مجله مطالعات روان شناسی صنعتی و سازمانی
سال هفتم شماره 2 (پاییز و زمستان 1399)

Job satisfaction is one of the main concerns for organizations. It's widely related to other important parts of life including mental and physical health, job performance, and organizational productivity. According to the literature, personality variables are very important for predicting job satisfaction due to their relative stability. The present study has considered the neuropsychological and personality variable of reinforcement sensitivity, which is defined based on the activity of three behavioral brain systems, including Behavioral Activation System (BAS), Behavioral Inhibition System (BIS), and Fight, Flight, Freeze System (FFFS) as predictors of job satisfaction; Because it allows people to predict job satisfaction even before they have been employed by organization and organizations can select people with more likely future job satisfaction. It is also true that the level of activity of brain-behavioral systems is initially determined genetically; But in the future, it is also influenced by environmental factors and learning. Therefore, by considering the effect of the activity of each system on job satisfaction, it is possible to increase the possibility of more job satisfaction in people by making appropriate changes in environmental conditions and learning. In this way, organizations can determine the level of activity of systems in each of their current employees, to strengthen the appropriate brain-behavioral system in them to increase their job satisfaction and reduce the activity of system which activity is inversely related to job satisfaction. In this way, the individual, the organization, and, as a result, the whole of society will be able to benefit from more job satisfaction and the problems of less job satisfaction will be reduced.  

The research design was descriptive correlational. The statistical population was all Iran's employees in early 2018 with at least one year of work experience in their current position and at least a diploma degree. The minimum sample size was determined using the Green formula and the final sample of 321 people was determined by the convenient sampling method. Tools were MSQ- short form, and the Jackson Reinforcement Sensitivity Scale (r-RST) which were distributed via a Telegram robot designed for this special purpose. Data were analyzed using Multiple Regression Analysis in SPSS software version 26.

The results of regression analysis showed that Behavioral Activation System (BAS) has a positive significant relationship with job satisfaction (β=0.17, p < 0.002), and also the Behavioral Inhibition System (BIS) has a positive significant relationship with job satisfaction (β=0.15, p < 0.007). The best predictor was the Freeze subsystem with β= -0.26 and then the Fight subsystem with β=-0.20, which have a negative significant relationship with job satisfaction.

Considering the predictive role of three brain-behavioral systems for job satisfaction, these can be useful for predicting and increasing job satisfaction.

The purpose of the present study was to investigate the relationship of social capital and quality of work life with job performance and work engagement in employees of an oil and gas company.
 
The present study was descriptive-correlational research and is theoretical-applied in terms of purpose. The statistical population included all of the employees in an oil and gas company during 2019-2020. The sample of the study included 250 employees, who selected by simple random sampling method. The Questionnaires of Organizational Social Capital, Work Engagement, Quality of Work Life, and Job Performance were used as research instrument. Canonical correlation and stepwise multiple regression were used for data analysis.
The results showed that social capital has a positive significant correlation with job performance and work engagement. Also, the quality of work life had a positive significant correlation with job performance and work engagement. The results of the regression analysis showed that social capital and quality of work life predict employees' job performance with R2=0.11. Also, the results showed that social capital and quality of work life can predict the work engagement of employees with R2=0.21.
 
Based on the results of the study, social capital and quality of work life are correlated with employees' performance and work engagement. Therefore, managers of organization can improve the work engagement and job performance of employees by implementing appropriate interventions to improve the variables of social capital and quality of working life.

Employee’s health includes physical and mental health, so, improving mental health can prevent many problems and accidents caused by work and increase the level of employee’s health. The purpose of this research was to study the moderating role of job stress in the relationship between safety climate and work-related accidents in employees of Power Distribution Company of Khuzestan province.
 
The present research was a descriptive correlational study. The statistical population was all of the operational employees who worked in the Power Distribution Company of Khuzestan province, who were 480 people. 214 people were selected by multistage random sampling method.  Nordic Safety Climate Questionnaire, Job Stress Questionnaire, and Occupational Accident Questionnaire were used for data collecting. Hierarchical Regression Analysis and Pearson Correlation were used for data analysis by SPSS-21 software.
 
The results of correlation analysis showed that the relationship of safety climate with job stress and work-related accidents was negative and significant. Also, there was a positive and significant relationship between job stress and work-related accidents. The results of hierarchical regression analysis showed that job stress moderated the relationship between safety climate and work-related accidents rate.
 
Considering the moderating role of job stress in the relationship between safety climate and work-related accidents, the implementation of comprehensive programs on employee stress management is recommended.

The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers.

The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis.

The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being.

Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.

Job satisfaction is a multi-dimensional concept and is related to several factors. In other words, job satisfaction will be achieved by a set of factors. Therefore, the main purpose of this study was to investigatethe relationship of affective well-being and job stress with job satisfaction, concerning the mediating role of job self-sfficacy.

Method :

The research method is descriptive-correlational. The statistical population of the study was all the employees of neuroscience centers in Lorestan province in 2019. 3 centers were randomly selected and a random sampling method was used to select individuals. Finally, by removing those who did not complete the questionnaire completely, 252 people participated in the study. Four questionnaires were used in this study: Job-related Affective Well-being Questionnaire (JAWS), Minnesota Job Satisfaction Questionnaire (MSQ), Job Stress Questionnaire (HSE), and Job Self-efficacy Questionnaire.  

Findings showed that the proposed model had a good fit. The results also showed that job stress had significant relationships with job self-efficacy and job satisfaction (p < 0.05). The relationships of job-related affective well-being with job self-efficacy and job satisfaction were also significant (p < 0.05). Also, the mediating role of job self-efficacy in the relationship of job-related affective well-being with job satisfaction was significant.  

Remarkable in the findings of this study was the existence of a third variable between the relationship between job-related affective well-being and job satisfaction. Affective well-being first affects job self-efficacy and then job self-efficacy affects job satisfaction. Employees' emotions in the workplace affect how employees think.

This study aimed to investigate the relationship of workaholism and work engagement with quality of work life considering the moderating role of personality characteristics in midwives of three Gynecology and Midwifery Hospitals (Alzahra, Taleghani, 29 Bahman) in Tabriz.
 
The statistical population consisted of all midwives working in three gynecology and midwifery hospitals (Alzahra, Taleghani, & 29 Bahman) in 2018 which 120 individuals were selected by census sampling method. Instruments included the Workaholism (Wart, 1999), Work Engagement (Salanova, Schaufeli, 2001), Quality of Work Life (Walton, 1973), and the Neo-Five Factor (Costa & McCree, 1986) Questionnaires. Data were analyzed by SPSS-23 software using Pearson correlation coefficients, multiple regression analysis, and hierarchical regression analysis.
 
The results showed that there is a positive and significant relationship between workaholism and work engagement with quality of work life (p<0.05). The results of regression analysis showed that both variables of workaholic and work engagement were able to predict the quality of work life (p<0.05). The results of hierarchical regression analysis showed that none of the personality characteristics have a moderating role in the relationship of workaholism and quality of work life, but among personality characteristics, conscientiousness and openness to expirience had a significant moderating role in the relationship between work engagement and quality of work life (p<0.05).
 
 This study provides important findings regarding how work engagement and some personality characteristics can be effective in relation to quality of work-life.

Today, education experts believe that education is not a cross-sectional, but a lifelong one. We must break the rule that only the classroom is suitable for education and training. One of these training is adult training. Implementing adult education programs requires an appropriate model. Due to the lack of a native model of adult education in line with the culture of the community, the main purpose of the present research was to design and validate a model for assessing adult education in counseling and rehabilitation centers.
The present research method was qualitative, and purposive and snowball sampling method was used for it. Initially, semi-structured interviews were conducted with experts from counseling and rehabilitation centers, which continued until the saturation point (12 people). Data obtained from the interviews were analyzed by theme analysis method using N-Vivo 10 software. The fuzzy Delphi technique was used for qualitative validation and consensus among experts to make the identified components and indicators. After the fuzzy Delphi stage, a list of identified dimensions, components, and indicators was made available to several university professors and Ph.D. students who specialized in the field of adult education. They made corrections to the correctness and appropriateness of the selected equivalents and terms. The dimensions, components, and indicators of the Adult Education Assessment Model were ensured.
 
Based on the results, the final model for assessing adult education in counseling and rehabilitation centers was designed, which includes 6 dimensions (including group orientation, motivation, budget, attention to limitations, accuracy in training and fitness), 10 components, and 48 indicators.
 
Paying attention to adult education and managing the educating of this group, is one the features of one developed society. The researches have shown that there is a difference between the learning methods of adults and children. Also, adult education couldn’t use the techniques used in teaching for children, so it was necessary to focus more on practical models instead of theoritical models. Counseling and rehabilitation centers should consider the underlying, environmental, and causal factors resulting from the present study.

Occupational accidents are one of the most important problems in developed and developing countries. Occupational accidents in any form impose many economic and social problems on organization and society. Therefore, the purpose of this study was to predict group membership (accident-involved and accident-free employees) from interpersonal conflict and organizational justice.
 
Participants in the research were 255 employees of the National Iranian Drilling Company who were selected by simple random sampling method. The research design was correlational and predictive. Discriminant Analysis was used for data analysis. The instrument included Spector and Jacks (1998) Interpersonal Conflict Scale and Niehoff and Moorman (1993) Organizational Justice Questionnaire. The accident-involved employees mean people who had been severely injured as a result of traumatic work-related accidents and were referred to a medical center.
 
The results confirmed research hypotheses. In other words, the accident-involved employees had high interpersonal conflict scores and low organizational justice scores than accident-free employees. The variables of interpersonal conflict and then organizational justice have shown the highest correlation with only the discriminant function with two predictor variables, respectively.
 
The variables studied in this study were good predictors for group separation (accident-involved and accident-free employees), so it is suggested that organizations can reduce accident–involvement by controlling the mentioned variables. Also, based on the results, it is suggested that through job stress management programs as well as safety measures, strengthening the principles of safe behavior throughout the organization, the organizations can reduce accidents or eliminate risk factors.

Whether employees have control over job stress, their mental health, and organizational commitment will increase. One of the main factors for measuring the superiority of one organization to another one is its employees. Commitment and the mental health of employees increase job performance, productivity, and effectiveness of the organization. Therefore, the purpose of this study was to investigate the relationship of job stress with mental health and organizational commitment in employees of Ilam province public librarians.
The present research was a descriptive correlational study that was conducted by a survey method. The statistical population of this study included 123 employees of Ilam province public librarians. Mayer and Allen’s Organizational Commitment (1990), Goldberg’ General Health (1972), and Cooper et al.’ Job Stress (1988) Qquestionnaires were used for data gathering. The reliability of all questionnaires was calculated through Cronbach's alpha. Sstructural equation modeling in Lisrel software was used for data analysis.
 
 Results showed that, there was no significant relationship between job stress and mental health. The relationship of job stress and organizational commitment was negative and significant.
 
Results showed that job stress decreases organizational commitment, therefore, libraries managers should pay attention to this issue, and  should try to reduce the job stress of the workplace.

Job stress is one of the factors that negatively affect other aspects of a person's work and social life. Also, marital satisfaction is a very important aspect of the couple's relationship and plays an important role in the couple's psychological health. This study aimed to investigate the effectiveness of cognitive-behavioral therapy on job stress and marital satisfaction in married police officers in Kermanshah.  

The present study was a quasi-experimental pretest-posttest with a control group. In this study, 20 police officers in Kermanshah were randomly assigned to experimental and control groups (Each group consisted of 10 persons). The instruments used in this study were Enrich Marital Satisfaction and the HSE Questionnaires, which were distributed among the members of the two groups in the pre-test and post-test stages. Then, the experimental group received cognitive-behavioral therapy for 8 sessions (1.5 hours each session). Yuman-Whitney test in SPSS-25 software was used for data analysis.  

The results of the Yuman Whitney test showed that there is a significant difference between the experimental and control groups in job stress (p < 0.05) and job satisfaction (p < 0.05).  

According to the results, appropriate training and treatment courses should be held to promote marital satisfaction and reduce job stress in police officers.

Research regarding the influence of personality traits on job performance has been largely based on correlation analysis and has explained job performance changes based on each personality trait. If job assignment is done in such a way that the dispersion of one personality factor is low, performance changes are largely explained by other factors, while that factor may play an important role. The purpose of this study was to develop a model that can explain the role of personality factors in job performance and not only rely on data collected from employees.

Analytical Hierarchy Process explains the effect of each factor on performance based on expert opinion. The expert via pairwise comparisons expresses the preference of each personality factor over others, that is the comparison of each factor to another pairwise. The weight of each factor is then determined by hierarchical analysis. In the same way, the role of personality is determined in comparison with expertise and experience. Thus, an equation for job performance is developed taking into account personality traits. This procedure was performed for the employees of Khayyam University. To test the model, education, financial, and student departments vice presidents were selected as experts. Using the hierarchical analysis model and Expert Choice software, the weight of each factor regarding the job performance was calculated.  

The weights calculated by using software were acceptable due to the low incompatibility rate. In the education office, weights of responsibility, 0.51, agreeableness, 0.21, openness to experience, 0.04, extraversion 0.05, neuroticism, 0.16; in finance department, responsibility, 0.62, agreeableness, 0.20, openness to experience, 0.10, extraversion 0.05, and neuroticism 0.03, and in student affairs office, responsibility, 0.52, agreeableness, 0.14, openness to experience, 0.24, extraversion 0.04 and neuroticism, 0.06, were obtained in all three studied departments. Responsibility showed the greatest role in explaining job performance. The performance calculated with the equations developed by the model showed a significant correlation with the actual job performance based on the Spearman correlation test. In other words, the results of the neo-test and their placement in the equations led to job performance prediction that was correlated with actual performance, which means that the model is validated.  

In addition to the regression method, the hierarchical analysis method can be used to explain the role of personality factors regarding job performance. In this study, the weight of the effect of personality factors on performance was calculated by hierarchical analysis.

Prison is one of the workplaces that creates a lot of stress for its employees. Working in the prisons is difficult, and also leads to ambiguity and confusion in the assigned roles. This ambiguity and conflict can create psychological and physical problems for persons working in prisons which increase the risks of the workplace for them. This study aimed to investigate the effect of the ontology training based on Giddens' theory on the role ambiguity and role conflict in prison employees in Kohgiluyeh and Boyer-Ahmad province.  

This study was a clinical trial and a two-group semi-experimental design with pre-test, post-test, and follow-up of the three months. The statistical population consisted of all prison employees in Kohgiluyeh and Boyer-Ahmad province. the research sample consisted of 30 employees who usually had problems related to their job in the prison environment, and these problems had a negative impact on various areas of their employment relationships. Participants were randomly assigned to experimental and control groups (each group of 15), and in 10 sessions, ontological training based on Giddens' theory was performed for the experimental group. Data were collected through the Role Ambiguity and Role Conflict Questionnaires (Rizzo et al., 1970) and were analyzed using analysis of covariance (ANCOVA).

Results showed that there was a significant difference in role ambiguity and role conflict between experimental and control groups in the two stages of pre-test and post-test (p < 0.01). This effect continued during the follow-up phase also (p < 0.01).  

Based on the results of present study, it can be said that the implementation of ontological training based on Giddens theory reduces role ambiguity and role conflict in prison employees and the use of this training can be effective in reducing some problems related to prison work environment.