جستجوی مقالات مرتبط با کلیدواژه « Psychological capital » در نشریات گروه « مدیریت »

The main aim of this study was the structural modelling relationship of university social capital, university agility, organizational trust with employees' readiness for change with the mediating role of psychological capital at Shiraz University. The statistical population were all the employees of Shiraz University, who 124 people were selected as the research sample using systematic sampling method. The research tool included five questionnaires of social capital, university agility, organizational trust, psychological capital and readiness for change, which were distributed and collected after calculating validity and reliability. The research data were analyzed the statistical methods of one-sample t-test and multivariate regression. The findings showed that from the point of view of the employees, the state of social capital and employees' readiness for change was less than the desired level and higher than the cut-off point. The agility of the university and the organizational trust of the university were less than the desired level and the cut-off point. The psychological capital of the employees was higher than the desired level and the cut-off point. the structural equation showed: when the variables of social capital, university agility and organizational trust are entered into the structural equation modelling in interaction, social capital loses its direct and indirect predictive power. In addition, even though university agility and organizational trust in interaction with other research variables lose their direct predictive power for employees' readiness for change, but with the mediating role of psychological capital they have indirect predictive power for employees' readiness for change.

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.

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 identify the factors affecting employees' sense of self-efficacy based on the precious book Nahj al-Balaghah. In this research, the qualitative method of thematic analysis was used, which includes the collection and analysis of qualitative data. The data source used in this research was the text of Nahj al-Balaghah, from which the relevant narrations were extracted. Then, by referring to the book Sharh Nahj al-Balaghah (Imam's Message), the extracted narrations were analyzed. In this research, messages were coded based on 16 sermons, 30 letters, and 30 sayings. These messages were then categorized into 56 concepts, 10 sub-themes, and 3 main themes. Finally, the most important factors affecting employees' sense of self-efficacy were classified as three main categories, including individual factors (self-knowledge and self-awareness, trust in God, rationalism and pragmatism, strategic thinking, moderation in work, perseverance, and patience), managerial factors (service-providing leadership and justice-oriented leadership), and social factors (learning from the experiences of others and supporting colleagues).

The aim of this study was to evaluate the effectiveness of psychological capital training on organizational socialization and job burnout of Khorramabad education staff. The research method was quasi-experimental and its design was pre-test-post-test and follow-up with a control group. The statistical population of the study was all education staff in Khorramabad, whose number at the time of the study was about 1534. The statistical sample of the study was 30 people (due to the semi-experimental nature of the study) was selected by purposive sampling and randomly assigned to the experimental and control groups. Data collection tools included Taormina (1994) Organizational Socialization Questionnaire and Maslash et al. (1996). Data analysis was performed by analysis of covariance. The results of analysis of covariance showed that the adjusted means of socialization scores and burnout in the experimental and control groups were significantly different. Sociability (4.391) F = and (0.04) P =; Burnout: F = (29.339) and P = (0.001) which was significant at the level of 0.05. The use of psychological capital training will increase organizational socialization and reduce employee burnout; therefore, psychological capital training can be used to strengthen the organizational sociability behavior of education staff and reduce their burnout.

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.

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.

In this study, the effect of authoritarian leadership style on employees' creativity with the mediating role of fear and defensive silence and the moderating role of psychological capital in the branches of Tehran City Bank has been investigated. The statistical population of this study includes 310 employees of Bank Shahr branches in Tehran who have been selected according to Cochran's formula. It should be noted that the sampling method was first multi-stage and then through a simple sampling, the research questionnaire was distributed through simple sampling. The data of this research were collected using the library method and a questionnaire. The questionnaire used in this research is the standard questionnaire of Goo et al. In 2019 and its validity and reliability have been estimated through relevant tests. The data of this research have been analyzed using LISREL software. The results showed that psychological capital plays a moderating role, employees' fear and employees' defensive silence play a mediating role in the impact of authoritarian leadership on employees' creativity. Authoritarian leadership also has a positive effect on creativity, employee fear and employee silence. Employee fear and defensive silence also have a positive effect on employee creativity.

The present study was conducted to determine the effect of psychological factors on the performance of chiefs of police stations in Greater Tehran. The factors of job stress, distress tolerance, and difficulty in regulating emotions were studied on job performance with the mediating variable of psychological capital.

The present research is applied in terms of purpose and a survey. The data analysis was done by the path and correlation analysis. The statistical population is all chiefs of police stations in Tehran; 83 people of them were selected by random sampling, three standard questionnaires were used to measure psychological components, and a researcher-made questionnaire with Cronbach's alpha of 0.95 was used to evaluate the performance of police chiefs.

The research findings showed that the path of the effective coefficient of distress tolerance and emotional regulation difficulty with the mediating variable of psychological capital on the performance of police chiefs is significant. However, the path of job stress with the mediating variable of psychological capital on the performance of police chiefs is not significant.

According to the obtained results, the performance quality of police chiefs can be predicted by distress tolerance and emotional regulation difficulty, so to increase their performance, the distress tolerance of police chiefs should be high, and the difficulty of emotional regulation of these people should be low so that they can perform better. Also, the effect of job stress on performance quality is not significant. Considering the specialization of police performance in different careers, this variable has not affected their performance.

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.

The present study was conducted with the aim of investigating the relationship between psychological capital and human resource productivity in Semnan gas company. This research is applied in terms of purpose and descriptive in terms of data collection method and is considered to be correlational.The statistical population of this research consists of all the official employees working in the mentioned company, among whom 107 people were selected to perform the test steps and by random sampling method .Luthans Psychological Capital Questionnaire and Hersey and Goldsmith's Human Force Productivity Questionnaire were used to collect data. After analyzing the data and applying Pearson correlation and linear regression tests, the results showed that among the dimensions of psychological capital, the components of self-efficacy, optimism and resilience have an effect on the productivity of human resources, but the effect of the component of hope on the productivity of human resources in this The company was not approved.

The purpose of this study was to provide a conceptual analysis of the process of hope in organizations. The research method of this study was the textual strategy of grounded theory. Data from the previous research on this concept was collected from 76 papers, 2 doctoral dissertations, and 2 books, and was analyzed by coding technique. The identified 186 codes were categorized in the form of 61 concepts and 6 categories. The results showed that organizational hope was considered as a core category in the paradigmatic model of study, and the other obtained concepts were categorized as causal conditions, contextual conditions, intervening conditions, strategies, and consequences in the model. The causal conditions affecting organizational hope were divided into the two general categories of individual and organizational conditions, including mindfulness, interaction with challenges, and occupational characteristics. The organizational intervening conditions that influence strategies involved leadership style, perceived social and organizational support, the transparency of organizational policies, and perceived organizational justice. Some of the contextual factors identified included spiritual environment, the intimate atmosphere of the organization, as well as familial and organizational culture and environment. Strategies and consequences were divided into the two groups of individual and organizational strategies and consequences.

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.

Today, production and distribution cooperatives in the country is one of the goals of economic development, which are responsible for providing services to villagers and farmers in the city, in this regard, focusing on service quality and customer desire plays an important role. Therefore, the purpose of this study was to investigate the effect of entrepreneurial psychological capital on the quality of perceived services with the mediating role of consumer tendency to purchase daffodils in the production and distribution of daffodils in Darrehshahr. The statistical population of this study was 422 members of narcissus flower production and distribution cooperatives in Darrehshahr city, and the sample size was determined by Cochran's formula of 201 people. Structural modeling and testing of hypotheses were performed by structural equation modeling using SPSS21 and LISREL8.5 software. The results of testing the research hypotheses showed that at the 95% confidence level, the entrepreneurial psychological capital variable has a significant effect on the quality of perceived services through the mediation of the consumer's desire to buy. It was also found that there is a significant relationship between psychological capital, entrepreneurship and quality of services, perceived, entrepreneurial psychological capital and consumer willingness to buy, and quality of perceived services and consumer willingness to buy at 95% confidence level. has it.

Having hope, optimism, self-efficacy and resilience are constructive mental states whose individual, group and organizational results have been studied in many studies. The present study is a systematic and comprehensive study of these studies and recognizes the causal relationships between these results. This is a descriptive, applied and quantitative research. First, the consequences of psychological capital from 40 articles published in Iranian scientific-research journals in the period of 2011 to the fall of 2019 have been identified, extracted and prioritized by meta-analysis. Then, with the interpretive structural modeling technique and based on the opinions of 12 managers and experts of the General Department of Cooperation and Support of the Ministry of Education, the ranking and the pattern of relations between them are presented. Psychological capital had a significant effect on all 40 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the variables of job attachment, reduction of deviant behavior, organizational identity, organizational citizenship behavior, organizational accountability and social responsibility had the greatest effect. The study of causal relationships between these outcomes also showed that job attachment and organizational identity had the most impact and the reduction of deviant behavior and organizational citizenship behavior had the most influence. Accordingly, developing of psychological capital can lead to valuable outcomes in the emotional, attitudinal, behavioral, and performance-related fields.

The aim of this study was to explain the relationship between psychological capital and social laziness with the mediating role of subjective well-being. The research is applied in terms of purpose and descriptive research method. The statistical population included all educational staff in Bojnourd, 120 people, who were selected using Cochran's formula and simple random sampling of 97 people. The research Questionnaires were Lutans  et al (2007) Psychological Capital, Hosseini (2008) Social Laziness and Keyes & Magyar-Mae (2003) subjective Well-Being. Descriptive and inferential statistics were used to analyze the data using SPSS 23 and pls software. The results show that the relationship between psychological capital and social laziness was negative and its relationship with subjective well-being was positive. Also, subjective well-being was negatively related to social laziness and the relationship between psychological capital and social laziness was negative; Therefore, it can be said there is a significant relationship between psychological capital and social laziness with the mediating role of subjective well-being in the staff of Bojnourd Education Department

The purpose of this study is to investigate the mediating role of psychological capital in the relationship between organizational voice and professional development of employees. The statistical population of this study consisted of 340 employees of Mohaghegh Ardabili University. Due to the use of structural equation modeling, the census method was used instead of sampling, and finally 323 questionnaires were analyzed. Data collection tools included the Hams Organizational Voice Questionnaire, Nova Professional Development, and Lutans Psychological Capital, which were analyzed using SPSS and Amos softwares. The validity of the research questionnaires was confirmed using factor analysis, convergent validity and divergent validity and the reliability of the questionnaires was confirmed using factor load factor, composite reliability and Cronbach's alpha. The results showed that the organizational voice has a positive and significant effect on the professional development of employees and psychological capital. The positive and significant effect of psychological capital on the professional development of employees was also confirmed. Finally, using the Sobel test, the mediating role of psychological capital in the relationship between organizational voice and professional development of employees was confirmed; As it can be said, the relationship between the two variables of organizational voice and career development of employees is intensified by the variable of psychological capital, and if psychological capital increases, this effect is stronger, and if psychological capital weakens, this relationship will also weaken.

The purpose of this study was to explain the multilevel relationships of job motivation antecedents. The method of the present study was descriptive-correlation. Due to the multilevel nature of this research, its statistical population was examined at both organizational and individual levels. At the organizational level, twenty petrochemical companies located in Mahshahr Special Economic Zone were selected by census method, and at the individual level, the statistical population of the study was 17,000 employees of the mentioned companies, of which 384 were selected as a sample. SPSS  24, SMART PLS 3 and HLM software were used for data analysis. The results showed that at the individual level, psychological capital had a positive and significant effect on psychological health and job motivation. In addition, psychological health showed a positive and significant effect on job motivation. In addition, the mediating role of psychological health in the relationship between psychological capital and job motivation was confirmed. Moreover, the results of analysis at the organizational level showed that commitment-based human resource management had a positive and significant effect on psychological capital and job motivation, but the effect of commitment-based human resource management on psychological health in the study population was not confirmed.