جستجوی مقالات مرتبط با کلیدواژه « امنیت شغلی » در نشریات گروه « علوم انسانی »

The purpose of the current research is to design and explain the political behavior model of managers in government organizations. The research method is applicable in terms of purpose, qualitative in terms of execution method, and inductive-deductive in terms of the logic of data collection. The statistical population includes 30 experts (professors and managers of government organizations), selected by purposeful sampling. Data collection tools include semi-structured interviews. In the data analysis, thematic analysis and the MICMAC software were used, and to prioritize the factors affecting political behavior, for the interpretative structural approach, the ism method was used. The results of the findings showed that 11 main categories were identified in 6 levels. Also, the findings showed that in the sixth level, social cultural gap and personality traits of people had the most effect compared to other factors, although cultural weakness was the most effective factor. Public belief is placed at the fifth level of the model. At the fourth level, there are political will of people and image management and organizational evaluation. At the third level, there is the individual power of people. Organizational processes and organizational elections and appointments are at the second level, and at the last level are the model of laws and regulations and the structure of government organizations.

The legal system of the Islamic Republic of Iran, with the aim of protecting workers and guaranteeing minimum benefits and job guarantees for workers, in many important cases has accepted government intervention in the relationship between workers and employers and limiting the will of the parties in concluding, managing and terminating contracts. Ensuring the "job security" of workers is addressed in these steps. However, according to the basic rule of Sharia, contractual freedom is considered as one of the original Islamic systems and the consent of the parties in employment contracts is considered correct and necessary. The present study seeks to answer the question with an analytical approach, whether from a jurisprudential point of view, the government is obliged to provide job security for workers or whether the role of the government is evaluated differently? The findings indicate that the protection of employed workers by ensuring their job security should not be at the expense of harming the employer, the workshop and jobseekers, but the government is obliged to protect the workers' employment security, rather than trying to ensure their job security.

This research was conducted with the aim of investigating the factors predicting the intention to leave a job. The intended research is applied and correlational. The target population includes all the employees of technical and professional government educational centers (about 12,000 people) who were selected using simple random sampling and Cochran's formula, 375 people. The data collection method is a questionnaire that was provided to the personnel in electronic form. Data analysis was done by correlation, regression and ANOVA and t test using SPSS26 software. The findings indicate that there is a correlation between the variable of leaving the job with the variables of stress, security, attachment and job burnout. However, there was no relationship between the stress variable and job security and attachment. But the higher the job stress level, the higher the burnout. A significant relationship was observed between the variable of security and attachment and job burnout, and also a significant relationship was observed between the variable of attachment and job burnout. Therefore, the findings show that the higher the job stress and burnout, the higher the intention to leave the job, and the lower the level of job security and attachment, the higher the intention to leave the job.the variable of job burnout and then the variables of job attachment and job security had the greatest impact on the intention to leave the job of technical and vocational education personnel, but the variable of job stress did not have a significant impact.

In today's world and the all-round progress of organizations and industries, the dependence of organizations and their employees on each other and their unbreakable relationship is abundantly observed and a lot of changes and transformations occur in them. That the employees of the organizations feel that they will not lose their jobs due to these changes and developments and that they have a stable job and can continue in this job in the future is one of the needs that every employee should be sure of and security. His job is secure. The main purpose of this research is to identify the components of job security that are effective on calculating behavior with the approach of textual content analysis, so in terms of the practical purpose and based on the nature and descriptive-surveillance method. In this research, the textual content analysis method for data analysis- have been used. The sampling method is snowball. The statistical population in this section was the upstream documents and records and articles and theses related to this field.

Employment is a key area for growth and self-fulfillment. Women have always faced many challenges since long ago, especially in developing countries, to achieve this goal under the influence of various historical, social and cultural contexts. Employment of women in Iran has an unequal position compared to men. These gender differences in the labor market can be identified both through the statistics and figures published about the level of economic participation of women in the Iranian society and through the discriminations in the work environment, such as taking low and less advantageous organizational positions by women compared to men. Despite the national development programs as well as the development of women's skills, abilities and education in recent years, the challenges facing them in the labor market still remain. Therefore, the present research aims to identify and achieve a coherent understanding of women's strategies to achieve employment with a qualitative and in-depth approach. In this regard, the conditions governing the adoption of any strategy by working women in medium job positions should be determined in terms of income and status.

Literature review:

Recent studies have confirmed the fact that the process of finding employment for women is influenced by some macro-demographic, cultural-social, individual, psychological and economic factors. In general, the findings of these studies, which are often carried out with a quantitative approach, indicate that women based on several variables such as age, education, capabilities, self-confidence, self-belief, having family support and access to financial resources, have different experiences in the job search process. The results of some other sociological researches show that a major part of women's bad luck in obtaining favorable job opportunities is due to the lack of attention of government and public institutions and inappropriate policies in order to ensure women have balanced privileges in the workplace. It should be noted that the findings of some other studies show that the media and social networks facilitate the job search process, especially in the field of controlling and adjusting traditional structures.

The present research, with a qualitative approach and based on interpretive methodology (grounded theory), has investigated the experiences and identification of women's strategies in obtaining job opportunities. The statistical population of this research consists of working women with average job positions in terms of income and status in Mashhad. In order to determine the sample size, two methods of targeted sampling and snowball were used, thus 19 working women were interviewed. In order to achieve theoretical saturation, the researchers implemented and analyzed the data after conducting each interview in order to identify the hidden aspects of the data and non-transparent data. In the continuation, the existing findings were completed by taking new interviews until reaching a clear picture of the phenomenon under study. Based on this, the data collection process continued until reaching the saturation stage.
Validity and reliability in the present research were measured using Guba and Lincoln's four-step approach. Based on this, numerous referrals and long-term presence in job search centers and continuous observation of the behavior of the main actors of the labor market on both sides of job seekers and suppliers were made. Also, the diversity of the respondents in terms of having multiple career records and experiences and different socio-economic bases was emphasized during sampling and data collection. Finally, the use of open-ended questions during interviews and the systematic coding of interviews at an open, axial and selective level during data analysis was one of the other strategies of researchers to fulfill the criteria of validity, transferability, reliability and verifiability in this research.

The analysis of the data of the present research led to the formulation of the central phenomenon under the title "Women's job search: balance between identity search, security seeking and independence seeking". This phenomenon has been affected by a set of causal conditions such as "unmet economic needs", "concentration of working women in peripheral social networks" and "role-identity challenges". Also, the background conditions include "increasing expansion of unstable job opportunities in the labor market" and "evolution in the criteria for validating women in Iranian society" and intervening conditions such as "education", "marriage and economic experiences related to it" and "lived experience of women in Father's house" have had an effect on the identified central phenomenon. To face the central phenomenon, the studied women use strategies such as "wandering in the labor market", "entrepreneurial experiences", "job search based on previous experiences", and "relying on peripheral social networks "," utilizing sexual capital and appeal to official organizations. Also, they have reported consequences such as "prioritization of income over job security", "redefinition of women's identity based on employment", "relative economic independence of women" and "gradual feminization of the labor market".

The results of the research show that women, under the influence of positive or motivational factors, tend to get a job outside their place of residence. It can be said that women who have pursued the job search process at least once in a serious and goal-oriented manner have been affected by factors such as unmet economic needs, the density of working women in social networks, role and identity challenges, as well as having professional skills and qualifications.
 Finally, the results of this research confirm the findings of some previous studies that women's individual characteristics are more effective than social, cultural and structural factors in their job search process. In this effort to enter the labor market by women, two main elements under the title of job security and identification are given priority over economic independence. An important part of middle-class women's efforts for employment can be seen in the light of this prioritization. In fact, being in job positions attracts women's interest more than to achieve economic benefits, because of its identity and dignity creation. Finally, in the shadow of employment and in the process of searching for desirable job opportunities, women learn about independent and effective lifestyles in society.
Therefore, in the policy making of the employment field, emphasis should be placed on creating a platform for flexible career experiences for women, taking into account the requirements of their personal and family life. Also, the optimization of the legal protection system for women in the workplace should be considered.

Assurance (or lack of it) that an employee has about the continuity of gainful employment for his or her work life. Job security usually arises from the terms of the contract of employment, or labor legislation that prevents arbitrary termination. It may also be affected by general economic conditions. The main purpose of this study was to investigate the effect of religiosity on job security with mediation of anger control among health center’s staff in Hamedan County. The descriptive research has done by survey method and questionnaire instrument. The study population was consisted of 95 staff of Health Center in Hamedan County. The sample size was determined to be 76 staff by using Cochran Formula. In this study, simple random sampling was used. The content and face validity of the questionnaire was confirmed by a panel of experts. Reliability was strengthened through pilot testing and calculating Cronbach’s alpha. Data was analyzed using a structural equation modeling technique. Findings showed that there are significant effects among religiosity dimensions, anger control and job security. Based on the structural model, religiosity had been a direct effect on anger control. Also, 50.4 percent of the change in the anger control of the Health Center’s staff is related to the four dimensions of religiosity. In finally, according to results, some applied recommendations have presented at the end of article.

The present study was conducted with the aim of investigating the relationship between intellectual capital and job security with organizational avoidance of the employees of the Department of Education in Behnmir. The purpose of this research was in the field of applied research and, in terms of the research method, it was correlational. The statistical population of the employees of Behnmir city education department was 211 people, and 136 people were selected as a statistical sample with the help of simple random sampling method. The data collection tools were the standard job security questionnaires of Nissi et al. (2009), Bontis's intellectual capital (1998) and Karol's organizational avoidance (2000). In order to confirm the validity of the research tools, face and content validity were used and the validity of the questionnaires was assessed as good. Cronbach's alpha coefficient was used to determine the reliability of the research tools, which was confirmed. The method of data analysis was using descriptive statistics and inferential statistics, Pearson's correlation coefficient method and regression test using SPSS software. The findings of the research indicated that there is a negative and significant relationship between the dimensions of intellectual capital (human, structural and relational) and job security with organizational avoidance of employees. The results showed that structural capital, communication capital, job security and human capital respectively have the highest predicting power of the organizational avoidance criterion variable.

The purpose of this study was to explain the mediating role of organizational justice in the relationship between job insecurity and burnout, especially in crisis situations. The research is of applied nature using the descriptive-survey method. The statistical population of the study was the staff of Tabriz Tractor Manufacturing Company with 281 people who were stratified through stratified random sampling method. Three standard questionnaires of job insecurity, burnout and organizational justice were used to collect the data. The validity of the questionnaires was assessed using confirmatory factor analysis and their reliability was assessed by Cronbach's alpha. Structural equation modeling was used to analyze the hypotheses and the data were analyzed by PLS software. Other related studies suggest that individuals experienced a significant burden of mental health as a result of job insecurity in the midst of the COVID-19 epidemic. This study revealed that organizational justice can have a moderating effect in such crises and reduce the negative impact of job insecurity on burnout and consequent disorders. In particular, the procedural and interactional dimensions of organizational justice have the most inverse effect on burnout. Thus, the role of organizational justice in modifying employee burnout, especially in crisis situations, similar to the current situation resulting from the Covid-19 pandimic crisis, is important.

The present study was conducted with the aim of studying the relationship between job security and accountability and its role in reducing administrative corruption (case study: Sari Municipality). This research has been a correlational survey in terms of method and applied in terms of purpose. The statistical population is made up of all the official, contracted and contracted employees of Sari municipality, whose number was reported to be 928. Based on the standard sampling table of Krejci and Morgan, 269 people have been selected as a sample. In order to test the hypotheses of the research, Spearman's correlation coefficient test and Friedman's rank test were used. Finally, the results of the research showed that between the variables of focusing on the job, less movement in the job, choosing the right job, job satisfaction, economic satisfaction, emotionality of the work environment, feeling relaxed at work, dependence on the organization, defending the organization, with responsibility in reducing There is a significant relationship between administrative corruption in the municipality. Also, the results of Friedman's ranking test have shown that from the point of view of the current research, defending the organization ranks first with an average of 8.80, feeling relaxed at work ranks second with an average of 7.46, and job transfer ranks third with an average of 5.94. Job satisfaction ranked fourth with an average of 5.70, has the most impact on accountability in reducing administrative corruption in Sari Municipality.

The aim of this study was to investigate the lived experience of employees of services division from their job and employment status.

The research method utilized was qualitative and descriptive phenomenology. The study population was all employees of Services Division working at the University of Guilan. Participants in the study were also selected in a purposeful and criterion-focused manner. Their number was also selected according to the theoretical saturation of 9 people. The data collection tool was also a semi-structured interview.

Findings were analyzed using the Colaizzi method. As a result of the analysis, 5 main themes and 21 subcategories were obtained. The first main theme was injustice, which included the sub-categories of unfair judgment, feeling of discrimination, feeling of injustice, high work pressure, high work expectations, and lack of support. The second main theme of low self-esteem with sub-categories was lack of credibility, not being seen, being humiliated, not being valued, not being respected and not being understood. The third main theme was the lack of motivation for progress, which includes the categories of helplessness and despair from changing the existing situation, lack of promotion and job promotion. The fourth main theme was not benefiting from job privileges, which included the subcategories of insufficient salary, delay in receiving salary, lack of loans, lack of supplementary insurance, lack of leave, and the fifth main theme was lack of job satisfaction, which included the subcategories of lack of motivation, Job insecurity and instability.

The findings of the present research showed that service sector employees do not have a positive psychological experience of their job situation. These findings can be used for managers of recruitment companies and employers.

One of the basic rights of labors is to enjoy job security. This right is threatened in the pregnancy status of female labors who change from employment status to maternity leave. International labor law and EU law, in order to protect this right, have laid down appropriate rules and regulations to prohibit the termination of contracts of women labors and to protect their employment during pregnancy and childbirth. In labor and social security law of Iran, despite the existence of relatively appropriate regulations in this regard, unfortunately, judicial procedure of administrative court of justice has not been formed to ensure the job security of these labors. The present study, by using a descriptive and analytical approach, while explaining the position of international labor law and EU law, has evaluated the issue in labor law of Iran. The result is that according to the evidence presented in this study, the maternity leave period is inherently matches with the suspension of the contract, and therefore in this period the employer has no right to terminate the contract and it is pointless to count this period as part of the employment contract. Also, the Predict the right of termination for the employer or the condition of termination of the contract in case of pregnancy of the labor, has no legal validity.

The present study investigates the effect of job security and employee well-being in providing services to customers: a study in the branches of the National Bank of East Azarbaijan province. This study is applied in nature and descriptive-causal in terms of implementation method. The statistical population of the research consists of all the employees of the National Bank of East Azarbaijan Province, who were selected as a statistical sample of 313 people using Cochran's formula and available-judgmental sampling method. And to collect primary data, a questionnaire tool was used, which is a job security questionnaire with 3 questions and following Sharma et al. (2016) and an 18-year employee welfare questionnaire and following Haag et al. (2000), as well as a customer service questionnaire. 30 questions are based on Saqaian (2013). Structural equation method and PLS3 software were used for data analysis. The findings of the research showed that job security and employee well-being have a significant direct impact on providing services to customers in the branches of the National Bank of East Azarbaijan province.

The present article is entitled to examine the job security of workers from a legal perspective in the light of the achievements of the Islamic Revolution with an emphasis on the labor law; Because when it comes to job security, the issue of formalization and guaranteeing rights and benefits comes to mind, while in today's world, job security does not depend on formalization and lifelong employment, but rather the empowerment of employees is the focus of job security, which after The revolution has been analyzed in the statements of the leader of the revolution. According to the issues raised, the aim of the upcoming article is to examine the job security of workers from a legal perspective in the light of the achievements of the Islamic Revolution, emphasizing the labor law. The question that is raised in this regard is, what are the achievements of workers' job security from the legal and social point of view in the Islamic Revolution? Based on the descriptive-analytical method, he puts forward a hypothesis that theoretically, the best position has been drawn for the working class, while in practice the worker has not benefited from his appropriate economic, cultural and social position. The findings indicate that the dignity of the working community in Iran, in addition to being a worker in the field, factory, mine and anywhere that is engaged in production and moves the wheels of progress and development of the country, as a mujahid in preserving Islam and the Islamic system, he should be respected, also in other countries, there is a social security law for job security that defends the rights of workers in social dimensions.

Despite the various benefits of Artificial Intelligence in human life, the world has witnessed the adverse effects of resorting to it, in various areas, include the breach of right to work and work security of poor and vulnerable people, due to automate some jobs. This situation can lead to breach of the right to work, as a fundamental human rights. But according to the International Charter of Human Rights, governments not only have a duty to enforce and ensure the right to work, but also must refrain to obstruct the process of exercising theses rights. Therefore, the main question is about the solution which can be find to resolve the conflict between, the benefits of Artificial Intelligence on one hand and the right to work and job security, on the other hand. It is certain that, given the obligations of states about the enforcement of right to work, they should provide welfare and new job for the people that have lost their job due to automation and provide facilities to establish necessary training about AI in order to increase the productivity of this new technology in the community.

Job security is one of the most important issues in the field of work relations between workers and employers. Based on this, considering the inherent inequality between the parties of the labor relationship, i.e. the worker and the employer, labor law regulations should take steps to ensure job security. The analysis of job security in the light of Iran's labor law can be examined from two aspects: the first discussion is the issue of temporary employment contracts, and the second axis of discussion is the issue of firing workers, which must be done according to certain formalities. According to the ambiguities in the labor law and the differences in the inferences in the articles in question, the Administrative Court of Justice, as a judicial supervision authority, sometimes in the capacity of issuing unanimity votes by the general board and sometimes through its branches, takes steps to develop procedures on the issue of job security. has done The results of this research show that the situation of job security in Iranian law is seriously compromised. The research method in this study is descriptive-analytical and library method was used in collecting sources.

The aim of this study was to investigate the role of job insecurity during the Corona virus pandemic on the mental health of football schools coaches with the mediating role of financial well-being. The research method is descriptive survey. The statistical population of the study included all coaches working in football schools licensed in Golestan province in 2020, that main source of their income is employment in football schools (81 coaches) that the whole population was selected as a research sample. To collect research data, (Jung et al, 2020) job insecurity during the Corona virus pandemic questionnaire, (Choi et al, 2020) financial well-being questionnaire and (Warwick-Edinburgh, 2007) mental health questionnaire were used. The results showed that job insecurity during the Corona virus pandemic has a negative and significant effect on the financial well-being of football coaches. Also, the effect of job insecurity during the Corona virus pandemic on the mental health of football coaches was negative and significant. Another part of the research results showed that the effect of financial well-being on mental health is positive and significant. Finally, the results showed that the effect of job insecurity during the Corona virus outbreak on the mental health of football coaches with the mediating role of financial well-being is negative and significant. According to the results of the study, it can be concluded that job insecurity during the pandemic of the Corona virus can lead to problems for the mental health of football coaches by reducing financial well-being.

The purpose of the present study was to investigate the effect of organizational bullying on job involvement and stress with mediating role of job security in sports coaches. The type of research was descriptive-correlational. The statistical population of this study included all sports coaches (600 people) in South Khorasan province. The sample size was 234 based on the Krejcie-Morgan table. To measure the research variables, the Illinois Bullying Scale (2001) and the Parker & Dekotis (1983) Job Stress Questionnaire, the Ladahel & Kanger Job Inventory (1995) and the Nice et al. Job Security Questionnaire were used to measure the variables. The validity of the questionnaires was confirmed by the opinions of 10 teachers and physical education experts. The reliability of the instruments was confirmed by Cronbach's alpha for organizational bullying 0.99, job stress 0.74 and job involvement 0.95 and job security 0.90.The finding showed that job involvement and job security have a significant effect on job stress and mediate it. Also, organizational bullying through job involvement and job security have a significant effect on job stress of South Khorasan sports coaches.Based on the findings of this study, identifying and controlling the factors that cause and exacerbate deviant behaviors and its incidence due to the negative effects of bullying on stress, job performance, mental health and job security can be effective.

The aim of this study was to investigate the role of job insecurity during the Corona virus pandemic on the mental health of football schools coaches with the mediating role of financial well-being. The research method is descriptive survey. The statistical population of the study included all coaches working in football schools licensed in Golestan province in 2020, that main source of their income is employment in football schools (81 coaches) that the whole population was selected as a research sample. To collect research data, (Jung et al, 2020) job insecurity during the Corona virus pandemic questionnaire, (Choi et al, 2020) financial well-being questionnaire and (Warwick-Edinburgh, 2007) mental health questionnaire were used. The results showed that job insecurity during the Corona virus pandemic has a negative and significant effect on the financial well-being of football coaches. Also, the effect of job insecurity during the Corona virus pandemic on the mental health of football coaches was negative and significant. Another part of the research results showed that the effect of financial well-being on mental health is positive and significant. Finally, the results showed that the effect of job insecurity during the Corona virus outbreak on the mental health of football coaches with the mediating role of financial well-being is negative and significant. According to the results of the study, it can be concluded that job insecurity during the pandemic of the Corona virus can lead to problems for the mental health of football coaches by reducing financial well-being.

Investigative journalism/ Reporting is one of the most influential journalistic methods in the world, but according to journalists and media experts, this style, with all its charms and importance, is still not well known in Iran. Accordingly, the main question of this article was that considering the role of national media in the country's media space, what are the obstacles and challenges of investigative journalism in IRIB? To answer this question, after reviewing the theoretical and experimental literature of the research, as well as in-semi structured interviews with experts have been conducted. The statistical population includes experts and experts in media management, managers of TV networks, senior managers of IRIB and all who have been experts in the field of media and investigative journalism. Sampling was purposeful and 30 respondents were selected from among university professors, senior news executives, editors and journalists with more than 10 years of professional experience. The criterion for the adequacy of the interviews was to achieve theoretical saturation. Using maxqda software, in the next step, the priority of the effectiveness of each of these factors was determined using hierarchical analysis using the opinions of 10 judges in AHP software. The results of this study show that five factors: closed political space, lack of job security of journalists in the current structure in IRIB and government-affiliated journalism, growth of celebrity journalist space and decline in journalism education and literacy are the main obstacles to the formation of investigative journalism in the Broadcasting Organization.

talent management and career path management is one of the issues raised in the effective management of organizations, which is very important today due to the strong need of organizations for talented people in order to achieve competitive advantage and the importance of internal talent flourishing in the career path. In this regard, the main goal of the research is to investigate the relationship between talent management and career path work.

This research is a descriptive survey based on the method of data collection in the field of applied research. The statistical population of this research was the staff managers of one of the organizations affiliated to the armed forces, numbering 92 people. A simple random method was used for sampling and 75 people were selected as a statistical sample using Cochran's formula. Data collection was done using a researcher-made questionnaire. The first questionnaire is related to talent management in the form of four dimensions, 17 indicators and 31 questions, and the second questionnaire is related to the career path in the form of four dimensions, 22 indicators and 23 questions. Cronbach's alpha test was used to measure the reliability of the questionnaires and descriptive and analytical statistical tests with SPSS software were used to analyze the data.

The findings of this research showed that the relationship between talent management and career path in the studied organization is significant and inversely, and the value of Pearson's correlation coefficient is -0.264. Also, talent management has a significant and inverse relationship with job identity in the studied organization, and the value of Pearson's correlation coefficient is -0.247. No significant relationship was observed between talent management and variables of job security, job service and job creativity.

The results of this research showed that the path of career development of talents in organizations should be viewed differently from that of individual employees, and long processes and some cumbersome organizational criteria should not hinder the progress of talented people at different levels of the organization, so that the tremendous effects of talent management are far from Channeling people who are prone to manifest.