فصلنامه روانشناسی تحلیلی شناختی
پیاپی 17 (زمستان 1392)

checking the job alienation level among the employees and studying in-office aspects affecting on. a questionnaire, which was assessed in a pre-test study, was used to conduct the survey and also to collect the data. Due to the small number of the community, all the members of it were included in the study and 115 employees of the education ministry were studied. the results were indicated that the job alienation is in higher-intermediate level. Also, there was a significant relation between aspects including not accepting the favors, tension and sad environment of the office, failure to reduce the individuality, unclearness and opposition of the responsibilities and communication with the out world and job alienation. On the other hand, there was no significant difference in job alienation levels based on basic variables but with variables such as employing duration and the job level. During the time that the employees are working, different variables could affect on working and also the communications by which cause powerlessness, meaningless and self-estrangment resulting in job alienation.

Introduction & The issue of employee turnover is one of the organizational problems that affect organization development. For organization managers who want to save, protect and improve human resources, it is a problem and also requires special attention. Applying proper methods of management increases their motivation to continuous communicate with organization. The objective of this research was to study the relationship between supportive managerial behaviors dimensions with intention to stay in the organization. This research was done in Health Care Organization of Oil Industry of Isfahan during the autumn of year 1390 (2011). Among the employees of organization (in total 354 people), 187 employees were selected in an convenience sampling way as the statistical sample of this research. The research tools included Supportive Managerial Behaviors Questionnaire (Rooney & Gottlieb, 2007) and Intention to Stay Questionnaire (Hunt, Osborn & Martin, 1981). The data was analyzed using Pearson's correlation coefficient and multiple regression analysis (stepwise method) and SPSS (version 18). The results showed that there is significant relationship between supportive managerial behaviors dimensions (except micromanaging) with intention to stay (p<0/01). Also, the results of stepwise regression showed that among the factors of supportive behaviors, enabling job support to predicted percent intention to stay. Managerial methods especially supportive behaviors of managers are complement component to create a proper environment to educate employees and increasing their motivation. Also, employees’ realization of supervisors’ support, increases motivation and their organizational commitment.

The purpose of present study is investigating the relationship personality types and social intelligence with leadership style of managers. This study is survey - correlation. Sample is included 120 manager and assistant that had selected by available sampling between all managers and assistants of offices Yasouj city. Data collected using Questionnaire of Personality Type A and B, Tromsø Social Intelligence Scale (TSIS) and Leadership Style Scale (LSS). Data were analyzed by Pearson correlation coefficient and stepwise regression. Results showed that there is a significant relationship between social intelligence and leadership style and the type of personality and leadership style. Components of social intelligence include social skills and social information processing and social awareness are the best predictors of collaborative leadership style. Also, personality type of A is the best predictor despotic leadership style, and personality type of B is the best predictor of collaborative leadership style. The results of research indicated that pay attention to social skills, social intelligence and personality types as initial ability is necessary to cooperative and efficient management.

The present research aims to study the psychometrics characteristic of the mindfulness inventory among students in Tehran. The research employs a correlationaldescriptive method and the population includes all of students of Tehran in academic year from 91/92, out of which a sample of 350 individuals were selected using Voluntary non-random sampling method. The research was the” Mindful Attention Awareness Scale (MAAS)”. The results of the research indicated that Cronbach's Alpha reliability coefficient equals 0.851. Moreover. the results of the main component analysis and oblimin rotation reveal that the inventory can determine 44/522 percent of the total variance, which includes act with caution and unreactive due to internal experience.

Personnel values have fundamental role in organizational values and organization future and business ethics care. The research questions are: what are thevalues (both personal and higher ordered) of Isfahan refinery and Isfahan Gas transmission company employees? Is there any difference between the values of Isfahan refinery and Isfahan Gas transmission company employees? and is there any difference between the values of newcomers and the seniors? Toward these objectives acomparison between the values of Isfahan refinery employees as a private company and those of Gas transmission employees as a public company has been done. Another objective of this research was comparing the newcomers to the organization with the seniors. Participants were 269 persons among Refinery Company and 116 persons among Gas transmission Company and both samples were selected randomly.Subjects completed Schwartz Value Survey (SVS). By applying multivariate analysis of variance the data were analyzed. Raw scores were changed to standardized score.Four higher-order value types namely Conservation, Self– transcendence, Self-enhancement & Openness to change, related to many organizational variables. Contrary to first expectation. Finding show overt newcomer priviledges relative to tenured personnel in both individual and higher-order values. Implications of research finding were discussed considering type and structure of two organizations (public- private) and personnel (newcomertenured).

The aim of this research was to study the relationship between organizational support and job stress with general health and burnout in academic staff of University of Guilan in 1389. 200 samples were questioned by Perceived Organizational Support questionnaire (POS), Osipow's Job Stress questionnaire, General Health Questionnaire (GHQ-28) and Maslach Burnout Inventory (MBI. (It was a correlation research which was done by simple random sampling method. The data were analyzed by statistical methods such as Independent Student t, Pearson Correlation, analysis of variance (ANOVA), stepwise multiple regression analysis, using SPSS software (ver16.0). The following hypotheses were organized to study the issue:1. There is a relationship between organizational support and general health of academic staff. 2. There is a relationship between organizational support and burnout of academic staff.3. There is a relationship between job stress and general health of academic staff.4. There is a relationship between job stress and burnout of academic staff.According to results, all mentioned hypotheses except the first one have been confirmed and findings of stepwise multiple regression of two variables of organizational support have selected the frequency of emotional fatigue, two variables of which have selected the frequency of personal competency, respectively, as selected variables in second step in order to predict job stress rate (F=41.667; P<0.0001) and general health level (F=19.565; P<0.0001), respectively.

Aim of this research was to investigate the relationship between dimensions of organizational citizenship behaviors (OCBI and OCBO) and group cohesiveness among the managers and staffs of Seven Diamonds and Steel Alborz Industrial Company in Tehran. Method was descriptive and survey. For doing this study 200managers and staffs of mentioned company were selected randomly to form the statistical samples.The research measures were Williams and Anderson’s (1991) organizational citizenship behaviors scale and Dobbins and Zaccaro (1986) group cohesiveness scale. The results of Pearson Correlation indicate that group cohesiveness is significantly and positively related to OCBI and OCBO. In addition, result of Regression analysis demonstrates that, group cohesiveness predicts the OCBI and OCBO. With regard to positive significant relation between dimensions of organizational citizenship behaviors and group cohesiveness, groups leaders and managers through the increasing group cohesiveness can prepare necessary condition for developing and extending organizational citizenship behaviors.