جستجوی مقالات مرتبط با کلیدواژه « quality of work life » در نشریات گروه « روانشناسی »

The purpose of this study was to determine the fit of the conceptual model of organizational happiness based on perceived organizational and social support with the mediating role of teachers' quality of work life with the data.

The method of the present research design is correlational and is part of applied research. The statistical population consisted of 640 elementary school teachers of Dehlran city, 240 of whom were selected based on Morgan's table by available sampling method. The instrument used are Watson's organizational happiness (1985); Perceived organizational support Eisenberger et al. (1986); Perceived social support was by Zimmet et al. (1988) and quality of work life by Walton (1973) questionnaires.

The results of data analysis using the structural equation modeling showed that the fit indices of the proposed model were confirmed.The results showed that perceived social support have a positive and significant effect on organizational happiness. The effect of organizational support on the quality of work life was significant. Also, the effect of quality of work life on organizational happiness was positive and significant. The indirect effects of perceived organizational and social support on organizational happiness with the mediating role of quality of work life were positive and significant.

According to the obtained results, it is suggested that the education authorities, by increasing organizational and social support and raising the level of well-being and quality of work life of teachers, should strive for their organizational happiness so that teachers can also help the organization in obtaining better results.

The present study was conducted with the aim of comparing the quality of work life and moral courage in auditors with and without professional code of conduct training. The research method in the present study is applied in terms of the audience and comparative causal in terms of its nature, and it is considered as a cross-sectional survey research. The statistical population includes all auditors who are members of the Iranian Certified Accountant Society in 2023. The sampling method in the present study was available and using this method, 214 people were selected as the sample group. Sekarka's moral courage questionnaire (2009) and Walton's quality of work life (1973) were used to measure the research variables. Multivariate analysis of variance test was used to analyze the data in the present study. The findings show that the average scores of the quality of work life (Eta coefficient 0.26 and significance level less than 0.01) (fair and adequate pay, safe and healthy work environment, provision of opportunities for growth and continuous security, legality in the organization, social dependence in life) work, the general atmosphere of life and the development of human capabilities) and moral courage (Eta coefficient 0.50 and significance level less than 0.01) (moral factor, multiple values, threat tolerance and moral purpose) significantly in the group with a history of moral education A professional is higher than people without education. As a result, professional code of conduct training can increase the quality of work life and moral courage of auditors.

Each organization tries to keep its valuable assets in order to guarantee its survival and development. Human resources are the most valuable organization asset; therefore it is necessary to reduce their challenges while increasing their acctualization. The purpose of this study is to assign the quality of work life improvement program effectiveness on employee work-family conflicts based on perceived job security moderating role and self-actualization based on optimism moderating role. The research statistical population was 30 production employees of NahanGol company at Borujen, who participated in the study based on random sampling in terms of two experimental and control groups. The data gathering tools included the work-family conflict scale (Carballo-Penela & et al, 2018), the perceived job security questionnaire (Hockman, 1986 quotes Goretzki, 2016), self-actualization scale (Faraci and Cannistraci ,2015) and the life orientation test (Scheier & Carver, 1985). Data were analyzed using repeated measures analysis of variance, path analysis, linear regression and structural equations model using SPSS24 and AMOS softwares. The results showed that the improving quality of work life training program reduces work-family conflicts in epmloyees with medium or low level of perceived job security and increases the self-actualization in employees who are more optimistic.

The purpose of this research was to determine the fit of the causal model of work-life quality based on job attachment and emotional intelligence with the mediating role of job satisfaction in employees of Zanjan University of Medical Sciences. In terms of its purpose, this is an applied research, and in terms of the data collection method, it is a descriptive correlation type. The statistical population included all the personnel of Zanjan University of Medical Sciences, numbering 10,000 people in 1400, and 370 people were selected as a sample by simple sampling method. The research tools were Walton's (1973) quality-of-work-life questionnaires, Brafield and Roth's (1967) job satisfaction, Barr-Anne's emotional intelligence (2002) and Kanongo's job attachment (1982). To analyze the data, Pearson's correlation test and structural equations were used by pls and SPSS software. The results showed that the effect of job attachment, emotional intelligence and job satisfaction on the quality of work life of employees and the effect of job attachment on the job satisfaction of employees is positive and significant. However, the effect of emotional intelligence on job satisfaction of employees was not positive and significant. Also, the indirect effect of job attachment on work-life quality through job satisfaction was significant, so the role of job satisfaction as a mediator between job attachment and work-life quality was confirmed. And the indirect effect of emotional intelligence on quality of work life through job satisfaction was not significant, so the role of job satisfaction as a mediator between emotional intelligence and quality of work life was not confirmed. In general, it is concluded that the causal model of quality of working life based on job attachment and emotional intelligence with the mediating role of job satisfaction does not fit with the empirical model.

The aim of this study was to predict job stress based on quality of work life and communication skills in nurses. The research method was applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the current study included all nurses in Tehran with a population of 3500 people. For data collection, the British Institute of Health and Safety Job Stress Questionnaire , the Walton Standard Quality of Work Quality Questionnaire and the Queen Dam Communication Skills Questionnaire were used. Simultaneous regression results showed that quality of work life and communication skills can predict job performance. According to the findings, it can be concluded that the quality of work life and communication skills of nurses affect their job stress. By considering the predictive power of communication skills related to job stress, such skills can be taught to nurses to reduce their stress and job stress.

The aim of this study was to examine the relationship between quality of work life and work-family conflict with Job stress among Shiraz High School Counselors. Due to the nature and purposes of research is used of the practical and implementation of the correlation method. The study was included all counselors of 4 area education that using of Morgan table to selected 214 people as sample. The samples were 214 people that were selected by simple random sampling method. For data collection was used of questionnaire, work - family conflict of notes Mayer and Mac Marianne (1996), Work-Family Conflict and Job stress. For analyzing data was used from the test, Pearson correlation coefficient and multiple regression method. The results showed that quality of work life ( QWL) has significant negative relationship with Job stress and work-family conflict (WFC) has significant negative relationship with Job stress. Also results showed that negative predicted work - family conflict, job stress. And finding indicates that among the QWL Dimension, five dimensions are the most predictive variance of Job stress.

The purpose of this study was to investigate the relationship between organizational optimism and quality of work life with respect to the mediating role of social responsibility. This research is descriptive-survey in terms of practical purpose, in terms of how to collect data and is correlational in terms of examining the relationship between variables. Teachers of all educational levels of girls chr('39')and boyschr('39') schools in Behbahan were considered as a statistical population and a simple random sampling method. Using Cochranchr('39')s formula, the statistical sample size was calculated and 336 people were selected. In this study, the organizational optimism questionnaire of Cameron et al. (2004), Walton Quality of Work Life Questionnaire (1973) and Carroll Social Responsibility Questionnaire (1999) were used to collect information. Cronbachchr('39')s alpha coefficient for the questionnaires was 0.89, 0.85 and 0.86, respectively. The data set was analyzed using SPSS software version 24 and to test the hypotheses, Pearson test and simple and modified multiple regression test were used and the following results were obtained: Organizational optimism with quality of working life Teachers have a positive and significant relationship and also the mediating role of social responsibility in the relationship between organizational optimism and quality of work life has been confirmed.

Disabled veteran teachers, despite the damage they have suffered during the war, have been committed to their family and work relationships, which is due to post-traumatic growth called war. The present study aimed to predict post-traumatic growth based on family intimacy and quality of working life in disabled veteran teachers. The present study is applied in terms of purpose and descriptive-correlational in regard to data collection. The statistical population (n ₌ 210) of the study consisted of Karaj disabled veteran teachers supported by the Foundation of Martyrs and Disabled Veterans of Alborz Province in 2017-2018. A group of 150 teachers was selected and investigated using the random sampling method and Karaji and Morgan table. The required data were collected using the Tedeschi and Calvin (1996) Traumatic Growth Inventory, the Walker and Thompson Intimacy Scale (1983) and the Walton Quality of Life Standard Questionnaire (2010). Appropriate regression models such as multivariate linear regression were used to analyze the data. The results indicated that there is a relationship between intimacy and quality of work life and post-traumatic growth, and among the standards of quality of life, social integration and cohesion has the highest percentage of the predictability of marital satisfaction in women. Post-traumatic growth is predicted based on the intimacy and quality of work life of teachers.

High quality of work life is recognized as a major factor in human resources empowerment required by the health care system .Because nurses are a critical component of the country's health care system, the present study examines the role of emotional rumination, emotional empathy and mindfulness in predicting the quality of work life of nurses. The present study was a descriptive-correlational study .The statistical population of the study included all nurses working in Tabriz hospitals in 2018 and a sample size of 150 nurses selected by cluster random sampling method .To collect data, the Nullen Hoeksma and Moro ruminal response scale (1991), the affective sympathy of Mehrabian and Epstein (1972), the Kentucky Mindfulness Skills Questionnaire (2004) and Walton Work Quality Scale questionnaire (1973) were used. The data were analyzed using Pearson correlation coefficient and multiple regression Were analyzed .The results of this study showed that the quality of work life of nurses was significantly (P<0/01) with mindfulness and emotional empathy, but there was no significant relationship with ruminal variables .Regression results also showed that the variables of emotional intelligence and emotional empathy justify a total of 8% of variance in the quality of nursing work life. Considering that nurses play an important role in improving the health of the community, improving the quality of their working lives through psychological factors, especially emotional empathy and mindfulness, which in this study has a significant relation with this variable, is considered as a priority health issue.

The purpose of the present study was to investigate the relationship of social capital and quality of work life with job performance and work engagement in employees of an oil and gas company.
 
The present study was descriptive-correlational research and is theoretical-applied in terms of purpose. The statistical population included all of the employees in an oil and gas company during 2019-2020. The sample of the study included 250 employees, who selected by simple random sampling method. The Questionnaires of Organizational Social Capital, Work Engagement, Quality of Work Life, and Job Performance were used as research instrument. Canonical correlation and stepwise multiple regression were used for data analysis.
The results showed that social capital has a positive significant correlation with job performance and work engagement. Also, the quality of work life had a positive significant correlation with job performance and work engagement. The results of the regression analysis showed that social capital and quality of work life predict employees' job performance with R2=0.11. Also, the results showed that social capital and quality of work life can predict the work engagement of employees with R2=0.21.
 
Based on the results of the study, social capital and quality of work life are correlated with employees' performance and work engagement. Therefore, managers of organization can improve the work engagement and job performance of employees by implementing appropriate interventions to improve the variables of social capital and quality of working life.

This study aimed to investigate the relationship of workaholism and work engagement with quality of work life considering the moderating role of personality characteristics in midwives of three Gynecology and Midwifery Hospitals (Alzahra, Taleghani, 29 Bahman) in Tabriz.
 
The statistical population consisted of all midwives working in three gynecology and midwifery hospitals (Alzahra, Taleghani, & 29 Bahman) in 2018 which 120 individuals were selected by census sampling method. Instruments included the Workaholism (Wart, 1999), Work Engagement (Salanova, Schaufeli, 2001), Quality of Work Life (Walton, 1973), and the Neo-Five Factor (Costa & McCree, 1986) Questionnaires. Data were analyzed by SPSS-23 software using Pearson correlation coefficients, multiple regression analysis, and hierarchical regression analysis.
 
The results showed that there is a positive and significant relationship between workaholism and work engagement with quality of work life (p<0.05). The results of regression analysis showed that both variables of workaholic and work engagement were able to predict the quality of work life (p<0.05). The results of hierarchical regression analysis showed that none of the personality characteristics have a moderating role in the relationship of workaholism and quality of work life, but among personality characteristics, conscientiousness and openness to expirience had a significant moderating role in the relationship between work engagement and quality of work life (p<0.05).
 
 This study provides important findings regarding how work engagement and some personality characteristics can be effective in relation to quality of work-life.

The aim of this study was to predict job satisfaction based on quality of work life. This study was a descriptive correlational study. The statistical population of the study included all male employees of  Bank Mellat in Tehran branches in 1397 and were selected by cluster sampling from 20 branches. Data collection method was based on the job satisfaction questionnaire of Martin J. Gannon (1981) and Richard Walton (1973) Quality of Work Life Questionnaire. Data analysis was performed from the implementation of questionnaires through SPSS 23 software in two descriptive and inferential sections (multiple linear regression analysis). The results showed that there is a significant positive relationship between quality of work life and job satisfaction. Also, the factors of human resource development, social integration and cohesion, the existence of legalism in the organization and the social dependence of working life, are able to predict job satisfaction at the level of 95% confidence.

The purpose of this study was to investigate the relationship of job stress with organizational climate, quality of work life, and job involvement in employees of West Regional Electricity Company.
 
The research design was descriptive-correlational and the statistical population included all male employees of West Regional Electricity Company. From this population, 142 employees were selected by convenience sampling method. Walton’ Quality of Work Life Questionnaire (1973), Ladahel & Conner’ Work Inventory (1965), Hopin and Kraft’s Organizational Climate Questionnaire (2000), and Osipow’s Occupational Stress (1998) Questionnaire were used for data gathering. For data analysis Pearson correlation coefficients and multiple regression analysis were used by SPSS-19 software.
 
The results of Pearson correlation coefficients showed that the relationships of job stress with organizational climate, job involvement, and quality of work life were negative and significant. 
 
Paying attention to the employees’ work conditions, and managers' awareness of these variables can reduce the negative effect of job stress.

The purpose of this study was to investigate the quality of work life of Qazvin education staff and predicting it based on career adaptability.

The research method was a descriptive and correlational study. The statistical population was all employees of three educational districts of Qazvin. According to the Kergci and Morgan table, 136 employees of this population were selected by simple random sampling method. Participants completed the Walton quality of work life and the Savicas career track adaptability questionnaires. Data were analyzed using Pearson correlation and stepwise regression analyses.

The results showed that the quality of work life of the employees is relatively high. In all three areas, none of the dimentions of quality of work life, except the overall living space, showed a significant difference. According to the results of this research, career adaptability of the employees was higher than average. Also, the findings showed that there is a significant positive correlation between career adaptability and quality of work life, so that by increasing adaptability, the quality of work life would increase. Results of stepwise regression analysis showed that among all dimentions of career adaptability, career control was a significant predictor of quality of work life.

Because the lowest score are belong to the adequate and fair payment, so in order to improve the quality of employees’ life work, the most important issue that should be considered by educational managers are financial affairs, salary and benefits. Since only in the general living space dimention that relates to the balance between work and family life, there was a significant difference among distinct 3 and others. District 3 employees got higher scores. According to the smaller size of the area and employees’ workload they haven’t prevented from family responsibilities. If other areas can reduce workplace problems, can create a balance between work and family of employees, that it increases the quality of work. According to the positive relationship between employees’ career adaptability and quality of work life, counseling can be taken to increase adaptability especially in terms of control in order to improve the quality of work life of the employees. Accordingly, the specific attention of descion makers on teacher’s work life quality, seems to be necessary.

The purpose of this study was to investigate the effectiveness of assertiveness group training on employees’ self-assertiveness and quality of work life  

The design of this research was pretest-posttest with control group design. From the statistical population, 24 employees with job tenure at least one year were selected by convenience sampling method and then randomly assigned in experimental and control groups (each 12 employees). The experimental group received eight 90-minatue sessions while the control group remained at waiting list. The instruments included Walton quality of work life and Gambrill & Riche’s assertiveness questionnaires. ANCOVA was used for data analysis.

Findings showed that there is no difference between the groups in terms of self-assertiveness and quality of work life before the intervention. After the intervention, there was a significant increase regarding self-assertiveness and quality of work life in experimental group.

Group training of assertiveness increased the self-assertiveness and quality of work life in experimental group compared with the control group. It appears that life skills training, especially assertiveness training should be implemented to improve skills in order to improve mental health. Also, the quality of work life is an important issue in the workplace.

Women have also entered the employment arena by changing the human societies, and now there are many families in which both couples work. The couples employment affects the quality of life, as well as job satisfaction. The purpose of the research was conducted to investigate the effect of work life quality improvement and enrichment of marital life trainings on the quality of work life and job satisfaction in dual- career couples in a quasi-experimental research with pretest, posttest, and follow- up with control group. 40 dual- career couples were selected using multistage cluster random sampling method, and were assigned randomly to experimental group (20 couples) and a control group (20 couples). The experimental group received thirteen-90-minutes sessions of work life quality improvement and enrichment of marital life trainings, and were assessed in three stages pre-test, post-test, and follow-up (2 months) in life work quality and job satisfaction variables. Data were measured. Data were analyzed using repeated-measures analysis of variance. The results showed that there is a significant difference between the experimental group and control group in quality of work life and job satisfaction. However, the work life quality improvement training and enrichment of marital life training increase the quality of work life and job satisfaction in Dual- Career couples

This research was undertaken to examine the relationship between organizational citizenship behavior, performance, and quality of work life among school principals in Neka. This study had a descriptive, correlational design. The statistical population of the study was comprised of all school principals in Neka in 2016 (180 individuals). The drawn sample (N=118) was selected through random stratified sampling method. The instruments included Organizational Citizenship Behaviour Questionnaire (Konovsky & Organ, 1996), ACHIEVE Questionnaire (1980), and Quality of Work Life Questionnaire (Walton, 1975). The validity of the measures was confirmed by experts and Cronbach's alpha coefficients obtained for the questionnaires were 0.90, 0.88, and 0.78, respectively. The obtained data were analyzed by using Pearson correlation and stepwise regression. The results showed that there were significant relationships between the components of organizational citizenship behavior, principals’ performance, and quality of work life. Regression analysis also demonstrated that each of the components of organizational citizenship behavior accounted for a different amount of variance in principals’ performance and quality of work life. More specifically, among the components of organizational citizenship behavior, sportsmanship and civic virtue explained the most and least variance in principals’ performance, respectively. Moreover, sportsmanship and conscientiousness accounted for the most and least variance in quality of work life, respectively. 

The aim of this study was to identify the factors affecting employees' Procrastination in Farhangian University. The research method was mixed method (qualitative and quantitative). In qualitative section phenomenological method was used. In quantitative approach the researchers used survey method based on PLS and structural equation modeling. The statistical population consisted of managers, professors, and employees in Farhangian University of Zanjan. Purposeful sampling method used in qualitative section. In quantitative section, 124 employees were selected by stratified random sampling method. Data were collected through a semi-structured interview in qualitative section (18 employees). In quantitative section 25-item questionnaire was used. In qualitative coding, 25 sub-categories and 5 main-categories were obtained. In the quantitative section, individual and personality characteristics, organizational and managerial factors, quality of work life, socioeconomic factors, and professional ethics were supported using factor loading and extraction mean variance over 0.4, z coefficients over 1.96 and proper determination coefficients (R2).

The purpose of this study was to identify the indexes affecting the employees quality of work life in order to achieve a native pattern in this field. The statistical population of the research included all employees of the manufacturing sector of the NahanGol production and industrial company at Borujen, including 15 subjects, based on the purposeful sampling principle in qualitative research. Data collection tools in this research were based on qualitative research principles including interview and observation. The data were analyzed based on Colaizzi 's method in phenomenological research. The results showed that quality of work life has a total of 16 themes including incentives, salaries and benefits, effective training climate, organizational reputation, independence of practice, participation, empathic relationships, occupational factors, accident prevention, job security, extra-organizational factors, perceived justice, meaningfulness, spirituality, and corporate social responsibility along with 30 related sub-themes. Discovering new themes and sub-themes and their fit with cultural region is one of the innovations in this research.