فصلنامه مشاوره شغلی و سازمانی
پیاپی 30 (بهار 1396)

The aim of this study was to investigate the relationship between leadership style and organizational culture and its role in self-efficacy and work engagement of Shahid Beheshti University’s staffs. The study method was analytical cross-sectional, and the study population consisted of all the staffs of Shahid Beheshti University that has approximately included 982 people who have been working in 2016. After collecting a list of all faculties, research institutes and administrative buildings of the university; four faculties, two research institutes and one administrative building have been selected through random cluster sampling method and 110 university’s staffs have been selected by covariance sampling method. The research data have been collected by Multifactor Leadership Questionnaire (MLQ) of Bass & Avolio, Hofstede's Organizational Culture Questionnaire, Sherer General Self- Efficacy Scale (SGSES) and Schaufeli and Bakker’s Work Engagement Scale (UWES).The data have been analysed by using the regression inferential statistics, path analysis and independent t-test.The results have shown that ideological organizational culture was dominant organizational culture of Shahid Beheshti University’s staffs (78.2%). Also, there is a significant positive relationship between leadership style and organizational culture and self-efficacy and work engagement of the staffs. According to the Structural Equation Modelling, the prediction level of organizational culture through leadership style was Gamma=0.19, the prediction level of self-efficacy in staffs through leadership style and organizational culture was Gamma=0.12, and the prediction level of working work engagement through leadership style, organizational culture and self-efficacy was Gamma=0.17. Also, there was no significant difference between self-efficacy and work engagement of the male and female university’s staffs

Psychological capital is a set of traits and positive abilities that can play a role as a strong source in the growth and promotion of individuals and organizations. This study was conducted to investigate role of psychological capital in improving productivity of employees of Tabas Coal Company. This research was applied and its method was correlation. The statistical population of this research includes employees of Tabas Coal Company in 2014, of them 200 questionnaires were fully and accurately answered. Luthans’s Psychological Capital Questionnaire (2007), Work Preferences Questionnaire of Amabile et al (1994) and Hersey and Goldsmith Productivity Questionnaire (1980) based on the ACIO model were used to collect data. For analysing the data, inferential statistics, correlation coefficient and stepwise regression tests and path analysis were used. The results of this study showed that there is a positive and significant relationship between all dimensions of psychological capital and job productivity. The results also showed that motivation plays mediator role in the relationship between psychological capital and job productivity. Some workshops in the categories of hope, optimism, resilience and self-efficacy of employees should be designed and performed by qualified people to increase productivity in organizations

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.

The purpose of this study was to investigate the causal relationship between ethical leadership style, perceived organizational justice and organizational silence among the administrative staffs of Urmia University. The research method is descriptivecorrelational of Structural Equation Modelling (SEM). The statistical population of the study consisted of all administrative staffs of the Urmia University with 600 people. The sample was randomly selected by using 235 random sampling method.Standard Leadership Style scale of Calhounet et al (2011), Organizational Justice Scale of Colquitt(2001) and Vakula & Buradas’s Organizational Silence Scale(2005) were used for collecting data. SPSS and Lisrel statistical software were used to analyze the data. The results of the data analysis showed that there is a significant correlation between the ethical leadership style and perceived organizational justice with the organizational silence of Urmia University’s staffs. The results of structural equation modeling showed that ethical leadership style has positive effect on organizational justice and has negative effect on organizational silence. Also, the results indicated that direct effect of perceived organizational justice on inverse and significant organizational silence is significant. According to the results of this study, applying ethical leadership style and paying attention to ethical values and standards in implementing organizational rules and procedures by university administrators can affect staffs' perception of organizational justice and cause more staffs’ participation in decision-making processes. An organization and this partnership provide grounds for reducing organizational silence.

The main objective of this study was to predict the mental health of teachers based on marital satisfaction, selfefficacy, social support and socio-economic status by mediation of job satisfaction in order to present model. Research’s design is descriptive and correlation due to the nature and objectives of the research. The study population consisted of all elementary and high school teachers in Tehran city (29468 people) that 447 teachers were selected by cluster random sampling method for this study. General Health Questionnaire (GHQ-28), Sherer General Self-Efficacy Scale (SGSES) (1982), Wax Social Support Questionnaire (1986), Dunnette’s Job Satisfaction Qestionnaire (1966) and Afrooz M arital S atisfaction S cale (2010) and demographic profile form were used to collect data. Descriptive statistics and inferential statistics (multivariate regression analysis, path analysis) were used to analyze data. The results showed that job satisfaction as mediator cannot mediate relationship between self-efficacy, social support, socioeconomic status and marital satisfaction with mental health. Considering the significant and direct relationship between self-efficacy, marital satisfaction and mental health, it can be said that model in the three path, self-efficacy to mental health, marital satisfaction to mental health and housing status to mental health has fitness indices. Therefore, it can be concluded that self-efficacy, marital satisfaction and housing status has direct impact on mental health and can explain and predict 23% of the variance in mental health. According to the research’s findings, it can be concluded that by using of methods for increasing the teachers' self-efficacy during teacher education, promoting socioeconomic status and increasing their marital satisfaction during the period of employment can help to promote mental health and increase job satisfaction among them

The purpose of this study was to investigate the effect of organizational culture and organizational structure dimensions on job performance and innovation through organizational intelligence mediation. The sample consisted of 430 employees of Esfahan Steel Company who were selected by stratified random sampling method. Organizational culture, organizational structure, job performance and innovation questionnaire and organizational intelligence scale were used to measure the studied variables. The proposed model was evaluated through Structural Equation Modelling (SEM) by using AMOS software version 18 and SPSS-18. Intermediate relationships were tested in the proposed model by using bootstrap method. According to the results, the proposed model had good fit indices with the data. The findings showed that organizational culture, both directly and indirectly through organizational intelligence, increased innovation and job performance. Centralization only indirectly through organizational intelligence reduce innovation and job performance. On the other hand, formalization and complexity, neither directly nor indirectly, affect innovation and job performance.

The purpose of this research was to determine the effectiveness of mindfulness based cognitive therapy on fatigue symptoms (mental and physical), self-compassion and mindfulness among staff of Islamic Azad University Isfahan (Khorasgan) branch suffering from chronic fatigue syndrome. Research method was semi-experimental, pre and post-test design with a control group. Statistical Society were consisted all staff of Islamic Azad University in 2016. For this purpose, 200 staff were selected randomly and responded to questionnaire of Depaul Symptoms (DSQ), and quality of life, Then 28 persons were selected and replaced in two groups of experience and control randomly (14 persons in each group). Subjects in the two groups, before and after intervention, and one month later in follow-up answered to research instruments including fatigue scale, self-compassion and mindfulness. Mindfulness based cognitive therapy was executed for experience group in 8 sessions that each session took 90 minutes, but no intervention was carried out in control group. Findings of multivariate covariance indicated reduction in mean of fatigue symptoms (mental and physical) and increasing in mean self-compassion and mindfulness (p<0/05). Based on findings of this research, mindfulness based cognitive therapy can be used for reduction of fatigue symptoms (mental and physical) and increasing self-compassion and mindfulness, in staff suffering from chronic fatigue syndrome.