جستجوی مقالات مرتبط با کلیدواژه "سرمایه روانشناختی" در نشریات گروه "مدیریت"

Some people are exposed to injury due to specific occupational and organizational reasons. The aim of the present study was to investigate the effectiveness of resilience training on the psychological capital and psychological flexibility of special unit employees.

The research design is semi-experimental and pre-test and post-test design with a control group. The statistical population of this research was all the rank-and-file employees working in the special unit in 1401. The statistical sample of the research consisted of 30 men who were selected using a multi-stage sampling method and were randomly assigned to two intervention and control groups (15 people for each group). The experimental group was exposed to resiliency training and no training was provided to the control group. To collect data, the standard psychological capital questionnaires of Mag Kay et al. Data analysis was done using the statistical method of univariate analysis of covariance.

The test results showed that there is a significant difference between psychological flexibility and psychological capital between the two groups, and resilience training has a significant effect on increasing psychological capital and psychological flexibility.

The results of the research showed that in order to promote psychological flexibility and psychological capital and reduce psychological problems of special unit employees, arrangements should be made to increase resilience in the form of training courses and psychological services.

The purpose of the current research was to develop a relationship model of psychological capital and organizational citizenship behavior with the mediation of job self-efficacy in sustainable organizations. The research method was a descriptive correlation. The statistical population of the research included all the employees of the Sports and Youth Department of Gorgan city in 1402, of which 200 people were selected and participated in the research by available sampling method. Data were collected using Luthans et al.'s psychological capital questionnaire (2007), Riggs and Knight's (1994) job self-efficacy, and Podsakoff et al.'s (1990) organizational citizenship behavior and Pearson's correlation coefficient method and structural equation analysis using SPSS software version 24 and Imus software were analyzed. The results showed that there is a positive and significant correlation between psychological capital and job self-efficacy (r=0.49), psychological capital with organizational citizenship behavior (r=0.51), and job self-efficacy and organizational citizenship behavior (r=0.41). There is a level of 0.01. Also, the psychological capital model has a good fit with organizational citizenship behavior with the mediating role of job self-efficacy. Based on the results, since psychological capital and job self-efficacy have a special role in promoting organizational citizenship behaviors and the productivity and efficiency of sustainable organizations, it is necessary for the managers of these organizations, to pay special attention to the importance of these factors, to provide the necessary conditions for their promotion in the form of in-service programs. Provide employees.

Today, most businesses need efficient and new knowledge and technology to succeed in their field of activity. The present study was conducted with the aim of analyzing the role of technological knowledge and entrepreneurial orientation on entrepreneurial success with the mediating role of psychological capital. This study has been conducted in terms of applied purpose, descriptive type and survey method. The statistical population in this study is 384 employees of knowledge-based companies in Lorestan province, who were selected by convenience sampling. In order to analyze the data, partial least squares method and Smart PLS-3 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs. The results show that technological knowledge has a positive and significant effect on entrepreneurial success and psychological capital. Entrepreneurial orientation has a positive and significant effect on psychological capital and entrepreneurial success. Also, psychological capital has a positive and significant effect on entrepreneurial success. Finally, it can be said that psychological capital plays a mediating role both in the relationship between technological knowledge and entrepreneurial success and in the relationship between entrepreneurial orientation and entrepreneurial success

The purpose of this study is to investigate the effect of organizational climate on informal learning of teachers in Fereydunshahr city through the mediation of psychological capital. The present research is applied in terms of purpose and is one of the descriptive-survey researches. The statistical population of the present study consists of 686 teachers in Fereydunshahr city. For example, using Krejcie and Morgan table, the sample number was estimated to be 244 people. The research instrument consists of three standard questionnaires of informal learning of Hong et al. (2020) which has 18 questions, the atmosphere bar questionnaire of Johnson et al. (2007) which has 21 questions and the psychological capital questionnaire of Lutans et al. (2007) which has 24 questions. In the present study, two methods of face and content validity have been used and Cronbach's alpha of 0.88 has been used to evaluate the reliability. The collected data were analyzed based on structural equation path analysis with Smsrt PLS software and Sobel test. The results showed that the organizational climate had a positive and significant effect on informal learning in the workplace with the mediating role of psychological capital.

The purpose of this study was to investigate the impact of social capital, human capital and psychological capital on creating a positive image of Ilam University by explaining the mediating role of authentic leadership. The purpose of the present study is to describe the applied purpose and the descriptive-Correlational method of data collection. The statistical population of the staff and faculty members of Ilam university are 480 persons,214 of whom are randomly selected based on Cochran formula.In this study for measuring social capital variables,human capital ,psychological capital, positive image, authentic leadership respectively from Nahapit and Goshal(1998) social capital questionnaires,Luthans et al (2007) psychological questionnaires,Naderi human capital (2011),Organizational image dimensions have been used by the university ,the authentic leadership of Avolio,Gardner and valium (2006). Which has a reliability coefficient higher than 0/7 and their validity has been approved by experts,experts in the fields, and instructors and consultans.Each of the questionnaires was distributed to 230 for more accuracy, 2014 of which were completed without any problems. In this study,descriptive statistics and kolmogorof-smirnof test were used by SPSS soft ware,and in the inferential statistics section AMOS soft ware was used to perform factor analysis and structural equation tests to reject or confirm the research hypotheses.the results show that social capital ,human capital,psychological capital and their dimensions and componenets have a positive and significant effect on creating a positive image of Ilam the university by explaining the mediating role of authentic leadership.

Job engagement is a positive mental situation toward a job that emerges as endowment and melting in work. The aim of this study was to present a model based on factors affecting employees' job in order to improve their performance and productivity in Islamic Azad University(IAU) units of Tehran province.

This research is an exploratory mixed research project. The study population was in the qualitative section of experts of IAU units in Tehran province and 12 subjects were determined by purposeful sampling method. The statistical population of the quantitative section also selected all the official staff of IAU units in Tehran province who had at least a bachelor's degree and 8 years of work experience that 361 people were selected using Cochran formula. Semi-structured interviews and questionnaires were used to collect data.

According to the findings of leadership style with transformational, participatory and ethical leadership components, job stress with workload, role incompetence, role duality and environmental stress, perceived justice with distributive components; Procedural and interactive, organizational climate with components of intimacy, standard, reward, support and responsibility, psychological capital with components of optimism, self-efficacy, courage, hope and resilience, organizational resources with internal and external components, style New components of business administration with knowledge and workplace components, organizational learning with individual, team and organized components, and social interactions with verbal communication and nonverbal communication components are factors affecting employees' job engagement in order to improve their performance and productivity in IAU units of Tehran province.

Calling is a call to a transcendent summons for special mission in the life and shows the meaning of work. Calling has Religious Roots However, as it extends to the world of work, organizational researchers find it highly relevant to important professional behaviors and concerns. The purpose of this study is to investigate the relationship between religiosity and psychological capital on calling with work meaning mediation. This study was conducted with an applied purpose and descriptive-correlation method. The statistical population of the study is the staff of the Department of Sports and Youth of Tehran Province, which can be done by random sampling; 120 of them were selected. To measure job mission variables, Debreu and Tosti-Kharas (2011) questionnaire, psychological capital, Lutans questionnaire (2007), work meaning, Litman-Ovadia and Stiger questionnaire (2010) and Gorsuch and McPherson (1989) religiosity questionnaire were used. SMART_PLS software was reviewed to help model mining. Findings showed that religious and psychological capital have a significant relationship with the calling of employees and also these two variables have a significant relationship with the calling through the work meaning.

In order to retain their knowledge-based, valuable and talented employees, organizations should pay special attention to the important component of job motivation; Therefore, the purpose of this study was to identify and analyze the factors affecting the job motivation of employees in Golestan governorate.

This research, in terms of implementation method, is a descriptive-survey that has been done by exploratory mixed method. In the qualitative stage, the research group consisted of ten academic and organizational experts who were selected by judgment and snowball. In the quantitative stage of the statistical population, all employees of Golestan Governorate were four hundred people. The sample size was determined according to Krejcie and Morgan table one hundred and two hundred people and for sampling, a simple random method was used. To identify the factors, the content analysis method was used and to analyze the relationships of the variables, the structural equation method was used with "Smart Payals" software.

The results showed that leadership (0.496), work environment (0.355), employment (0.372), human resource systems (0.381), personality traits (0.340), job significance (0.308) 0) Perception of organizational justice (0.512), organizational capital (0.469), psychological capital (0.373) and organizational commitment (0.325) have a positive and significant effect on employees' job motivation.

In general, it can be concluded that paying attention to the effective factors is important on job motivation and employees with high job enthusiasm have a correct understanding of the organization's vision and tasks and are accompanied and assisted by their managers with perseverance and perseverance.

In the current changing and changing conditions, educational organizations to achieve greater efficiency and effectiveness and ultimately to achieve better performance of employees must pay sufficient attention to their human resources. Therefore, it is necessary to identify the dimensions and leveling of the factors affecting the moral climate. Research

The research is applied-developmental in terms of purpose. Data were collected using the questionnaire, model testing and its fitting. The collected data were evaluated by Spss and Smart-PLS software. The fuzzy Delphi method was used to screen the components, and the confirmatory factor analysis method was used to confirm the dimensional and component measurement model. Finally, the structural equation model was used to validate the structural model of relationships and its fit.

All fitting coefficients are acceptable on the threshold. The ratio of chi-square to freedom was equal to 2.95 and also the fitting coefficients were all higher than 0.9 and the root mean square approximation was less than 0.08.

The results of the study showed that the dimensions of the ethical atmosphere include care and attention, rules and regulations, work rules, efficiency-oriented and independent. At the third level is organizational justice, at the fourth level is delegation, at the fifth level is moral sensitivity and family work conflict, and at the sixth level is employee voice behavior and employee performance.

During recent decades, customers' extra-role behaviors such as citizenship and engagement have become the focus of management studies. these behaviors result in increasing resources and decreasing organizational costs such as the cost for advertisement and human resource recruitment. customer engagement behavior is considered as an extra-role voluntary behavior during and after purchasing a product or receiving a service. thus, identifying the affecting factors of customer engagement is useful for organizations. on the other hand, the performance of frontline employees in service organizations such as insurance companies is of crucial importance because of its direct impact on perceived service quality and consequently customer satisfaction. in other words, customers assess the quality of received services and organizational performance serving as a baseline of their behavioral intentions toward the organization. therefore, understanding the factors that encourage employees to be engaged in such behaviors is critical for managers. therefore, the present research aimed to investigate the relationship between supportive organizational climate and positive customer engagement behaviors considering the mediation of employee's positive extra-role (adaptive and proactive) behaviors as well as the moderation of positive psychological capital.

In this study, social exchange theory has been employed to justify the relationships within the conceptual model. relying on this theory, when there is a lack of formal obligation to reciprocate; involved parties are more likely to repay the received benefits using norms of reciprocity and show citizenship behaviors. accordingly, when individuals perceive other parties' voluntary and extra-role help to satisfy their needs, they feel obligated to repay the perceived support to the person or the organization that they work for. therefore, it can be suggested that when employees perceive organizational procedures and policies as supportive, they feel obligated and committed to the organization which motivates them to reciprocate through engaging in task-related extra-role behaviors (i.e., adaptive and proactive behaviors). in the same vein, customers who perceive extra-role behaviors of employees toward themselves, try to reciprocate employees' behaviors by exerting positive engagement behaviors.

A quantitative methodology was used in this study. the research objective was practical, and the study used a survey-descriptive method. the study population included employees and customers of 60 branches of 20 insurance companies located in tehran, mazandaran, and golestan provinces in iran. the study sample included 513 employees and 560 customers, which have been selected using convenience and stratified sampling techniques. to collect data, scales of positive psychological capital, supportive organizational climate, adaptive behavior, proactive behavior (rated by employees), and positive customer engagement behavior (rated by customers) were employed. structural equation modeling in amos 23 software and linear regression analysis using process macro in spss 24 were used to analyze data.

Results of hypothesis testing indicated that supportive organizational climate positively affects employees' adaptive and proactive behaviors. thus, a supportive organizational climate is an organizational resource that can improve employees' capability and motivation to engage in tasks requiring cognitive ability and job control. in addition to confirming the positive relationship between adaptive and proactive behaviors and customer engagement, the results confirmed the mediating effect of adaptive and proactive behaviors in the relationship between supportive organizational climate and customer engagement. it means that customers can be influenced by a supportive organizational climate based on employees' adaptive and proactive behaviors. finally, the findings confirmed the moderating effect of psychological capital on the relationship between supportive organizational climate and adaptive and proactive behaviors.

The results of the study contributed to research on supportive organizational climate and the understanding of the effect of employees' extra-role behaviors on customers' voluntary behaviors such as customer engagement. first, the findings provided new insight on the effect of supportive organizational climate on adaptive and proactive behaviors. although a few studies have considered the moderating effect of psychological capital, no study investigated the interaction between positive psychological capital and supportive organizational climate and its effect on adaptive and proactive behaviors separately and spontaneously. in line with the study findings, it is suggested to the managers of service organizations to formally or informally support employees' creative ideas and actions in delivering services to encourage them to be engaged in task-related extra-role behaviors. furthermore, managers can assure employees that there not only would not be any negative consequences for possible mistakes resulting from creative adaptive and proactive behaviors, but they would support such behaviors and, in this way, motivate employees to do so.

Psychological capital includes hope , resilience, optimism and self-efficacy as part of positive psychology, which has been considered in recent years and relies on the strengths of individuals to help improve their individual and organizational performance.On the other hand, perfectionism, which is the setting of precise criteria for achieving goals, according to its positive and negative dimensions, can be beneficial or destructive in a person's performance. The aim of this study was to investigate the relationship between psychological capital and positive and negative perfectionism. The statistical societyof this research includes all female students of Allameh Tabatabai University.The sample of this research is 200 people who have been selected by convenience sampling. The research tools are Lutans Psychological Capital Questionnaire and Frost Perfectionism Questionnaire.Information obtained from questionnaires with correlationhas been analyzed by Pearson correlation. The results showed that there is a significant relationship between research variables(psychological capital and perfectionism)and there is a positive relationship between positive perfectionism and psychological capital and a negative relationship between negative perfectionism and psychological capital so that with increasing positive perfectionism, psychological capital increases and with increasing negative perfectionism psychological capital decreases and viceversa.

The abandonment of service from the organization's employees can be highly competitive, especially when experienced employees and high - ranking employees have their skills and capabilities.it is important to identify the effective factors that can reduce the willingness to leave the job. The present study is a questionnaire in terms of the purpose of the applied research in terms of the purpose of descriptive research, in terms of the nature of ali and in terms of data collection methods. The statistical population of this study includes employees of University of guilan. In order to test the hypotheses, structural equation modeling method was used using Smart PLS software. According to data analysis, the research findings showed that the climate of service delivery and psychological capital has a positive and significant effect on job aspiration. Also, job satisfaction on job satisfaction has a positive and meaningful effect on the willingness to leave services. Job satisfaction also affects the desire to leave the service negatively and significantly. The mediation of job satisfaction and job satisfaction was also confirmed. Organizations can significantly reduce the willingness to leave service by strengthening factors affecting job desire, including service climate and psychological capital.

The research aimed to investigate the effects of positive psychological capital and psychosocial safety climate on extra-role customer engagement behavior through the mediating role of employee task-related extra-role behaviors specified as employees’ adaptive and proactive behaviors. This study also examined the moderating role of psychosocial safety climate in the relationship between psychological capital and employees’ task-related behaviors. The research objective was empirical, and the study used a survey-correlation method. 200 dyads of employees and customers of insurance companies have been selected using simple random and stratified random sampling techniques. To analyze data, a structural equation technique using SPSS 24 and Amos 23 and a linear regression method using Process macro were used. The findings showed that psychological capital and psychosocial safety climate directly positively affected employees’ task-related extra-role behaviors. The results also confirmed that employee task-related extra-role behaviors were significantly related to customer extra-role engagement. Finally, the findings revealed that psychosocial safety climate interacting with psychological capital had a positive effect on employees’ task-related extra-role behaviors.

In an organization, innovation promotion is considered one of the main prerequisites to sustainable development. This study analyzed the effects of human resources actions and psychological capital on innovative work behavior through the mediating role of human resources flexibility.

This is an applied descriptive-correlational study, in which the statistical population included 115 managers of Bazar Gostar Pegah Company in District 3 of Shiraz. The convenience sampling method was employed to select 86 managers as the statistical sample. The data collection tool was a questionnaire, and the structural equation modeling (SEM) method was used for data analysis in SmartPLS.

Human resources actions and psychological capital have positive, significant effects on innovative work behavior both directly and through human resources flexibility.

Improving employees’ skills, attitudes, behavior, and psychological capital can help enhance their flexibility and increase their ability and willingness to actively participate in organizational innovations.