فصلنامه مشاوره شغلی و سازمانی
پیاپی 24 (پاییز 1394)

Aim: investigating the relationship between job stress, job satisfaction, and social support among the south pars offshore region workers.
This descriptivecorrelation and practical study was conducted in a sample of 120 out of the 2000 National Iranian Oil Companyemployees in several phases of the South Pars GasComplex, which were selected by simple random method. Socio-demographic, job stress, job satisfaction and social support questionnaires were completed by the participants. One- sample t-test, paired- sample t-test and kruskal wallis test were used for analyzing the data.
“job stress”, “job satisfaction” and “social support” among the offshore workers were lower than average level. Also, “occupational stress” had negative relationship with “job satisfaction” and positive relationship with “social support” significantly. There was no significant association between “job satisfaction” and “social support”. Age, years of work experience, and the amount of monthly overtime could predict “occupational stress” and “”social support” in these workers. There was a significant difference between men and women in “job stress” as well between single and married workers in “job stress”, “job satisfaction”, and “social support”.
“job stress” was low that shows low work motivation in the staff. Insignificant association between “job satisfaction” and “social support” indicated that “job satisfaction” is more impressed by those parameters that are not covered by “social support”. Owing to the positive relationship between “job stress” and “social support” managers should consider suitable strategies to enhance social support that lead to increase staff’s work motivation.

The purpose of this study was to explore the relationship between dimensions of organizational constraints with selfdetermined work motivation. A sample of 250 employees of an industrial company in Ahvaz was selected, using stratified random sampling. The employees were completed organizational constraints (Brown & Mitchell, 1978) and self-determined work motivation (Blais, 1994) questionnaires. The data were analyzed by Simple and canonical correlation and multiple regression analysis using SPSS-22. According to results of canonical correlation, inappropriate job related information, prioritizing tasks and lack of tools and equipment are the major factors affecting self-determined work motivation. About regression analysis, dimensions of work motivation were had significant multiple relationship with various areas of organizational constraints, too.

This research was administered with the aim of investigating structural model of the relationship betweennormative pathologies (job alienation, normative conflict, and organizational anomie) withpsychological capital and job crafting.This research was a correlation researchand research statistical population was the all employeesofAsan Qazvin Printing and Packaging Industries Organization in Qazvincity, among them two hundred and fifty sixpersons were selected using simple randomsampling. Research instrument were includednormative conflict (Manrique de Lara et al, 2009), job alienation (Banai & Reisel, 2007),organizational anomie (Manrique de Lara & Rodriguez, 2007), psychological capital questionnaire (Mc Gee, 2011) and job crafting questionnaire (Tims et al, 2007). Data were analyzed using Pearson’s correlation coefficient and structural equation modeling.Results revealed that there is a positive significant relationship between job crafting and psychological capital, but there is a negative significantrelationship between job crafting with job alienation and normative conflict. Also results showed that there is a negative significant relationship between psychological capital and work alienation, normative conflict (p

The aim of this study is to determine the severity of different dimensions of job burnout among accountants and their relationship with demographic characteristics. Among all accountants who were working in public companies in Kerman in the first half of 2014, 95 accountants were selected as an in-access sample group. Data were obtained by using a demographic data form and Maslach standardized inventory and were analyzed by using descriptive statistics methods, Kolmogorov-Smirnov, Mann-Whitney and Kruskal Wallis tests and comparing means in independent groups. Results indicated that the largest number of accountants had low or moderate emotional exhaustion and depersonalization but a lot of them suffered from severe or moderate decreased personal efficiency. Emotional exhaustion among men and the older group was more severe than others. Depersonalization among accountants who were married and men was more severe than others. Reduced personal accomplishment among accountants who were the heads of accounting, holders of higher education, accounting graduates, married and men was more severe than other colleagues. There's no significant correlation between years of service and any of the dimensions of burnout.

In all organizations including educational organizations, the most important source that influence on organizational effectiveness is management. The aim of recent study is to predict the effectiveness of school principals based on Cameron and Queen Competency model. This study is descriptive in correlation way that studied in random classified sampling method, number of 347 people of primary school principals through two Cameron and Quinn management skills measurement questionnaires (2007) and Alaghemand school principal effectiveness (1371). To analyze the data used correlation and multiple regressions in conjunction with software SPSS 21. The results showed that there is a positive and significant relationship between managerial competencies and effectiveness of school principals (p

The commitment is one of the most important work-related variables that effect other job behaviors and attitudes. The aim of this research was investigation of relationships between work commitment constructs and voluntary retirement and turnover intention in an industrial company by two samples of managers.
This is a correlational research. The first sample was consisted of 136 high-level managers and the second one was consisted of 374 middle managers that were selected by stratified sampling. Participants responded to Oreyzi and Glparvar (1387)` fourquestions scale of voluntary retirement and turnover intention, Baulfour & Wechsler (1996)` organizational commitment questionnaire, Paullay and his colleagues (1994)` work centrality scale, Arania and his colleagues (1981)` professional commitment questionnaire and Kanuago (1982)` job involvement & work involvement scales.
Findings: Findings indicated that work centrality is more related to retirement intention rather than turnover intention, while identification organizational commitment and affiliation organizational commitment are more related to turnover intentions rather than retirement intention in both of groups. Also, the level of management (high or middle) don`t make differences in relationships between work commitment constructs and retirement and turnover intentions.
Organizations and managers can decrease employees` voluntary retirement and turnover intention with increasing work commitment constructs.

The main purpose of this study was designed to investigate the effect of individual learning goal orientation with mediating role of individual learning goal orientation climate and the effect of individual performance-prove orientation and individual performance-avoid orientation with mediating role of avoid-prove performance orientation on job performance and subjective occupational success. Data collected from 175employees of service organizational. Structuralequation modeling (SEM) through AMOS 18 andSPSS 18 software package were used for data analysis. The indirect effects were tested using the bootstrap procedure in Preacher and Hayes (2008) SPSS Macro program for multiple mediation. Finding indicated that the proposed model fit the data. The results indicate that, the organizational to increase job performance and occupational success, should be provide learning and performance- prove orientation climate until facilitate learning and performanceprove orientation. Also, the organizational to reduce the negative effects of individual performance-avoid orientation on job performance and occupational success, should be decrease performance-avoid orientation climate.