فصلنامه مشاوره شغلی و سازمانی
پیاپی 44 (پاییز 1399)

This study's goal is to investigate the role abusive supervision on job tension and deviance among employees of selected banks in Najaf Abad city by the mediating role of self-regulatory. Methode: The target population included employees selected banks in Najafabad city to 435 people. The sample size was selected using the Morgan table, to 217 people. To measure variables, of Tepper (2000) questionnaire for abusive supervision and Tangney’s (2008) questionnaire for selfregulation, House and Rizzo’s (1972) questionnaire for job tension and Bennett and Robinson’s (2000) questionnaire for job deviance were used. Reliability of the questionnaire was confirmed by Cronbach's alpha. Structural equation modeling and PLS software were used to analyze the data.

The results of the research showed that abusive supervision has an effect on employee deviance. Also, abusive supervision is indirectly affected on job tension by employee self-regulation. This demonstrates the mediating role of self-regulation.

abusive supervision is one of the factors that increase tension and deviation in the employees. Employees can protect themselves from tensions or deviations when they have acquired self-regulation skills. Since the mediating role of self-regulation was confirmed, therefore employees can use self-regulation to reduce abusive supervision destructive effects.

As one of the most significant issues in working environments, the concept of “envy among employees” exerts a considerable influence on employees’ feelings. As a negative feeling, enviousness has not sufficiently been researched from an academic point of view. The purpose of this research was to identify and prioritize the effective factors (individual and organizational) on employee envy. This research is developmental-applied in terms of purpose and can be categorized based on the nature and method of descriptive group. Also, based on the type of data, it can be considered as a “survey –case” one. The statistical population of this research includes 10 academic and organizational experts with educational degree related to or experienced in human resource management and organizational behavior. According to the theoretical framework and the review of literature, 19 factors (9 personal factors and 10 organizational) were identified as influencing the concept of envy among employees. Then, DEMATEL technique is used to prioritize the identified factors. To do so, after measuring average of influence and the influence of the identified factorsAnd the factors that R + J were higher than the average (7 personal and 7 organizational factors) were selected. In the next step and in order to prioritize the selected factors, ANP technique is used. The results showed that in individual dimension, negative social comparison in the first rank, conscious cognitive assessment of other’s better future in the second rank and awareness of other’s abilities were put in the third rank. Also in organizational dimension, low level of fairness and justice in organization ranked first, performance evaluation ranked second and leadermember interaction ranked thirdر With regard to the results, it can be argued that the experts in human resource management should prepare themselves to face any kind of envy on behalf of employees and have ability to change envy to competition and motivation.

The purpose of this study was to compare the effectiveness of spiritual intelligence and resilienc training on the employees' counterproductive behaviors The research method was a pre-testpost-test with control group. The statistical population consisted of all employees of the manufacturing departments of employees of Ferro Guilan Complex Out of 255 people, 60 people who got the highest score in counterproductive behaviors were randomly divided into three groups (20 spiritual intelligence training, 20 resilienc training and 20 people control). The research instrument was the counterproductive behaviors questionnaire (Fox and Spector, 2002). The subjects of the three groups responded in two stages: pre-test and post-test. The experimental groups participated in interventional sessions based on spiritual intelligence and resilience training programs (8 sessions). To analyze the data, multivariate analysis of covariance analysis and bonferrin test were used to compare the difference between the pre-test and post-test scores of the experimental and control groups. The findings indicated that spiritual intelligence and resilience training programs had an effective effect on employees' counterproductive behaviors (p≤0.001). The results showed that the effect of the resilience curriculum on reducing the employees' counterproductive behaviors was higher than the spiritual intelligence training program (p≤0.001). According to the findings of this research, it is concluded that managers and industry owners use educational programs for spiritual intelligence and resilience in order to compete in the production market and increase organizational productivity.

The aim of the current research was the study of the structural relationships of cognitive self-regulation and occupational-wellbeing with mediating role of job-burnout and jobsatisfaction in secondary highschool teachers.

The research was descriptive, correlational and through structural equation modeling. The research society included 837 people of male and female teachers working in the secondary highschools in Urmia in 2017- 2018 academic year that from them 204 people was gained through multistage cluster sampling method. The means included Shultz (2008) Occupational Well-being Scale, Mattern and Bauer (2014) Teacher Cognitive SelfRegulation Questionnair, Maslach Burnout Inventory-Educators Survey(1986), and Judge, Locke, Durham, Kluger (1998) Index of Job Satisfaction, Lim-Ho & Tung-Au (2006) Teacher Satisfaction Scale. the data was analyesed by SPSS-22 and AMOS-22 and with structural equations modeling method.

The results indicated insignificant direct effect of the cognitive self-regulation (β= 0.09, P= 0.398) and significant indirect effect of it on the occupational well-being and confirmed model after correcting it (GFI=0.90، CFI=0.90 ، RMSEA=0.08 /PNFI=0.64 ،PRATIO=0.76, R 2 =0.77).

Regarding the results of the current research, it could be concluded that cognitive self-regulation by decreasing in the job-burnout and increasing in the jobsatisfaction has an effect on the improving occupational well-being of the teachers.

This study aimed to examine the effectiveness of positive intelligence training on the spiritual functioning and psychological well-being of employees of the Securities and Exchange Organization of Iran.

In a randomized controlled trial design with a pretest, post-test, and control group among all employees of the Securities and Exchange Organization in Tehran, 30 employees were selected and randomly divided into experimental and control groups (n=15). Two groups were asked to fill the Daily Spiritual Experience Scale (DSES) and Ryff's Psychological Well-Being (RPWQ). Participants in the experimental group received 6 sessions of 120 minutes group training of positive intelligence, while the control group just received simple meetings with the therapist and were enrolled in the waiting list of training for ethical reasons. Participants of both groups were completed DSES and RPWQ again after the interventions. Data were analyzed using multivariate analysis of variance (MANCOVA).

The results showed a significant difference between the two groups in DSES and RPWB mean scores after the positive intelligence treatment.

It could be concluded that the positive intelligence training could successfully improve the spiritual functioning and psychological well-being of employees of the Securities and Exchange Organization, so it would be useful for employees of this organization.

This study aimed to determine the relationship between information and communication technology on organizational productivity with the mediating role of empowerment and job stress (Case study: staffs of Shahid Beheshti University). The research method was descriptive and correlational. The statistical population was Shahid Beheshti University staffs(N=1187) that 272 people were selected by simple random sampling. Hersey and Goldsmith’s Productivity Scale (1980), Job Stress (Health and Safety Executive, 1990), and Spritzer Empowerment (1995) were used to collect data. Data analysis was performed using Structural equation modeling. The results showed that ICT alone and also ICT with the mediation of empowerment leads to organizational productivity. ICT, considering the mediating factor of job stress, also reduces organizational productivity. It is suggested to create and use decision support systems and executive information systems to increase productivity in the organization.

Today, knowledge plays an essential role in achieving the goals of the organization and gaining a competitive advantage. Knowledge management is the management of the organization's hidden assets, and this process involves the creation, acquisition, storage, dissemination, sharing, and application of knowledge that emerges in the shadow of knowledge management. For this reason, managers are expected to have a deep understanding of organizational change and improve the performance of organizations by investing in knowledge-based projects. On the other hand, it can be ensured when the knowledge in the organization is properly managed so that people learn from the knowledge in the organization is appropriate. Therefore, the most important step in this regard is to study different models of knowledge management and identify knowledge management factors to improve learning. Therefore, the present article examines the models and identifies knowledge management factors in improving students' learning in technical and vocational training units.

Self-efficacy is one of the most important mechanisms of self-influence and one of the important constructs of positive organizational behavior has been less studied despite the antiquity and scope of research in psychology, in the field of organizational issues, and especially for managers. The purpose of this combined research in the first stage, which was conducted with a qualitative research strategy, is to identify the components and dimensions of self-efficacy of managers of knowledge enterprise organizations and the factors affecting it, as well as organizational consequences and its impact on collective self-efficacy. This was done using three coding steps and Atlas Qualitative Analysis software. Also, an important and effective category on the self-efficacy of individuals in the organization was identified and examined as consistent leadership, which creates optimism and empathy and compassion with individuals. In the second stage, which is quantitative, the relationships of the elements of the heuristic model were tested in the form of two measurement models and structural equations using SPSS and AMOS software. For this purpose, a researcher-made questionnaire was distributed and collected among 204 managers of knowledge-based companies in Isfahan Scientific Research Town as a sample. The results of the quantitative test confirmed all the hypotheses and the sufficient validity of the research’s conceptual model.

The present study aimed to train and improve the competencies of transformational leadership, team building, and strategic thinking using the principles of deep learning and determine its effectiveness based on the decision-based evaluation model.

The research method was a quasi-experimental design with a pretest-posttest group. To implement the intervention, 10 managers of a state-owned company in the Ministry of Petroleum were selected using a simple random sampling method. First, they responded to the scales of leadership self-efficacy, leadership knowledge, and leadership situation scenarios in the form of a pretest. After that, a structured training program was held for one day and the participants were trained in leadership skills. One month later, the post-test was completed among participants. Due to the limited number of research samples, the obtained data were analyzed by the nonparametric Bootstrap statistical method.

The findings showed training and improving the competence of transformational leadership in all three emotional, cognitive, and behavioral dimensions of the decisionmaking evaluation model have been effective. However, training and improving the competence of team building leadership in all three emotional, cognitive, and behavioral dimensions of the evaluation model has not had a significant effect. Regarding the competence of leading strategic thinking, the training and improvement program has been effective only in the emotional dimension of the participants.

This structured training provided a foundation to develop the leadership competencies at the component level. As these findings, it is recommended to consider the capability of the enhancement in leadership competencies while we design a training intervention.

This study aimed to investigate the relationship between ethical leadership and responsibility and accountability with emphasis on the ethical atmosphere.

The present study is applied in terms of purpose and descriptive and correlational in terms of data collection. The statistical population of this study included all staffs of Urmia University that 217 people were selected by simple random sampling. A standard questionnaire was used to collect data. Data were analyzed by structural equation modeling.

The results of statistical analysis showed that ethical leadership has a direct and positive effect on social responsibility, individual accountability, and ethical atmosphere. The ethical atmosphere also has a direct and positive effect on social responsibility and individual accountability. At the same time, ethical leadership mediated by the ethical atmosphere has an indirect and positive effect on social responsibility and individual accountability.

According to the findings, it can be concluded that ethical leadership has the most to do with the ethical atmosphere. Also, by acknowledging the mediating role of the ethical atmosphere, ethical leadership has an indirect, positive, and significant effect on individual accountability and social responsibility.