggest that person-vocation fit make organization efforts fruitful in the way of making a good fit between employees and organization and job. When the fit between people and their vocations are weak، weather this weakness is in result of divergent values or inappropriate skills، it gets very hard for employees to fit with their organization and jobs. This can help managers and practitioners in the field of human resources affairs such selection and recruitment.