جستجوی مقالات مرتبط با کلیدواژه "job demands" در نشریات گروه "روانشناسی"

To investigate the effects of job demands on employees in job design, several models have been developed. One of these models is demand-resource-support model. It seems that this model varies in different orga-nizational workplaces because of special fea-tures of these settings. This study was conduc-ted to investigate the demand-resources-sup-port job design model in the industrial, finan-cial, healthcare, and public workplaces. The re-search samples were selected from four sec-tors, namely industry (n=928), healthcare (n=526), financial department (n=483), and public organizations (n=582). The samples res-ponded to research instruments consisting of Time, Physical Effort, Autonomy, Skill Utili-zation, Social Support, Occupational Safety, Task Satisfaction, Organizational Commitment, and Fatigue Questionnaires. Evaluation of mea-surement equivalence in four selections were tested via factor invariance technique. The re-sults showed that the six-factor model has a better fit than other models both in terms of the chi square indexes (respectively, in indus-try=1.85, in hospitals=1.67, in business =1.71, in governmental organizations =1.92) and in terms of absolute and detailed indexes (in all four groups, these values only reach to optimal levels=0.90 in the fifth model), as well as in terms of residual indexes (the amounts in all four groups in the fifth model were less than 0.04). The results showed that, in all four sections, skill utilization predicts task satis-faction and organizational commitment. The required time factor predicts the fatigue, and social support predicts all three variables of task satisfaction, organizational commitment, and fatigue.

This research carried out with the aim of Identifying and ranking of factors having impact on organizational-citizenship behavior. Research statistically population were the employees of a public organization in Bandarabbas in spring and summer 1390 (with 250 persons).Research sample group were the 187 employees of this organization. They were selected with the use of simple random sampling .Research instruments consist of job demands questionnaire with 7 items (in two subscale: role overload and ambiguity and role conflict), organizational citizenship behaviors questionnaire with 9 items, job resources questionnaire with 13 items (in three subscale: training and appreciation, supervision support and technological support. Data resulted from research questionnaire were analyzed through-test. Findings showed that all factors have significant relationship with organizational-citizenship behavior. (p

The present study aimed to survey the mediating factors of the relationship between customer Incivility and Employee Incivility. Workplace incivility research has focused on within-organizational sources of incivility, and less attention has been paid to outside-organizational sources such as customers. In this cross-sectional field study, from 360 service employees who work in different departments of the Social Security Organization in Ahwaz city, 153 persons were selected randomly as a sample. The response rate for the survey was 87% (n = 133). The collected data were analyzed using SPSS v.19.0 and Amos v.18.0 softwares. Means, standard deviations, correlations, reliability estimates (Cronbach alphas), factor analysis and structural equation modeling were conducted to test the hypotheses and model fitness. Briefly, the results show that customer incivility toward employees is related to employee incivility toward customers through job demands first and then emotional exhaustion. Finally, after discussing the results, limitations and practical implications, a number of directions highlighted for future research. (=0.05

This study was conducted to predict task performance through job demands، job resources and burnout. Statistical population of this correlation study was all the working employees of two textile complexes in Isfahan. 154 employees (116 male and 38 female) were selected through stratified random sampling and responded to the Task Demands Questionnaire (Chen & Kao، 2012)، Job Resources Questionnaire (Chen & Kao، 2012)، Burnout Questionnaire (Chen & Kao، 2012) and the task Performance Questionnaire (Chen & Kao، 2012). Data were analyzed by using Pearson correlation coefficient and multiple regression analysis، stepwise method. Results of regression analysis revealed that only burnout can predict task performance (P<0. 01). The results of this research indicated that burnout could be a Factor that weakens the level of task performance.

The present study aimed to survey the mediating factors of the relationship between customer Incivility and Employee Incivility. Workplace incivility research has focused on within-organizational sources of incivility, and less attention has been paid to outside-organizational sources such as customers. In this cross-sectional field study, from 360 service employees who work in different departments of the Social Security Organization in Ahwaz city, 153 persons were selected randomly as a sample. The response rate for the survey was 87% (n = 133). The collected data were analyzed using SPSS v.19.0 and Amos v.18.0 softwares. Means, standard deviations, correlations, reliability estimates (Cronbach alphas), factor analysis and structural equation modeling were conducted to test the hypotheses and model fitness. Briefly, the results show that customer incivility toward employees is related to employee incivility toward customers through job demands first and then emotional exhaustion. Finally, after discussing the results, limitations and practical implications, a number of directions highlighted for future research. (α=0.05).