فصلنامه مشاوره شغلی و سازمانی
پیاپی 47 (تابستان 1400)

The purpose of the present study was to determine the placement of job skills required by students in work and technology courses in upstream education documents. The research method was content analysis and the research population consisted of content of upstream documents. The census method was used in this study and all upstream documents were analyzed. The research tool consists of constructs of content analysis of job skills and researcher-made technology. The findings showed that the occupational skills required by the students in the work and technology courses can be formulated into three main categories (individual, occupational and technology) and 21 sub-categories. It was also found that in the content of the upstream documents, individual skills (45%), job skills (32%) and technology skills (23%) were discussed. The highest coefficient of importance was related to the comprehensive scientific map of the country (41%) and the lowest coefficient of importance was related to general employment policies (12%). Therefore, it is essential to integrate individual, occupational, and technological skills with the primary mission of work and technology lessons that are based on the acquisition of practical life skills.

The aim of this study was to determine the effectiveness of group training based on positive psychology on job motivation and job motivation of Modares Hospital laboratory staff. The research method is quasi-experimental with pre-test-post-test design with control group. The statistical population of the study includes all employees (80 people) of Modares Hospital laboratory in 1398. In these centers, 30 people were selected as a sample to participate in this study by simple random sampling and were randomly assigned to two experimental (n = 15) and control (n = 15) groups. 2002) and the Wright Job Motivation Questionnaire (2004). To analyze the obtained data and test the research hypotheses, Kolmogorov-Smirnov test and univariate analysis of covariance were used using 24spss software. The results showed that group training based on positivity significantly increased employees 'job motivation (F = 16.09, p = 0.001) and employees' job motivation (F = 19.23, p = 0.001). have given. Therefore, this method can be used to promote employee motivation and job enthusiasm in organizational environments.   Keywords: Positive Psychology, Job Attitude, Job Motivation Key words: Positive attitude,Job passion , Job motivation

The purpose of the present study was to investigate the mediating role of emotional intelligence in the relationship between early maladaptive schemas and burnout in nurses.

The research method was descriptive correlational. The statistical population of the study consisted of all male and female nurses working in two hospitals of Shariat Razavi and Shahid Chamran hospitals in Tehran in the year 2019 that 186 persons were selected by census sampling method. Data were collected using Maslach Burnout Inventory (MBI), Bradbury-Graves Emotional Intelligence Questionnaire and Short form of early maladaptive schema Yang (SQ-SF). Data were analyzed by Pearson correlation and path analysis by using SPSS software.

The results showed a significant negative relationship between early maladaptive schemas and emotional intelligence (r = -0.41, p <0.01) and a significant positive relationship between early maladaptive schemas and job burnout (0.01). There was a significant negative relationship between emotional intelligence and burnout (r = -0.47, p <0.01). The mediating role of emotional intelligence in the relationship between early maladaptive schemas and job burnout was also confirmed. Therefore, psychologists and counselors can pay particular attention to the role of these factors in preventing and reducing burnout.

According to the findings, it can be concluded that in burnout, early maladaptive schemas and emotional intelligence play a role.

The present research aimed to investigation the mediating role of cognitive flexibility in the relationship between personality traits and coping styles. Research method was correlational and Research population consist of all male bus drivers of intercity terminals of Tehran. From this population, 210 subjects were selected by multistage random cluster sampling and answered to Coping Inventory for Stressful Situation (Endler& Parker, 1990), NEO personality inventory (Costa & McCrae, 1992) cognitive flexibility Inventory(Dennis &Vanderwal, 2010). Data were analyzed through structural equation modeling(SEM) with using Amos-21 and SPSS-19. The results showed thatthere was negative relationship between neuroticism personality traitwithproblem focused coping style and negative relationship betweenemotion focused and avoidance with problem focused coping styles (P<0/05). There was a positive relationshipamongextroversion, agreeableness, conscientiousness personality traits with a problem focused coping style, andnegative relationship with emotion focused and avoidance coping styles (P<0/05). But openness to experience had not significant relationship with coping styles. personality traits of neuroticism, extraversion, and conscientiousness had indirect effect on problem focused coping style through cognitive flexibility (P<0/05). personality traits of neuroticism and conscientiousness had indirect effect on emotion focused coping style through cognitive flexibility (P<0/05).Indirect effects of personality traits on avoidance coping style through cognitive flexibility were rejected.

The purpose of this research was to compare job stressors and the turnover intention based on career anchors in the managers of the Iranian Gas Transmission Company.

A cross-sectional study which statistical population consists of all managers of gas transmission companies. 494 managers of this company were selected using the Cluster sampling proportional to volume sample method and answered these questionnaires: job stress questionnaires of the industrial unit (Saffarzadeh,1998), the career anchors (Schein,1985) & the Turnover Intention (O'Reilly, Chatman & Caldwell,1991).

There is a statistically significant difference in the amount of job stressors between people whose predominant anchor is independence compared to the service anchor. In other words, job pressures in independence anchor are higher than service anchors. In addition, there is a statistically significant difference in the turnover intention between individuals whose dominant anchor is independence compared to the group with a dominant anchor of service, diversity and management.

Career anchor has an important role in job satisfaction and the turnover intention of managers. It is suggested that other organizations provide the necessary conditions for the dynamic activity of managers in the direction of their dominant anchor.

Given the importance of selecting a job for everyone, the purpose of the present study was to investigate the mediating role of the career exploration in the relationship between emotional intelligence and career certainty of the 9th grade students. The research method used was correlation. The statistical population consisted of all 9th grade students of Mashhad city in the academic year of 2017-2018 and 352 students were selected by multi-stage random cluster sampling. They were responded three questionnaires: 1. Emotional Intelligence Checklist (Bar-On, 2006), 2. Career Exploration Scale (Hirschi, 2010) and 3. Career Certainty Scale (Durr & Tracey, 2009). For data analysis, structural equation modeling with AMOS software version 22 was used. Results showed that the relationship between emotional intelligence with career certainty, emotional intelligence with career exploration and career exploration with career certainty are significant. The results also confirmed the mediating role of the career exploration in the relationship between emotional intelligence and career certainty. So, according to the results of the study, it is suggested that school officials and counselors consider the factors affecting the career certainty of the student's.

The present study aimed to examine the mediating role of job crafting in the relationship between career adaptability and work engagement.

In this correlational study, a total of 282 individuals have randomly sampled among the employees of the Martyrs Department of Tehran Province in 2019. Data were collected using the Career Adapt-Abilities Scale (Savicas, 2012), Job Crafting Questionnaire (JCQ; Slemp & Vella-Brodrick, 2013), and Utrecht work Engagement Scale (Schaufeli et al., 2002) and were analyzed using Structural Equation Modeling.

The results showed that the direct effect of career adaptability on job crafting (β = 0.38, P<0.01), the direct effect of job crafting on work engagement (β= 0.45, P<0.01), and the direct effect of career adaptability on work engagement (P<0.01, β = 0.23) were significantly positive. Also, the results showed that the mediating role of job crafting in the relationship between career adaptability and work engagement was significant (β = 0.17, P<0.01).

it can be concluded that when companies create a space for employees, they can express their occupational adaptability at work through the design of their workplace, which is related to occupational commitment.

The present study aimed to determine the relationship between psychological capital and professional ethics with the mediating role of defense mechanisms in nurses.

The methodology was descriptive-correlational. The population was 1237 nurses in Hamedan hospitals. Two hundred thirty-four nurses were randomly selected and responded to Cadozier's questionnaire (2002) about Professional Ethics, Psychological Capital Questionnaire (Luthans et al., 2007), and Defense Style Questionnaire (Andrews. Singh, & Bond, 1993). Data were analyzed using Pearson correlation and hierarchical regression.

There is a positive and significant relationship between psychological capital (hopeful, optimistic, self-efficacy, license) and professional ethics (P<0.01). The hierarchy regression results also show that mature, immature, and neurotic defense mechanisms significantly affect the relationship between psychological capital and professional ethics (P 0.01).

The defense mechanisms indirectly affect the relationship between psychological capital and professional ethics. The categories of hope, optimism, resilience, and self-efficacy should be considered to promote nurses' professional ethics, and nurses should be encouraged to use the defense mechanism of maturity through counseling and training.

 This study aimed to find practical solutions for developing teachers' professional knowledge based on students' psychological needs according to the two variables of academic engagement and Time control perception.

The research method was a correlation correlational research design. The statistical population was all-female secondary school students (N=8000). The participants were 316 female high school students (16-18 years old) who were selected by multistage random sampling method and responded to the Macan Time Management Questionnaires (1994), Gardia, Deci & Ryan (2000), and Reeve's Academic Engagement Questionnaire(2013). In this study, we used Deci and Ryan's self-determination theory to assess psychological needs (criterion variable) and Macan's time management theory to assess the perception of time control (predictor variable).

The statistical method is correlation and stepwise and multiple regression. Time management and academic engagement were predictors (18 - 21%) of variance in basic psychological needs. The mechanisms of goal setting and time management, and cognitive engagement were predictors of autonomy need. Total academic engagement (cognitive and acting) and perceptions of time control were predictors of the competence need. Academic engagement and time management mechanisms were identified as predictors of the relationship need.

This study examined individual components of the learning environment. It is suggested that environment components such as teacher-student relationships, learning, and teaching styles should be studied.

The present study aims to offer a structural relationship pattern based on competency management and positive organizational behavior at the therapeutic and teaching centers in Kermanshah city. The method of this study in terms of objective is developmental and practical and data collection method is mixed (quantitative-qualitative) in form of a sequential exploratory study, which is done in three basic phases. The first stage (observation of documents) is for comprehensive and accurate access to dimensions and features of competency management by studying valid and relevant documents in this field. In the second stage, the dimensions and features obtained from the first stage and achievement of new indicator related to competency management is discussed by using deep interviews also the sampling method in this stage was purposeful and the sample size was 12. The third phase of the study includes the implementation of 342 researcher-made questionnaires containing dimensions of management competencies based on the results of the qualitative phase and enforcement positive organizational behavior questionnaire. Pearson's correlation coefficient, one sample T-test and structural equation modeling was used to analyze the data. Stages one and two were analyzed using 11th version of MaxQDA software. The results of the study showed that competency management consisting job promoting competencies (including 5 sub-elements: executive competencies, communicative competencies, developmental competencies, teamwork competencies and knowledge competencies) and balance competencies (including 5 sub-elements: attitude competencies, personal competencies, control competencies and general competencies) have significant relationship with positive organizational behavior. Based on the results of path analysis competency management, promoter competencies and balance competencies have and effect on positive organizational behavior and its dimensions including self-efficacy, hopefulness, resiliency and optimism.Therefore, it is suggested that the appropriate action should be made to increase the positive organizational behavior, to develop and strengthen human capitals and to achieve the outlook, mission and the core values of the organization.