جستجوی مقالات مرتبط با کلیدواژه « تحلیل رفتگی شغلی » در نشریات گروه « مدیریت »

The present study aimed to investigate the mediating role of psychological well-being in the relationship between personality traits and job burnout symptoms among law enforcement officers in Tehran. The correlation method was used to conduct the research. For this purpose, 265 were selected from among the employees working in Tehran using cluster sampling method. In the following three tools 1- job loss analysis questionnaire, 2- revised symptom checklist and 3- neo personality test were implemented on them. Alpha coefficient was used to check the reliability of the research tools. The results showed that the alpha coefficient is favorable and higher than 0.82. In order to check the validity of the research tools, internal consistency was used, and the results of the questionnaire show that there is a high correlation between the subscales of each tool and its total score. SmartPLS software was used to develop the structural model. The results of the research showed that the variables of personality traits and psychological well-being could explain 0.584 of the symptoms of job loss analysis of Faraja employees. In addition, the beta coefficient of the variable of personality traits on the symptoms of job loss analysis is equal to -0.350, and the beta coefficient of the effect of personality on psychological well-being is equal to -0.461. Also, the direct effect of psychological well-being on job burnout symptoms is equal to 0.536. In addition, the indirect effect of personality and psychological well-being on job burnout symptoms is -0.247. This result shows that 58% of the variance of job burnout symptoms can be explained based on personality traits and psychological well-being. In addition, the effect of personality on the symptoms of job loss analysis is negative and the simultaneous effect of personality and psychological well-being on the symptoms of job loss analysis is negative

Today, organizations attach great importance to ensuring the physical and mental health of their employees; Because the imposition of severe pressures due to the nature, type or inappropriate condition of work can lead to job loss in them. Based on this, the aim of this research is to identify the effective factors in reducing job attrition of human resources in Iran's governing organizations.

This research is applied in terms of purpose and exploratory (qualitative-quantitative) in terms of execution method. For this purpose, after carrying out exploratory and library studies, the related factors and components came to the opinion of 30 academic and organizational experts through Delphi method, and after receiving their corrective opinions, finally, the model, components and combination of factors were agreed upon by them. Next, in order to evaluate the model, a researcher-made questionnaire among 260 employees of the governing organizations of Mazandaran province who were selected by random cluster method, the distribution and data obtained in this section were also analyzed using confirmatory factor analysis by Smart PLS3 software. became.

According to the findings of the research, four categories of organizational, occupational, individual and environmental factors are effective in reducing job burnout of human resources, and individual factors with an impact factor of 0.434 have the greatest effect on reducing job burnout in these organizations.

In the current research, in addition to the dimensions and components identified in previous studies, new dimensions of factors affecting the reduction of job attrition of human resources were introduced and finally, a comprehensive model was presented for it; So that it reduces the dispersion of the findings of previous researches and emphasizes on coherence and integration.

Abstract
One of the most basic needs of employees in any organization is to ensure their physical and mental health in the workplace; in such a way that severe physical and psychological stress due to the nature, type or inappropriate state of work can lead to a condition in employees that is known as job burnout. The occurrence of this phenomenon can have negative consequences for individuals and even organizations; therefore, the present study was conducted with the aim of presenting a model of reducing job burnout in human resources in state organizations using a meta-synthesis approach. For this purpose, after searching in databases in the period of 2000 to 2020 and 1380 to 1400, finally 38 studies that were closely related to the subject under study were selected and by analyzing their content, the relevant dimensions and codes were extracted and the importance and priority of each it was determined using Shannon entropy method. Based on the research findings, the factors affecting the reducing job burnout in human resources in state organizations of the country were placed in three categories: "organizational factors", "occupational factors" and "individual factors". Also, among the identified codes, existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions, gained the highest coefficient of importance.
 
 

Presently, researchers have come to the conclusion that human resources are key factor of the continuity, success and achievement of organizational goals; Therefore, their physical and mental health is very important; However, the evidence suggests that in today's organizations due to changes in the internal and external environment of the organization, such as changes in job content, individual and group communication, multiple work plans, etc., manpower is exposed to various physical and psychological pressures that over time these pressures lead to a phenomenon in the workforce called job burnout, which can have detrimental consequences for both employees and the organization, such as impaired work motivation, increased job dissatisfaction, Absence from work, leaving the job, reduced performance, poor productivity, etc. Given what has been said, our country's state organizations are no exception to this phenomenon and always see frequent absences of employees from work, consecutive delays, various psychological complaints, reduced energy to perform activities, conflict and conflict in the workplace and finally, leaving the services. Therefore, the purpose of this study is to provide a model for reduce the job burnout of human resources in state organizations in country to use this model to provide a good basis for minimizing the occurrence of this phenomenon and its adverse consequences in these organizations.
Theoretical framework
Job burnout is a type of mental and physical fatigue that results from high and long-term workload and stress, which includes three dimensions: emotional exhaustion, depersonalization, and a sense of diminished personal success, especially among employees in challenging situations and It is more common among employees who work with other people in challenging situations.

The present study is one of the qualitative researches in which the research data has been collected and analyzed using Meta synthesis method. The statistical population in this study includes all researches in domestic and foreign databases that are closely related to the keywords of the subject under study in this research. To search for published researches, the keywords were examined in the period of 2000 to 2020 and 1380 to 1400. Finally, out of 282 studies related to job burnout of human resources, 38 studies were selected as a statistical sample. Also, in order to evaluate the validity of experts and thinkers in the field of study, the Kappa index was used to assess the reliability.
Discussion and

Based on the analysis performed by content analysis method on 38 final researches selected, overall 3 categories, 18 concepts and 83 codes in this study, 3 categories, 18 concepts and 83 codes for the model of reducing job burnout of human resources in state organizations were discovered and labeled that among these are the codes of existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions are the most important factors and have the highest rank in the whole.

According to the studies conducted in this field and also according to the extraction of 83 codes through the use of Meta synthesis method, it was found that the factors affecting the reduction of job burnout of human resources in state organizations are divided into three categories: organizational factors, occupational factors and individual factors. They believe that the use of these factors in government organizations can provide a good basis for reducing the incidence of occupational degeneration of human resources. Furthermore, the research findings showed that the eight components of organizational structure, leadership and management style, organizational justice, social capital, organizational culture, quality of work life, organizational climate and diversity management in the form of organizational factors; 4 components of job characteristics, job capability, job adaptation and job security in the form of job factors; Finally, 6 components of psychological capital, psychological capability, job satisfaction, organizational commitment, organizational commitment, personality traits and emotional intelligence in the form of individual factors, formed the basis of the model of reducing the job burnout of human resources in state organizations.

The key role of human resources in the growth, development, and sustainability of organizations is obvious. Thus, the coaches of various sport federations – as the most important human resources of these federations – have a crucial role in the development and improvement of sports fields. The purpose of this study was to examine the effect of social capital (as an instrument to increase the quality of life) on professional burnout in the light of the moderating role of demographic variables among coaches of various sport federations. The study adopted a descriptive-correlational research method. The statistical population was comprised of all elite coaches of the Iranian federations of swimming, taekwondo, and badminton, out of which 223 individuals were selected based on Morgan’s table and through simple random sampling method. In order to analyze the data, KMO and Spearman tests as well as structural equation modeling were run in SPSS 25 and PLS2.8.3 software packages, respectively. The results showed that although the moderating factors of gender, marital status, education, and experience do not have significant effects on professional burnout, the moderating variable of age has a negative significant effect on the relationship between social capital and professional burnout. Moreover, the model was found to have good fitness. Professional burnout afflicts huge costs on organization’s human resources and brings about financial, physical, and mental damages in organizations. Based on the study findings, it is suggested that sports federations pay attention to social capital variables to reduce the burnout in their coaches. It is noteworthy that due to the high rates of stress among the coaches, the federations addressed in this study should provide conditions for the earlier retirement of their coaches.

The present study aims to investigate the effect of transformational leadership on job burnout through the mediating role of psychological capital among teachers. This study is applied and correlational and is specifically implemented based on Structural Equation Modeling (SEM). The statistical population of the study consists of all male primary school teachers in the city of Zahedan in the academic year of 2019-2020 who were 512 people among whom 217 were selected as the sample using Krejcie and Morgan table by stratified random sampling method. In this study, Bass and Avolio Transformational Leadership Standard Questionnaire (1997), Luthans’ Psychological Capital Questionnaire (2007), and Maslach Burnout Inventory (1981) were used. Content validity was used to determine validity of the research tools, and Cronbach’s alpha coefficient was used to determine reliability, which was estimated to be 0/72, 0/83, and 0/82, respectively. Data analysis was done using SPSS 22 and LISREL 8/80 software programs. The study results showed the negative and significant effect of transformational leadership and psychological capital on job burnout. There was also a positive and significant effect of transformational leadership on psychological capital. The mediating role of psychological capital in the relationship between transformational leadership and job burnout of teachers was also confirmed.

The aim of this study was to investigate the effect of transformational leadership style of principals on job burnout of high school teachers in Royan. The method of the present study was descriptive-correlation. The statistical population of this study was the principals and teachers of Royan secondary schools. Using Morgan table, the sample size was 86 people who were selected using simple random sampling method. Data collection tools were standard questionnaires of transformational leadership of Bass and Olivier (2000) and job burnout of Maslach and Jackson (1981). Data analysis was performed using multivariate regression method. The findings of this study showed that there is a negative relationship between the variables of ideal influence and individual consideration with burnout (P <0.01) and transformational leadership style is effective on burnout. Therefore, it can be expected that by changing the leadership style to transformational leadership, positive consequences will be achieved and the job burnout of school teachers will be prevented.

The purpose of this study is to investigate the effect of emotional, behavioral and neurotic reactions on counter-productive work behaviors with emphasis on the mediating role of job burnout. This paper is an applied study in terms of purpose and it is a descriptive correlational specifically based on the structural equation model (SEM) in terms of data-collection. In this research, first, the theoretical model and the hypotheses were developed. Then, the research hypotheses were tested using structural equation modeling. All nurses (553 people) in one of governmental hospitals in Tehran were the statistical population of this study. The size of the sample is based on Morgan’s table and 225 people are selected by simple random sampling method and data are collected through a questionnaire. The results showed that, there is a positive and significant relationship between neuroticism, emotional coping and non-productive behaviors. Likewise, there is a negative and significant relationship between behavioral coping and non-productive working behaviors. Also, there is a positive and significant relationship between job burnout and non-productive work behaviors. The role of job burnout as a moderator on the relationship between nurses’ neuroticism and emotional coping on counter-productive work behaviors is also confirmed.

Organizational burnout and silence are among the most important concerns of human resources management now bringing unpleasant outcomes to organizations. Increasing the knowledge of this context, this study analyzes the effect of occupational burnout on the quality of organizational decision-making through the mediation of organizational silence.

This is an applied-descriptive survey, in which the statistical population included the president, deputies, and employees of Bank Maskan branches in Tehran Province. The cluster sampling technique was employed to select 296 individuals as the statistical sample. The structural equation modeling (SEM) method was used for data analysis in SPSS and LISREL.

Organizational burnout and silence are directly related. Moreover, occupational burnout and all of its three components (overwhelming exhaustion, cynicism, and lack of individual accomplishment) have direct negative effects on the quality of organizational decision-making through organizational silence.

Increasing organizational burnout reduces the quality of organizational decision-making. This could worsen in the presence of organizational silence. In fact, the exhausted employees are not willing to actively participate in organizational decision-making processes.

The purpose of this study is to examine the impact of psychological capital and job Engagement on reduce Job Burnout of nurses . this study, as a matter of goal or purpose, is an applied research and the way of collecting the data is descriptive and in the form of correlation; and clearly based on the structural equation model (SEM).in this research, firstly the theoretical model and the theories between the variables were developed and for surveying the research theories the structural equation was used. Nurses one of public hospitals in Tehran city are the statistical population(263 persons). Therefore, for this research, 160 persons are picked based on the Morgan table using random sampling. A questionnaire was used to collect the data. The results of this study show that there is a significant and negative relationship between psychological capital and (It’s aspects: Self-efficiency, hope, resilience and optimism) job Burnout and there is a positive and significant relationship between psychological capital and job Engagement. Besides, In this study We achieved a negative and significant relationship between job Burnout and job Engagement. The mediating role of job burnout in the capital impact on nurses’s job Engagement was confirmed.