فصلنامه مشاوره شغلی و سازمانی
پیاپی 49 (زمستان 1400)

The present study was conducted aiming to determine the effectiveness of dialectic behavior therapy on self-compassion and psychological flexibility of the employees with work-family conflict. It was a quasi-experimental study with pretest, posttest design with control group and two-month follow-up stage. The statistical population included the employees with work-family conflict at Iran Khodro Company (Tehran) in the autumn and winter of 2019-20. 30 employees with work-family conflict were selected through purposive sampling method and they were randomly replaced into experimental and control groups (each group of 15 employees. The experimental group was undergone 10 sessions of dialectic behavior therapy (Linhan, 2004). Work-family conflict questionnaire (Carlson et.al, 2000), self-compassion questionnaire  (Neff, 2003) and psychological flexibility questionnaire (Denis and Vanderwall, 2010) were used in the present study. The data from the study were analyzed through repeated measurement ANOVA via SPSS23 software. The results showed that dialectic behavior therapy has had significant effect on self-compassion (p<0.001) and psychological flexibility (p<0.001) of the employees with work- family conflict in a way that this therapy could lead to the improvement of self-compassion and psychological flexibility of the employees. According to the findings of the present study it can be concluded that dialectic behavior therapy can be used as an efficient therapy to improve self-compassion and psychological flexibility of the employees with work-family conflict through employing techniques such as bearing distress, acceptance and emotional self-regulation.

Organizations face many challenges in recruiting and retaining talented personnel and need better ways to recruit, develop, evaluate motivation, retain or transfer them. The present applied research has been conducted with the aim of investigating the effect of cash and non-cash rewards on employee motivation with the mediating role of organizational commitment of Zanjan Refa Bhank. Methodes: This research in terms of method, descriptive-correlation and statistical population includes all employees of the Refah Bank with a population of 163 people. The statistical sample size was 136 employees in the branches of this bank and were measured using non-probabilistic and purposeful cluster sampling method.

 McLeland Standard Motivation Questionnaire (1950) and Allen and Meyer Organizational Commitment Questionnaire (1991) and researcher-made cash rewards questionnaire with Cronbach's alpha 0.715 and reliability coefficient of 0.809 and non-cash rewards with Cronbach's alpha coefficient of 0.133 and It was 0.861, the face validity of which was confirmed by experts..

Pearson correlation coefficient test and structural equation modeling technique using PLS software were used to analyze the data.

Findings showed that cash rewards (salaries and benefits, fairness of payments, workplace equipment) and non-cash rewards (security, participation, supervisor behavior, creativity, promotion, training facilities) had an effect on motivation (achievement motivation, belonging motivation, power motivation). It is positive and meaningful. Organizational commitment of employees also plays a mediating role in the effect of reward on employee motivation.

The aim of this study was to fit the job search behavior model based on the effect of self-efficacy, professional maturity and mediation of the profile of career decision dimensions in female students.

The type of research was correlation in the form of structural equation modeling (SEM). The research population included all female students of Allameh Tabatabai University who were selected by random sampling of 200 people. The instruments used included Scherer Self-Efficacy Questionnaire (1982), Super Professional Maturity Questionnaire (1988), Gatti Job Decision Decision Questionnaire (1996), Salehi and Abedi Job Search Behavior Questionnaire (2005). Research data were analyzed using SPSS-22 and AMOS-22 software and structural equation modeling.

The findings showed a significant direct effect of self-efficacy and profile of decision dimensions on job search behavior and a non-significant effect of indirect effect of self-efficacy and a direct and indirect effect of professional maturity on job search behavior.

According to the findings of the present study, it can be concluded that in strengthening job search behavior, the dimensions of job decision making and self-efficacy should be considered.

This study compared the effectiveness of social cognitive career counseling with acceptance and commitment counseling on buoyancy and self- efficacy in ninth-grade female students.

T he research design was semi-experimental wit h a control group and consisted of three phases: Pretest, Posttest, and a two-month follow-up. The population consisted of ninth-grade female students of district 2 in Isfahan, Iran (250 individuals) in the fall of 2 019 . Sixty female students were identified from the statistical population-based on entre criteria f rom 3 randomly selected schools and randomly assigned t o three groups (two experimental groups and one control group, 20 individuals in each gr o up). T he Buoyancy Questionnaire (Dehghanizadeh & Hosseinchari, 2012) and the Self-Efficacy Questionnaire (McIlroy & Bunting, 2001) were used for the pre-test, post-test, and follow-up. Cognitiv e- social career counseling and acceptance and commitment counseling were conducted in six sessions of 75 minutes duration (one session per week). Data were analyzed using standard deviatio n and mean analysis of variance and Bonfer roni p ost hoc test.

The results showed a sign ificant difference between the cognitive-social career counseling and the acceptance and commitment counseling with the control group regarding upliftment and self-efficacy. There was no significant difference between cognitive-social career counseling and acceptance and commitment counseling regarding upliftment and self-efficacy ( p > 0 . 05) .

T he results suggest that the two counseling approaches used in the present study c a n promote self-confidence and self-efficacy in n inth- grade female students.

This study aimed to predict the academic performance of college students based on self-efficacy in career decisions, career adaptability, and sleep health.

the research methmethods werecriptive survey and correlational. 320 students in Tehran were selected through a random sampling method, and they responded Career Adapt-Abilities Scale, Career Decision Self-Efficacy Scale, Sleep Health Scale, and Academic Performance Rating Scale. Data were analyzed using Pearson correlation analysis and simultaneous regression method.

The results showed a significant and positive relationship between sleep health, self-efficacy in occupational decisions, occupational adjustment skills, and academic performance evaluation. The independent variables can predict academic performance changes in the regression model.

According to the results, healthy sleep, self- efficacy in career decisions, and career adaptability play important roles in improving academic performance, career prospects, and promoting academic performance.

This study is designed to describe the dimensions and indicators of antecedents and consequences relating to teachers` organizational silence.

The reaserch is applied with descriptive phenomenology . Participants in this study included 21 educational experts, who were interviewed using purposive sampling method and were saturated with Snowball method. data was collected using semi-structured interview. The collected data was analyzed using inductive content analysis via encoding in three levels: open, axial and selected. To verify the findings, methods such as members` investigation and review by coworkers were used.findings findings showed that antecedents of teachers` organizational silence includes 41 indicators Are categorized in four main dimensions, including factors related to the senior management level, organizational elements, administrative factors, and social context of schools. Moreover, consequences of teacher’s silence were identified to be 15 indicators in two main dimensions of teachers` practice and educational effect on students. Finally, the validation of the findings showed that the model of The antecedents and consequences of teachers' organizational silence are valid.

Findings of this research while having research innovation, can be useful for educational decision makers and those involved in education to manage of teacher silence in school.

Focusing on creating a joyful organizational environment is one of the ways in which human resource management can create a better working life for employees. Achieving such a goal is reached by discovering the mechanism of positive emotions in the workplace. Accordingly, the aim of this study is to investigate the model of humor in the workplace in the Parsian Gas Refinery.

This research, in terms of objective, is typically applied-developmental and has been done by applying a qualitative approach based on the grounded theory. Semi-structured interviews were conducted with 15 academic experts and managers of different units of the Parsian Gas Refinery using purposeful sampling and observing the theoretical saturation rule to identify the components of the model of humor. In the quantitative part, a researcher-made questionnaire based on the results of the qualitative part of the research was used to assess the fit of the designed conceptual model. Relative validity coefficient was used to evaluate the questionnaire's validity, and by using the Inter-Rater Reliability, the reliability of data was evaluated.

The analysis of the interviews yielded 51concepts that were categorized into six categories: casual condition, phenomena, context, intervening condition, strategies, and consequences.

Mental and physical recovery of employees is essential in today's workplace. One of the most effective tools for achieving this goal and creating a pleasant workplace is the use of humor in the workplace. The results of this study can help managers to identify strategies that help or prevent the occurrence of such behaviors.