جستجوی مقالات مرتبط با کلیدواژه « خشنودی شغلی » در نشریات گروه « روانشناسی »

Psychological capital is one of the indicators of positive psychology with characteristics such as a person's belief in his abilities to achieve success, having perseverance in pursuing goals, creating positive documents about herself and enduring problems. One of the consequences of psychological capital is increasing job engagement of employees. In recent years, attention has been paid to job engagement and it has been noticed by leaders and managers of organizations as a vital element in organizational effectiveness (Bedarkar & Pandita, 2013). Job engagement consists of a set of internal forces that originates beyond the existence of a person and society, initiates work-related behaviors of individuals and determines its direction, intensity, and continuity (Xu et al., 2023). Another consequence of psychological capital is increasing the organizational commitment of employees. Organizational commitment is the desire to participate in constructive activities and exercises instead of feeling aimless (Heinz, 2015). In addition to employees' organizational commitment, their job satisfaction can also be affected by psychological capital. Job satisfaction is a variable to measure employees' positive or negative feelings about their job or work experience. (Locke, 2020). Another factor that can be influenced by psychological capital is the job emotions of employees.

The correlation research design is through structural equation modeling, which is a multivariate correlation method. The statistical population of the research includes all employees of Farhangian University of Khuzestan province, of which 150 were selected as a sample through multi-stage sampling method. The research instrument include psychological capital questionnaire (Luthans et al., 2007), job-related emotional well-being scale (Van Katwyk, 2000), job engagement questionnaire (Schaufeli et al, 2002), job satisfaction questionnaire (2000) (Judge & Bono, and the organizational commitment questionnaire (Blau & Boal, 1989).

Evaluation of the proposed model was done through structural equation modeling and using SPSS and AMOS version 23 software. The results indicated that the direct effect of psychological capital on positive emotions, negative emotions, job engagement, organizational commitment and job satisfaction, the direct effect of positive emotions and negative emotions on job engagement, job commitment and job satisfaction, and the indirect effect of psychological capital on job engagement, organizational commitment and job satisfaction were through positive and negative emotions.

The findings indicated that by teaching psychological capital to employees, in addition to reducing negative emotions and improving their positive emotions, it is possible to increase job engagement, organizational commitment and job satisfaction of employees.

The purpose of this research was to investigate the relationship between psychological capital, job motivation, satisfaction and performance with regard to the mediating role of job emotions in a group of university employees.The design of this research was correlational using structural equation modeling. The statistical population of the research included all employees of Dezful University of Medical Sciences. Of these, 270 were selected using multi-stage cluster sampling. Research tools include the Psychological Capital Questionnaire (Luthans et al., 2007); the Job-Related Affective Well-being Scale (Van Katwyk et al., 2000); THE Job Motivation Questionnaire (Robinson, 2004); Job Satisfaction Questionnaire (Judge and Bono, 2000); and the Job Performance Questionnaire (Paterson, 1963). Fitness of the proposed model was examined through structural equation modeling using SPSS-23 and AMOS-23 software packages. Results suggest that psychological capital had a direct effect on positive emotions, negative emotions, job motivation, job satisfaction and job performance. It was also shown that the direct effect of positive emotions and negative emotions on job motivation, job satisfaction and job performance; and the indirect effect of psychological capital on job motivation, satisfaction Job and job performance were mediated by  positive emotions and negative emotions. It is suggested that teaching psychological capital to employees, in addition to reducing negative emotions and improving positive emotions, it may be possible to significantly increase job motivation, satisfaction and performance.

The main purpose of this study was to investigate the effect of weekend activity on job satisfaction with the mediating role of job stress, psychological well-being and job self-efficacy among nurses at Yahya Nejad Babol Hospital, Mazandaran Province.

This research is descriptive-survey in nature and applied in terms of purpose and the method of data collection is survey research method. The statistical population of this research consisted of nurses in Shahid Yaheinejad Hospital in Mazandaran province, with 182 nurses. In order to determine the minimum required sample size, one class was calculated from Krejcie and Morgan's table by stratified random sampling method of each education area, and 118 nurses were selected as the sample size but according to the ratio of the direction and rounding up, the total number of samples was 122 nurses. The standard questionnaire of Weekend activity Jeong et al. (2020), job stress Osipow & Spokane, (1987), psychological well-being Ryff et al. (2008), job self-efficacy Riggs & Knight (1994) and job satisfaction Smith et al. (1969). Structural validity, convergent validity and divergent validity were used to assess validity, and combined reliability (CR) and Cronbach's alpha coefficient were used to calculate reliability. To analyze the data, confirmatory factor analysis and structural equation modeling were used.

The results showed that weekend activity has a significant negative effect on job stress (t=30.76, β=-0.87), job stress has a significant negative effect on psychological well-being (t=59.02, β=-0.94) and job self-efficacy (t=2.36, β=-0.44). psychological well-being has a significant positive effect on job self-efficacy (t=2.37, β=0.43), and both psychological well-being (t=3.001, β=0.45) and job self-efficacy (t=2.54, β=0.42) have a positive significant positive effect on employee job satisfaction.

According to the results that showed the importance of weekend activity on the emotional and behavioral reactions of employees in the workplace, it is therefore suggested that decisions be taken in order to provide conditions for nurses to spend the weekend with activities appropriate to their mood.

Choosing teleworkers and how to communicate with each teleworker is important for employers. The present study tries to provide a practical indicator to answer this issue by analysing personality traits, communication channels and the amount of teleworking. So, this research aims to investigate the relationship between personality traits and job satisfaction with regard to the moderating roles of communication channels satisfaction and the amount of teleworking in employees with teleworking experience.

The present study is a descriptive correlation-moderator type study. The statistical population of this study was all employees with telework experience who were members of Telegram and WhatsApp messengers, living in Tehran and Isfahan province in February and March 2021. The sample included 98 employees with teleworking experience. Respondents were selected through the convenience sampling method. The data were collected by the short form of NEO-FFI personality traits, job satisfaction scale of Judge and Bono, and Smith, Patmos and Pitts’ communication channel satisfaction. For data analysis, hierarchical regression analysis was used.

Results indicated that among the personality traits, only neuroticism was significantly and negatively correlated with job satisfaction. No significant relationship was found between the amount of teleworking and job satisfaction. In addition, the amount of teleworking does not moderate the relationship between personality traits and job satisfaction. Satisfaction with communication channels moderated the relationship between neuroticism, conscientiousness and agreeableness with job satisfaction.

Findings from this study yield important practical implications for organizations including suggestions for optimizing communication channels satisfaction for employees with different personality traits and recommendations to help organizations effectively hire and retain teleworkers.

Subjective well-being is a person's assessment of the life process, which includes the person's view and attitude toward life satisfaction. Therefore, Subjective well-being is an important factor in providing physical-psychological health and increasing life expectancy. The purpose of this research was to investigate the mediating role of job satisfaction in the relationship between persolanity strength and subjective well-being.

The research method is correlational through structural equation modeling (SEM). The statistical population of the research was all the teachers working in the 12th district schools of Tehran in 2021, of which 234 were selected through a convenient sampling method. Instruments included Active Values Questionnaire, Subjective Wellbeing Scale, and a Job Satisfaction Questionnaire. Data were analyzed using structural equation modeling, and SPSS and AMOS softwares. 

The findings showed that the direct effects of humanity, transcendence virtues, and justice on job satisfaction and The direct effects of wisdom, courage, and temperance on subjective well-being is significant. Also, the direct effect of job satisfaction on subjective well-being was significant. as well as, the mediating role of job satisfaction in the relationship between personality strengths and subjective well-being was confirmed. 

According to the results of the present research, personality strengths training can be considered a self-awareness training program for managers and consultants working in education.

The purpose of the current research is to determine the relationship between servant leadership and organizational commitment, job satisfaction and adaptive performance with regard to the mediating role of organizational trust. This research is descriptive in terms of type and in terms of method, it is a correlational research and its statistical population includes 600 employees of Azmaneh Foulad Company, out of which 234 people were selected through available sampling. The research tool includes a leadership style questionnaire. Gholipour's servant (2018), Smith's job satisfaction (1969), Allen and Mayer's organizational commitment (1990), Cherbanir-Virin's adaptive performance questionnaire (2012) and Kanavatanachi and Yu's (2002) organizational trust. Relationships were investigated using the method of covariance-based structural equations through Lisrel software. The results of this research showed that there is a significant relationship between servant leadership and adaptive performance and between servant leadership and organizational trust. In addition, the results of mediation analyzes showed that organizational trust mediates the relationship between servant leadership and job satisfaction, organizational trust mediates the relationship between servant leadership and adaptive performance, the relationship between servant leadership and job satisfaction, and the relationship between servant leadership and adaptive performance. The findings of the present research indicate the necessity to change the management approach of organizations to new approaches in order to change the attitude and behavior of employees.

University staff, as the creators of the required conditions for education in any society, should be equipped with moral literacy and desirable job satisfaction. Therefore, they need continuous training in order to be aware of the effectiveness of training results by using comprehensive assessment. Accordingly, the aim of this study was to investigate the effect of positive thinking on professional ethics and job satisfaction of the staff of Islamic Azad University, Susangard Branch. The research design is quasi-experimental with a pre-test-post-test design with a control group. The statistical population of this study included 55 employees of the Islamic Azad University, Susangard Branch in 2018.Among them are people who are in the pre-test stage of professional ethics and job satisfaction; A standard deviation was lower than the mean. In simple random sampling, 24 subjects were selected and randomly divided into experimental and control groups, with 12 subjects in each group. Data were collected using the Kadozir (2002) Professional Ethics Questionnaire and the Spector (1997) Job Satisfaction Questionnaire. The experimental group received 8 sessions of 90 minutes and only one session of positive thinking skills training as an intervention each week. While the control group did not receive any training. Data analysis was performed by univariate and multivariate analysis of covariance. Statistical analysis of data in two stages of post-test and follow-up showed that positive thinking skills training has a positive and significant effect on professional ethics and job satisfaction of the staff of the Islamic Azad University, Susangard Branch. According to these results, faculty and university administrators can use positive thinking skills training to increase professional ethics and job satisfaction of university staff.

Managers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions.

The statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis.

The results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable.

Given that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally  leaving the job can be prevented. And this is very useful for managers of organizations.

Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the effect of positive affect on creating job satisfaction according to cognitive (effort-reward balance and cognitive emotion regulation strategies) and motivational (goal-engagement control strategies) mediators. In current research life span theory of control and affect events theory and effort-reward balance theory was integrated to investigate the effect of job design, effort-reward balance on job satisfaction via two approaches namely cognitive regulation and compensatory and secondary control mechanisms.
 
The research sample consisted of 726 employees of Isfahan Oil Refining and Distribution Company and Isfahan Oil Refinery that were randomly selected and responded to research tools three times in two years. Marginal structural equation method was used to analyze the data. The formal theory of counterfactual causal inference was used for casual inferences that extended Neyman-Rubin Holland point treatment theory contains time-varying treatments, outcomes, and concomitants. The effort-reward balance and cognitive emotion regulations were considered counterfactual treatments that influence job satisfaction. The G-FORMULA software was used to implements the parametric g-formula to estimate the mean of an outcome under hypothetical treatment strategies sustained over time from longitudinal data with time-varying treatments and confounders. The difference between the marginal structural model and the median analysis in longitudinal research is that in the latter case the research findings are collected in three waves three times, while in the analysis of this research the time intervals 2 and 3 of the mediating and dependent variables are collected. This approach is closer to the concept of causality because data has been collected over time, which is equivalent to their role in mediation, and the research design helps to validate the theory.
 
The results showed that job satisfaction is determined, at time 3, by effort-reward balance and positive cognitive emotion regulation strategies, and at time 4, by effort-reward balance, positive cognitive emotion regulation strategies, and goal-engagement control strategies. The main strength of the marginal structural model is in predicting job satisfaction in the assumed future that can generalize in the future overall.
 
Based on the results, it was recommended that organizations and managers focus on both cognitive and motivational factors to create job satisfaction, that is, to strive for a balance between the efforts of the employees and the rewards offer to them and teaching employees positive cognitive emotion regulation strategies, and goal-engagement control strategies. One of the main strengths of the model was to use both robust theory and longitudinal data to show intermediate variable nature. The focus of the research also was to show that fit indices weren’t enough to infer mediation. Comparing the results with the data collected in a time-lapse article shows how it was not possible to make decisions about the causal model in that case.

Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences.
The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths.
 
The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being.
 
Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.

The purpose of this study was to investigate the effectiveness of positive thinking training on professional ethics and job satisfaction of university employees.

This research was a semi-experimental study with pre-test, post-test and control group. The statistical population consisted of all employees of the Islamic Azad University of Sousangerd Branch in 2018. From this population, 30 employees who had the lower scores on professional ethics and job satisfaction were selected. From this sample, 24 employees randomly selected and then randomly assgined into two experimental and control groups, each one 12 participants. The 8 session positive thinking training was provided for the experimental group. At each session, the experimental group was given the opportunity to discuss successes and failures in the implementation of the assignments. Both groups were evaluated in three stages: pre-test, post-test and follow-up. ANCOVA was used for data analysis.

The ANCOVA’s results showed that positive thinking training increased  both professional ethics and job satisfaction of employees.

According to the findings, positive thinking training was effective in increasing the professional ethics and job satisfaction of employees. Professional ethics has a significant effect on the activities and outcomes of the organization. Professional ethics increases productivity, and improves communication. Therefore, in such conditions, the organization can expect to improve job satisfaction, because job satisfaction is a psychological factor that provides the person with emotional adjustment to the job and work conditions. According to the results of this study, it is recommended that managers should pay particular attention to the positive thinking training so that professional ethics and job satisfaction in the organizational environment could be realized.

Motivation is one of the basic issues and concepts in human capital management, and many works and writings on motivation have been presented by various scholars in which, both theoretically and empirically, motivational techniques used by managers to improve the performance of individuals has been discussed. Therefore, the present study was conducted to investigate the organizational and psychological variables related to job motivation of employees. The purpose of this research is to apply applied knowledge in the field of organizational studies. From the perspective of the descriptive method – correlation, the statistical population of this research is 700 employees in the kowsar Hospital in Shiraz. Sampling method, in the form of random stratified sampling, 248 people were selected as sample size. A questionnaire was used to collect data. Research hypotheses were analyzed using structural equation modeling. The results of data analysis showed that self-efficacy with 0.805 path coefficient with the lowest relationship with employee's job motivation.

The purpose of this study was to identify the dimensions and components of job satisfaction and provide a suitable model for it. Accordingly, the research design is a descriptive survey. The statistical population included managers and employees of Mazandaran Province Gas Company (including 40 managers of a focal group of company with organizational grade 17 or more, and 149 employees of a focal group consisted of company experts with organizational grade 15 and 16). From this population, 17 managers and 48 employees were selected by stratified random sampling method. According to the research design, the instruments used in the study included documents, interview, and questionnaire (researcher-made). Data analysis was performed by one-sample t-test and structural equation modeling using SPSS and PLS softwares. The results showed that job satisfaction had three dimensions (environmental, individual, and social) and 14 components (workplace physical conditions, contingent rewards, supervisory style, quality, performance appraisal, personal promotion and development, job characteristics, job-employee fit, decision making skills, participation and teamwork, work-life balance, welfares, psychological condition of the workplace, and coworkers relationships).

The purpose of this study was to determine the effect of educational package based on job success for hemophilic patients on job success and job satisfaction of these patients. The research method was semi - experimental, and research design was two groups with three stages (pre - test - post - test - follow - up) design. In order to carry out the research, from 600 hemophiliac patients in Isfahan in 2017, 40 patients were selected based on criteria of entry and exit and assigned them randomly in two groups of experimental group (20) and control group (20). Two questionnaires of job success and job satisfaction questionnaire (JDI) were used to measure the variables of the research in the pretest, post - test and follow - up phases. The experimental group received 11 sessions of 2 hours under the educational package based on job success for hemophilic patients and the control group did not receive any training. Finally, the number of samples was reduced to two groups of 16 people, considering the drop and the criteria for leaving the study. The data were analyzed with the use of repeated measure analysis of variances. The results showed that there is a significant difference between the experimental and control groups in the job success and job satisfaction and its dimensions including the nature of work, care, rights, promotion, colleagues and the work environment in both post - test and follow - up (p<0. 001). This means that the job success training package has had an impact on job satisfaction and its dimensions, along with the success of the job for hemophilic patients. Therefore, this training package can be effective in improving the occupational conditions of hemophilic patients .

The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in Gotvand City and the partner firms, that among them 182 persons were selected by simple random sampling. The instruments used in the present study consist of Workplace Ostracism Questionnaire (Ferris, Brown, Berry & Lian, 2008) Job Satisfaction Questionnaire (Judge & Bono, 2000), Job Performance Questionnaire (Paterson, 1970), Organizational Citizenship Behavior Questionnaire (Smith, Organ & Near, 1983) and Turnover Intention Questionnaire (Camman, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software packages. The results supported the effect of workplace ostracism on job satisfaction, job performance, organizational citizenship behavior, turnover intention, and the effect of job satisfaction on organizational citizenship behavior and turnover intention. The indirect effect of workplace ostracism on organizational citizenship behavior and turnover intention, through job satisfaction, were also significant. So organizations could reduce job satisfaction, job performance and organizational citizenship behavior by strengthening social relationships in the workplace and also prevent an increase in turnover intention.

The aim of this study was designing and testing the antecedents (job engagement, organizational health and organizational culture) and the outcomes of job satisfaction (job performance and organizational commitment). The research population consisted of all teachers of Maragheh city. From this population, 330 teachers were selected through stratified random sampling method. Instruments used in this research were job satisfaction, job engagement, organizational health, organizational culture, organizational commitment and job performance questionnaires. The proposed model was tested through Structural Equation Modeling (SEM) and using the SPSS-23 and AMOS-23 softwares. For testing the indirect relationships, bootstrap procedure was used. The results of this study showed the acceptable fit of the model with the data.

The present study aimed to investigate the effect of job crafting on job satisfaction with person-job fit and psychological ownership in a general pattern. The research method was correlation and the study sample was consisted of 122 employees of a private company selected by simple random sampling. Participants completed Job Crafting Scale (Laurence, 2010), Perceived Person-Job Fit Scale (Cable & DeRue, 2002), Organizational-Based Psychological Ownership Inventory (Van Dyne & Pierce, 2004), Job-Based Psychological Ownership Inventory (Mayhew et al., 2007), and Job Satisfaction Index (Brayfield & Rothe, 1951). The evaluation of the proposed model was performed using structural equation modeling with AMOS software version 22 and testing the indirect effects by bootstrapping method and Preacher and Hayes macro program (2008). Structural equation modeling indices confirmed general study patterns. Among relations, only direct relation between job crafting and job satisfaction was insignificant which was eliminated from proposed model. Fitness indices obtained showed that improved model has a good fitting. The results of bootstrapping method and confidence intervals showed that the person-job fit and psychological ownership were fully associated with job crafting and job satisfaction.

The Affective Events Theory (AET) is a psychological model that was developed by Weiss and Cropanzano. According to this theory, a person's emotional responses to events in the workplace will increasingly determine his or her future attitudes and behavior. The purpose of this study was to examine this theory by exploring the relationship between work-family enrichment and organizational citizenship behavior through job satisfaction and positive mood. Two hundred and seventy employees of National Iranian Drilling Company participated in this study. For data collection, participants completed the Work-to-Family Enrichment Scale (WFES), the Positive and Negative Affect Scale (PANAS), the Job Satisfaction Questionnaire (JSQ) and the Organizational Citizenship Behavior Scale (OCBS). Results indicated that work-family enrichment and family-work enrichment significantly correlated with organizational citizenship behavior through positive mood and job satisfaction. These results confirm the Affective Events Theory. The findings have been discussed based on mood as information and Affective Events Theories. The findings also indicated that some important organizational factors such as positive mood, job satisfaction and organizational citizenship behaviors are not only under influence of job conditions, but are influenced by family circumstances.

The purpose of this study was to determine relationship between coping strategies and job stress with job satisfaction of school headmasters in Qom province. This research was correlational and population included all of school headmasters of Qom province. The study sample consisted of 228 headmasters who were selected by multi-stage random cluster sampling method. They answered to questionnaire of Ender& Parker (1990), coping strategies questionnaire, Job stress questionnaire and job description questionnaire. The data were analyzed by correlation and stepwise regression analysis. The findings showed that job stress and problem-focused coping strategy along with avoidance-focused (appraisal-focused) coping strategy can predict variance changes of job satisfaction. Avoidance –focused (appraisalfocused) coping strategy cannot predict variance changes of job satisfaction. Emotion-focused problem-focused coping strategy can predict variance changes of job satisfaction. Job stress can also predict variance changes of job satisfaction. Problem-focused coping strategy can also predict job related stress variance changes. Skills training to deal with problems can have important role to reduce stress and increase job satisfaction.