جستجوی مقالات مرتبط با کلیدواژه « work engagement » در نشریات گروه « روانشناسی »

The aim of this study was to investigate the mediating role of organizational identification in the relationship between social responsibility and Work engagement and organizational citizenship behavior. In terms of applied purpose, research method is descriptive and correlational and the statistical population of this study is made up of 400 teachers in the schools of Bowanat city in the academic year 1400-1999 in Fars province. To select the sample size using the Cochran's formula, a sample of 196 people was selected by stratified random proportion or volume. The Shuffle et al. (2006) Questionnaire on Organizational identification (Boyle et al., 2019), Social Responsibility (Carroll, 1991), and Organizational Citizenship Behavior (Oregon and Kanowski, 1996) were used to measure Work engagement. Using the technique of equation modeling, the use of research hypotheses on the analysis and exposure analysis. The research hypotheses were analyzed using structural equation modeling technique. The results showed that there is a positive and significant relationship between social responsibility and Organizational identification, Organizational identification with Work engagement and organizational citizenship behavior. It was also found that Organizational identificationplays a mediating role between social responsibility and Work engagement and organizational citizenship behavior.

The aim of this study was to investigate the relationship between professional ethics of physical education teachers and their Work engagement with the mediator role of self-efficacy and psychological empowerment.

The research method was descriptive-correlational, which was done using structural equation method. The statistical population of the study consisted of all physical education teachers of Kohgiluyeh and Boyerahmad and Chaharmahal and Bakhtiari provinces, which included 643 people that the sample size was determined by Krejcie and Morgan table equal to 240. To measure the variables, the Professional ethics, Self-efficacy, Psychological Empowerment and Work engagement questionnaire were used. That validity and reliability were confirmed.  For data analysis, confirmatory factor analysis and structural equations were used by Liserel software. 

The findings indicated that professional ethics had a direct impact on self-efficacy, psychological empowerment and work engagement, and professional ethics also indirectly influenced work engagement through self-efficacy and Psychological Empowerment.

According to the findings concluded the professional ethics of physical education teachers caused motivate them and increase their work engagement by developing positive beliefs about themselves and their jobs.

Nurses endure a lot of stress that can leave unpleasant effects on personal and professional dimensions. The present study aimed to investigate the role of mindfulness and work engagement in predicting the quality of the working life of nurses. The current research design was descriptive and of the correlation research type. The statistical population was all nurses working in different departments of public hospitals in Tehran city in 2021, of which 314 participated in this study. Mindfulness Scale, Quality of Working Life Questionnaire, and Work Engagement Scale were used. Pearson’s correlation and multiple regression analysis were used to analyze the data using SPSS version 22 software. The results showed a positive and significant correlation between awareness and quality of working life and between work engagement and quality of working life. By having the scores of the components of nurses’ mindfulness and work engagement, it is possible to predict their quality of working life (p<0.001). According to the results, it is possible to improve the quality of work-life skills of nurses by increasing awareness and work engagement so that by being aware of emotions, they can use them better and improve their performance.

The purpose of this study was to investigate the effect of ostracism workplace on work engagement by mediating emotional intelligence in the staff of General Administration of Sports and Youth of Tehran Province. The method of research is descriptive-survey. The statistical population includes 180 employees of the General Department of Sports and Youth of Tehran Province. Among the statistical population, 120 people were selected based on Cochran's relation with 5% error by simple random sampling method. Standard questionnaires were used to collect data. Cronbach's alpha for work engagement is 0/901, ostracism workplace is 0/918 and emotional intelligence is 0/937. To analyze the research data, structural equation modeling using SMART -PLS soft ware was used. The results of the research indicate that the negative effect of ostracism workplace on work engagement with the mediation of emotional intelligence is among the staff of the Department of Sports and Youth of Tehran province.

The purpose of this study is to investigate the Relationship model between Emotional Intelligence and Work Engagement with the mediating role of Positive perfections and Negative Perfections among High school teachers in Shiraz . This research is correlational studies and using structural equation modeling for testig the hypothsis. In this study, the statistical population is considered to be High School Techers in four districts of Shiraz in 1398. The sample size is 231 teachers composed of 128 females and 103 males, that were selected by two -stage cluster sampling. The instruments for measureing the variables, were Schutte's Emotional Intelligence(1998), Schaufeli's work Engagement(2002) and Terry-Short 's perfectionism(1995). The results were obtained using descriptive statistic and inferential statistic. In order to test the proposed model, the structural equation method was used. The results showed that both Positive Perfections and Negative Perfections have a significant mediating role between Emotional Intelligence and Work Engagement.

The present study aimed to examine the mediating role of job crafting in the relationship between career adaptability and work engagement.

In this correlational study, a total of 282 individuals have randomly sampled among the employees of the Martyrs Department of Tehran Province in 2019. Data were collected using the Career Adapt-Abilities Scale (Savicas, 2012), Job Crafting Questionnaire (JCQ; Slemp & Vella-Brodrick, 2013), and Utrecht work Engagement Scale (Schaufeli et al., 2002) and were analyzed using Structural Equation Modeling.

The results showed that the direct effect of career adaptability on job crafting (β = 0.38, P<0.01), the direct effect of job crafting on work engagement (β= 0.45, P<0.01), and the direct effect of career adaptability on work engagement (P<0.01, β = 0.23) were significantly positive. Also, the results showed that the mediating role of job crafting in the relationship between career adaptability and work engagement was significant (β = 0.17, P<0.01).

it can be concluded that when companies create a space for employees, they can express their occupational adaptability at work through the design of their workplace, which is related to occupational commitment.

This study was conducted to determine the relationship between character strengths, person-job fit and job involvement with organizational well-being in west Tehran social security employees.

The research method was correlation and statistical population was 1400 employees of west Tehran Social Security Organization and its branches. The sample size was 312 employees which were selected by random cluster sampling. Tools used for this study were Kanungo’s job involvement questionnaire (1982), workplace Perma profiler by Kern (2014), via character strengths questionnaire by Peterson and Seligman (2004) and person job fit questionnaire by Ahmadi (2015). Data from 312 questionnaires were analysed using structural equations with partial least squares method in Smart Pls software.

Calculation and analysis of fitness indicators using Smart-PLS software, confirmed adaptation of conceptual framework and empirical data. The conceptual model was validated by Goodness of Fit index (GOF=0.733). The results also showed that character strengths, person job fit, job involvement and organizational well-being are related and job involvement played a mediating role in the relationship(p=0.001 , t= 3.137, t=3.543).

Fostering and encouraging using of character strengths by employees alongside with applying person job fit concept in hiring and task assigning in organization, can lead to higher organizational well-being and positive outcomes for both organization and employees.

The purpose of this study was to investigate the relationship between work engagement, academic optimism, and teacherschr('39') job performance. To achieve this goal, the descriptive-correlational research method was used. The statistical population of the study consisted of 4830 elementary teachers in Karaj in the 2017-18 school year. The sample consisted of 350 individuals who were selected according to Krejcie & Morgan table (1970) via random stratified cluster sampling. The instruments included Work Engagement Scale (Schaufeli, Martinez, Pinto, Salanova & Bakker, 2002), the Job Performance Questionnaire (Paterson, 1990), and Teacherschr('39') Academic Optimism Questionnaire (Beard, Hoy, & Woolfolk Hoy, 2010). The validity of the questionnaires was assessed by seeking experts’ opinions, and their reliability was examined via Cronbachchr('39')s alpha test. For data analysis, descriptive and inferential statistics, including Pearson correlation coefficient and simultaneous multiple regression analysis were used. The results demonstrated that there was a direct and significant relationship between the job performance of teachers and work engagement and components of absorption, vigor and dedication. It is worth mentioning that work engagement and components of absorption, vigor and dedication could account for 28, 22, 26, and 32 percent of the variance in teachers’ job performance, respectively. Furthermore, there was a direct and significant relationship between teacherschr('39') job performance and their optimism, and the components of collective productivity, trust in parents and students, and academic emphasis.  It is noteworthy that optimism and the components of collective productivity, trust in parents and students, and academic emphasis had the potential to predict 26, 25, 25, and 29 percent of the variance in teacherschr('39') job performance.

This study aimed at analyzing the relationship between institutional trust, work engagement and performance of physical education teachers in the cities of Tehran Province. The research had a correlational design. The statistical population of the study was comprised of all physical education teachers in the cities of Tehran Province in 2019-20 school year (1497 individuals). Random sampling method was used and based on Morgan table 306 teachers were selected. The instruments included the Institutional trust Questionnaire (Ellonen et al., 2008), Shari’atmadati & Darandeh Performance Questionnaire (2011), and Salanova & Schaufeli Work Engagement Questionnaire (2001). Descriptive and inferential statistics were used to analyze the data. The Kolmogorov-Smirnov test was utilized to examine the normality of the data. Pearson correlation was also used and AMOS software was utilized for path analysis. The results demonstrated that there was a significant relationship between institutional trust, components of work engagement, and teachers’ performance. In addition, there was a significant relationship between institutional trust and work engagement components. The results of the path analysis indicated that the mediating role of work engagement had an impact on the relationship between institutional trust and teachers’ performance.  Based on the findings, it can be concluded that institutional trust improves the relationship between physical education teachers and managers and promotes teachers’ efficacy.

The aim of this study was to determine the relationship between transformational leadership, psychological capital and job satisfaction regarding the mediating effects of work engagement among nurses in Tabriz hospitals. This study was conducted with a correlational method. Therefore, 302 people from the population of nurses in Tabriz hospitals were selected by purposeful method. Data were collected by Boyle et al.'s (2018) transformational leadership questionnaire, Dai et al.'s (2019) work engagement Scale, Kim et al.'s (2018) psychological capital inventory as well as Jensen et al.'s (2017) job satisfaction scale. Data were analyzed by structural equation modeling in Smart PLS software. Findings showed that work engagement could significantly mediate the relationship between transformational leadership and psychological capital with job satisfaction. Accordingly, transformational leadership psychological capital had a positive relationship with work engagement as well as with job satisfaction. These findings had practical implications and discussions of the implications of the study findings are presented.

The purpose of the present study was to investigate the relationship of social capital and quality of work life with job performance and work engagement in employees of an oil and gas company.
 
The present study was descriptive-correlational research and is theoretical-applied in terms of purpose. The statistical population included all of the employees in an oil and gas company during 2019-2020. The sample of the study included 250 employees, who selected by simple random sampling method. The Questionnaires of Organizational Social Capital, Work Engagement, Quality of Work Life, and Job Performance were used as research instrument. Canonical correlation and stepwise multiple regression were used for data analysis.
The results showed that social capital has a positive significant correlation with job performance and work engagement. Also, the quality of work life had a positive significant correlation with job performance and work engagement. The results of the regression analysis showed that social capital and quality of work life predict employees' job performance with R2=0.11. Also, the results showed that social capital and quality of work life can predict the work engagement of employees with R2=0.21.
 
Based on the results of the study, social capital and quality of work life are correlated with employees' performance and work engagement. Therefore, managers of organization can improve the work engagement and job performance of employees by implementing appropriate interventions to improve the variables of social capital and quality of working life.

This study aimed to investigate the relationship of workaholism and work engagement with quality of work life considering the moderating role of personality characteristics in midwives of three Gynecology and Midwifery Hospitals (Alzahra, Taleghani, 29 Bahman) in Tabriz.
 
The statistical population consisted of all midwives working in three gynecology and midwifery hospitals (Alzahra, Taleghani, & 29 Bahman) in 2018 which 120 individuals were selected by census sampling method. Instruments included the Workaholism (Wart, 1999), Work Engagement (Salanova, Schaufeli, 2001), Quality of Work Life (Walton, 1973), and the Neo-Five Factor (Costa & McCree, 1986) Questionnaires. Data were analyzed by SPSS-23 software using Pearson correlation coefficients, multiple regression analysis, and hierarchical regression analysis.
 
The results showed that there is a positive and significant relationship between workaholism and work engagement with quality of work life (p<0.05). The results of regression analysis showed that both variables of workaholic and work engagement were able to predict the quality of work life (p<0.05). The results of hierarchical regression analysis showed that none of the personality characteristics have a moderating role in the relationship of workaholism and quality of work life, but among personality characteristics, conscientiousness and openness to expirience had a significant moderating role in the relationship between work engagement and quality of work life (p<0.05).
 
 This study provides important findings regarding how work engagement and some personality characteristics can be effective in relation to quality of work-life.

This research sought to examine the mediating role of psychological capital in the relationship between authentic leadership and work engagement among school principals and teachers. The study had a descriptive, correlational design. The statistical population of the study was comprised of all school principals and teachers in Aleshtar (located in Lorestan Province) in school year 2016-17 from among whom 295 individuals were selected through random simple sampling method. It is worth mentioning that the sample size was determined via the Cochran formula. The instruments included Utrecht Work Engagement Scale (UWES) (2003), Luthan’s Psychological Capital Questionnaire (PCQ) (2007), and Authentic Leadership Questionnaire (ALQ) (Walumbwa, et al., 2008). Evaluation of the proposed model was performed through SEM and using SPSS20 and AMOS20. Results demonstrated that the proposed structural model provided a good fit to the data and there was a significant, positive relationship between authentic leadership, psychological capital, and work engagement. Furthermore, the results showed that the direct relationship between authentic leadership and psychological capital was significant. This also holds true for the direct relationship between psychological capital and work engagement. Nevertheless, the direct relationship between authentic leadership and work engagement was not significant. Findings also indicated that the indirect relation between authentic leadership and work engagement through moderation of psychological capital was significant. Accordingly, although authentic leadership had a significant, positive relationship with work engagement; however, this association was meaningful through the mediation of psychological capital and this variable had no effect on personnel work engagement by itself.

The purpose of this study was to investigate the effect of personality traits on career success with the mediating role of work engagement among employees of University of Mohaghegh Ardabili by using descriptive - correlational with structural equation method. The statistical population of the present study consisted of 754 employees of Mohaghegh Ardabili University. Using the Cochran's formula, 254 people were selected as simple random sampling. Schaufeli and Salanova’s Utrecht Work Engagement Scale (2001), Radcip’s Career Success Questionnaire (1984) and Rammstedt & John's Personality Traits Questionnaire (2007) were used to collect data that their reliability through the Cronbach's alpha was 0. 85, 0. 88 and 0. 74 respectively. The structural equation model was used to analyze the data. The results showed that the direct effect of personality traits and career success is 0. 25. The indirect effect of personality traits and career success with the mediating work engagement is 0. 189. Also, the results showed that mediating variable of work engagement indirectly explained the effect of personality traits on career success. Further according to despite the mediating of work engagement, direct path of personality traits is significant to career success, it was concluded that work engagement for personality traits on career success has a minor mediation role. Therefore, it is recommended that employees can evaluated in terms of personality traits during recruitment.

This study examined the relationship between workplace spirituality and work engagementwith the mediating role of organizational loyalty. The research design was a relational type of structural equation modeling. Statistical population was the elementary school teachers of Khash city that 153 teachers were studied by stratified random sampling method. To collect information, three questionnaires were used: Workplace Spirituality (Milliman et al., 2003), Work Engagement (Salanova & Schaufeli, 2004) and Organizational Loyalty (Mosadeghzadeh, 2012). For data analysis the structural equation modeling were used by SPSS and Lisrel software. Based on results the direct effect of workplace spirituality on work engagement, direct effect of workplace spirituality on organizational loyalty and direct effect of organizational loyalty on work engagement were significant (P<0/05). The indirect effect of workplace spirituality on work engagement was also significant with the mediator role of organizational loyalty (P<0/05).

The main purpose of this research was to study the prediction of self-efficacy' perception and work engagement through job crafting and perceived organizational support among employees of Isfahan Golnoor factory. The study was correlational and the target populations included all employees of the Goner factory in the Isfahan, out of which 220 employees were selected through convenience sampling method. The research instruments consisted of job crafting questionnaire (Slamp & labroderick, 2013), percived organizational support questionnaire (Ezenberger et al, 1986), work engagement questionnaire (salonova & schaufly, 2001) and self-efficacy' perception questionnaire (Golparvar & sadeghy, 1395). The data were analyzed with the correlation coefficient Pearson and use of multiple regression Stepwise method. The results revealed that there were positive significant relationships between job crafting with self-efficacy' perception and work engagement, and perceived organizational support with work engagement and self-efficacy' perception (p<0/01). Moreover, results of Stepwise regression show that, In the first step job crafting could predict %8/2 and in the second step perceived organizational support could predict %6/2 of self-efficacy' perception Variances. Moreover, perceived of organizational support could predict %43/7 and job crafting could predict %8/5 of work engagement Variances. According to the results job crafting and perceived of organizational support are more important causes of self-efficacy' perception and work engagement among employees of the Golnoor factory.

The main purpose of this research was to study the effect of Transformational leadership on organizational citizenship behavior, innovative behavior with considering mediating role of work engagement. The study was correlational and the statistical population included all employees of Isfahan Azad University. Of which, 200 people were selected through convenience sampling method. Research instruments consisted of Transformational leadership Questionnaire by Bass & Avolio (2013), Organizational Citizenship Behavior Questionnaire by lee & Allen (2002), Innovative Questionnaire by kanter (1988) and Work engagement Questionnaire by Etrihkt (2006). Data were analyzed with use of Structural Equation Modeling (SEM) and result revealed that there were significant direct effect of transformational leadership on work engagement, organizational citizenship behavior and innovative behavior (p<0/01). Moreover, there were significant indirect effect of transformational leadership on organizational citizenship behavior and innovative behavior through work engagement (p<0/01). Hence, based on research's results it could be concluded that, transformational leadership as a most important variable, directly and indirectly increases work engagement, organizational citizenship behavior and innovative behavior.