abdulzahra naami

This study aimed to develop and test a model examining the effect of secure, anxious, and avoidant organizational attachment styles on job effort, mediated by the fulfillment of basic psychological needs in organizations. The research design was applied in nature and used a descriptive method. The statistical population consisted of employees of the Ahvaz Water and Wastewater Company. A sample of 200 employees was selected using a simple random sampling method. To collect data, the Organizational Attachment Questionnaire (Skrima, 2020), the Fulfillment of Basic Psychological Needs in Organizations Questionnaire (Van den Broeck et al., 2010), and the Job Effort Questionnaire (Brown & Leigh, 1996) were used. Data analysis was performed using SPSS-24, structural equation modeling in AMOS-24, and the bootstrap method. The results indicated that the designed model had a good fit. The findings also showed that the paths from secure, anxious, and avoidant organizational attachment styles to the fulfillment of basic psychological needs and job effort were significant. Additionally, the path from the fulfillment of basic psychological needs to job effort was also significant. The results of indirect path analysis further demonstrated that the fulfillment of basic psychological needs mediated the effects of secure, anxious, and avoidant organizational attachment on job effort.

This research was conducted with the aim of designing and testing a model of the effect of anxious and avoidant organizational attachment styles on job well-being and occupational depression with the mediation of adaptive performance. The design of the current research was applied and its method was descriptive and correlational. The statistical population of the research was the employees of Ahvaz water and sewage organization. The research sample included 200 of these employees who were selected by simple random sampling. In order to collect data from organizational attachment questionnaires (Finney et al, 2020), adaptive performance (Charbonnie Voirin et al, 2010), psychological well-being in the workplace (Dagenais-Desmarais and Savoie, 2011) and occupational depression (Bianchi and Schonfeld, 2020) was used. For data analysis, structural equation modeling model, Spss-24 and Amos-24 software and bootstrap method were used. The results showed that the designed model has a good fit. Also, the findings showed that the paths of organizational attachment anxiety to adaptive performance, job well-being and occupational depression were significant at the level of 0.001. In addition, the paths of avoidant organizational attachment to adaptive performance, occupational well-being and occupational depression were significant at 0.001. Also, the results of indirect path analysis showed that adaptive performance mediated the effects of anxious and avoidant organizational attachment on job well-being and occupational depression. Therefore, it can be concluded that adaptive functioning has been able to explain the effect of anxious and avoidant organizational attachment on job well-being and occupational depression.

 The psychological health of employees is one of the important issues in organizations. One of the dimensions of psychological health is job psychological well-being. Job psychological well-being means paying attention to the physical, mental, and social dimensions of employees and creating a positive and happy organizational environment, satisfied and committed employees, satisfied customers, good relations between employees and employers, and low stress and anxiety in the workplace. Job well-being has five areas: interpersonal fit at work, growth at work, sense of competence at work, perceived appreciation at work, and desire to participate. Considering the important consequences of organizational psychological well-being, examining its antecedents is of particular importance because, with the help of these antecedents, job psychological well-being can be predicted and increased. In the present study, a model of antecedents and mediators was designed to predict job psychological well-being, which is based on the theory of organizational attachment and self-determination. Accordingly, the present study seeks to determine whether different organizational attachment styles can lead to the fulfillment or non-fulfillment of employees' fundamental organizational psychological needs and, as a result, affect employees' job psychological well-being.

Design/Methodology/Approach: 

The current research was applied and its method was descriptive. The statistical population of the research was the Water & Wastewater company in Ahvaz City. In this study, the required sample size was determined as 230 people using the Kreschi-Cochran formula. The final sample comprised 200 participants selected through a simple random sampling method. The tools used were the scale of organizational attachment Styles (Scrima et al., 2021), psychological well-being in workplace scale (Dagenais-Desmarais & Savoie, 2011), and work-related basic needs (Van den Broeck et al., 2010). Data analysis was done using the statistical method of structural equation modeling, Amos -24 software, and the bootstrap method.

 The results obtained from the research showed that the path coefficients of secure, anxious, and avoidant organizational attachment to job psychological well-being were 0.35, -0.29, and -0.27, respectively, and were significant at the p<0.001 level. Also, the path coefficients of secure, anxious, and avoidant organizational attachment styles with the fulfillment of organizational basic psychological needs were 0.19, -0.18, and -0.20, respectively, and all of them were significant at the p<0.001 level. The path coefficient of the fulfillment of organizational basic psychological needs with job psychological well-being is 0.40, which is significant at the p<0.001 level. The coefficients of indirect effect of secure, anxious, and avoidant organizational attachment on job psychological well-being through the fulfillment of organizational basic psychological needs were 0.19, -0/17, and -0/15 respectively, all three of which were significant at the 0.001 level.

 The results of the study showed that organizational attachment styles directly affected job psychological well-being through fundamental organizational psychological needs. The direct effect of organizational attachment styles on psychological well-being at work was such that employees who had a secure organizational attachment style had a positive attitude toward the organization and perceived all organizational behaviors and decisions with a positive intention. This factor could be considered a kind of organizational support that could increase psychological well-being at work. The fulfillment of basic psychological needs resulting from a secure organizational attachment style directly helped employees to control stressful environmental conditions, increased self-efficacy to increase adaptation, and helped employees increase psychological well-being in the workplace by attracting more social support.

The purpose of this study was to investigate the effect of psychological capital and proactive personality on training motivation and self-development with mediating thriving at work in the Social Security staff of Ahvaz. The statistical population of this study included 267 employees of Ahvaz Social Security in 2019 who were selected by convenience sampling method. The instrument used in the study were Seibert et al. Proactive Personality Scale (1999), Luthans et al. Psychological Capital Questionnaire (2007), Spreitzer et al. Thriving at Work Scale (2012), Xu Self-Development Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996). Data analysis was performed using Structural Equation Modeling (SEM) using SPSS and AMOS. Results showed that proposed model fit the data properly. Results also showed that direct effect of proactive personality and psychological capital to thriving at work were significant. In addition, the direct effect of thriving at work at self- development behavior and training motivation were significant. (p<0.0001). The results of indirect pathways showed that proactive personality has a positive effect on training motivation and self-development behavior through thriving at work. But the paths of psychological capital to self-development behavior and training motivation through thriving at work were not significant (p<0.05). Thus, supervisors and managers can encourage their employees to be proactive and innovative in order to increase the positive consequences of individual and organizational thriving.

This cross-sectional study proposed a model of job calling and collected data using spiritualty calling, job calling, job crafting, job well-being and job flow questionnaires. The model was evaluated in AMOS-21 and SPSS-21 using structural equation modeling. The path coefficients of job calling toward spiritualty calling, job crafting and job flow and those of job crafting toward job well-being and job flow were positive and significant. Using the bootstrap procedure showed the indirect effects of job calling on job well-being and job flow through job crafting. Job calling should be considered in recruiting teachers given the positive effects of job calling on job crafting, job well-being and job flow of teachers and positive effects of aligned job calling with organizational objectives on organizational efficiency. Acquainting teachers with the structure and applications of job calling is also crucial.

The purpose of this research was the relationship between job calling on job success and mastery of instructional practices while mediating job crafting and professional commitment among teachers of Karman City. The research method was descriptive-correlation based on structural equation modeling. The statistical population includes all teachers working in Kerman city in 2021. The sample consisted of 283 teachers who were selected by the multiple-stage sampling method. Job Calling Questionnaires (JCQ, Dobrow & Tosti-Kharas, 2011), Job Successes Questionnaire (JSQ, Grebner et al., 2008), Patterns of Adaptive Learning Scales (PALS, Midgley et al., 2000), Job Crafting Questionnaire (JCQ, Laurence, 2010) and Professional Commitment Questionnaire (PCQ , Allen and Meyer, 1990) were used to collect the data. The findings showed that the coefficients of the direct paths of job calling to perceived career success, job crafting, professional commitment, and training orientation; Also, job crafting is perceived as career success and training orientation; professional commitment to perceived career success and mastery instructional practices were significant (p<0.01). findings indicated that job calling on perceived job success and mastery instructional practices through job crafting, as well as job calling on mastery instructional practices through professional commitment, and job calling on mastery instructional practices through professional commitment was significant (p<0.01). The fit index also showed that the study model had a good fit. Therefore, job crafting and professional commitment play a mediating role in the relationship between job calling, job success, and mastery of instructional practices.

The present study aimed to find whether a training of character strength intervention would have an effect on character strength use, psychological well-being and psychological capitals. The research design was quasi-experimental with a pre-test-post-test design and a control group. The statistical sample of this study included 30 middle managers of an organization who were selected by convince sampling and randomly divided into experimental (15) and control groups (15). The experimental group received training of character strength intervention. The instruments used in the pre-test and post-test include the use of character strength (Govindj & Linley, 2007), psychological well-being (Ryff & Singer, 2003), and psychological capital ( Luthans et al., 2007). Data were analyzed using the analysis of covariance by SPSS-23 software. The results obtained by comparing the post-test of independence variables in the two groups by controlling the effect of the pre-test, after training ways of character strength showed the scores of character strength use, psychological well-being, and psychological capital in the experimental group compared to those in the control group were significantly increased (P >0.01). Therefore, it can be concluded that training ways of character strength are an effective method to increase character strength use, psychological well-being and psychological capital.

Recently, due to factors such as the unfavorable economic situation, global changes in work and the increase in the level of education, the concern and problem of human resource management of organizations is that a large number of employees have an education level, skills and capabilities beyond what is necessary for the successful implementation of the job. are collisions. The purpose of the current research was to determined the relationship between perceived overqualification with job satisfaction and job boredom, and determine the moderating role of work meaningfulness, member-leader exchange and team cohesion in the relationship between perceived overqualification with job satisfaction and job boredom. The research design was cross-sectional. The statistical Sample included 180 participants that were selected by sample random sampling from a company in Tehran. The instruments included questioners of job satisfaction (Agho et al.., 1992), perceived over qualification (Maynard et al. 2006), job boredom (Vodanovich & Kass, 1990), cohesion work (Carless & De Paola, 2000), work meaningfulness (Steger et al., 2012) and member-leader exchange (Graen & Uhl-Bien, 1995). In this research, data analysis was done by correlation and regression methods using the SPSS software. In addition, work meaningfulness, member-leader exchange, and team cohesion team cohesion moderated the relationship between perceived overqualification with job satisfaction, and job boredom. The inherent limitation of the present study is the cross-sectional research design, which does not provide the possibility of causal inference from the results. Although the proposed hypotheses are designed based on strong theories in the field of super-competence, the existence of reverse causality is not far from the mind. In addition, the use of only questionnaires can be another limitation of this research. It is suggested that this research be carried out in other organizations to determine the generalizability of the results.

The aim of this study was to investigate the effect of growth mindset intervention on academic grit, academic flow and academic thriving in twelfth grade students in Minab city. The statistical population of this study is all the twelfth grade students of Minab city in 1399, 40 students were randomly assigned to the experimental and control groups of 20 as a sample of the study. Both groups were subjected to pre-test, post-test and. The growing mind training program consisted of 7 two-hour sessions. The participants in the experimental group received an intervention, but the control group did not receive any intervention and only underwent pre-test, post-test and. The research instruments include the Clark Academic grit Questionnaire (2017), Yuwanto (2013) Academic flow Questionnaire, and Schreiner, Pothoven, Nelson & McIntosh (2009) Academic thriving Questionnaire. Data were analyzed using analysis of covariance and analysis of variance; The results showed that the growth mindset intervention has led to increased academic grit, academic flow and academic thriving in the experimental group (p < 0.05 ). Based on the results, it is suggested that a growing mind training program be taught to students.

The present study aimed to design and test a structural model for the effect of positive leadership on proactive work behavior and psychological empowerment via the mediation of organizational resilience. The sample consisted of 140 employees from a port company who were selected by random sampling method. They completed four questionnaires related to their positive leadership, proactive work behavior, psychological empowerment and organizational resilience. Structural equation modeling (SEM) was used for analyzing the data. The results showed that the proposed model fit the data very well. In addition, the results indicated an indirect effect of positive leadership on proactive work behavior and psychological empowerment through the mediation of organizational resilience. Based on the findings of this study, it can be mentioned that positive leadership has an effective role in increasing organizational resilience and psychological empowerment. It is suggested that specific attention be paid to the concept of organizational resilience due to its applications in today's workplace and competitive advantage for organizations.

The purpose of this study was to investigate the relationship between ethical leadership and organizational identification with unethical pro-organizational behavior mediated by organizational commitment. Unethical pro-organizational behavior refers to “actions that are intended to promote the effective functioning of the organization or its members, and violate core societal values, morales, laws, or standards of proper conduct”. This definition highlights two dimensions of Unethical pro-organizational behavior. First, UPOB is unethical in that it involves committing an action that goes against widely societal values, laws, or norms. Second, UPOB is intentional insofar as employees engage in the UPOB intending to benefit the organization, members of the organization, or their leader.

The present study was a descriptive correlational study. The population of the present study included all the employees of Shahid Chamran University of Ahvaz, from which 133 persons were selected by stratified random sampling method as the sample of the study. The data collection instruments were the ethical leadership (Brown et al.), organizational identification (Mael & Ashforth), unethical pro-organizational behavior (Umphress et al.), and organizational commitment (Allen & Meyer) questionnaires. Data were analyzed using structural equation modeling (SEM) in SPSS-23 and AMOS-23 softwares.

Structural equation modeling analysis confirmed the fitness of the proposed model. The results showed that ethical leadership and organizational identity have  positive and significant effects on unethical pro-organizational behavior (p<0.01). Also, the mediating role of organizational commitment in the relationships of ethical leadership and organizational identity with unethical pro-organizational behavior were confirmed (p<0.01).

In general, the results showed that when an organization has ethical leadership and employees have a high involvement with their work and work environment, in such circumstances, they will have more organizational commitment and will seek compensation according to social exchange theory. So,  probably they will have more unethical pro-organizational behavior To benefit their organization.

The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction. The present study was a correlational study. The population of the present study included all the staff of Shahid Chamran University of Ahvaz, from which 133 people were selected by stratified random sampling as a sample of the present study. The data collection instruments were Ethical Leadership Questionnaire, Brown et al. (2005), organizational identification Questionnaire, Mael & Ashforth (1992), workplace spirituality Questionnaire Milliman et al. (2003), unethical pro-organizational behavior Questionnaire Umphress et al. (2010), and Job Satisfaction Questionnaire Barry Fieldworth (1951). Data were analyzed using structural equation modeling (SEM) in SPSS version 23 and AMOS 23 software programs. Structural SEM confirmed the proposed model’s fitness. The results indicated a direct and indirect relationship of ethical leadership, organizational identification, and workplace spirituality through job satisfaction on unethical pro-organizational behavior.

Academic flow and academic thriving are significant variables in students’ academic achievement that require energy and constant effort in the face of new and challenging situations. Accordingly, the prediction of academic flow and academic thriving based on motivational personality factors is one of the important topics in educational psychology. This study examines the relationships between academic grit, academic flow, and academic thriving mediated by adaptive coping style. The research sample was 300 high school students of Minab, Iran, randomly selected by multi-stage sampling. Academic thriving questionnaire by Schreiner (2009), Academic Flow Scale by Yuwanto (2013), Academic Coping Styles by Skinner et al. (2013), and Academic Grit Scale by Clark and Malecki (2019) were used to collect data. Results indicated that academic grit is directly related to adaptive coping style (b = .22; p < .05), academic flow (b = .31; p < .01), and academic thriving (b = .24; p < .01). Also, the results of the bootstrap analysis revealed a significant indirect relationship between academic grit and academic flow through adaptive coping style (b = .35; p < .05) and a significant indirect relationship between academic grit and academic thriving through adaptive coping style (b = .51; p < .01). The findings showed that academic grit increases academic flow and academic thriving, both directly and indirectly. Consequently, academic grit is an important factor in improving students’ academic flow and academic thriving.

Today, educational psychologists seek to improve students' performance and increase their well-being in all social, psychological and spiritual fields. Therefore, an important issue in the academic life of students is the improvement of their social, psychological and spiritual performance, which is the main concern of educational psychologists. Recently, they have achieved this with the help of positive psychology by focusing on character strength.

The purpose of this study is designing and testing relationships between character strength and social, psychological, spiritual well-being with mediating use of character strength.

For this purpose, 380 students were selected by multistage random sampling from twelve elementary school students in Ghale Ganj city. Research tools include the Values ​​in Practice Questionnaire Patterson & Seligman (2004), Social well-being Questionnaire Lee & Keys (1998), Spiritual Well-being Questionnaire (Palutzian, 1982), Psychological Well-being Questionnaire (Nava, Wells Duvillar & Pena, 2018) and the use of character strengths Questionnaire (Gavinci and Linley, 2007).

The results of structural equation analysis showed that character strengths have a direct relationship with psychological (B= 0.369, p<0/01), social (B= 0.201, p<0/01), and spiritual well-being (B= 0.258, p<0/01). Bootstrap results also showed that there is an indirect relationship between character strengths through the use of character strengths with psychological (B= 0.114, p<0/01), social (B= 0.110, p<0/01), and spiritual well-being (B= 0.103, p<0/01).

Based on the findings of the study the character strengths are an important factor in predicting students well-being in all types (social, psychological and well-being), which this effect increased by use of character strengths.

The purpose of this study was to investigate the mediating role of corona disease anxiety in the relationship between trait anxiety with general health and health-promoting lifestyle in students.

The statistical population of this study included all female students of Shahid Chamran University of Ahvaz in 2020 who participated in the research online. Then, the participants were asked to complete the Corona Disease Anxiety Scale (Alipour et al., 2019), State-Trait Anxiety Inventory(Spielberger, 1970), General Health Questionnaire (Goldberg, 1972), and Health Promoting Lifestyle Profile (Walker et al., 1987). Structural Equation Modeling was used to test the research model. Also, to investigate the significance of indirect effects of the research model, the bootstrapping method was used.

The results of analysis showed that the proposed model had a good fitness. Also, the direct effects of the model showed the significant effect of trait anxiety on the corona disease anxiety; and the effect of corona disease anxiety was significant general health and health-promoting lifestyle (p< 0.0001). In addition, the results showed that all the indirect effects of the model are significant.

According to the results, an trait anxiety can affect general health and health-promoting lifestyle by mediating corona disease anxiety.

Manpower is considered to be the most valuable resource for organizations for the development of the organization. According to the history of Thriving at work and the attention that has been paid to it during these ten years, and according to the results it has brought, theoretically designing a model like the proposed model can give a good picture of Thriving at work and the presented model can be used as a useful tool for future research. So, the purpose of this study was conducted to investigate the fit of a conceptual model of mediation in thriving at work in relation to organizational antecedents and educational consequences in the Social Security staff of Ahvaz.

The design of the present study is a correlational design through the path analysis model. The statistical population included all employees working in the Social Security staff of Ahvaz in 2019. 330 people were selected by convenience sampling method, and finally, 267 questionnaires were analyzed. The instrument used in the study were Porath & Erez Workplace Civility Questionnaire (2009), Ahearne et al. Empowering Leadership Questionnaire (2005), Spreitzer et al. Thriving at Work Questionnaire (2012), Xu SelfDevelopment Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996), Finally, the reliability coefficient using Cronbach's alpha method for these questionnaires was 0.73, 0.91, 0.91, 0.90, 0.81, and 0.79, respectively, which indicates the optimal reliability of the questionnaires. Results Results showed that proposed model fit the data properly .

also showed that direct paths of empowering leadership, and civility at workplace to thriving at work were significant .In addition, paths of empowering leadership, civility at workplace, and thriving at work to training motivation, training transfer, and self- development behavior were significant. Also, the indirect effect was of civility at workplace on self-development behavior through thriving at work (p = 0.004,  = 0.69), the indirect effect was of civility at workplace on training motivation through thriving at work (p = 0.0001,  = 0.64), and the indirect effect was of civility at workplace on training transfer through thriving at work (p = 0.0001,  = 0.47) which is statistically significant. In addition, the indirect effect was of empowerment leadership on self-development behavior through thriving at work (p = 0.006,  = 0.87), the indirect effect was of empowerment leadership on training motivation through thriving at work (p = 0.001,  = 0.56) and the indirect effect was of empowering leadership on the training transfer through thriving at work (p = 0.04,  = 0.13) is statistically significant. Therefore, all indirect paths in the proposed model were confirmed.

A positive climate in the organization can lead to positive outcomes such as knowledge sharing and self-development behaviors by enhancing employee thriving. Therefore, it is suggested that managers provide an environment to facilitate the learning and promotion of employees by creating civility in the workplace. Also, it is suggested that organizations, by defining organizational standards of interpersonal interactions, clearly define expectations and norms for interpersonal behavior and interactions in the workplace and extend these standards to all levels of the organization.

The aim of current research was to investigate the effect of workplace mobbing and procedural injustice on organizational well-being by mediating role of organizational silence. The study was correlational research based on structural equation modeling. The statistical population of present study was all employees of management of repair, completion, and technical services wells of National Iranian South Oil Company (NISOC) in 2019. This population used as research sample (376 employees). The participants completed the Niehoff  & Moorman' procedural Justice Scale (1993), Van Dyne et al ' Organizational Silence( (2003), Steffgen et al 'Workplace Mobbing (2016) and Waterman et al' Personally Expressive Activities Questionnaires (2010). Structural Equation Modeling (SEM) was used for data analysis. The indirect effects were tested using the bootstrap procedure. Results showed that the proposed model fit the data properly. However, findings showed that procedural injustice and workplace mobbing had significant path coefficients on the organizational well-being. Moreover, indirect path coefficients of procedural injustice and workplace mobbing with organizational well-being through organizational silence were significant.

The conflict between work and family as a major issue affecting both employees and employers and their families is accompanied by prominent family problems such as family satisfaction, couple relationship quality, and parenting quality. Therefore, industrial and organizational psychologists have focused their research on finding moderating variables to reduce such adverse effects. Therefore, the present study aimed to investigate the role of work-self facilitating and work-family conflict self-efficacy in reducing the effect of work-family conflict on family satisfaction, couple relationship quality and parenting quality of nurses.

The present study was a descriptive-correlational survey. the research community consisted of married nurses with children of govermental ahvaz city hospitals , among which 240 were selected as sample members in a multi - step sampling method. Carlson et al. (2000) Work-Family Conflict, Aryee et al. (1999) Family Satisfaction, Chonody et al. (2016) Couple Relationship Quality, Arnol et al. (1993) Parenting scale, Demerouti (2009) Work-Self Facilitation, Cinamon (2006) Work-Family Conflict Self-Efficacy Scale Questionnaires were used for data collecting. Data were analyzed by pearson correlation and multiple regression analysis using SPSS-22.

Results showed that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality (P <0.01), Also, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables.

The results show that both dimensions of work-family conflict had a negative and significant relationship with family satisfaction, couple relationship quality and parenting quality. In addition, work-self facilitation and work-family conflict self-efficacy were able to moderate the relationship between these variables. As a result, it is possible to reduce the negative impact of work-family conflict on the family variables mentioned by increasing the conditions of Work-Self Facilitation in the workplace for nurses and also increasing the level of Work-Family Conflict Self-efficacy.

This study was aimed to investigate the fitness of the model of strengths-based psychological climate role on productive job behaviors with the mediating role of strengths use and calling at work. The statistical population of this study consisted of the employees of one of the Ahvaz oil companies, among whom 120 were selected randomly through simple random sampling. Then, the participants were asked to complete the Strengths-based Psychological Climate, Strengths Use, Calling at Work, Job Performance, Organizational Citizenship Behavior, and Adaptive Performance Questionnaires. Structural Equation Modeling was used to test the research model. Also, to investigate the significance of the research model's indirect effects, the bootstrapping method was used. The results of the analysis showed that the proposed model had good fitness. Also, the model's direct effects showed the significant effect of strengths-based psychological climate on the strengths use and calling at work and no significant effect on job performance, organizational citizenship behavior, and adaptive performance. It was also shown that the effect of strengths use was significant on job performance, organizational citizenship behavior, and adaptive performance, and the effect of calling at work was significant on adaptive performance and organizational citizenship behavior, but not significant on job performance. Finally, the results showed that all of the model's indirect effects were significant. The strengths-based psychological climate had a significant effect on productive work behaviors with mediating the role of strengths use and calling at work. The results of this research suggest that a strengths-based psychological climate can have a significant impact on organizational outcomes.

The aim of this study was designing and testing model of the effect of knowledge motivation characteristic on motivational processes with mediating role of psychological empowerment, promotion regulatory focus and learning goal orientation employees of Khuzestan Steel Co. The statistical population included employees of Khuzestan Steel Company. A sample of 350 persons was selected through stratified random sampling. Job characteristics (Morgeson & Homphery), learning goal orientation (VandeWalle), Psychological Empowerment (Spreitzer), Promotion Regulatory Focus (Wallace), Goal Generation (Bindel) and Goal Striving (Bindel et al) questionnaires were used. The path analysis method was used through AMOS-23 and SPSS-23 software packages for data analysis. also Preacher and Hayes Bootstrap procedure was used for testing indirect hypotheses in the proposed model. The findings of the study indicated that the proposed model fit the data relatively proper. Better fit and more significant results were obtained by correlating the errors of the two paths proposed AMOS modification indices. The results of the study confirmed direct hypothesis. In the case of indirect relationships, the results showed that all of the indirect hypotheses were confirmed. In addition the result showed that motivational states (psychological empowerment, promotion regulatory focus and learning goal orientation) have an indirect effect on the relationship between knowledge motivation characteristic and motivational processes (goal generation and goal striving). Also, the results showed that knowledge motivation characteristic had the positive effect on Motivational processes and ultimately organizational outputs.

In recent decades, the use of psychological methods has been considered to improve the barriers and challenges of abuse adolescent females. This study focuses on comparing the efficacy of trauma‑focused cognitive‑behavioral therapy (TF‑CBT) and theory of mind (ToM) on social competence among abused children.

A clinical trial was performed with 39 abused children as the subjects of the study. Participants are residents in Ahvaz (Iran) host‑family centers and were randomly divided into two groups of experimental subjects and control subjects. The data collection method utilized the Social Competence Questionnaire. Descriptive statistics, covariance analysis, and Tukey’s post hoc test were used for the data analysis.

Comparison of the groups showed that the average behavioral and cognitive competence increased in both TF‑CBT and ToM groups, but the average emotional, social competence is significantly higher in the ToM group. It is also found that the average social motivational competence is significantly higher in the TF‑CBT group than in the ToM group.

TF‑CBT and ToM can be effectively used to improve the social competence of abused adolescent females

The purpose of this study was to investigate the effectiveness of cognitive behavioral group therapy in the treatment of adolescent depression mediated by social problem solving training. Accordingly, in an experimental study with control and experimental groups and with pre-test, post-test evaluation, 60 adolescent girls with depression were selected and randomly divided into two groups. Subjects were screened using a Beck Depression Inventory and Hamilton Depression Inventory Structured Clinical Interview for Disorders. Data were analyzed using R software. Results from path analysis showed that cognitive behavioral therapy had an effect on increasing problem solving ability (path coefficient: 0.21). Decreasing social problem solving ability has an effect on decreasing depression scores (path coefficient: 0.38). Cognitive-behavioral therapy with social problem-solving mediation has an effect on adolescent depression scores (path coefficient: 0.33); therefore, social problem-solving training can be introduced as a mediator variable in adolescent cognitive-behavioral therapy. Keywords: Depression, Adolescence, Cognitive Behavioral Therapy, Social Problem Solving.

Women Applicants for the Divorce Faced with Infidelity often react with distress, emotional exhaustion, and emotional exhaustion. The purpose of this study was to investigate the effectiveness of holographic re-treatment on affective control and difficulty in emotion regulating of Women Applicants for the Divorce Faced with Infidelity.The present study was a pre-test and post-test semi experimental design with control group. Among all divorced women who referred to the emergency medical center of this city in Ilam city district in 2017, 30 people who had been confronted by wife's betrayal were selected by random sampling method and were randomly selected. They were assigned to intervention and control groups (each group was 15).The instruments used in this study were Mississippi PTSD scale, emotional control questionnaire (Williams & Chambles), difficulty in emotions regulation (Graz and Romer), and holographic re-treatment treatment package (Katz, 2005). Data were analyzed using SPSS-21 software and descriptive statistics and covariance analysis.The results of multivariate covariance analysis indicated that holographic reprocessing had a significant effect on affective control and difficulty in emotion regulating of Women Applicants for the Divorce Faced with Infidelity )F=1307/30 , p<0/000). The results of one-variable covariance test showed that there was a significant difference between two groups in affective control )F=2318/32 , p<0/000) and difficulty in emotion regulation (P <0.000, F = 173/02) There is. Holographic reprocessing treatment increases affective control and Recovery of difficulty in emotion regulationg in the Women Applicants for the Divorce Faced with Infidelity. During the treatment, the damaging memories are targeted. By turning to the traumatic scene and scene regeneration of the scene, evacuation and release of the emotional blockade of traumatic memories can be made.

The purpose of study was to investigate the role of supervisor support moderator in the relationship between emotional labour with job burnout and life satisfaction in nurses. This descriptive study is correlational type. The statistical population was all nurses (about 1100 people) employed in government hospitals of Shiraz in 1395. 285 people (according to the table of Krejcie and Morgan, 1970) were selected by random cluster sampling and 225 People answered the questionnaire completely. To collect the data, emotional labour, supervisor support, job burnout and lifesatisfaction questionnaires were used. The reliability of these tools was obtained using Cronbach's alpha method in the range of 0.79-0.83.The face and content validity of the research tools was confirmed by experts in this field. In order to analyze the data,Pearson Correlation Coefficient and hierarchical regression analysis were used. The results showed that emotional labour with job burnout has a positive and negative relationship with life satisfaction. also moderating role of supervisor support was confirmed. Emotional labour strategies enhance the psychological stress of nurses, which in the long time can exacerbate the burnout of nurses and lead to a reduction in nursing life satisfaction. Meanwhile, supervisors' support can modify the negative effects of emotional labour.

High-risk pregnancy, as a traumatic event, could cause postpartum disorders; thus, these women need psychological therapy. This study aimed to determine the efficacy of combination of cognitive-behavioral therapy and resiliency training based on Islamic spirituality instructions and cognitive flexibility on postpartum depression, fear of labor pain, and quality of life. This was a semi-experimental study with a pretest-posttest design and a control group. It was performed among 40 pregnant women who had visited Bandar Abbas health centers. The participants were placed in two groups of control and experimental. Data collection was carried out using quality of life: SF12, postpartum depression by Edinburg, and fear of labor pain (FPQ-111) in the three stages of before, after and two months after the intervention. Data were analyzed using descriptive statistics and analysis of variance test. We found that the effect of combination of cognitive-behavioral therapy and resiliency training based on Islamic spirituality instructions and cognitive flexibility on postpartum depression (P < 0.01), fear of labor pain (P < 0.01), and the quality of life (P < 0.01) was significant, and the difference between the two groups was significant (P < 0.01). Trainings based on Islamic instructions were effective on reducing postpartum traumatic symptoms.