job self-efficacy

Psychological counseling, supervision and consultation in the online setting have become widespread. The aim of this study was to design, develop and validate a career empowerment program for online counselors and its effectiveness on job self-efficacy.

The present research was conducted in two stages. In the first stage, career empowerment sessions were developed after reviewing the literature and existing concepts in online counseling. Then, 5 psychology and counseling experts determined the content validity of the sessions. In the second stage, a semi-experimental design with pre-test, post-test and a control group, with a follow-up 2 months was used. The statistical population included online counselors in Tehran (Iran) in winter of 2024, who were evaluated by two-stage sampling. In the first stage, screening was done based on subjective sampling. In the second stage, based on the simple random method, 20 people were selected from among the qualified counselors with the inclusion and exclusion criteria of the study and were randomly assigned to the experimental and control groups (10 individuals each). The career empowerment program was administered to the experimental group for 7 sessions, and after 2 month, a follow-up was done. Data was collected using job self-efficacy questionnaire of Riggs and Knight (1994).

The results indicated that career empowerment program has acceptable content validity. Furthermore, the results of training intervention showed that career empowerment program significantly increase the symptoms of job self-efficacy in online counselors (F=21/433, sig=0.001) and this effect was also significant in the follow-up phase.

Career empowerment program can be considered as a valid and effective program for increase job self-efficacy in online counselors

The purpose of this study was to investigate the effect of some individual and organizational antecedents (extraversion, organizational justice, organizational commitment and job satisfaction) on cyberloafing with the moderating role of job self-efficacy. The research design was a descriptive correlation through structural equation modeling (SEM). The statistical population of the study included all employees of an industrial company in 2017, from which 224 people were selected as a sample using stratified random sampling. The tools used in this study included Cyberloafing (Lim, 2002), NEO Personality (Costa & McCrae, 1992), Organizational Justice (Colquitt, 2001), Organizational Commitment (Mowday et al., 1979), Job Satisfaction (Andrews & Withey, 1976), and Self-Efficacy (Sherer et al., 1982) Questionnaires. The collected data were analyzed using structural equation modeling and multiple regression analysis. The results showed that the final model, after eliminating the insignificant path of organizational commitment to cyberloafing, had a good fit. Also, the results showed that extraversion, organizational justice, and job satisfaction had a significant effect on cyberloafing (<p0.01). In addition, job self-efficacy moderated the effects of organizational justice and job satisfaction on cyberloafing (<p0.05).

The main purpose of this study was to investigate the effect of weekend activity on job satisfaction with the mediating role of job stress, psychological well-being and job self-efficacy among nurses at Yahya Nejad Babol Hospital, Mazandaran Province.

This research is descriptive-survey in nature and applied in terms of purpose and the method of data collection is survey research method. The statistical population of this research consisted of nurses in Shahid Yaheinejad Hospital in Mazandaran province, with 182 nurses. In order to determine the minimum required sample size, one class was calculated from Krejcie and Morgan's table by stratified random sampling method of each education area, and 118 nurses were selected as the sample size but according to the ratio of the direction and rounding up, the total number of samples was 122 nurses. The standard questionnaire of Weekend activity Jeong et al. (2020), job stress Osipow & Spokane, (1987), psychological well-being Ryff et al. (2008), job self-efficacy Riggs & Knight (1994) and job satisfaction Smith et al. (1969). Structural validity, convergent validity and divergent validity were used to assess validity, and combined reliability (CR) and Cronbach's alpha coefficient were used to calculate reliability. To analyze the data, confirmatory factor analysis and structural equation modeling were used.

The results showed that weekend activity has a significant negative effect on job stress (t=30.76, β=-0.87), job stress has a significant negative effect on psychological well-being (t=59.02, β=-0.94) and job self-efficacy (t=2.36, β=-0.44). psychological well-being has a significant positive effect on job self-efficacy (t=2.37, β=0.43), and both psychological well-being (t=3.001, β=0.45) and job self-efficacy (t=2.54, β=0.42) have a positive significant positive effect on employee job satisfaction.

According to the results that showed the importance of weekend activity on the emotional and behavioral reactions of employees in the workplace, it is therefore suggested that decisions be taken in order to provide conditions for nurses to spend the weekend with activities appropriate to their mood.

The present study was conducted with the aim of determining the effectiveness of self-encouragement training on psychological empowerment and job self-efficacy of elementary teachers in Yasouj city. The design of the research was semi-experimental and pre-test-post-test with a control group. The statistical population included all the elementary teachers of Yasouj city in the academic year 1400-1401 in the number of 2800 people. 30 people from the above society were selected according to the criteria of entry and cost of the research through available sampling and based on the voluntary cooperation of the participants and randomly assigned to two experimental and control groups. The experimental group received Shonaker's self-encouragement training based on Adler's theory (1980) during 10 90-minute sessions (one session per week), and the control group did not receive any intervention during this interval. The research tools included empowerment (PEQ) by Spritzer (1995) and job self-efficacy (JSEQ) by Riggs and Knight (1994). The data were analyzed using multivariate analysis of covariance. The results showed that self-encouragement training has a significant effect on psychological empowerment and job self-efficacy of elementary teachers in Yasouj city (p<0.05). Therefore, for psychological empowerment and job self-efficacy of teachers, this training is recommended along with other material and social support.

The main purpose of this research was to study the effect of customers’ mistreatment on helping behaviors of sports club employees with mediator role of job self-efficacy. This applied research is of a survey type and its statistical population included all the employees of the sports club of bodybuilding, fitness, TRX, aerobics, crossfit and horse riding in the Gonbad Kavos city (403 people). Sample size was considered equal to the statistical population and finally 376 questionnaires were collected. Data collection was done using 3 questionnaires of customers’ mistreatment (Kim, 2023), job self-efficacy (Avallone, 2007) and helping behaviors (Van Dyne, 2001). Validity of the questionnaires was checked and confirmed with the cooperation of 5 sports management experts, and the Cronbach's alpha of the questionnaires was estimated as 0.81, 0.77 and 0.78 respectively in a preliminary study. final data collected in the research were analyzed using descriptive statistics and inferential statistics. research results showed that customers’ mistreatment has a negative and significant effect on the job self-efficacy of sports club employees. Another part of the results showed that the effect of customers’ mistreatment on the helping behavior of sports club employees is negative and significant. Finally, the results indicated that effect of customers’ mistreatment on the helping behaviors of sports club employees is significant. According to the results; formulate ethical principles for customers of sport clubs and oblige them to comply with these principles, as well as provide comprehensive training to employees on dealing with and communicating effectively with customers are recommended.

Today, Career plateau is one of the most common and familiar words that we all deal with in some way. Career plateau has a bad effect on the manpower of government offices and companies. Conducting research on Career plateau in organizations can guide managers to apply the right human resource management strategies. The aim of this study was to investigate the effect of job adjustment on Career plateau and the moderating role of job self-efficacy. 

According to the hypotheses and questions of this research, a quantitative method with questionnaires has been used. The research method was performed using structural equation modeling. The statistical population included 400 teachers in Kish Island. From this population, 196 teachers have been selected as research sample. Instruments included  Dawis and Lofquist's (1978) job adjustment, Milliman's (1992) job Career plateau, and Riggs and Knight's (1994) job self-efficacy questionnaires. Data were analyzed using PLS software based on multivariate regression method and partial least squares technique. The fit of the model was confirmed in terms of validity and reliability criteria.

The results showed that the effect of job adjustment on career plateaus with moderating effect of job self-efficacy was rejected. Job adjustment has significant effects on career plateau, and job self-efficacy. According to this study, job self-efficacy as a moderator does not reduce career plateau. 

Based on the results, it can be stated that the managers of the organizations should try to eliminate the monotony and boring aspects of the work environment and create a warm and friendly environment. By increasing the manager's social support for employees and providing fair rewards, they can prevent Career plateau and create employees’ compatibility with the environment.

The present study was conducted with the aim of studying the mediating role of organizational support in the relationship between self-efficacy and work immersion.

The research method was correlational and structural equations were used. The statistical population included all the employees of the oil company in 1400-1401 and among them, 320 people were selected as a sample using a simple random sampling method. The data collection tool included the questionnaire on the experience of flow at work (Talabighi, 2013), the occupational self-efficacy questionnaire of Riggs and Knight (1994), and the organizational support questionnaire by Eisenberg (1986). Structural equation modeling was used for data analysis using AMOS and SPSS software.

The results showed that job self-efficacy has a direct and positive effect on organizational support and the experience of work immersion (P ≤ 0.001). Also, organizational support had a direct and positive role in explaining the variance of job self-efficacy (P ≤ 0.001).

Organizational support plays a mediating role in the relationship between work immersion experiences and job self-efficacy (P ≤ 0.001). Based on the results of the research, organizations may facilitate the effect of proactive employee behavior by implementing human resource practices and by facilitating transformational leadership behaviors, so it can inspire researchers and practitioners who want to create, strengthen, and facilitate optimal experiences at work.

The aim of this study was to present a model for predicting emotional divorce based on attachment styles, personality traits and job self-efficacy mediated by perceived social support in employed married women. 

The method of this research was descriptive-correlational and explanatory with a structural model approach. 400 people were selected from the community of married women working in Tehran Municipality by cluster random sampling method. Guttman Emotional Divorce Questionnaire (2008), Collins and Reed Attachment Questionnaire (1996), NEO-FFI Personality Traits (1985), Job Self-Efficacy Riggs & Knight (1994) and Perceived Social Support Questionnaire (1988) were used to collect data. 

 The results showed that the highest factor load belongs to the indicator of individual consequences (β = 0.882) and the smallest factor load belongs to the indicator of individual beliefs (β = 0.675) job self-efficacy. Thus, considering that the factor loads of all indicators were higher than 0.32, it can be said that all of them have the necessary power to measure the latent variables of the present study. 

 The results showed that according to the obtained results, perceived social support can play a mediating role between emotional divorce, attachment styles, personality traits and job self-efficacy in married working women.

The aim of this study was to present a model for predicting emotional divorce based on attachment styles, personality traits and job self-efficacy mediated by perceived social support in employed married women. The method of this research was descriptive-correlational and explanatory with a structural model approach. 400 people were selected from the community of married women working in Tehran Municipality by cluster random sampling method. Guttman Emotional Divorce Questionnaire, Collins and Reed Attachment Questionnaire (1996), NEO-FFI Personality Traits, Job Self-Efficacy (Riggs & Knight, 1994) and Perceived Social Support Questionnaire (MSPSS) were used to collect data. The results showed that the highest factor load belongs to the indicator of individual consequences (β = 0.882) and the smallest factor load belongs to the indicator of individual beliefs (β = 0.675) job self-efficacy. Thus, considering that the factor loads of all indicators were higher than 0.32, it can be said that all of them have the necessary power to measure the latent variables of the present study. The results showed that according to the obtained results, perceived social support can play a mediating role between emotional divorce, attachment styles, personality traits and job self-efficacy in married working women.

Job satisfaction is a multi-dimensional concept and is related to several factors. In other words, job satisfaction will be achieved by a set of factors. Therefore, the main purpose of this study was to investigatethe relationship of affective well-being and job stress with job satisfaction, concerning the mediating role of job self-sfficacy.

Method :

The research method is descriptive-correlational. The statistical population of the study was all the employees of neuroscience centers in Lorestan province in 2019. 3 centers were randomly selected and a random sampling method was used to select individuals. Finally, by removing those who did not complete the questionnaire completely, 252 people participated in the study. Four questionnaires were used in this study: Job-related Affective Well-being Questionnaire (JAWS), Minnesota Job Satisfaction Questionnaire (MSQ), Job Stress Questionnaire (HSE), and Job Self-efficacy Questionnaire.  

Findings showed that the proposed model had a good fit. The results also showed that job stress had significant relationships with job self-efficacy and job satisfaction (p < 0.05). The relationships of job-related affective well-being with job self-efficacy and job satisfaction were also significant (p < 0.05). Also, the mediating role of job self-efficacy in the relationship of job-related affective well-being with job satisfaction was significant.  

Remarkable in the findings of this study was the existence of a third variable between the relationship between job-related affective well-being and job satisfaction. Affective well-being first affects job self-efficacy and then job self-efficacy affects job satisfaction. Employees' emotions in the workplace affect how employees think.

Effective coaching has positive influence on organization activities and due to establishing team and good relations among personnels in different levels. Therefore, the aim of this study was to investigate the effectiveness of coaching process on personnel job self-efficacy and organizational citizenship behavior.

This research was kind of a semi-experimental study and was performed in a pretest-posttest-follow up design with control group. The research population was composed of all personnels of one of cultural offices in Karaj province in 1397 that 30 individuals selected by purposeful method and assigned randomly in experimental and control groups. Research tools included job self-efficacy questionnaire (Riggs & Knight, 1994), organizational citizenship behavior questionnaire (Oregan & Kanoski, 1996) and coaching model named GROW. For analyzing data was used of mixed variance analysis

The research results indicated that the job self-efficacy and organizational citizenship behavior and their components had significant increase in posttest (p<0/001) in personnels. In addition, follow up analyses showed that these increases were stable during time.

According to the research results, training of coaching courses is recommended for enhancing job self-efficacy and organizational citizenship behavior in personnels of offices and organzations in all Iran cities. Keywords: coaching process, job self-efficacy, organizational citizenship behavior

The purpose of this study is designing and testing a model of some antecedents and consequences of job crafting in NIDC employee’s. A sample of this study consisted of 300 person (241 men and 59 women) from NIDC employee’s who were selected by random sampling method. The instruments used in the study were job crafting questionnaire, regulatory focus questionnaire, job self-efficacy questionnaire, job engagement questionnaire, job performance questionnaire & flourishing questionnaire. Investigate of The proposed model through structural equation modeling (SEM) and using SPSS-24 software and AMOS-24 was carried out. The proposed model is not fitted to the data in a pleasant way. Better fitness were found through the elimination of five ways which are non-significant (prevention focus to crafting structural resources, job self-efficacy to crafting social resources, challenging job demands to flourishing, self-determination to thriving at work, hindering job demands to job performance and job engagement to job performance) and five-way linking the errors. Specifically findings has shown that job engagement and job performance plays a meditating role in a relationship between job crafting with flourishing.

This study aimed to investigate the role of neuroticism personality traits in stress and job satisfaction regarding the mediating effects of job self-efficacy. The study population included all Payame-nour University employees in west Azerbaijan. Using cluster sampling method, 128 subjects were selected. The study was conducted with a correlative method based on structural equation modeling. Data were collected using NEO-Five Factor questionnaire, stress questionnaire, job satisfaction questionnaire and self-efficacy questionnaire of GSES. Results showed that any increase in neuroticism personality trait scores increases the scores of job stress and decreases self-efficacy and job satisfaction among employees. Moreover, the role of self-efficacy in relationship between neuroticism and job satisfaction was approved. In people with high level of neuroticism, increasing of self-efficacy increases job satisfaction and decreases job stress. The results emphasize on the necessity of recognizing the mediating role of self-efficacy mediator on examining relationship between neuroticism and stress and job satisfaction.

The purpose of current research was to investigate the relationship between work-family conflict, spillover and psychosomatic complaints with mediating role of self efficacy. Research method was correlational and participants in the study were the 245 employees of a manufacturing company in Kerman which selected by simple random sampling method. Research instruments included the Work-Family Conflict Questionnaire (Netemeyer et al, 1996), Work-Family Spillover Questionnaire (Tsai, 2008), the Psychosomatic Complaints Questionnaire (Golparvar et al, 2012), and the Job Self Efficacy Scale. Data were analyzed using Pearson’s correlation coefficient and structural equation modeling (SEM). Results revealed that, there was a negative significant relationship between work-family and family- work conflict and self efficacy (p