فصلنامه مشاوره شغلی و سازمانی
پیاپی 52 (پاییز 1401)

Work attachment is one of the most important job variables that is a fundamental factor in employees' lives and it can be said that many factors play a role in it. The aim of present study was to investigate the mediating role of work-family conflict and organizational loyalty in relationship between work spirituality and psychological capital with work attachment.

The present study was descriptive and correlational. The statistical population of the study included all male operational forces working in the emergency department of Tehran in 1400. From this population, 250 people were selected using multi-stage cluster random sampling method. Data were collected using the Employee Loyalty Questionnaire (Lindgreen, 2004); Workplace Spirituality Questionnaire (Milman et al., 2003); Work Attachment Questionnaire (Shuffle and Singla, 2002); Psychological Capital Questionnaire (Lutans et al., 2007); And the work-family conflict questionnaire (Net Meyer et al., 1996) were collected. The data were then tested by Pearson correlation and structural equation modeling using SPSS V22 and LISREL V8.80

The results showed the direct effect of work spirituality and psychological capital positive and significant on work attachment. Also , the indirect effect of work spirituality and psychological capital on work attachment is significant. the sum of the multiple correlation squares for work attachment (0.43) and for the variables of organizational loyalty and work-family conflict (0.26 & 0.20).

Therefore, it can be concluded the expanding organizational loyalty and reducing work-family conflict can be a good way to increase work attachment in emergency department staff.

Protean career orientation is a type of career path has emerged in the transition from the traditional to the contemporary world. This orientation has provided the basis for the formation of flexible personalities, known as the two main features of 'self-management' and ' value-driven. The influence t of culture on the characteristics of individuals with protean orientations in different societies has been underestimated. On the other hand, in respect of the conceptual and functional affinities of protean career orientations and the entrepreneurship, it is needed to determine the conceptual distinctions between these two paths. The purpose of this study was to provide the answers for the below questions. Question 1: What are the characteristics of people with protean career orientation in Iran and question 2: What is the difference between the concept of protean career path and the concept of entrepreneurship?

To answer the first question, the characteristics of individuals with the protean career path were evaluated using the qualitative approach and the grounded theory analysis method.

Three main features and eleven sub-features were obtained for individuals with protean occupational orientation; two of them were consistent with those mentioned in protean career path theory.

The results of this study indicate that the specific characteristics of the Iranian society have led to the emergence of special abilities in people with protean career path. The results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.

The purpose of this study was to investigate the role of innovative organizational climate on Organizational resilience mediated by organizational knowledge creation.

Methods:

 The study population was all secondary school teachers in in Chaharmahal and Bakhtiari province, from which a sample of 337 teachers was selected by proportional stratified random sampling method based on Cochran's formula. Quantitative research method is correlation studies and covariance based structural equation modeling approach. To collect data from organizational knowledge creation questionnaires Organizational resilience, and innovative organizational climate, organizational knowledge creation were used. The reliability and validity of the questionnaires were evaluated by Cronbach's alpha techniques and confirmatory factor analysis. The reliability values of the questionnaires were innovative organizational climate (0.97); OKC (0.94) and Organizational resilience (0.93) were reported. The statistical methods used in this research included descriptive and inferential statistics such as structural equation modeling with the help of Amos 23, SPSS v21 software.

The results showed that innovative organizational climate and Organizational resilience have a positive effect on teachers' OKC at the level of 0.05; innovative organizational climate has an effect on the organizational resilience of teachers through OKC with a total effect and a coefficient of 0.89 and with an indirect effect and a coefficient of 0.73 at the level of p=0.001

The trustees of education are suggested to empower teachers and to create a common vision and honest, transparent communication in the school.

The aim of this study was to determine the effect of preparation measures on perceived employability with the mediating role of job identity in Keshavarzi Bank, West Tehran Branches.

In terms of applied purpose, this research was conducted by descriptive-survey method of correlation type. The statistical population of this study was all employees of west branches of Tehran, which was 150 people, the statistical sample size was determined using simple random sampling of 132 people. The main data collection tools were the Job Identity Questionnaire (Franco and Tavares, 2013) with 9 questions and the Job Preparation Questionnaire (Stump and Hartman, 1983) with 24 questions. Its form, content and reliability were calculated using Cronbach's alpha and reported for the variables of job identity (0.951), job planning (0.919), perceived employability (0.956) and job exploration (0.925). The obtained data were analyzed using structural equation modeling and Smart PLS software version number two.

The results showed that job preparation measures (job planning and job exploration) have a significant effect on perceived employability with the mediating role of job identity.

By providing the necessary conditions for job identification along with the necessary measures for job preparation (job planning and job exploration), it took action on the employability of employees.

The aim of this study was to predict the experience of Flow at work based on job self-efficacy mediated by organizational support.

The research method was correlational and structural equations. The statistical population was all employees of the oil company in 1401-1400 and 320 people were selected as a sample using simple random sampling method. Data collection tools were the experience of Flow at work Questionnaire (Talabeigi, 2014), the Lutans Psychological Capital Questionnaire (2007) and the Eisenberg Organizational Support Questionnaire (1986). Structural equation modeling was used to analyze the data using AMOS 14 and SPSS 24 software.

The results showed that organizational support plays a mediating role in the relationship between experience of Flow at work and psychological capital (00 0.001). P).

The experience of work related flow is beneficial and valuable for the attainment of both individual and organizational goals. Two major implications of the present study need to be mentioned. Firstly, in the context of job design, the HR practitioners may identify and design the jobs in a manner that foster intrinsic flow and optimum motivation among the employees so as to accelerate their creative output. Secondly, industrial/organizational psychologists could design and develop training modules which may foster the PsyCap and work related flow by enhancing self stimulation and intrinsic motivation of the employees.

The present study was to develop a causal model of job attachment based on personality traits and organizational attractiveness with the mediating role of organizational loyalty in elementary school teachers.

The present study is applied in terms of purpose and the statistical population of this study included primary school teachers in Paveh city (146 peoples) in the academic year 2021-2022, of which 109 people were selected by simple random sampling. The research tool was a questionnaire and data analysis was performed using SPSS and PLS software.

The results showed that the causal model of job attachment based on personality traits and organizational attractiveness with the mediating role of organizational loyalty had a good fit (GOF = 0.68). The results also showed that personality traits, organizational attractiveness and organizational loyalty have a positive and significant direct effect on job attachment at 95% confidence level, and personality traits not only directly but also indirectly through mediation of organizational loyalty on job attachment.

It has a positive and significant effect. The causal model of job attachment based on personality traits and organizational attractiveness fits with the mediating role of organizational loyalty in primary school teachers in Paveh.

Selection, hiring and proper training of employees has always been an organizational concern. In the first step, in order to achieve an efficient procedure in this regard, it is necessary to identify the factors affecting the behavior of employees. The official employees of Sarchesmeh Copper Complex, who were 5190 people at the time of conducting the research (2019), were selected as a statistical population, and 428 of them, who were selected by stratified random method, were selected as a statistical sample. Campbell et al.'s self-concept clarity questionnaires (1996) and Cheney's organizational identity questionnaire (1983) were used to collect data on self-concept clarity and organizational identity, respectively. The collected data were analyzed using the structural equation modeling technic and one-way variance analysis method.

Based on data analysis, by increasing the clarity of employees' self-concept, their organizational identity also increases. Also, it seems that organizational identity and self-concept clarity have a mutual relationship with each other.

Based on the results, it is necessary to; Human resource recruitment policies regulated in such a way that, under equal conditions, people who have a higher self-concept clarity are attracted to the organization. And, in order to improve the organizational identity of the people who are currently employed by the company, the implementation of the training program, which is based on the results of this research and in order to improve the clarity of the self-concept of the personnel, should be put on the agenda of the company.