فصلنامه مشاوره شغلی و سازمانی
پیاپی 11 (تابستان 1391)

The aim of this research was to design and test a model of the relationship of psychological climate and core self-evaluations with task performance and turnover intention with mediating role of job engagement in employees of Iran Wood & Paper Company (IWPC). In this research psychological climate and core selfevaluations were considered as predictors of task performance and turnover intention. In addition job engagement was considered as mediator of relationship between predictors and dependent variables. Data collected from 267 employees of Iran Wood & Paper Company that selected with simple random sampling method. Structural equation modeling through AMOS 18 and SPSS 18 software package were used for data analysis. The indirect effects were tested by Bootstrap procedure. Results indicate that psychological climate affects turnover intention directly and indirectly and affects task performance with complete mediating role of job engagement. Also core self-evaluations affect task performance directly and indirectly and affects turnover intention with complete mediating role of job engagement.

The present research was done in order to study the effectiveness of group training in transactional analysis on the self-differentiation of the school counselors. In a quasi-experimental design with control group, 28 people including 21 female and 7 male counselors working in Bojourd Education were randomly selected and placed in Control and Experimental groups. These counselors had scored low in Skowron and Smith’s self-differentiation questionnaire. The Experim-ental group received a ten-session training course; each session lasted 90 minutes and was held twice a week. A week following the sessions on transactional analysis, the above-mentioned questionnaire was given to both groups. Data analyzed by using multivariate analysis of covariance (MANCOVA). The results indicated the self-differentiation level of those counselors who received the training was higher than that of those who did not receive the training (p<0/05).

The aim of the current research was to investigate mediator role of initiating structure-consideration leadership style in relation between perceived organization climates, supervisor thinking style with personal characteristics. This research was an experimental. Research instruments comprise of two kinds namely simulation (in_basket) and questionnaire. To simulate organization climate, supervisor thinking style and leadership style in basket exercises were used. Organizational climate and super visor thinking in_basket were used via localizing Fredricson et.al (1972) in¬¬_¬basket exercises. Participants were 236 undergraduate students from psychology and educational sciences faculty of university of Esfahan. Correlation analysis, confirmation and exploration factor analysis and moderator analysis were used in this study. Data analysis was conducted through LISREL software. Results confirmed that initiating structure-consideration leadership style is moderator variable in the relation between perceived organization climate, supervisor thinking style with personal characteristics. This study figured the importance of individual characteristic in relation between perceived organization climate, supervisor thinking style and the importance of initiating structure-consideration leadership style as third variable. This fact had been confirmed that in selection climate and supervision style, we must attention to individual characteristic and it is important for success.

The main concern of the present study was to probe the relationship between emotional intelligence and Burnout of the of the Behbahan Islamic Azad University (BIAU) married male employees. The research design was correlation and the population being all the married male employees of BIAU in 1390.To conducts this study, 120 married male employees of BIAU comprised of different branches were randomly selected. The statistical procedures conducted in this study were mainly based on Emotional Intelligence Questionnaire (EIQ), Maslach Burnout Inventory (MBI). Once the results were obtained based on descriptive and inferential statistics, they were analyzed using Pearson's correlation coefficient, multivariate regression analysis. The results, in general, supported the idea that there is a clear link and negative meaningful relationship between emotional intelligence and employees burnout (P<0.0001).The data obtained in regression analysis showed that there is a multi link and meaningful relationship between emotional intelligence and employees burnout. The data obtained in stage regression analysis also showed that the factor burnout was explicated by all sub factor emotional intelligence, excepted Self-motivation.

The purpose of this research was to test a model for the effect of job security and organizational justice on turnover intention considering the mediating role of trust in top management. The sample consisted of 340 employees of NISOC who were selected by stratified random sampling method. Of this sample 77 percent were men and average age was 41 years. The instruments which used in this study were job security questionnaire (Ten Horn & Roe, 1988), organizational justice scale (Rahim, Magner & Shapiro, 2000), trust in top management inventory (Mayer & Davis, 1999) and turnover intention questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results obtained by using AMOS modification indices. The results confirmed 6 research hypotheses. According to these results perception of job security and organizational justice through trust in top management can affect mainly on employee’s withdrawal intents such as turnover intention.

The purpose of this study is to investigate the role of self-leadership strategies in psychological empowerment of Mashhad Education Department staff. The study group consisted of 213 employees Chosen by using proportional stratified random sampling method. Data were gathered via a survey instrument that incorporated the “Houghton & Neck's revised self-leadership questionnaire (RSLQ)” and “Spreitzer’s psychological empowerment scale”. The scales were submitted to experts in the field to elicit their views and criticisms. They were asked to assess these scales in terms of the Iranian culture and values. In light of their views and suggestions, the scales were amended. The scale was pre-tested on 30 employees. The coefficient values were all above 0.7. Linear regression showed that the self-leadership variable explain about 80% of the variance in the psychological empowerment.Behavior-focused trategies, natural reward strategies and constructive thought pattern strategies by themselves explain 66.8%, 0.20 and 71.9% of the variance in the psychological empowerment respectively. It was found that employees’ perceptions regarding psychological empowerment vary according to job category.

This research was carried out to study the association between personality traits and work-family conflict among teachers. Methods The method of this research was a correlation study. Participants were 100 teachers that answered to NEO & family-work conflict questioners. For analysis the data were stem from the research applied statistical methods, included; mean, standard deviation, T-Test, correlation and multi variable regression. Results The results indicated that there was negative and significant relationship between personality traits (included; extraversion, agreeableness, conscientiousness and openness) with family-work conflict. Furthermore, the results of T test did not showed significant difference in personality traits and family-work conflict in males and females teacher. The regression results indicated that two dimensions of traits, neuroticism and agreeableness could explanation %76 of family-work variation. Also, neuroticism dimension could explanation %48 of family work variation. Moreover, the other two dimensions of trait involving; neuroticism and openness could explain %92 of family-work variation. Conclusions the results suggested that family-work conflict characteristics had association with personality traits. In addition, the results showed that there was not significant relationship between personality traits and family-work conflicts in males and females teachers.