مجله مطالعات روان شناسی صنعتی و سازمانی
سال پنجم شماره 1 (بهار و تابستان 1397)

The aim of this study was to investigate the relationship of work-family conflict with occupational success and job well-being, with moderating role of family hardiness and collective efficacy. Statistical population included nurses in Amir Almomenin hospital of Ahvaz. Among them 200 nurses were selected by census sampling method. Carlson et al. Work-Family Conflict, Grebner et al. Perceived Occupational Success, Parker & Hyett Job Well-Being, McCubbin et al. Family Hardiness and Caprara et al. Family Collective Efficacy Questionnaires were used for data collecting. Data were analyzed by multiple regression analysis using SPSS-22. Regression analysis showed that both work-family and family-work conflict are able to predict occupational success and job well-being. In addition, family hardiness and collective efficacy moderated the relationship between these variables.

The aim of the present study was to investigate the effectiveness of cognitive-behavioral stress management training on work-family conflict, organizational commitment and perceived stress in ABFA employees in Isfahan. The research method was experimental with pre-test post-test with control group design. Thus, 30 employees were selected and were randomly assigned into experimental (15 employees) and control (15 employees) groups. The experimental group received the intervention of cognitive-behavioral stress management training during 10 sessions (90 minutes); but the control group didn’t receive any intervention. Instruments were Carlson et al. Work-Family Conflict, Cohen et al. Perceived Stress and Meyer & Allen Organizational Commitment Questionnaires. The data were analyzed by covariance analysis using SPSS-23 software. The results showed that cognitive-behavioral stress management training had a significant effect on work-family conflict, organizational commitment and perceived stress.

The aim of this study was to develop and standardize Organizational Procrastination Scale. In this regard 503 employees from different organizations in Tehran were selected through multi-stage sampling method. The results of test-retest and internal consistency of this scale revealed that the test-retest and Cronbach’s alpha reliability coefficients were 0.75 and 0.89, respectively. The positive correlation coefficient between Organizational Procrastination Scale and Scale of Society Procrastination confirmed the concurrent validity (0.63, p ≤ 0.01). The results of exploratory factor analysis showed that more than %47 of variance of organizational procrastination was explained, indicating the good construct validity of the scale. Principal component analysis with obliman rotation confirmed a three factors solution. Confirmatory factor analysis with acceptable goodness of fit indices confirmed the 3 factors solution. Regarding to the findings it is concluded that the organizational procrastination is a reliable and valid scale and can be used for measurement of procrastination.

The main purpose of this study was to investigate the causal relationship between employees' welfare and organizational agility. Statistical population of this study consisted of all employees of Islamic Azad Universities in Khozestan province. Using simple random sampling method, 219 employees of this population were selected as research sample. The participants completed employees' welfare and organizational agility questionnaires. Data analysis was done by correlation coefficients and structural equation modeling with using statistical softwares (SPSS and LISREL). Results showed that employees' welfare has positive and significant effect on organizational agility.

The purpose of this research was to investigate the relationship between professional ethics and job burnout among teachers using a correlational-descriptive method. The statistical population included all teachers working in Namin city. Among them 270 teachers selected by simple randome sampling method. The participants completed Maslach burnout and professional ethics questionnaires. Data were analyzed using Pearson correlation coefficients, t-test, regression and variance analysis. The results showed that there was a significant and negative correlation between professional ethics and teacher's job burnout. Results of regression analysis showed that professional ethics explained 48.3 percent of the variance of job burnout.

The purpose of the present research was to investigate the relationship of managers' sense of humor with organizational creativity regarding the mediating role of positive organizational behavior. The statistical population of this study included all employees of youth and Sports offices of Kermanshah. Among them, 160 employees were selected by simple random sampling method. The participants completed Khoshui et al. Sense of Humor, Luthans et al. Positive Organizational Behavior and Sarmad et al. Organizational Creativity Qestionnaires. The data were analyzed by Pearson correlation, Sobel test and structural equation modeling. Findings indicated that managers' sense of humor had a direct and significant effect on positive organizational behavior and organizational creativity. Also the positive organizational behavior had a direct and positive effect organizational creativity. So, the results showed the importance of sense of humor and positive organizational behavior on organizational creativity.