مجله مطالعات روان شناسی صنعتی و سازمانی
سال هفتم شماره 1 (بهار و تابستان 1399)

Job satisfaction includes the positive and negative feelings that each employee has about his/her job. It seems that this structure has been changed by changing the worker’s emotions caused by cognitive and motivational factors. So, this longitudinal study sought to examine the effect of positive affect on creating job satisfaction according to cognitive (effort-reward balance and cognitive emotion regulation strategies) and motivational (goal-engagement control strategies) mediators. In current research life span theory of control and affect events theory and effort-reward balance theory was integrated to investigate the effect of job design, effort-reward balance on job satisfaction via two approaches namely cognitive regulation and compensatory and secondary control mechanisms.
 
The research sample consisted of 726 employees of Isfahan Oil Refining and Distribution Company and Isfahan Oil Refinery that were randomly selected and responded to research tools three times in two years. Marginal structural equation method was used to analyze the data. The formal theory of counterfactual causal inference was used for casual inferences that extended Neyman-Rubin Holland point treatment theory contains time-varying treatments, outcomes, and concomitants. The effort-reward balance and cognitive emotion regulations were considered counterfactual treatments that influence job satisfaction. The G-FORMULA software was used to implements the parametric g-formula to estimate the mean of an outcome under hypothetical treatment strategies sustained over time from longitudinal data with time-varying treatments and confounders. The difference between the marginal structural model and the median analysis in longitudinal research is that in the latter case the research findings are collected in three waves three times, while in the analysis of this research the time intervals 2 and 3 of the mediating and dependent variables are collected. This approach is closer to the concept of causality because data has been collected over time, which is equivalent to their role in mediation, and the research design helps to validate the theory.
 
The results showed that job satisfaction is determined, at time 3, by effort-reward balance and positive cognitive emotion regulation strategies, and at time 4, by effort-reward balance, positive cognitive emotion regulation strategies, and goal-engagement control strategies. The main strength of the marginal structural model is in predicting job satisfaction in the assumed future that can generalize in the future overall.
 
Based on the results, it was recommended that organizations and managers focus on both cognitive and motivational factors to create job satisfaction, that is, to strive for a balance between the efforts of the employees and the rewards offer to them and teaching employees positive cognitive emotion regulation strategies, and goal-engagement control strategies. One of the main strengths of the model was to use both robust theory and longitudinal data to show intermediate variable nature. The focus of the research also was to show that fit indices weren’t enough to infer mediation. Comparing the results with the data collected in a time-lapse article shows how it was not possible to make decisions about the causal model in that case.

Introduction:

 Organizations' success in the ever-changing world depends on the human resource's creative capacity to translate their ideas into new and innovative products and services. The purpose of this study was to investigate the psychometric properties of Torrance’s creative thinking test (reliability and validity) in employees of an industrial company.

  Method:

 The sample of this study was selected by simple random sampling method from all the employees of the company who participated in the assessment center process between 2013 and 2018. Finally, 615 employees were selected as the research sample.  

Results :

The research method was descriptive. Scores of Torrance’ creative thinking test, interview and group game processes were used for data analyses. The software used in this analysis were SPSS-25 and Lisrel 8.8. Cronbach's alpha and split-half methods were used to evaluate the reliability of this instrument. In order to investigate the construct validity of this test, confirmatory factor analysis was used, Also convergent validity through Pearson correlation analysis was concerned.  

Discussion:

 The findings showed that Torrance’s creative thinking test had acceptable validity and reliability for using in the workplace that justifies its use to measure employee creativity alongside other activities such as interview and game group.

Job security is a set of feelings and perceptions of having a suitable job and ensuring its continuity in the future, making the organization less vulnerable to human stress. Job security increases one's productivity, commitment to the organization, physical and mental health, morale, life satisfaction, and ability to learn new job skills. The presence or absence of a sense of job security in the workplace can have important and effective consequences for employees and organizations. Therefore, the purpose of the present study was to investigate the relationship of job security with organizational commitment and counterproductive behaviors.
The research method was correlational. Data were analyzed by Pearson correlation and Regression methods using SPSS-20 software. The statistical population of the present study includes employees of National Iranian Drilling Company. From this population, 364 employees were selected by simple random sampling method. The instrument included Job Security, Organizational Commitment, and Deviance Workplace Questionnaires.
 
The results of regression analysis showed that job security has a positive and significant relationship with organizational commitment. In other words, job security had significant predictive power for organizational commitment (β=0.43, p<0.0001). Also, the standard coefficient of job security regression was negative and significant for counterproductive behaviors (β= -0.17, p<0.003).
 
Overall, the results indicated that job security is able to predict organizational commitment in a positive way and counterproductive behaviors in a negative direction. Making employees aware of the changes enhances their sense of security. It is also suggested to use intra-organization consulting services to express personal and occupational views, opinions and problems in order to reduce the anxiety and bad feelings in the organization.

Anxiety is one of the common problems in industrial environments and its continuity may have a negative effect on one's cognitive ability and performance. One of the negative consequences of anxiety is decreased concentration. Focused attention is essential to doing the job well.The purpose of this research was to investigate the effectiveness of Neurofeedback treatment on anxiety in male employees of Karoon oil and Gas Company.
 
The research method was experimental with pre-posttest, and control group. The study population consisted of all male employees of Karoon oil and Gas Company, that were matched on educational status, sex, not suffering from acute physical and mental disorders, and other criteria considered in this research, then randomly divided into two experimental and control groups. The experimental group received 40-sessions of neurofeedback treatment. Neurofeedback treatment was administered in experimental group 2 sessions per week for a total of 40 sessions for 45-minute per week, but the control group did not receive any intervention. Neurofeedback treatment was carried out by using of Nexuz 4 and the bio trees software. For assessment of anxiety, Zank Self-assessment scale for anxiety (S.A.S) was used. ANCOVA was used for data analysis.
 
The results indicated that there was a significant difference between experimental and control group in anxiety symptoms (p < 0.004). The rate of anxiety symptom significantly decreased in comparison with pretest and control group. These results significantly persisted after follow-up period.
 
Neurofeedback treatment significantly decreased the anxiety in male employees of Karoon oil and Gas Company. So, using Neurofeedback treatment in all industrial organizations is recommended.

Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences.
The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths.
 
The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being.
 
Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.

One of the important concerns of a healthy organization is physical and mental health of its employees. Work can satisfy some basic human needs, but can also be a major source of job stress and low levels of mental health. Therefore, the purpose of this study was to investigate the relationship between job burnout and mental health with the moderating role of psychological hardiness and organization-based self-esteem.

The research method was a descriptive one. The statistical population consisted of all staff and line employees of Khuzestan Province Gas Company (N=320). Accordingly, all members of the population formed the research sample. 263 questionnaires were returned among the distributed questionnaires. By eliminating the incomplete questionnaires, the final sample for testing the hypotheses was 242. From this sample, 185 were men. The mean and standard deviation of the age of the sample was 39.81 and 9.53, respectively, with 14.58 and 8.91 years of work experience. For data collecting, Mental Health Questionnaire (Goldberg & Hillier, 1979), Job Burnout Questionnaire (Maslach, 1981), Psychological Hardiness Questionnaire (Kiamarsi, 1997) and Organization-Based Self-Esteem Questionnaire (Pierce et al., 1989) were used.

The results of the regression analysis showed that job burnout had a negative and significant relationship with mental health. In other words, job burnout had significant power in predicting mental health (β= -0.73, p<0.001). Also, standard coefficient of regression of interaction of job burnout with psychological hardiness was significant (β= -0.58, p<0.001). Also, the interaction of organization-based self-esteem with job burnout was significant (β= -0.28, p<0.010,). Thus, the effects of job burnout on mental health have been moderated by psychological hardiness and organization-based self-esteem.

The results indicated that job burnout has a negative relationship with employees' mental health. Therefore, it is suggested that conflict resolution, negotiation, stress management skills and ... training to increase the staff's ability to cope with stress and reduce the likelihood of job burnout. Also, the results showed that psychological hardiness and organization-based self-esteem were able to moderate the relationship between job burnout and mental health. Based on these results, it is recommended to train individuals on ways to increase psychological hardiness and organization-based self-esteem through educational programs.

Introduction:

 Today organizational change is one of the most important concepts in management and it is an inevitable phenomenon that organizations are confronted with. Organizations need to adapt to organizational change in order to achieve better performance. On the other hand, career plateauing is a phenomenon that is not well understood and it happens widely in organizations, causing the organizations to be temporarily or permanently affected and received significant damages. People who suffer from career plateau generally attribute career plateauing to their own inefficiencies (such as high age or years of service). According to Grabot, these individuals not only lose motivation for career advancement, but their presence in the workplace is reduced, their work output drops to a low level, and they receive less feedback from their supervisors than their co-workers. Therefore, the purpose of this study was to study the relationship between organizational changes and career plateauing.   Method The statistical population consisted of 400 employees of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table. Instrument included two standard questionnaires of organizational change and career plateauing. The reliability of organizational change and career plateauing was 0.94 and 0.90 based on Cronbach's alpha, respectively. Data were analyzed by correlation coefficients using SPSS software (version 22).   Results The results showed that there is a significant relationship between organizational change and career plateauing with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 with career plateau.   Discussion Organizational change was identified as a special variable affecting the severity of stress caused by career plateau. In order to renew structures and changes in the organization environment, the issue of career plateauing is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study. Therefore, the purpose of this study is to study the relationship between organizational changes in career plateau.

The statistical population consisted of 400 staff members of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table.This research is practical in terms of purpose and is descriptive - survey in terms of data collection. Data gathering tools included two standard questionnaires of organizational change and career plateau. Content validity was used to determine the validity of the questionnaires, and the reliability of organizational change and career plateau was 0.945 and 0.904 based on Cronbach's alpha, respectively. Data were analyzed by SPSS software (version 22).

The results show that there is a significant relationship between organizational change and career plateau with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 in career plateau.

Organizational change was identified as a special variable affecting the severity of mental stress caused by career plateau.In order to renew structures and changes in the organization environment, the issue of career plateau is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.

The aim of this research was to investigate the relationtionship of personality traits (introvertion and extravertion) and religious orientation (internal and external) with job burnout of counselors in Yazd counseling centers and hospitals

Methodology of this research is a correlational. The statistical population of the research included all consultants of Yazd counseling centers and hospitals. In this research, sampling method was convenience (160 persons). The instrument included Maslach's Job Burnout (1981), Eyesenck Personality (1967), and Allport's Religious Orientation (1950) Questionnaires. Data were analyzed using Pearson correlation coefficients and regression analysis by step-by-step method.

Results showed that there are significant correlations between personality traits and religious orientation with job burnout. Based on the results from step-by-step regression analysis, parameters of introvertial personality type and internal direction were capable of clarifying career exhaustion, and no meaningful correlation observed between it and consultants' personality type as well as their religious direction.

This study showed that focus on consultants' hygiene is essential for improving quality of treatment service; therefore, it is suggested psychological measures to be taken into account in order to prevent career exhaustion and improving consultants' hygiene. Results can help persons better know their personal situation to prevent career exhaustion. Meanwhile, correlation between personal factors besides religious direction and career exhaustion can be a basis for utilizing a personality questionnaire in order to recognize those who are subject to career exhaustion and trauma.

The aim of this study was to investigate the relationship between employees' depression and the the eudaimonic well-being of employees, while examining the mediating role of intrinsic motivation, controlled extrinsic motivation, and amotivation.
 
The statistical population of the study was 189 employees of public organizations in Shiraz who were selected by convenience sampling method. The questionnaire contains 25 items with a 5-point Likert scale. In order to analyze the data, partial least squares and Smart PLS-2 software were used. To assess the validity and reliability, the convergent validity and Cronbach's alpha were used.
 
The results showed that depression has a negative and significant effect on the eudaimonic well-being of employees and the intrinsic motivation, but has a positive and significant effect on controlled extrinsic motivation and amotivation. Also, intrinsic motivation and controlled extrinsic motivation have a positive and significant effect on the eudaimonic well-being of employees. The mediating relationship between depression and eudaimonic well-being of employees was also confirmed by three variables of intrinsic motivation, controlled extrinsic motivation and amotivation.
Given that employees in the the public organizations need to have high physical and mental capacity, the existence of depression will reduce this ability and on the other hand it will underestimate the eudaimonic well-being of employees. When the employees are given the necessary motivation, well-being will create a higher level in them.

Introduction:

 Job engagement and organizational commitment are two important job attitudes that have been the focus of human resource management, organizational behavior and psychology scholars over the past years. Therefore, the purpose of the present study was to investigate the relationship between job engagement and organizational commitment in employees of Mazandaran Province Gas Company.  

Method:

 The statistical population of this research was all employees of Mazandaran Province Gas Company. Cochran's formula was used to calculate the sample size. 85 employees were selected by stratified random sampling method. The instrument included 5-item Organizational Commitment Questionnaire and 14-item Job Engagement Questionnaire. Cronbach's alpha was calculated 0.86 for organizational commitment questionnaire and 0.92 for job engagement questionnaire.

Results:

 The findings indicated that there is a positive and significant relationship between job engagement and organizational commitmen.  

Discussion:

 BecauseMazandaran Province Gas Company is a project-oriented and service company, its employees are always faced with negative consequences such as stress and burnout. Employees’ job engagement and organization commitment can be a cure for these adverse job outcomes.

The purpose of this study was to investigate the relationship of job stress with organizational climate, quality of work life, and job involvement in employees of West Regional Electricity Company.
 
The research design was descriptive-correlational and the statistical population included all male employees of West Regional Electricity Company. From this population, 142 employees were selected by convenience sampling method. Walton’ Quality of Work Life Questionnaire (1973), Ladahel & Conner’ Work Inventory (1965), Hopin and Kraft’s Organizational Climate Questionnaire (2000), and Osipow’s Occupational Stress (1998) Questionnaire were used for data gathering. For data analysis Pearson correlation coefficients and multiple regression analysis were used by SPSS-19 software.
 
The results of Pearson correlation coefficients showed that the relationships of job stress with organizational climate, job involvement, and quality of work life were negative and significant. 
 
Paying attention to the employees’ work conditions, and managers' awareness of these variables can reduce the negative effect of job stress.

The purpose of this research was to investigate the causal relationship of education with entrepreneurship ntention considering the mediating role of entrepreneurship motivations.

The present study was a descriptive-correlational and its statistical population consisted all engineering students of Shahid Chamran University of Ahvaz in the second semester of the academic year 2018-2019. From this population, 328 students were selected by convenience sampling method. The instruments consisted of Suitaris’ Entrepreneurship Education Questionnaire, Taormina & Kinemi-Lao’ Entrepreneurial Motivation Questionnaire, and Linan et al.’ Entrepreneurial Intention Questionnaire. Data were analyzed by structural equation modeling (SEM) method and Partial Least Squares (PLS) approach using SPSS-23 and Smart-PLS softwares.

The results showed that entrepreneurial education had a positive and significant relationship with entrepreneurial motivation and entrepreneurial intention. Furthermore, entrepreneurial motivation had a positive and significant relationship with entrepreneurial intention. Furthermore, the mediating role of entrepreneurial motivation in the relationship of entrepreneurial education and entrepreneurial intention was confirmed.

According to the results of this study, entrepreneurship education can be related to entrepreneurial intention, both directly and by creating entrepreneurial motivations; this relationship was greater through entrepreneurial motivations. In other words, if education can improve incentives such as earning money, providing jobs, helping society, proving competencies, inner satisfaction, etc. in people, it will have a greater impact on entrepreneurial intention.