فصلنامه مشاوره شغلی و سازمانی
پیاپی 29 (زمستان 1395)

The aim of this research was investigation of reliability and validity of Boundaryless Career Attitudes Scale in employees. The statistic population of this research was engineering companies' employees of Isfahan's city. The sample included 200 employees (78 females and 122 males) who were selected by cluster sampling method. Boundaryless Career Attitudes Scale and Proactive Personality Scale (PPS) were used in this research. Data were analyzed by factor analysis, correlation and multivariate analysis of variance. Test-retest reliability and internal consistency were used for evaluation of reliability that their amount in Organizational Mobility Preference and Boundaryless Mindset was 0.91, 0.90, 0.76 and 0.84. Factor analysis, concurrent validity and discriminant validity were used for evaluation of validity. The results of factor analysis showed that Boundaryless Mindset and Organizational Mobility Preference are two separated and independent component. The correlation of Boundaryless Mindset scale with Proactive personality scale was 0.50 (p<0.01) but there wasn't significant correlation between Organizational Mobility Preference scale and Proactive Personality Scale (p>0.05). Also results of discriminant validity showed that men in Boundaryless Mindset scale and women in Organizational Mobility Preference scale had higher scores. As the result, Boundaryless Career Attitudes Scale is valid and profitable scale and it can be used to measure Boundaryless Career Attitudes.

This study aimed to determine the effect of perceived injustice on peak experience. Research's method was quasi-experimental and research statistical population was the employees of two industrial companies in Isfahan city that among them two groups of seventy-two (first set) and fifty-six (the second set) persons were selected based on demographic characteristics matched and then were randomly assigned into two groups of justice and injustice. The research instruments consisted of two scenarios for the manipulation of justice and injustice, and the Peak Experience Questionnaire (Bakker, 2008). Data were analyzed by using independent sample t-test (to determine the effect of the applied manipulation) and multivariate analysis of variances (MANOVA). Results of independent sample t-test revealed that two scenarios manipulation of justice and injustice have significant impact on the perception of justice and injustice. The results of multivariate analysis of variances in two studies (in the first study in immersion and absorption there was no significant difference between the two groups) revealed that there is significant difference between justice and injustice groups in absorption, enjoyment, and intrinsic motivation along with total of peak experience (p<0.05). In general, the results of this study showed that one of the important consequences of injustice which must be seriously considered is weaken of peak experience as a very important construct.

This research has been done with the aim of effectiveness Transactional analyses group Training on job adjustment and Organizational commitment among in staff of Bistoon Petrochemical Company. Research method is experimental of pre-test, post-test and fallow up with control group. Statistical social consist all the staff of Bistoon Petrochemical Company. The targeted sampling consisted of 30 staff. The randomly 15 staff selected to experimental group and 15 staff selected to control group. Measurement tools included Meyer & Allen questionnaire (1997) and Purkabirian`s Job adjustment questionnaire (1386s.c.). Data were analyzed with spss20. Results showed that Transactional analyses group Training has the effect on job adjustment, affective Commitment and normative commitment (p<0.01), (p<0.05) but it has no significant effect on continuance Commitment (p>0.05). In accordance with desirable group Training based on Transactional analysis in Organizational commitment improvement and job adjustment, implementing plans based on Transactional analysis approach is suggested for industrial offices and organizations.

The purpose of this research is to study the relationship between emotional intelligence, spiritual intelligence and occupational stress of Melli bank employees. This research is a correlation. Its statistical population is Melli bank staff of Semnan province (470 people) that with using simple random sampling, 212 samples were selected. To collect the data, Bar-On Emotional intelligence (1997), Amram and Dryer spiritual intelligence (2007) and job stress HSE (2008) questionnaires were used. Pearson correlation test results showed that, there is an inverse relationship between emotional intelligence, spiritual intelligence and occupational stress. Regression results showed almost 69 percent of stress variance is explained by emotional intelligence and spiritual intelligence. Structural equation modeling also showed occupational stress is explained by emotional intelligence and spiritual intelligence. Emotional intelligence and spiritual intelligence are important factors in reducing occupational stress that managers with improving them in the staff can help to increasing organizations' productivity. It also recommended the authorities to assess the level of emotional intelligence and spiritual intelligence of people, employ those who have more emotional intelligence and spiritual intelligence.

The aim of the current study was the investigation and comparison the effect of two methods of career counseling based on social learning theory and narrative approach on reappraisal and suppression as strategies of emotion regulation of teachers in service during school year of 2012-13 in Isfahan city. This is a quasi-experimental study with Pretest-Posttest design with control group. 30 teachers were selected by using available sampling and randomly divided to two experiment and control groups (10teacher in each group). Data was gathered by using emotion regulation questionnaire and was analyzed by using SPSS- 16 and analysis of covariance and LSD test. Teachers in experimental groups participate in career counseling base on social learning theory and career counseling based on narrative approach, seven sessions, weekly. The results showed that both career counseling base on social learning theory and career counseling based on narrative approach have significant effect on reappraisal (P<0/001) and suppression (P<0/001) and results in post hoc LSD test showed that there was no significant differences between the effect of two methods on reappraisal and suppression (p>0/05). Career Counseling can increase reappraisal and also decrease suppression.

The aim of this research is to survey the performance of academic libraries’ managers and its effect on librarians’ job satisfaction. The managers’ performance has been evaluated with dimensions of communication skills, Responsibility, motivational role, Expertise, justice performance and obligation. The Research approach is descriptive/ correlational method. Statistical population involved of all librarians in central and affiliated libraries of 10 state-rununiversities of Tehran under the direct supervision of Iran's Ministry of Science, Research and Technology. There were 600 people. The Sample Size estimated as 304 people. From the questionnaires that have been sent out, 274 of them have been returned.Data collectiontools were researcher-designed questionnaire for managers’ performance and job satisfaction. The reliability of questionnaires examined by using Cronbach's alpha testand confirmed with 0/977 and0 /964 respectively. Pearson correlation coefficient and Multiple Regression have been used for dataanalysis. The findings show that there is a positive and significant correlation between managers’ performance and librarians’ job satisfaction. Also there is a positive and significant correlation between each dimensions of managers’ performance and job satisfaction. Generally just iceper form ance’ dimension has the highest correlation and predictive power with variations of job satisfaction.