جستجوی مقالات مرتبط با کلیدواژه « organizational respect » در نشریات گروه « روانشناسی »

This study was done to investigate the role of the mediator variable of job motivation in the relation between organizational respect and job satisfaction among the employees of Shiva Company. This descriptive-correlational research was based on structural equation modeling. The participants include all employees of Shiva company in 2023. In this study, 400 available people attended an online survey. Motivation potential score (MPS; Hackman & Oldham, 1976), organizational respect questionnaire (ORQ; Ramarajan et al., 2008), and Minnesota satisfaction questionnaire (MSQ; Weiss et al., 1967) were used to gather data. The results demonstrate that the suggested model has describable fitness.  The results show a direct effect of organizational respect on job satisfaction and of organizational respect on job motivation and job motivation on job satisfaction is significant (P‹0.05). The results also illustrate that job motivation is a mediator variable in the relationship between organizational respect and job satisfaction (P‹0.05). In general, it can be concluded that organizational respect is directly related to satisfaction increase owing to job motivation. In this regard, to promote job satisfaction among employees, using organizational plans to increase organizational respect and job motivation is strongly recommended.

The aim of present study was to investigate the predictive role of organizational respect and perceived social support in predicting job burnout dimensions of female nurses. The population included all of the nurses in Abadan and Khorramshahr cities hospitals (380 nurses). Because of limited size and prevention of subject' drop, the data derived from 230 questionnaires that be completed by the subjects. The study was a correlational- descriptive one. The instruments were the Organizational Respect Questionnaire (Rammarjan and Barsade,2006) , Perceived Social Support (Zimet, Dalem, Zimet and Farley, 1988) , and Maslach Burnout Inventory – MBI (Maslach,1993).The data analysis were performed by using Pearson correlation coefficient and multi- variate regression methods. The results showed significant negative relationship between organizational respect and perceived social support with job burnout (p<0/0001). The multi-variate regression analysis showed that organizational respect was a significant predictor of job burnout. It is suggested to prevent job burnout; organizational respect should be promoted in the cultural context of organizations.

The aim of the present study was to investigate the predictive role of psycho immune system capacities، organizational commitment، and organizational respect in Predicting job burnout dimension (emotional exhaustion، depersonalization and personal accomplishment) of nurses. The population of this correlation study included all the nurses in Abadan and Khorramshahr cities’ hospitals (450 nurses). Because of limited size of population and preventing from subject drop، all the nurses Were included in the research. The data derived from 270 questionnaires completed were analyzed. Research instruments were the Olah''s Psycho-Immune Capacities Inventory-PICI-colah، 2005)، Organizational Commitment (Allen and Meyer، 1990)، Organizational Respect Questionnaire (Rammarjan، 2006)، and Maslach Burnout Inventory–MBI- (Maslach، 1993). The data analysis were performed by using Pearson correlation coefficient and multi-variate regression. The results showed that psycho-immune system capacities، organizational commitment and organizational respect are able to predict burnout in nurses (P<0. 0001). Affective organizational commitment، had the most predictive power for emotional exhaustion and personal accomplishment، on the other hand psycho immune system capacities had the most predicting power for depersonalization dimension of nurses job burnout (P<0. 0001).