جستجوی مقالات مرتبط با کلیدواژه "employees" در نشریات گروه "روانشناسی"

The aim of the present study was to compare the rumination of anger and interpersonal conflict in the workplace between employees with and without depression symptoms. The present research method was descriptive and causal-comparative and practical in terms of its purpose. The target population was all the employees of Arak University, Islamic Azad University of Arak Branch and Payam Noor University of Arak in 1400. Based on available sampling method, 112 people were selected and placed in two groups of 56 people with and without depression symptoms. The data were analyzed through multivariate variance analysis and SPSS-23 statistical software. The results showed that there is a significant difference between the components of thoughts of anger, thoughts of revenge, memories of anger and conflict with colleagues between the two groups with and without depression symptoms. So that the group with depression symptoms had obtained higher scores of all these components than the group without depression symptoms. There was no significant difference between these two groups between the two components of knowing the causes and conflict with the supervisor (p<0.05). It can be said that by identifying factors affecting depression in the workplace (such as anger and conflicts in the workplace), depression in employees can be prevented.

The present study was conducted with the aim of investigating cognitive-behavioral game therapy on alexithymia and reducing aggression in students with attention-deficit/hyperactivity disorder. The current study was experimental with a pre-test-post-test design with a control group. The statistical population included all students with hyperactive/inattentive disorder in Kermanshah city, from which a sample of 30 people was selected using convenience sampling and randomly assigned to two experimental and control groups. The tools of this research included cognitive behavioral game therapy protocol, Eysenck's Aggression Questionnaire (1975) and Toronto Alexithymia Questionnaire (1994). The treatment program was implemented for eight sessions of 30-45 minutes duration twice a week. The findings of covariance analysis showed that the cognitive-behavioral game therapy program significantly reduced emotional problems, alexithymia and aggression in children with hyperactivity/inattention disorder. Finally, the results showed that play therapy can be used as a suitable method to reduce children's emotional and behavioral problems.

The current research was conducted with the aim of structural equations of the relationship between the psychological needs of employees and the experience of being overwhelmed at work with the mediation of organizational commitment.

The method of the current research was of the correlation type and the method of structural equations was used. All the employees of the Islamic Azad Universities of Tehran in the academic year of 2020-21 formed the statistical population of the present study, and 339 employees were selected as a sample using random sampling. To collect data, a questionnaire tool was used: a questionnaire on the experience of drowning in work (Talabeigi, 2013), psychological needs (Deci & Ryan, 2000) and an organizational commitment questionnaire (Allen & Mayer, 1997) were the research tools, which were reliable and valid. Questionnaires in this research were calculated using Cronbach's alpha 0.865, 0.921 and 0.793 respectively for the aforementioned questionnaires. To analyze the data, Pearson correlation coefficient and structural equation model were used and using software SPSS 24 and AMOS 24 were used.

The results of the analysis showed that there is a significant positive and direct relationship between the psychological needs of employees with the experience of drowning in work and the organizational commitment of the organization (P ≥ 0.05). Also, the results of structural equation analysis showed that organizational commitment mediates the relationship between employees' psychological needs and the experience of being overwhelmed at work (P ≥ 0.05).

Attention and emphasis on promoting organizational commitment help creating a clear image of effective human resources with appropriate psychological needs and the experience of drowning in work.

The main purpose of this study was to investigate the effect of spirituality at work on job performance by mediating of organizational citizenship behavior among the employees of the technical and vocational education organization in Alborz province. The research design was descriptive-correlational. The population consisted of all employees of the General Directorate of Technical and Vocational Education of Alborz Province. A sample of 175 people was selected by single-stage cluster sampling. They completed the Spirituality Questionnaire in the Workplace (Milliman et al., 2003), Organizational Citizenship Behavior (Konovsky and Organ, 1996) and Job Performance (Paterson, 1992). The collected data were analyzed by structural equation method using LISREL software. The results showed that some components of spirituality at work have an indirect effect on employees' job performance by mediating of organizational citizenship behavior (P<0.05). In addition, some components of spirituality at work directly had positive effect on job performance. Also, the organizational citizenship behavior had directly positive and significant effect on job performance (P<0.05). Thus, a person's inner sense of meaningful work, connection with others and higher meaning of moral principles are the truth, correctness, and goodness of the beliefs that coduct person to his job. Also, spirituality at work increases the sense of intimacy and empathy towards colleagues, more work conscience and discipline in the rules, and with a positive impact on performing tasks and relation with colleagues, it leads to increased efficiency and effectiveness of employees in the organization.

today human resources is considered the most vital strategic element and the most fundamental way to increase the effectiveness of the organization. Therefore, increasing psychological capital is an inevitable necessity for any organization. The purpose of the present study was to compare the effectiveness of modern group reality therapy and acceptance and commitment therapy on psychological capital among the employees of Bushehr city.

The current research method is semi-experimental with a pre-test, post-test and control group design. The statistical population was all the employees of Bushehr city in 2022. The sample of the research was 45 employees who were selected by available sampling method and were randomly divided into two experimental groups (acceptance and commitment therapy and reality therapy) and control. Psychological capital questionnaire (Luthans, 2007) was used to collect data. The collected data were analyzed using multivariate analysis of covariance (MANCOVA).

The results of multivariate covariance analysis showed that modern group reality therapy and acceptance and commitment therapy increased the psychological capital of the experimental groups compared to the control group (P<0.001). The results of post hoc Bonferroni test showed that the effect of treatment based on acceptance and commitment on self-efficacy, resilience psychological and capital was significantly higher than training based on reality therapy (P<0.05).

It is concluded that both modern group reality therapy methods and therapy based on acceptance and commitment are effective for improving the psychological capital of employees and these interventions can be used to increase organizational productivity.

The aim of current study is to examine modeling of prediction to work quality of life based on organizational climate with mediating to stress coping strategies. The proced Employees ure of this research was descriptive and correlation. The statistical population of this study is all personel in Branches of General Administration at 1400 years working in social security organization. We selected 184 Employees based on Green formula. Method of sampling was convenience. The instruments of this study were work quality of life questionnaire of qasemzadeh (1384), Hoy, Tarter & Kottkamp's organizational climate questionnaire (1991) & Lazarus & Folkman's stress coping strategies inventory (1974). The collective data was analyzed by structural equation modeling. The data showed that stress coping strategies mediates the relationship between organizational climate and work quality of life positive significantly in in Employees with social security organization. Also problem-focused coping strategy positive significantly and emotion-focused coping strategy negative significantly mediates the relationship between organizational climate and work quality of life. Also organizational climate has a positive effect on work quality of life. Based on the findings, it can be said that part of the effect of organizational climate on work quality of life could be applied through stress coping strategies. The better organizational climate as well as problem-focused coping strategy led to high health-related quality of life in Employees in Branches of General Administration working in social security organization.Keywords: organizational climate, stress coping strategies, work quality of life, Employees

The main purpose of this research is to investigate the relationship between lifestyle and resilience with job satisfaction of employees. From the statistical population of this research, which consists of 1000 people, 277 people were selected as a sample using the non-random sampling method using Cochran's formula. To measure the lifestyle from the Laali, Abedi and Kajbaf lifestyle questionnaire (2013), to measure the resilience from the Connor and Davidson resilience questionnaire (2003) and from the Minnesota Weiss, Davis, Landon and Lafgvist job satisfaction questionnaire (1967) to check the amount Employee job satisfaction was used. The results of the research showed that there is a positive and significant relationship between lifestyle and resilience with job satisfaction; Also, a positive and significant relationship was found between the components of exercise and wellness, weight control and nutrition, prevention of diseases, avoiding drugs and drugs, prevention of accidents and environmental health with internal job satisfaction, and between weight control and nutrition, prevention There is a positive and significant relationship between diseases, accident prevention and environmental health with external job satisfaction. Also, there is a positive and significant relationship between positive acceptance and secure relationships, control and spiritual influences with internal job satisfaction, and between control and external job satisfaction. And according to the regression analysis, the results show that 18% of internal job satisfaction and 19% of external job satisfaction can be predicted by lifestyle and 11% of internal job satisfaction can be predicted by resilience. It should be mentioned that no significant relationship between resilience and external job satisfaction was found during this research.

Manpower is one of the most important assets of organizations that their motivation and job satisfaction can help organizations achieve their goals. Many studies have been done to improve the level of these variables in human resources, but in the meantime, less attention has been paid to the role of organizational intelligence as a factor affecting these variables.

The purpose of this study was to evaluate the effectiveness of organizational intelligence training program on job satisfaction and job motivation in one of the headquarters of industries of the Ministry of Defense employees.

The present study was a Quasi -experimental study with pre-test, post-test with control group. For this purpose, 32 staff were selected by available sampling method from the staff of one of the Ministry of Defense industries and were randomly divided into experimental (n=16) and control (n=16) groups. The researcher-made package of organizational intelligence training was administered to the experimental group during 11 two-hour sessions. During this time the control group also received no training. Both groups completed the Spector Job Satisfaction Scale (1985) and Tremblay and et al. Internal and External Job Motivation Scale (2009) in the pre-test and post-test stages. data were analyzed by Spss-19 software.

The results of multivariate covariance analysis showed that there are significant differences between two experimental and control groups in the interjected regulation component (one of the job motivation components) and the job promotion components and the task identity (from job satisfaction components) and the mean scores of the experimental group in these components in the post-test stage were higher than the control group (p< 0/001).

Job satisfaction and motivation are some of the factors that influence the increase of organizational productivity and optimal performance of employees, Therefore, it is necessary to take measures to increase the levels of these variables in the staff.

Modeling the employees' subjective well-being in the technical and vocational training organization of Isfahan province was the study's aim. For this purpose, a mixed research design (qualitative-quantitative) was used. The studied sample of the qualitative part of the study included 17 subjects, who were selected through purposive sampling, and the quantitative part included 201 subjects, who were selected through the random sampling method. The qualitative part of the study's research tool was a semi-structured interview, and that quantitative part was the researcher-made questionnaire based on qualitative findings. The quantitative part data were analyzed using the grounded theory through Strauss & Corbin method quantitative part data were analyzed using the structural equations. The results showed there were components of a grounded theory. They are including the main category (subjective well-being both in positive and negative affects), causal conditions (job satisfaction), the contextual conditions (culture and the governing atmosphere in the organization), the intervention factors occupational dynamism), strategies (institutionalization of positive organizational sense) and outcomes (loyalty to the organization) in the subjective well-being model of the employees in the technical and vocational training organization. Moreover, in terms of meaningfulness, the path coefficients of variables in the designed pattern, and the acceptable value of Stone-Geisser (Q2) predictive index and goodness of fit (GOF), this pattern has desirable fitness. Therefore, it can be concluded that the subjective well-being of employees of the technical and vocational training organization can be increased or improved based on the pattern discovered in this research.

This study aimed to examine the effectiveness of positive intelligence training on the spiritual functioning and psychological well-being of employees of the Securities and Exchange Organization of Iran.

In a randomized controlled trial design with a pretest, post-test, and control group among all employees of the Securities and Exchange Organization in Tehran, 30 employees were selected and randomly divided into experimental and control groups (n=15). Two groups were asked to fill the Daily Spiritual Experience Scale (DSES) and Ryff's Psychological Well-Being (RPWQ). Participants in the experimental group received 6 sessions of 120 minutes group training of positive intelligence, while the control group just received simple meetings with the therapist and were enrolled in the waiting list of training for ethical reasons. Participants of both groups were completed DSES and RPWQ again after the interventions. Data were analyzed using multivariate analysis of variance (MANCOVA).

The results showed a significant difference between the two groups in DSES and RPWB mean scores after the positive intelligence treatment.

It could be concluded that the positive intelligence training could successfully improve the spiritual functioning and psychological well-being of employees of the Securities and Exchange Organization, so it would be useful for employees of this organization.

Numerous studies have been conducted on organizational change consistent with the psychological characteristics of employees. But research that has devised a new model of organizational change that is consistent with the psychological characteristics of employees has been overlooked.

The design of a new organizational change model is consistent with the psychological characteristics of employees (Case study: Khorasan Razavi University of Medical Sciences).

This study is a correlational type and Its method is survey-exploratory. The statistical population of the study was all managers and staff (formal, contractual and contractual) of Khorasan Razavi University of Medical Sciences headquarters in year 2018.400 people were selected as the sample through available sampling method. The research tools are: Psychological Empowerment Questionnaire and the researcher facilitated and facilitated organizational change questionnaire. The researcher designed and developed the model according to the experts. Data analysis was performed using Bartlettchr('39')s Spearman correlation and correlation matrix and factor analysis.

There was a positive relationship between psychological empowerment and facilitating factors of organizational change and there was a significant relationship between psychological empowerment and factors affecting organizational change (P< 0/001).

Attitude towards change, sense of ownership, organizational commitment, transformational leadership, monitoring and follow-up, policy making, organizational culture, organizational justice and organizational climate are the factors of organizational change.

The present research was performed with the purpose of examination the role of workplace spirituality and resilience in predicting the psychological wellbeing of employees. The research had a correlational design on the type of predictive study. The population was all of the employees of Markazi Province Electeric Distribution Company in years of 2015-16, that 396 persons of them were selected by stratified random sampling based on their job conditions, and were examined. For collecting the data, the Workplace Spirituality Scale, Resilience Scale and Psychological Well-being Scale, were performed, and the acquired data were analyzed by pearson correlation coefficient and simultaneous multiple regression. The findings indicated that the workplace spirituality and resilience with a direct and significant relationship, explained about 14 percent of variance of psychological well-being of employees that in this context resilience had significant proportion in predicting of psychological wellbeing and its, factors, but the workplace spirituality had significant proportion only in predicting the factor of self-acceptance. As a result, it can be said that workplace spirituality and resilience have a significant role in psychological well-being.

The purpose of the present research was explaining the hope in employees based on the perceived organizational support and workplace spirituality. The research was carried out in the form of correlational design and predictive study. For this purpose, 396 employees of Markazi Province Electeric Distribution Company working in 2015, were selected by stratified random sampling based on their job conditions and were examined as the sample. The required data, were collected by Snyder Hope Scale, Survey of Perceived Organizational Support and Workplace Spirituality Scale, and were analyzed by Pearson correlation coefficient and multiple simultaneous regressions.The results indicated that there was direct and significant relationship between perceived organizational support and workplace spirituality with hope and its components in employees (r=0/28 to 0/53, p<0/001). However, workplace spirituality had the main contribution in predicting total hope, agency thinking and pathway thinking in employees in level of p<0/001 (Respectively with Beta=0/528, 0/508 and 0/461).Workplace spirituality was the important variable in explaining the hope of employees and it is necessary to pay it special attention by the managers of the organizations.

Abstract The purpose of the present research was investigating developmental trend of hope and its components in employees from 20 to 60 ages. Accordingly, the research was carried out in the form of a cross-sectional study and causal-comparative design. For this purpose, among the employees of Markazi Province Electeric Distribution Company 250 persons in 4 age groups from first half of young-age to second half of middle-age were selected based on convenience sampling, and Snyder Hope Scale performed for them. In order to create more age differentiation between under examination groups, people with 30, 40, and 50 ages were eliminated from examination, and finally persons between 20 to 30 ages (n=54), between 30 to 40 ages (n=52), between 40 to 50 ages (n=49), between 50 to 60 ages (n=48),were examined. The results of Multivariate Analysis of Variance indicated that there was significant difference in the liner composition of pathways and agency thinking of studied groups. Univariate analysis of variance also indicated that there was significant difference between groups only in pathways thinking and not in agency thinking. The pairwise comparisons of least significant differences (LSD) also indicated that second half of young-age and first half of middle-age have highest rate of pathways thinking, and second half of middle-age has lowest rate of it. In conclusion , empowering the hope and pathways thinking in second half of middle-age and terminal years of job period must be paid attention, and be applied necessary programs and educations in this field.

Research shows that occupational stresses lead to burnout and workaholism in the long run. That is why occupational environments and working conditions are the focus of attention today in order to maintain employee and well-being. So does taking a multifaceted approach to stress management affect employees' workaholism and burnout? The current research was carried out with the aim of investigating the effectiveness of taking LEARN multifaceted to stress management (Barlow et al. 2001) in the workaholism and burnout of employees in a pharmaceutical company in Tehran. research method was a quasi-experimental design (pre-test and post-test with a control group), where 30 employees were randomly assigned into two groups of experimental (N=15) and control (N=15). The multifaceted stress management program was conducted during 18 weekly 90-minute sessions and the subjects answered workaholism Scale WART(Robinson, 1999) and burnout MBI (Maslach, 1981). The results of single-variant covariance analysis indicated that the program had a significant effect on workaholism (P<0.0.1) and burnout (P<0.01). This suggests that the employees who had participated in the multifaceted stress management program gained better scores in the final exam in terms of the variables related to workaholism (compulsive tendencies, control, self-absorption, inability to delegate and impaired self-worth) and reduction in their burnout.

The aim of this study was to design a model to nurture enthusiastic employees in the Iranian public sector.

The research method included meta-synthesis, survey and fuzzy expert system. Corpus of the study in meta-synthesis was 158 academic papers. In the survey, the statistical population was 1039 employees from West Azerbaijan province's three general directorates and in mathematical modeling, the population included 20 employees. Sampling in meta-synthesis was conducted by selecting 65 articles from among 158 papers published in prestigious Iranian and foreign English journals between years 2010 and 2016; in survey method selecting 60 subjects from among all employees and in mathematical modeling selecting 20 employees to complement the research tool. To determine the scale validity, exploratory and confirmatory factor analyses were conducted and the convergent validity was calculated via computing correlations through a 56-item questionnaire approved by experts in the spring of 2017. In order to determine internal reliability, Cronbach's alpha coefficient and retest reliability coefficient were calculated and after eliminating six incomplete questionnaires and three missing data, 281 subjects were analyzed. Findings: Results revealed that total path coefficient between Iranian-Islamic culture and psychological moods (β=0.375, P=0.001), and the indirect path coefficient between components of job conditions (β=0.125, P=0.001), personal (β=0.134, P=0.01) and organizational conditions (β=0.231, P=0.002) were positive and significant with employees' enthusiasm variable.

Since the target population, confirmed the dimensions, components and indices extracted from meta-synthesis, considering indices with higher factor weight in employees’ enthusiasm, could expand their psychological capacities.

Research shows that the lack of mental health and presence of stress in people not only cause some disorders in employees' performance in organizations and reduce their productivity but also there will less effective management without considering these variables. So does taking a multifaceted approach to stress management affect employees' spiritual wellbeing and occupational stress? The current research was carried out with the aim of investigating the effectiveness of taking LEARN multifaceted to stress management (Barlow et al. 2001) in the spiritual wellbeing and occupational stress of employees in a pharmaceutical company in Tehran. research method was  The a quasi-experimental design (pre-test and post-test with a control group). where 30 employees were randomly divided into two experimental (N=15) and control (N=15) groups. The multifaceted stress management program was conducted during 18 weekly 90-minute sessions and the subjects answered Perceived Stress Scale PSS (Cohen et al. 1983) and Spirituality Index of Well-Being SIWB (Frey et al. 2005). The results of single-variant covariance analysis indicated that the effect of experimental group had a significant effect on occupational stress (P<0.0.1) and spiritual wellbeing (P<0.01). This suggests that the employees who had participated in the multifaceted stress management program gained better scores in the final exam in terms of the variables related to spiritual wellbeing (self-efficacy and life map) and reduction in occupational stress.

This study aimed to design a structural model for ICT competences and skills in order to predict psychological empowerment of Melli Bank employees. The study was conducted among the employees of Melli Bank in Tehran with the correlation and statistical analysis and structural equation modeling (SEM). Data collection instruments included " Spritzer and Gratchen empowerment questionnaire (1995) with confirmed content validity and reliability of 0.85, and a researcher made ICT competences and skills questionnaire with a validity and reliability equal to 29.44 and 0.88 respectively and was conducted using SPSS software and LISREL analysis. Finally, it was found that there is a significant and positive relationship between ICT competences and skills and cognitive empowerment (P