جستجوی مقالات مرتبط با کلیدواژه « career well-being » در نشریات گروه « روانشناسی »

Aim the present stady was aimed at compareing the effects of career counseling methed based on Holland`s theory, social cognitive career theory, and solution-focused counseling on career well-being of high school students in Isfahan city. 

The research methodology was, semi- experimental method with pre-test design post- test is and follow-up with the control group. The statistical population of all secondary school students in Isfahan was in the 98-97 academic year. The sampling was done in three steps. using simple random sampling, 10 subjects were selected for each group. Based on this, 3 experimental groups of boys with a control group and 3 experimental groups of girls with a control group were formed.

The results indicated that, there is a significant difference between the experimental and control groups regarding (p<0/001) the career well-being. The difference between the grades of the eight groups indicated that the interventions based on the career counseling based on Holland`s theory, social cognitive, and solution-focused on necessity objective square tests occupational autonomy professional growth positive organizational relationships.

The counseling method of social cognitive career and circuit - oriented solution is more effective in counseling with students.

Although research has traditionally shown that resource diversity is the best strategy to increase well-being, the mechanism of hedonic adaptation and stabilizing well-being and the ways to achieve it is still a hot challenge among researchers.

The general purpose of this study is to identify methods of stabilizing career well-being, in other words, identifying resources that directly or indirectly increase well-being and effectively prevent adaptation to organizational stimuli.

The statistical population is the employees and managers of the National Iranian Gas Company in Tehran. A researcher-made questionnaire whose validity and reliability derived by literature (Humphery et al., 2007 & Luthans, et al., 2007) was sent through the organization's internal network, and 396 people completed it. Multimodel analysis adapted to explore the links between variables/resources and career well-being. The data were analyzed by structural equation modelling using the partial least squares method. Finally, the best model was selected using the criteria of the structural equation method.

Examination of different models showed that individual factors/ psychological capital (path coefficient =.358 and t = 3.606) and intentional activities/ professional virtues (path coefficient =.458 and t = 5.452) are directly related to well-being, but Environmental resources linked to it through the mediation of professional virtues (intentional activities). It can be said that unlike individual sources and intentional activities, diversity in work environment (social virtues of work) resources do not have a direct impact on improving organizational well-being.

These findings indicate that employees adapt to the environmental factors of work (social virtues of work), so diversification of resources through professional virtues is a better strategy to make employees' job well-being sustainable.