quality of working life

Introduction and Goal: 

The present research was conducted with the aim of predicting the teaching quality of primary school teachers in Shiraz based on the quality of work life, organizational learning and educational optimism.

The method of carrying out the research is descriptive and survey, and the statistical population is primary school teachers of the 3rd district of Shiraz, whose number is 1221 and the statistical sample is 300. In this research, the measurement tools include Siraj's teaching quality questionnaire (2002) with Cronbach's alpha of 0.86, Walton's quality of work life (2018) with Cronbach's alpha of 0.89, Nifa's organizational learning (2020), with Cronbach's alpha of 0.80 and optimism. Educational Moran, Bankol, Michel and Moore (2011) with Cronbach's alpha was 0.87. Pearson correlation test and regression analysis were used to test the statistical hypotheses.

The results showed that the teaching quality of primary school teachers in the 3rd district of Shiraz city can be predicted based on the quality of work life, organizational learning and educational optimism.

The teaching quality of Shiraz primary teachers improves when the quality of their work life and organizational learning is improved and their educational optimism is strengthened. Teachers with good quality of work life and more organizational learning skills tend to teach more effectively. Educational optimism also increases the motivation and energy of teachers in the classroom.

Education is one of the most important organizations that play an important role in the growth of society, and it is very important to know the variables that affect the success of the employees of this organization. The purpose of the present study was to Investigating the relationship between organizational support and psychological well-being of female teachers with the mediating role of quality of work life in the post-corona. 208 people were selected and participated in this research using voluntary sampling method. The participants completed the psychological well-being questionnaires of Ryef (1989), organizational support of Eisenberger et al (1986) and quality of work life of Lopez (2007). Data were analyzed by Pearson correlation and structural equation modeling using SPSS software version 26 and Amos software version 24. The research findings showed the direct effect of organizational support (p<0.001, β=0.332) and quality of work life (p<0.001, β=0.456) on psychological well-being and organizational support (p<0.001). , β=0.402) is significant on the quality of working life of female teachers. The results of the path analysis showed that the quality of work life has a mediating role in the relationship between organizational support and psychological well-being of female teachers (p<0.001, β=0.183). Based on the research findings, the role of quality of work life can be confirmed in improving the relationship between organizational support and psychological well-being of female teachers. As a result, by focusing organizational support on the quality of work life, the psychological well-being of female teachers can be improved.

The purpose of this research is to provide a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and descriptive-survey in terms of nature and method. The statistical population included 20 academic and banking experts in the qualitative section, and 378 employees and experts of Mellat Bank across the country, who were selected as a sample in the quantitative section, and simple stratified sampling was used. Data collection was done by semi-structured interviews in the qualitative part, and by questionnaire in the quantitative part. MAXQDA coding and software were used in qualitative part data analysis, and SPSS and AMOS software were used in quantitative part. The results of the t-test showed that all 5 main components, 20 sub-components, and 118 sub-components identified have an impact on the quality of work life with the strategic approach of human resources in the administrative system of Bank Mellat. The results obtained from the model fit indices also showed that the research model is a good model in terms of fit with the experimental data. The results of the t test in this evaluation showed that the most effective component on the pattern of quality of working life with a strategic approach to human resources in the administrative system of Bank Mellat is the component "Working relationships between colleagues" with a statistical value (t = 31.045), and the least effective component is also the component "decision support systems in managers' decision-making" with a statistical value (t = 13.102).

This study explores the relationship between work quality, job satisfaction, and the teaching efficacy of French language tutors in private language institutions in Iran. Its objective is to ascertain the degree to which work quality and job satisfaction impact the educational achievements of these educators. A survey facilitated data collection, and the research hypotheses underwent evaluation using the Partial Least Squares method for structural equation modeling. The assessment of working-life quality utilized Walton's theoretical framework (1998) through a standardized questionnaire spanning six dimensions, showcasing proven validity and a high-reliability index of 0.7. Job satisfaction was measured employing the Minnesota Satisfaction Questionnaire (MSQ) (1999) over six dimensions, with both its validity and reliability recognized in domestic and international research. Additionally, educational effectiveness was appraised using Taghizadeh and Soleimani's model (2014) across three dimensions, with established validity and reliability. The study covered all French language tutors in four institutes, totaling 154 participants. A census or exhaustive study method was adopted, involving every individual within the target group. Three questionnaires on work quality, job satisfaction, and teaching effectiveness were used for data gathering, with responses noted on a five-point Likert scale (from strongly agree to strongly disagree). The analysis unveiled a significant and affirmative link between work quality, job satisfaction, and teaching effectiveness. Specifically, work quality was responsible for 33 percent, and job satisfaction for 45 percent, of the variance in teaching effectiveness. The study also found that factors of work quality and job satisfaction could foresee fluctuations in teaching effectiveness. The computed determination coefficient (0.55) suggested that the pair of external variables, work quality, and job satisfaction, jointly explained 55 percent of the changes in teaching effectiveness. Furthermore, the standardized beta coefficients (β) for work quality and job satisfaction were determined to be 0.33 and 0.45, respectively.

The quality of working life is one of the factors to increase and maintain woman`s jobs. Quality of work life is a multidimensional concept that includes not only job-related factors such as job satisfaction, pay satisfaction, and relationships with colleagues, but also more general factors such as life satisfaction, well-being, and more general feelings. The purpose of this study is to Investigate and compare the quality of working life of the trainers of women's technical and vocational education centers in Lorestan province. The research is applied in terms of purpose, and in terms of the method and method of implementation in the descriptive group, it is of a comparative causal type. The method of collecting information is based on library studies and questionnaires. To collect information, Walton's quality of work life questionnaire was used. The statistical population is also 20 female trainers who work in technical and vocational training centers of Lorestan province. For data analysis, SPPSS software and descriptive statistical components including frequency, frequency percentage, cumulative frequency percentage, mean, standard deviation, and standard deviation error were used. The results of the analysis and examination of the components in the quality of work life showed that the quality of work life of female trainers of technical and vocational education in Lorestan province is average in some components and low in some cases. Improving the quality of work life of trainers increases the satisfaction of employees and it is necessary to achieve this goal.

The quality of work life as one of the effective components of human resource management can make any organization, especially creative organizations, successful in reaching their goals. One of the important and effective indicators of the culture of organizational excellence is the quality of work life, which is considered one of the components of performance improvement. The improvement of this index leads to the alignment of employees and the organization. While this variable is of special importance for employees, it is considered one of the tools of the organization to achieve its goals. The quality of work life in any organization is affected by various factors that can affect its level in different ways. Among these factors, we can mention the existence of organizational justice and employees' perception of it. Employees' perception of justice in the organization affects the employees' feelings, attitudes, beliefs and behavior and ultimately, it will be effective on the organization's performance, durability and output. Managers, especially in creative organizations such as media organizations, need to create a proper understanding of justice in their employees to promote progress, improvement and dynamism. Organizational justice in media organizations such as the Islamic Republic of Iran Television Network will have an undeniable effect on the quality of work life of its employees and, further, on the performance and results of this television network. In any creative organization that seeks to improve the quality of life of knowledge seekers and expand educational justice, it seems necessary to pay attention to organizational justice and the quality of the work life of employees and, as a result, the relationship between these two factors. Therefore, in the course of this research, an attempt has been made to examine the dimensions of organizational justice among the employees of this network and to investigate its relationship with the quality of work life.

This research is descriptive in terms of approach (correlation), applied in terms of purpose and quantitative in terms of measurement and analysis method. Its statistical population is the employees of the Television Education Network of the Islamic Republic of Iran, using Powersample software, 64 of them were selected and analyzed as a sample by a simple random method. Survey method and questionnaire tool were used to collect data. In this questionnaire, the standard test of Niehoff and Moorman (1993) was used to measure organizational justice, and the standard test of Walton (1973) was used for the quality of work life. To measure the validity of the collection tool, the face validity method was used and to determine its reliability, Cronbach's alpha coefficient was used. Data analysis was done using SPSS statistical software. For this purpose, due to the normality of the data, Pearson's correlation coefficient was used to test the research hypotheses and the determination coefficient was used to check the effect.

The findings of the research indicate that in terms of understanding organizational justice, 3.1% of employees have expressed a very low level, 21.9% low, 40.6% moderate, 28.1% high and 6.3% very high. It should be noted that in the continuum 1-5, distributive justice has the highest rank among the components of organizational justice, with an average of 3.5, followed by procedural justice and transactional justice, both with an average of 3. Also, these findings show that in terms of quality of work life, 4.7% of employees are at a low level, 25% are at an average level, 62.5% are at a high level, and 7.8% are at a very high level. It should be noted that among the components of the quality of working life, fair and adequate payment has the highest rank with an average of 4.26, followed by legality in the organization and social integration and cohesion with an average of 4, and then the development of human capabilities with an average of 3.65. , providing the opportunity for continuous growth and security with an average of 3.64, safe and healthy work environment with an average of 3.34, general life atmosphere with an average of 3.21 and finally social dependence of work life with an average of 3. Based on the results of the research hypothesis test, with a 1% error, it can be said that there is a direct and significant correlation between organizational justice and its components with the quality of work life. This correlation has been reported in the case of the distributive justice component at a weak level and in other cases at an average level. In other words, the more the level of organizational justice and its components increases, the quality of the work life of employees will also improve. The coefficient of determination indicates that about 10% of changes in the quality of work life are influenced by the distributive justice component, about 20% by the procedural justice component, and about 20% by the relational justice component

The quality of working life and its components are affected by various factors, including organizational justice. The results of the research confirm the direct and positive relationship between organizational justice and its components and the quality of work life of employees in the Islamic Republic of Iran's television network. The relationship between the variables of organizational justice and the quality of work life, in addition to the nature of communication under the effective components of human resource management, is also the focus of attention from the perspective of social exchange theory. "Comparing" as an important component in the theory of social exchange and measuring its profit and loss is one of the foundations of people's judgment about relationships. Organizational justice and quality of work life are formed in the structure of relationships in the organization. It can be argued that improving employees' perception of organizational justice will increase the quality of work life and, as a result, increase job satisfaction, increase productivity, strengthen the foundation of the organization, and ensure the achievement of organizational goals.

The concept of social responsibility of the university focuses more on the role and performance of the actors within the university institution, especially the professors and staff whose behavior and performance affect the opinion of its audience. In other words, due to the continuous cultural, economic, social and technological changes in today’s world, the educational, research and scientific needs of society have also changed, and this requires individuals and academic organizations to change and update their social responsibilities to fulfill more ethical and humanitarian work. The quality of work life of the organization’s employees, considering the increasing complexity of societies and labor markets and paying more attention to the nature of human resources, is of special importance in creating a suitable platform for strengthening the social responsibility of university staff. According to some experts, part of the stagnation of productivity and the reduction of product quality in some countries is caused by the shortcomings of the quality of work life and the changes that have occurred in the interests and priorities of employees. This study tries to examine to what extent the quality of work life of the employees in the academic units and centers of Payame Noor University in North Khorasan plays a mediating role in the relationship between the religious attitudes and social responsibility of the employees of this university.

This research is cross-sectional and applied (descriptive and correlational) with a quantitative approach and survey method. The statistical population of this research consists of all 152 professors and employees of the centers and units of Payame Noor University in North Khorasan who worked in the academic year 2018-2019, including official, contract and corporate employees. The sample size for this study has been determined based on the formula and table provided by Kerjesi and Morgan (1970), ensuring a professional and statistically sound approach to the research. Therefore, it includes 108 people from the academic and administrative staff of the university. Since the names of North Khorasan employees were available in the province’s administrative affairs department, systematic random sampling was used for sampling. The data collection tool was a questionnaire that included four sections: demographic or contextual items, items related to measuring social responsibility, religious attitude and quality of work life. The questionnaire had a total of 29 items to measure social responsibility (legal dimension 6 items, economic dimension 6 items, ethical dimension 8 items and altruistic dimension 9 items), 18 items to measure religious attitude (belief dimension 6 items, experiential dimension 6 items and consequential dimension 6 items) and 10 items to measure the quality of work life (the dimension of growth and development of human capabilities 4 items, the dimension of legalism 3 items and the dimension of the quality of the work environment 3 items). After preparing the names of 108 colleagues based on the ratio of the statistical population to the sample size (1.4), the necessary arrangements were made by automation and telephone correspondence, and the consent of the participants was obtained. The questionnaire forms were sent electronically and through WhatsApp.

The results indicate that there are significant relationships between some dimensions of religious attitudes and social responsibility. The correlation coefficients and the significance coefficients show the strength and direction of these relationships. There is a significant and positive relationship between the belief dimension of religious attitudes and social responsibility. The correlation coefficient is 0.186, which means that as the level of belief dimension increases, the level of social responsibility also increases. There is a significant and positive relationship between the experiential dimension of religious attitudes and social responsibility. The correlation coefficient is 0.246, which means that as the level of experiential dimension increases, the level of social responsibility also increases. There is a significant and positive relationship between the opportunity to grow and develop human capabilities and social responsibility. The correlation coefficient is 0.477, which means that as the level of growth opportunity increases, the level of social responsibility also increases.

The research results showed that the religious attitude of Payame Noor universities in North Khorasan had a significant direct effect on their social responsibility. These findings are consistent with the research results of Ghasemi, Badsar and Fathi (2015), Vakilifard and Hosseinpour (2014), Haghighatian, Hashemianfar and Moradi (2011), Su (2019) and Bramer, Williams and Zinkin (2007). According to the research findings, the higher the belief and experiential dimensions of the religious attitude of the staff, the higher their social responsibility, but there was no significant relationship between the consequential dimension of the religious attitude and social responsibility. The consequential dimension was actually a consequence of religiosity (Hasani & Mohammadi, 2018) and perhaps for this reason it did not have a meaningful relationship with social responsibility. Among the components of religious attitudes, the experiential aspect and then the belief aspect could strengthen the generalist and altruistic attitudes of the staff and thus explain the variance of their responsibility. It should be noted that in order to strengthen people’s religiosity, in addition to teaching religious teachings, advertising and holding religious ceremonies and rituals, the proper behavior and performance of managers and people who try to promote religiosity in the organization are very important. The research results also indicated the significant effect of the quality of work life on the social responsibility of the staff of Payame Noor Universities in North Khorasan. All three investigated components of the quality of work life, namely the quality of the work environment, legality and opportunities for growth and development of human capabilities, had a positive effect on the responsibility of staff. These findings are in line with the research results of Omidi and Alavi (2017), Mahdian, Taheri Goodarzi and Khorramimoghadam (2014). Actions such as recognizing the issues and problems of staff, providing a context for career advancement and observing fairness and law in the promotion of people, avoiding discrimination, training and empowering staff and giving enough autonomy to capable people, improving organizational communication and timely encouragement can improve quality. staff’s lives and of course increase their social responsibility. According to the research results, the variable of religious attitude did not have a significant effect on the quality of life. This result is consistent with the findings of Toloui and Sabour Esmaili (2013) and Karami and Hoseinpoor (2013). In this regard, it can be argued that the quality of work life of staff is more related to the quality of the work environment, a set of tasks or organizational functions, and the culture that governs the organization than it is influenced by their religious attitude. At the same time, it was also stated that the religious attitude of staff was able to show a significant effect on their social responsibility as an independent variable. The responsibility of staff at North Payame Noor Khorasan University was significantly affected by the quality of life and especially the quality of the work environment, rather than being affected by religious attitudes.

Nurses endure a lot of stress that can leave unpleasant effects on personal and professional dimensions. The present study aimed to investigate the role of mindfulness and work engagement in predicting the quality of the working life of nurses. The current research design was descriptive and of the correlation research type. The statistical population was all nurses working in different departments of public hospitals in Tehran city in 2021, of which 314 participated in this study. Mindfulness Scale, Quality of Working Life Questionnaire, and Work Engagement Scale were used. Pearson’s correlation and multiple regression analysis were used to analyze the data using SPSS version 22 software. The results showed a positive and significant correlation between awareness and quality of working life and between work engagement and quality of working life. By having the scores of the components of nurses’ mindfulness and work engagement, it is possible to predict their quality of working life (p<0.001). According to the results, it is possible to improve the quality of work-life skills of nurses by increasing awareness and work engagement so that by being aware of emotions, they can use them better and improve their performance.

The researcher of this research is to investigate the relationship between self-esteem and quality of life of elementary school teachers in Quds city with students' learning.

The research method is applied and from the point of view of the path, the research is included in descriptive survey research. The statistical population of the present study includes all the teachers of Quds city, whose number reaches 1024 according to the announcement of the Education Organization. The sampling method in this research is a multi-stage random cluster method due to the wide range of the statistical population. It should be noted that Cochran's formula will be used to calculate the sample size, which is 279 people. In this research, the standard questionnaire of Cooper Smith (1967) was used to evaluate self-esteem, the questionnaire of World Health Organization was used to assess the quality of life, and the questionnaire of Pham and Taylor (1991) was used to evaluate learning. For data analysis, the method of correlation coefficient and multivariate regression is used. Also, the Kolgmernov-Smirnov test was used to check the normality of the data.

There is a positive and significant relationship between teachers' self-esteem and students' learning. There is a positive and meaningful relationship between the quality of teachers' work life and students' learning.

The results showed that the educational community whose teachers have high self-esteem will be immune, resistant and stable against all kinds of educational problems, both in terms of teaching and learning.

The diversity and complexity of personal, social and professional life dimensions of employees in the age of science and technology in different ethical contexts in organizations demands the necessity of ethical reflection on the quality of work life of employees. From this point of view, this study aimed to investigate the effectiveness of ethical strategies and ethical beliefs on the quality of working life with the mediating influence of ethical life.

The research method is applied in terms of purpose and it is descriptive-correlational. Statistical population is all staff of Payam Noor University of Hamadan. Sample size was estimated based on purposive sampling of 90 people. The research instruments were four questionnaires of ethical strategy, ethical beliefs, ethical lifestyle and quality of life of staff that their reliability was calculated 0.89, 0.91, 0.86 and 0.82 respectively by Cronbach's alpha test. The validity of the questionnaire was approved by experts. Descriptive and inferential statistics and LISREL and SPSS software were used for data analysis.

The study showed that there is a relationship between ethical strategies and quality of life. There is a relationship between ethical beliefs and the quality of working life. There is a relationship between ethical lifestyle and quality of work life. There is also a relationship between ethical strategies and ethical beliefs with the mediation of ethical lifestyle and the quality of work life of employees.

The results suggest that the quality of working life can be enhanced through ethical strategies and beliefs with the mediating role of staff ethical lifestyle.

The purpose of this research was to investigate the effectiveness of career counseling with a narrative therapy approach on career adaptability, procrastination, and quality of work life in the education employees of Isfahan province.

The research method was quasi-experimental with a pre-test, post-test and control group design. The statistical population included all education staff of Isfahan province including 140 employees. 30 employees were selected through census sampling method. These employees then randomly assign into experimental and control groups. The experimental group received career counseling with a narrative therapy approach in seven sessions (60 to 90-minutes sessions per week). The study variables were assessed using the Tuckman Procrastination Scale (TPS) (1991), Savickas and Porfeli Career Adapt-Abilities Scale (CAAS) (2012), and Walton Quality of Work Life Questionnaire (WQWLQ) (1973). Data were analyzed by multivariate analysis of covariance (MANCOVA) using SPSS-24 software.

The results showed that the intervention sessions decreased procrastination and promoted career adaptability and quality of working life in the experimental group in the post-test phase. The impact rates for procrastination, adaptability, and quality of working life were 0.30, 0.80, and 0.35 respectively. In other words, it can be said that career counseling with a narrative therapy approach has reduced the scores of procrastination in the experimental group in the post-test stage and has increased the scores of career adaptability and quality of work life.

Based on findings of this study, it can be concluded that career counseling with a narrative therapy approach can help improvhng employees’ job performance and productivity. So, it is suggested that higher education institutions include career counseling program based on a narrative approach in their employees’ training programs.

The aim of this study was to investigate the factors affecting the improvement of performance and productivity of human resources in the General Administration of Ports and Maritime Affairs of Hormozgan province.

This research is applied in terms of purpose and survey in terms of implementation method. The statistical population of the study consists of all personnel working in the General Administration of Ports and Maritime Affairs of Hormozgan Province; Whose number is estimated at 360 people; Using Morgan's table, 186 people were selected as the sample size. The sampling method used is stratified random. The method of data collection is survey (field) and the tool of data collection is a questionnaire. The method of analysis in this research is descriptive-analytical. Descriptive statistics used in the research are average, view, descriptive tables, frequency and percentage, as well as graphs. Inferential statistical tests used in research are regression and correlation.

Findings indicate that in the studied organization, regarding employees in terms of organizational factors, variables such as quality of work life and motivational system, have affected the productivity of human resources; But the variables of information technology and employee empowerment have not had an effect on improving the productivity of human resources.

It was also found that individual factors, environmental factors and occupational factors affect the improvement of human resource productivity in industry. Also, for the growth and development of the organization, more attention should be paid to its productivity and continuous increase.

The present study aimed to investigate the relationship between social support and work-family conflict, and the quality of working life among workers. The research method is descriptive-correlational. The statistical population included all workers working in Sari industrial town. A total of 386 people was selected from the employed workers by using Cochran's formula and stratified random sampling method. To assess the research variables, the Quality of work-life questionnaire (Walton 1973), researcher-made social support questionnaire, and work-Family conflict questionnaire (Rastgar Khalid 2006) were used. Data were analyzed by using Pearson correlation coefficient and stepwise regression analysis. The results of the Pearson correlation test showed that there is a positive and significant relationship between social support and quality of working life and there is also a negative and significant relationship between work-family conflict and the quality of workers' working life. Based on the results of regression analysis, according to the Beta values, from the dimensions of social support; the dimensions of financial support (β = 0.614), emotional support (β = 0.523), informational support (β = 0.509) as well as the dimensions of work-family conflict; work conflict with family (β = -0.461) and family conflict With work (β = - 0.337) are the strongest variables to predict the quality of working life, respectively. The findings also showed that 46% of the variance in the quality of working life is explained by the dimensions of social support as well as the dimensions of work-family conflict.

Human resource empowerment is process of enhance the sense of self-efficacy among organization members by identifying and eliminating factors that is caused weakness in strength.

This study has been done aimed to investigate the relationship between psychological capital,knowledge management and teachers empowerment by the mediation of work life quality.

The research is correlational based on structural equation modeling and objective aspects is applied.the population is included all high school teachers of Tabriz to 2.747 people in 2016 years. that samples was estimated according of Kerjsy - Morgan table to 335 people. the sampling was done of three-stage cluster randomly. data collection tools is include of four standardized questionnaire "psychological capital Luthans (2002), empowerment Martin (2001), knowledge management Newman and Conrad(1999)and the quality of working life Elgan and et al (2014)" that theier reliability and validity reviewed and approved. data were analyzed by Amos24software.

The results showed that psychological capital has a significant positive correlation with quality of work life(t=7.786,p0/01),knowledge management has a significant positive correlation with quality of work life(t=6.137,p<0/01),quality of work life has a significant positive correlation with empowerment (t=7.422,p<0/01)and psychological capital has a significant positive correlation with empowerment (t=5.589,p<0/01)and confirmatory factor analysis showed that the model is a perfect fit(CFI=0.96,RMSEA=0.03,X2=8257.99,df=5531,p<0.01).

According to the results,in the survey of the direction effect, manage knowledge had the greatest influence on teachers empowerment from three variables; therefore, education system responsers should be puted on priority programs of strategies for knowledge creation, knowledge development and use it.

This paper aims at investigating into the impact of leadership styles on the quality of working life of Islamic Azad University of Isfahan staffs, The statistical population and sample of the study were 2113 and 325 persons respectively. The two standard questionnaires were 18 questions for leadership style and 38 questions for quality of work life, which confirmed the reliability and validity of the questionnaires. Regarding the purpose, the study is an applied work and is a survey research which its data collection has been carried out through the descriptive-analytical method. Various statistical techniques and methods such as Student’s T-Test, Factor Analysis, Logistic Regression, and Pearson and Kendall correlation coefficient were used in order to analyze the data of the study. The findings indicate that the more the administrators of the said university take the democratic leadership, the more the staffs’ quality of working life will be improved. Moreover, the democratic leadership style has positive impact on parameters such as team communication, work stress relief, organizational commitment, organizational partnership, organizational conflict reduction, support of administrators, support of colleagues, role clarity and delegation of authority. However, it had no impact on safe and healthy work environment as well as salary.

Background and purpose

This research was conducted with the aim of investigating the relationship between psychological ability and quality of work life with the job satisfaction of professors of Islamic Azad University, Bandar Abbas branch.

The method of this descriptive research is a correlational type. To determine the reliability of the questionnaire, Cronbach's alpha method was used and it was calculated using SPSS software, which was 0.945 for Spritzer and Mishra's psychological empowerment questionnaire and 0.945 for Walton's quality of work life questionnaire. Reliability was 0.865 and for Herzberg's job satisfaction questionnaire, reliability was 0.869. The statistical methods used in this research include descriptive statistics (percentage, frequency, mean and standard deviation) and inferential statistics (simple regression and multivariate regression).

The results of the research showed that there is a positive and significant relationship between psychological ability and job satisfaction of Islamic Azad University professors, Bandar Abbas branch. Also, in examining the dimensions of psychological empowerment, the results showed that there is a relationship between competence, autonomy, influence, and trust with the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch, and there is no relationship between meaningfulness and the job satisfaction of the professors of the Islamic Azad University of Bandar Abbas branch. Further, the results showed that there is a relationship between the quality of work life and job satisfaction of the professors of Bandar Abbas Islamic Azad University; Also, in the examination of the dimensions of the quality of work life, the results showed that there is no relationship between fair and appropriate compensation, safe and healthy working conditions, integration and social cohesion in the organization, the general atmosphere of life, social dependence of work life and the job satisfaction of the professors of the Islamic Azad University, Bandar Abbas branch. and there is no relationship between providing opportunities for growth and development security, human capabilities, legalism in the organization and the job satisfaction of the professors of Islamic Azad University, Bandar Abbas branch.

Paying attention to the concepts of psychological empowerment and organizational behavior and helping to establish them in the educational system, in a meaningful relationship with job satisfaction, can be useful in improving the performance and efficiency of educational centers.

One of the factors affecting the vulnerability of quality of working life is personality. Personality traits destroy or facilitate the process of adaptation and psychological and physical health by influencing the individual's interpretation of environmental events. This study intends to investigate the effect of personality traits on quality of working life with the mediating role of sleep quality.

The present study has an  practical purpose and in type of correlation, the purpose of which is to investigate the relationship between the existing variables in the research. The statistical population of this study was 1250 drivers of all bus company drivers in Tehran, which among them, 294 people were selected by simple random method using Cochran's formula. The main tool used in this study were the  Ayznek four-factor questionnaire (for measuring personality traits) (1977) with 48 items, Pitesbereg sleep quality questionnaire (Boyce et al., 1989) with 19 items and Vokol group standard questionnaire of quality of working life (1996) with 36 items. Item) whose  its validity was confirmed by the content method and its reliability by Cronbach's alpha. Kolmogroph-Smirnoph test was used to check the normality of the data, structural equation method was used to analyze the data and SPSS23and Smart PLS2 software were used to analyze the data.

The results of Sobel test showed that sleep quality is considered as a mediating variable in the effect of personality traits on quality of working life. Also, personality traits on sleep quality (t = 3/312 and β = 0/289), sleep quality on drivers' quality of life (t = 2/289 and β = -0/186) and personality traits on quality of working life (t= - 6/658 and β= - 0 / 558) has an effect.

Due to the adverse effects of sleep quality on drivers' working process, managing their personality traits will improve their quality of working  life.

This research is intended to investigate the effect of spiritual problem-solving training on the quality of work life and social self-efficacy of high school teachers in Gurgan. This applied research follows a quasi-experimental method using pre-test and post-test techniques. The sample, selected by random sampling method, included two groups of 20 people. The first group, test group, received spirituality-based problem-solving training procedure (2013). The second group, the control group, did not receive spirituality-based problem-solving training. Data collection tools included: a) spirituality-based problem-solving training program, held in five sessions of 50 minutes in one month, b) Smith and Betz (2000) standard social self-efficacy questionnaire, c) Walton’s (1973) quality of work life questionnaire. The results derived from covariance statistical analysis signified that spirituality-based problem-solving training had a significant positive effect on teachers' quality of work life and social self-efficacy. 21% differences in teachers' quality of work life and social self-efficacy scores was due to the effect of spirituality-based problem-solving training.

The aim of this study was,the effect of the second step of the revolution in the field of spirituality and ethics on the quality of work life of the employees at Gas Department in Ardabil. This research was conducted by survey method and in order to improve the validity of the questionnaire measures, face validity was used and reliability was obtained by using Cronbach's alpha coefficient for all variables above 0.70. The statistical population of this study was 460 employees of Ardabil Gas Department, from which 210 people were selected as a sample by simple random sampling using Cochran's formula. Findings showed that the independent variable of the statement of the second step of the revolution in the field of spirituality and ethics has a significant effect on the dependent variable of quality of work life of employees.