فصلنامه مشاوره شغلی و سازمانی
پیاپی 50 (بهار 1401)

The present study was modeling of the relationship between thriving at work and career path adaptability and mediating role of psychological capital in teachers.

The research method was descriptive-correlational. The statistical population included all female teachers working in the primary school of Tehran Education Organization. 405 individuals were selected using random cluster sampling method. Thriving at work questionnaire (Porath, 2011), Career adaptability questionnaire (Savickas, 2012) and psychological capital questionnaire (Luthans, 2007) were used to collect data. Person correlation coefficient test by structural equation modeling using SPSS 23 and LISREL software was used to analyze the data.

The results showed that the direct path coefficient between career path adaptability and psychological capital with thriving at work (=β 0/411, P<0/01) positive and Indirect path between psychological capital in the relationship between career path adaptability and thriving at work (=β 0/427, P<0/01) positive and at the level of 0/01 it was significant.

According to the research findings, career path adaptability can predict thriving at work and psychological capital plays an important mediating role in thriving. Therefore, it is very important to pay attention to the current factors of career path adaptation and psychological capital.

The purpose of this study was to compare the effectiveness of counseling based on the well-being of the job pathway with the constructivist theory of the job pathway on the well-being and job-adaptability of the employees. The study was a semi experimental design with pretest-posttest design with control group. The statistical population consisted of all employees of Shahid Beheshti University in Tehran. Sampling was done voluntarily and among volunteer staff for career guidance counseling. Then, the selected individuals were randomly assigned to two experimental groups (counseling group based on career path and constructivist group) and one control group (Each group is 15 people). The data were collected using the job welfare questionnaire (researcher-made) and job adaptability (Savicas and Porfelli, 2012). To investigate the research data, descriptive statistics (central tendency and dispersion) and Inferential statistics including multivariate analysis of variance analysis with repeated measurements were used. The findings showed that counseling based on the well-being of the job pathway was effective on the job well-being of the employees, but the constructivist theory of the job path had no significant effect on the worker's job well-being, but both interventional counseling based on the well-being of the career path and path constructivism theory The job was influenced by the adaptability of employees' career paths. It can be concluded that counseling based on the well-being of the job path on the adaptability and well-being of the job path and structuralism theory has an impact on the adaptability of the job path and these two approaches can be used to promote health and well-being as well as adaptation The better the staff use.

The aim of this study was to investigate the relationship between reward and happiness with the mediating role of work conflict in the staff of Jihad Agricultural Training Center in Tehran. Research method in terms of purpose; It is a descriptive-survey research applied and in terms of implementation method. The statistical population of this study included all employees working in the Agricultural Jihad Training Center of Tehran province, which was a total of 460 people, 210 of whom were selected as a statistical sample based on Morgan table and simple random sampling. Research tools included the Shuffle et al. (2002) Work Involvement Questionnaire, Paju et al.'s (2010) Rewards Questionnaire, and Oxford Workplace Happiness (1998). The collected data were analyzed using structural equation modeling using Smart PLS software. In general, a significant relationship was observed between the research variables and the research model was confirmed(p≤0/01). According to the research findings; By managing the organization correctly and purposefully, financial and non-financial reward mechanisms can improve happiness in the workplace and increase employee engagement.

The current study aimed to determine the characteristics of teachers with career plateau. This study used a qualitative research design and a systematic review approach. Several components of career plateauing have been identified by reviewing the scientific documents and resources in the field of teachers' career plateau. A total of 26 sources were selected and analyzed. Inductive content analysis at three coding phases (i.e., open, axial, selective) was used to analyze the scientific data resources. The current study identified 15 components about the career Plateau characteristics of the teachers, including 1- Reluctance and low work motivation; 2- Negative attitude towards job and job-organizational conditions; 3- Weakness of mental-physical health; 4- Low job satisfaction; 5- Lack of attention to career development; 6- Decreased performance; 7- Lack of creativity and diversity at work; 8- Passive presence in the workplace; 9- Irregular attendance in the workplace; 10- Creating a negative work environment and encouraging disruptive organizational behaviors; 11- Difficulty in adjusting to work environment; 12- Conscious laziness; 13- Intention to leave the job; 14- Low sense of loyalty and commitment to the job and organization; and 15- Poor communication with students. The identified components and indices represent the negative effect of the career plateau on the mental-physical and functional dimensions of the teachers.

Systematic review of research indicates that bullying in organizations, especially the police force, has become a major problem. Therefore, the purpose of this study was to evaluate the structural equation model of organizational bullying in the staff of the police headquarters of the Islamic Republic of Iran.

The present study was descriptive and structural equation modeling. The present study population consisted of employees of the Police Headquarters of the Islamic Republic of Iran. The sample of the present study included 290 employees of the police headquarters who were selected by available sampling method. All of them have completed the research questionnaires. The data were then tested by Pearson correlation and structural equation modeling using SPSSV19 and LISRELV8.80 software.

The results showed that the conceptual model of organizational bullying in the police headquarters has a good fit. Also, the relationships between the variables were favorable.

Finally, the results of this study indicate a suitable model for organizational bullying in the police force and it is recommended to employees, supervisors, managers and other experts in the field of law enforcement, knowledge and use of this model to deal with organizational bullying.

This study aimed to the role of person-job fit on innovative work behaviors mediated by job independence and job engagement of teachers. This research is applied; it is descriptive due to method and from correlation type of the structural equation model. The statistical population of the study includes the primary school teachers in Zahedan (2200 teachers); 329 teachers were selected using a Stratified random sampling method by Krejcie and Morgan table.The questionnaires of person-job fit of Vogel and Feldman (2009), innovative work behavior of Johnson (2000), job independence of Pearson & Hall (1993), and job engagement of Salanova and Schaufeli (2001) were used for data collection. The findings indicated that the person-job fit directly has a positive and significant effect on innovative work behaviors, and it indirectly has a positive and significant effect on innovative work behaviors via the job independence and job engagement. According to the findings, it is possible to suggest that teachers should be selected who are fit with the teaching profession, their engagement for the teaching job to be evident, and the ground of job independence should be provided to the teachers in order to increase innovative work behaviors in education.

The mental confusion and cognitive indecision of the staff in the university will cause mental confusion and negative consequences in individual and organizational dimensions. However, using the imagination and mental creativity of employees, which is known as a dream, can be used as a psychological tool for managers, so the purpose of this study was to design a model of employees' dream power in organizations.

The method of this research is applied in terms of purpose, with a qualitative-exploratory approach, and in terms of implementation using a grounded theory technique. The tools used were semi-structured interviews with experts in this field, including professors of career counseling and organizational behavior and administrative managers of Shahid Beheshti University, whose number was selected using targeted snowball sampling based on the principle of saturation, of 12 people.

The results showed that a total of 40 categories and 364 statistical codes were set in the form of five causal categories, contexts, interventions, strategies, and consequences.

The results showed that the drawn model of employees' dream power can relatively lead to leaps in organizational creativity and innovation and overcome the crisis of burnout and inertia in the organization and managers can use this technique to train employees with high motivation. Pursue the competencies and goals of the organization beyond those mentioned.