فصلنامه مشاوره شغلی و سازمانی
پیاپی 56 (پاییز 1402)

The present study aimed to model factors affecting the successful transition of students from university to work. The research was descriptive with structural equation modeling of path analysis type. Its statistical population was all Final semester undergraduate students of Isfahan University in 1402 and based on the"Kline" formula, a sample of 471 people were selected by convenience sampling method. The data collection tools were researcher-made questionnaires of successful transition and effective factors on transition, derived from the research components of the researchers' grounded theory. The findings showed that the structural model had a good fit. Fundamental skills, adaptability, resilience, hope, optimism, networking behavior directly and geographical location ,the balance of supply and demand of field and job through optimism, and fundamental skills indirectly through resilience had a significant positive effect on successful transition(p<0/05). Therefore, in line with the assumption of postmodern approaches in career counseling, "person" and relation with " context" is important in a successful transition from university to work. in order to prepare students for this type of transition, pay attention to "person" and " context" and relation between them is require

The family system, as an important contextual variable, serves as the primary foundation for the career development of students, influencing the formation and development of their career aspirations; Therefore, this research aims to investigate the role of family factors in the process of students' career development. The study employed a qualitative method, specifically content analysis. The study population consisted of two groups: 1) Books and articles in the fields of career counseling and school-related literature published between 2011 and 2021, and 2) Experts in the fields of school counseling and career counseling, including university professors and school counselors. In the document analysis phase, 7 books and 14 articles were examined, and in the interview phase, 21 individuals (9 9 university professors and 12 school counselors) were purposefully selected during the 2020-2021 academic year. Data collection methods included document analysis and semi-structured interviews. The collected data were analyzed by using the Attride-Stirling thematic analysis method (2001). The findings revealed 3 Global themes, 6 organizing themes, and 106 basic themes. The Global themes included " Role playing of parents," "family career narrative," and "family structure and family dynamics." The acquisition of beliefs, Schemas, values, and other vocational Constructs among students is primarily influenced by interactive patterns within the family system. Therefore, providing informational, psychological, and emotional support to children throughout the career development process proves to be an effective and facilitative measure.

Identiyfiying and validating the teacher compensation model based on the performance strategy in Tabriz schools.

This research was applied and mixed type (qualitative and quantitative) in terms of goals. The statistical population of the qualitative stage of experts in the number of 10 people was selected by the targeted snowball method. The statistical population in the quantitative part was made up of all the principals and teachers of the schools of Tabriz city with the number of 2700 people, and 338 principals and teachers were selected using the Cochran formula. The data collection tool was in the qualitative part of the semi-structured interview, the questions of which were analyzed using grounded theory and in the quantitative part was a questionnaire that was designed from the results of the qualitative analysis.

In the qualitative part of the factors of service compensation model and performance strategy, from two main categories (service compensation model - performance strategy)and 6 sub-categories(financial-direct, financial-indirect,internal-organizational,external-organizational, merit-oriented and equality-oriented). 28 codes were extracted and confirmed. In the quantitative part of the research, confirmatory factor analysis was performed by Smart PLS3 software, which showed that the service compensation model with emphasis on performance strategy had the required validity.

The model for teachers should be reviewed with a suitable model and designed in line with their performance. Also, during the performance evaluation of the teachers, the officials should clearly inform the teachers of the method that will be used as the criterion.

The present study was conducted with the aim of identifying the factors influencing the formation of career proactivity.

The research method is qualitative and using Interpretive-Structural Modeling (ISM) method. The research community in the literature review section included all related articles, theses and books from 1996 to 2023. In the interview with specialists, the research community included career counseling specialists and industrial and organizational psychologists (including faculty members and consultants working in counseling centers) at 2023. In this research, the data were collected using demographic characteristics questionnaire, pairwise comparison questionnaire and interviews with experts and were analyzed using structural-interpretive modeling and MICMAC analysis.

The results showed that 10 factors has an effect on the career proactivity and based on the structural-interpretive model, it contains three levels of independent or key variables, relational and dependent. The proactive behavior variable as an independent and key variable had the most influence and the least dependence compared to the variables mentioned at other levels in the model.

Being proactive in career requires being equipped with special behaviors, cognitions and skills that give a person the ability to control, guide and successfully advance the career. Therefore, paying attention to these skills and acquiring competencies related to them provides the basis for enriching career in today's world.

The present research was conducted with the aim of identifying the role of school principals in the formation of teachers' professional learning communities. This research was conducted using a qualitative method through a semi-structured interview. The participants of the research were 20 principals and expert teachers who had experience working in educational groups and were known for success in their professional performance. The data obtained from the interview were classified and analyzed using the checklist tool. Data synthesis has been done in three levels: open coding, central coding and selective coding. According to the findings of the research, 18 indicators were identified in the selected code "principals' strategies in forming professional learning community". These open codes were categorized into 6 components. Also, 11 indicators were identified in the selected code "principals' beliefs in the formation of professional learning community" and categorized into 4 components. The results of this research show that "program-oriented", "supportiveness", "integration", "seeking cooperation", "empowermenting" and "continuous monitoring" are principals' strategical components for the formation and development of professional learning community; and "belief in long-term comprehensive, local and result-oriented approach", "adherence to participatory leadership", "belief in the ability to create change and continuous improvement" and "knowing the necessity of commitment, creativity, expertise and experience as managerial prerequisites" are the components of principals' beliefs in the formation of professional learning community.

The present study was conducted with the aim of finding the relationship between the role of organizational freshness and psychological empowerment in the management of new teachers' organizational trauma with an artificial neural network approach. The statistical population of this study included nine teachers in Gilan, Alborz and Tehran provinces with a population of 15,000 people. The sampling method was a multi-stage cluster type. The sample size was considered to be 375 according to the Krejci-Morgan model. To collect data, Kroloff's Organizational Vitality Questionnaire, Sportiz Psychological Empowerment Questionnaire and the researcher's Organizational Trauma Management Questionnaire were used. The validity of the instruments was confirmed by the opinion of professors of educational sciences and psychology. The data was analyzed with Multi Layer Perceptron artificial neural network in Spss.25 software. The results showed that the relationship between organizational vitality and psychological empowerment on organizational trauma management has an input layer with 13 nodes and a hidden layer with 4 nodes, and the artificial neural network is well able to detect the jumps and process of organizational trauma managementfrom vitality. Predict organizational and psychological empowerment. The findings show that the feeling of participation with others has the most influence and the meaningfulness of the work has the least influence on the importance factor in the organizational trauma management. According to the surveys, psychological crises in organizations have become a common experience for managers all over the world.

Each organization tries to keep its valuable assets in order to guarantee its survival and development. Human resources are the most valuable organization asset; therefore it is necessary to reduce their challenges while increasing their acctualization. The purpose of this study is to assign the quality of work life improvement program effectiveness on employee work-family conflicts based on perceived job security moderating role and self-actualization based on optimism moderating role. The research statistical population was 30 production employees of NahanGol company at Borujen, who participated in the study based on random sampling in terms of two experimental and control groups. The data gathering tools included the work-family conflict scale (Carballo-Penela & et al, 2018), the perceived job security questionnaire (Hockman, 1986 quotes Goretzki, 2016), self-actualization scale (Faraci and Cannistraci ,2015) and the life orientation test (Scheier & Carver, 1985). Data were analyzed using repeated measures analysis of variance, path analysis, linear regression and structural equations model using SPSS24 and AMOS softwares. The results showed that the improving quality of work life training program reduces work-family conflicts in epmloyees with medium or low level of perceived job security and increases the self-actualization in employees who are more optimistic.