فصلنامه مشاوره شغلی و سازمانی
پیاپی 28 (پاییز 1395)

The aim of this research wasto effectiveness of training Gottfredson theory of circumscription and compromise (GTCC) on the burnout among the medical documentsstaff of the Social Security Organization in Tehran. The research was semi-experimental conducted using pretestposttest and a control group.The population under study consisted of all medical documentsemployees of the Social Security Organization in Tehran(n=420) amongwhich 30 people were selected randomly and assigned in two groups (n=15). The experimental groups receivedtraining with Gottfredson’s theory of circumscription and compromise. One group was considered as control group.The experimental groups were trained in eight 90-minute sessions separately. The participants’ burnout levels were measured after the intervention. The collected data were analyzed using covariance analysis. The results showed thatGottfredson theory of circumscription and compromisewas effective in reducing the frequency and severity of the emotional exhaustion and depersonalization, increase of personal accomplishment.

The aim of this paper was to use the existing research literature on the concept of organizational citizenship behavior (OCB) and its components is a questionnaire designed to measure organizational citizenship behavior, and then put it in the framework of the psychometric properties of the estimated latent trait theory (LTT). First, a conceptual model with twodimensional orientation OCB (Organization for Cooperation and orientation orientation developer-protecting) design that includes six factors: conscientiousness, sportsmanship, civic virtue, promising, personal development and commitment to ethical principles. Then, based on indicators introduced in the model, a 15- question questionnaire was written. After collecting data, the slope parameters, parameter threshold intersection response classes, Information function and reliability of the questionnaire were analyzed using graded response model (GRM). The results showed that the psychometric properties of the questionnaire were very acceptable and Favorable. Made questionnairein thisstudycanaccurately differentiatebetween theorganizational citizenship behaviorandletthemmeasure thelevel ofcivicbehavior.

This research’saimis developing a valid instrument and investigating the work-life balance status among Varamin’s schools vicepresidents. The research is going to step forward in order to develop the necessary programs to create more balance between the two areas. From a historical point of view the balance of work and life is studied based on work life conflict theories. Accordingly, Carlson et al.’s model was used as the conceptual framework. Based to this model work-family conflict is formed in two ways; A) Work affairs interfere with family roles B) Family roles interfere with work affairs. Each of these ways is considered from three perspectives (time, strain, behavior). In order to do this research and using stratified sampling, 400 employees were selected as the sample According to this framework the questionnaire was developed and its validity (face and structural) was confirmed by experts and CFA. Non-parametric methods including Friedman and Kruskal–Wallis were used to analyze the gathered data. The results showed that the non-work and work life balance was changed based on the sex, spouse employment status, education, age, work experience and number of children.

The main purpose of this research was to study the Chain relationship of job characteristics, job satisfaction and innovative behaviors.The study was descriptive and correlativeand population included all employees of the Isfahan University of Technology research Institutes in the spring of 1395, of which 174 person were selected through convenience sampling method. Research instruments consisted of innovative behaviors questionnaire by Kanter (1988), job satisfaction questionnaire by Smith, Kendall and Hulin (1969) and job characteristics questionnaire by Hackman and Oldham (1976). Data were analyzed with use of Structural Equation Model (SEM) and result revealed that there are significant chain relationship between job characteristics (autonomy, feedback, task identity, task significance and skill variety), job satisfaction and innovative behaviors.Job characteristics have a significant relationship with job satisfaction and are able to explain 33% of job satisfaction variance, and more job satisfaction has a significant relationship with employee’s innovative behaviors and has been able to explain 6.2% of the variance innovative behaviors. Based on current research’s results, innovative behaviors could be increased by existence of job characteristics and increasing of satisfaction from job.

The aim of the present research is investigating relationship between job procrastination and obsessive -compulsive among employees of Universities research and science, Azad and Payamenoor in 2016. The research population in the present study is including 379 cases that 159 cases of them were selected as research sample that were selected by random method. Research instrument is including three questionnaires of (research made questionnairesof job negligence, standard questionnaire of think- practice obsession by Yel and Brown (1989) and EQ questionnaire by Trawis and Bradberi and Jon Grivez that their reliability are ./93, 0.83 and 0.82. for data analysis, beside to descriptive statistics, inferential statistics including correlation coefficient of Pearson and Regression analysis. The findings of the present research indicated a positive and significant relationship between job procrastination and obsessive among employees of Azad, research and science and Payamenoor Universities and there is a negative relationship between job procrastination and EQ among employees of these Universities. Also there is a positive and significant relationship between job procrastination and EQ among employees of these Universities. Regarding to the importance of job procrastination and capability of teaching EQ and capability of obsession treatment, it can decrease job procrastination in a significant rate.

Second generation of Myers-Brigges type indicator can represent an efficient alternative in Iranian high school students’ career assessment. But access to this goal requires a proper measure. This study in framework of a test-making design aimed to develop a measure for assessment of high school students personality based on second generation of MBTI. For this mean a measure was designed and its psychometrics were examined in 2 steps. First, using explanatory calculates and calculate internal consistency (Cronbach’s alpha) by in accessrandomly selecting a sample of 507 Isfahanian high school students (259 girls & 248 boys) from 240 items 156 items in structure of 20 subscales were represented for this measure. Second, calculating of data from a multi-state sample of 956 high school students (493 girls, 463 boys) using of Cronbach’s alpha, principal components analysis and Pearson’s correlation showed proper reliability (r>0.70), construct validity (efficiency of factor structure), and predictive criterion validity (in predicting scores of interest and self-efficacy types) for this measure. In order to representing a proper norm for this measure, its descriptive statics were calculated across sex and academic majors. Results showed that the developed measure performes a valid assessment of high school students’ personality and represents useful information for use in their career development counseling.

Identitytry to discover of the identity individual belonging to a group and disorientation and its boundaries with other groups. The answer to this question is that man makes himself the boundaries in different social groups, sometimes bold, sometimes a pale categorize. In this study we use Tajfel’s social identity and London’s Career Identity theories. The research method was Survey and statistical population is over 18 years old and employed for multi-stage cluster sampling method was used. The sample size is 1710 people randomly selected set of clusters. Based on the findings of four factors "important career", "commitment to the career", "attachment and emotional attachment to the career" and "individual career orientation in employment" in order to identify the components of professional identity respectively.