مجله مطالعات روان شناسی صنعتی و سازمانی
سال سوم شماره 1 (تابستان 1395)

The aim of present study was to investigate the effect of psychodrama on respond to stress, loneliness and social interaction in satelite employmee's wives. The research design of this study was Quasi-experimental by pretest-post test with control group. Porticipants were selected by available sampling method and appointed in two control and experimental group randomly. Instruments included the stress respond (SRI), loneliness (SELSA) and social skills (SSI) questionnaires. Data were analysed using MANCOVA. Results showed significant difference between experimental and control groups. Psychodrama training reduced stress and loneliness and increased social interaction in experimental group. According to the results we can say that psychodrama is effective in reduction of responds to stress and loneliness, and improve social interaction.

In the last decade, human resource managers have emphasized the personality-job fit as one of the most important factors in attaining organizational goals and increasing organizational commitment and job performance. The aim of this study was to investigate the current state of personality-job fit as well as its relationship with job performance through organizational commitment. The statistical population of the research is all employees of Khuzestan Steel Company. From this population 384 employees were selected by simple random sampling method. Instrument included personality types, organizational commitment and job performance questionnaires. Analysis of the collected data through valid and reliable questionnaires showed that employees of Khuzestan Steel Company are in a suitable state (above average) in terms of the personality-job fitness. Also, results of structural equation modeling using Liserel software showed the positive and significant relationship between personality-job fit and job performance directly and indirectly through the organizational commitment.

The aim of this study was to investigate the relationship between organizational procrastination and job burnout. The statistical population was all employees of public organizations in Tehran province. From this population 100 employees were selected by multistage random sampling method. Instrument included organizational procrastination and job burnout scales. Data were analyzed by Pearson correlation coefficient and regression analysis. The results showed the significant relationships between organizational procrastination (and its components) and job burnout (and its components).

The aim of this study was to investigate the validity of two methods of performance appraisal. 71 supervisor the participants include candidates in Iran Alloy Steel Company. Data were analyzed using Pearson correlation and hierarchical regression analysis. Results of criterion validity showed traditional performance appraisal and multi-source appraisal of competencies positively and significantly predicted assessment center scores. Evidence-based incremental validation showed multi-source appraisal of competences in comparison with traditional performance evaluation has been, 26.3% more successful in predicting assessment center scores. Also, investigation of the same competencies in multi-source appraisal and assessment center confirmed convergent validity of 4 competences and rejected 2 of them. Findings indicate multi-source appraisal of competences in comparison with traditional appraisal have greater validity for employees¢ performance appraisal.

The aim of this study was to standardize and validate The Belbin Team Role Self-Perception Inventory (BTRSPI-9Roles). Participants include 360 employees of National Iranian Oil Refining and Distribution Company, who were selected by classified random sampling method. The instrument consisted of BTRSPI-9R, Neo-FFI Personality Inventory and The Belbin Observer Assessment Sheet (OAS). Data were analyzed through Pearson correlation coefficient, test-retest, cronbach alpha and percentage rank methods. The range of validity coefficients, through different methods, determined between 0.28 to 0.63 and reliability coefficients from 0.59 to 0.88. Finally, results showed that BTRSPI-9R has an acceptable validity & reliability, and norms (cut off points) of the roles were computed using percentage ranks. Therefore, the BTRSPI-9R can be used as a reliable tool to help organizations and industries in the area of team working and improvement of team effectiveness.

The aim of this study was to investigate the relationship between organizational-based self-esteem and person-job fit with job satisfaction. The statistical population concluded all librarians of Shahid Chamran University of Ahvaz, and Jundishapur University of Medical Sciences. From this population 61 librarian were selected by available sampling method. The participants completed organization-based self-esteem, person-job fit and job satisfaction questionnaires. Data were analyzed using multiple regression analysis (with stepwise method). Findings indicated that person-job fit have a positive relationship with job satisfaction, but organization-based self-esteem despite significant simple correlation with job satisfaction, has not significant weight in stepwise regression.