فصلنامه مشاوره شغلی و سازمانی
پیاپی 54 (بهار 1402)

The purpose of this study was to investigate the role of technology in meeting the educational needs of organizations. The research method was mixed method (qualitative and quantitative) and its statistical population included all private companies in Tehran that one of them was selected based on the available sampling method. In the qualitative part, 17 experts (university lecturers and company managers) and in the quantitative part, 30 employees existed and were randomly assigned into experimental (15 people) and control (15 people) groups. The findings of the qualitative part showed that organizations suffer from six problems in the assessment section including lack of adequate skill in assessment, long assessment intervals, expenses, psychological problems, facilities, and regulation and in the education part, problems include expenses, lack of skills, lack of education conditions, inadequate training, and lack of supervision. In this study, for sample selection and education in the quantitative part, modern software in the context of mental health and emotional intelligence were used for assessment and then, educational sessions consistent with the conditions of people were held online. The findings of the quantitative part showed that the emotional intelligence training courses consistent with technology (online) could improve mental health of people and significantly reduced the problems of assessment and education in the organization from the perspectives of the participants. According to the findings of this study, it can be concluded that the use of technology can play a crucial role in assessment, evaluating employees, and organizational training.

Employee’s performance management can affect the performance of employees and subsequently the performance of the organization, Therefore, it should be considered as an important process in the human resource management system of organizations. The objective of the present study is the pathology of the current performance management system of Isfahan municipality Based on Teachings of NahjAlbalaghah. The research is based on a mixed method. First the literature reviews of the studies related to the subject was evaluated and then related concepts and indicators to the employees’ performance management were extracted through thematic analysis. The Islamic management experts’ viewpoints were collected and changed in case of necessity via interviews and questionnaires. A questionnaire was designed to assess the degree of the model governance in the quantitative part of the study after extracting performance management model, and they were then distributed among extracted samples from the statistical population, i.e., 15 zones of Isfahan municipality. The sampling method has been clustered random sampling method in the quantitative part in a way that it was attempted to distribute the questionnaires among all organizational levels of Isfahan municipality staff. Therefore, 400 questionnaires were distributed among the aimed statistical samples and 262 ones were completed and collected. Finally, through data analysis from the questionnaires, the distance between the status quo and ideal condition in the organization under study (Isfahan municipality) was evaluated for each of the dimensions and indicators separately and some suggestions were offered to improve the present performance management system of the organization.

In today's era,considering human resources and its issues such as reducing work-related stress and paying attention tothe well-being ofthe leader and his followers is of particular importance.These issues lie inthe healthy leadership.Considering that the theory of healthy leadership based on strategic reference points has received less attention in past research and the alignment of its actions based on reference points has been investigated.In this research,the design of a healthy leadership framework with on occupational well-being based onthe theory of strategic reference points in public companies ofthe electricity industry is discussed.inthe qualitative section of the research,the Grounded theory and content analysis strategy were usedto design the framework.the strategy of the research,the grounded theory method was usedto design the framework.For this purpose,in-depth interviews were conducted with19executive experts in state-owned firms and university experts who were combining purposefully,judgmental and snowball sampling methods selected.based on the reference points framework of healthy leadership with on occupational well-being,welfare and well-being approach with follower-based leadership strategy,behavioral approach with goal-based leadership strategy,leadership style with active-based leadership strategy and environmental approach with interactive leadership strategy are aligned.Healthy leadership withon occupational well-being,the results showed that healthy leadership with on occupational well-being based onthe theory of strategic reference points includes a set of internal and external factors whose Their effective management can lead tothe Maintain and improve the performance ofthe organization inthe long run.Finally ,the results showed that healthy leadership with on occupational well-being in state-owned firms is a multifaceted phenomenon that can be used to produce positive and valuable results.

Goal: 

This study aims to identify the dimensions and components of the work balance in the life of staff working for the National Iranian Gas Company.

The current study is applied in terms of development and qualitative in terms of research. Identifying the components of the model and formulating them were performed by the context analysis and Delphi method (3 rounds). The semi-structured interviews were used to gather data. After implementation, the results were explored, conceptualized, categorized row by row, and next, based on the similarity, conceptual association, and common features, were divided into major and minor contexts. The initial identifiers were created by investigating the interviews and then, their identifications were done.

Based on the results of the interview, 124 factors were identified in the work balance and staff life of the National Iranian Gas Company context.

In this research, the factors affecting the balance of the family work were confirmed based on the roadmap for correcting the country's official system of the staff's National Iranian Gas Company, by 7 components, and 37 indicators (government structure includes 4 indicators, e-government development, and intelligentization 2 indicators; human capital management includes 9 indicators, factors, and management technologies 6 indicators; organizational culture development includes 7 indicators; monitoring and assessment include 5 indicators; protection of peoples rights and official heath include 4 indicators).

Whenever managers try to deceive their audience with show behaviors in order to present their organizational performance, a phenomenon known as showcase performance is raised, which has received less scientific attention from researchers. Hence, the aim of the current research is to identify the components and dimensions of this phenomenon and also provide the model of its drivers in government organizations.

This research is developmental-applied in terms of its purpose and is among mixed exploratory research. In the qualitative phase, in order to design the research model, a semi-structured interview was conducted with 27 experts who were selected purposefully. In the quantitative stage, to validate the research model, 108 managers and experts in the Ministry of Energy were asked for their opinions using a questionnaire. The resulting data were analyzed by structural equation modeling method and Smart PLS software.

For the phenomenon of showcase performance, three cognitive, communicative and behavioral dimensions were identified. Also, three categories of drivers including managerial, organizational and extra-organizational drivers were determined. The findings of the quantitative part also show that the validity of the created model is confirmed. Also, the coefficient of determination for the showcase performance variable was calculated as 0.768, which shows that 76.8% of the changes in the showcase performance variable can be explained by drivers.

Showcase performance in government organizations is a multifaceted and complex phenomenon, and a set drivers, of managerial, organizational, and extra-organizational factors are effective in its emergence.

The aim of this study was Structural modeling of career adaptability based on optimism and calling of the career with the mediating role of self-efficacy and emotional regulation in teachers of schools with special needs. The current research was a descriptive research and structural equations type. The statistical population of the research included all the teachers of special schools in Kurdistan province in 2022, based on the rule of "Kline" for sampling in structural equations, 213 people were selected by available method. To collect data, career adaptability scale (CAAS), career Futures Inventory (CFI), calling and vocation questionnaire (CVQ), Shere's general self-efficacy scale (ERS) and emotion regulation scale were used. Data were analyzed using structural equations with Amos-22 software. The findings of this research indicated that the adaptability model of the career path based on optimism and calling of the career with the mediating role of self-efficacy and emotional regulation in teachers of schools with special needs has a favorable fit. Standard and non-standard coefficients of the direct path of the hypothetical model of optimism (β = 0.54; t = 7.57), calling (β = 0.47; t = 6.44), self-efficacy (β = 0.51; t = 7.08), and emotional regulation (β = 0.48; t = 6.52) has become significant to the adaptability of the career path (p < 0.01). Also, the results of the Sobel test showed that optimism and calling of the career with the mediating role of self-efficacy and emotional regulation have a significant indirect effect on the career adaptability

The development and success of any organization depends on its human resources. Therefore, the way of guiding and leadership style of human resources is important for organizations. This study aims to investigate the impact of destructive leadership on human capital development in physical education departments of Azad Universities.

The research has a quantitative approach and is applied in terms of purpose and survey in terms of data collection. It is also a type of post-event research. The statistical population is the staff of physical education departments of Azad universities in the neighboring provinces of the Caspian Sea, which is 120 people and all of them were selected as a statistical sample. Also, 15 experts from the offices who were qualified as experts were selected by purposive sampling method to form an expert panel. The data collection tool is a standard questionnaire. Structural techniques using Smart PLS software have also been used to analyze the collected data.

The findings from the path analysis showed that all components of destructive leadership have a negative and significant relationship with the development of human capital, and the abusive leadership -0.554, the autocratic leadership -0.498, narcissism -0.215, Ambition -0.630 and unpredictability -0.28 affect the development of human capital.

According to the results, ambition has the most negative impact on the development of human capital in the studied society, followed by abusive supervision and autocracy. Also, narcissism has the least negative impact on the development of human capital in the target society