مجله مطالعات روان شناسی صنعتی و سازمانی
سال نهم شماره 1 (بهار و تابستان 1401)

Adolescence is one of the most important stages of human life. At this stage, a person must make various choices, including the choice of field of study and occupation, which is one of the most important decisions for the individual. Regarding individual decision making about the right field of study and career, many things need to be considered, including career identity, academic aspirations, career, and a positive attitude about future education and career. The aim of this study was to investigate the relationship between academic aspirations, career aspirations and adolescent career identity along with the mediating role of attitudes toward academic and career future.

The method of the present study was bootstrap correlation.The statistical population consisted of all male and female high school students in the second district of Tehran province (1355 students). The statistical sample was 299 students that were selected by multistages random sampling method. instruments included career identity scale Dellas and Jernigan, academic aspirations DiPierro, career aspirations O'Brien, and attitudes toward academic and career future Jamali and Ghaleh Noei. Data analysis was performed structural equation modeling, using SPSS-23 and AMOS-23 softwares.

Findings showed that job aspirations have a positive effect on attitudes toward academic and career future (p <0/01), on direct job identity (p <0/05) and in general (p <0/05). Academic aspirations also have a direct positive effect on attitudes toward academic and career future (p <0/05) but do not have a direct and overall effect on career identity. Regarding indirect relationships, the results showed that both predictor variables have a positive and significant effect on career identity through perspective on the future (p <0/01).

Thus, teachers, counselors, and professionals during adolescence can help develop students' career identities by addressing their aspirations for education and employment.

The present research was conducted with the aim of identifying and explaining the dimensions of job competencies of the security employees of Isfahan University in order to present a conceptual model. The research method is applied in terms of purpose and descriptive-exploratory in terms of data collection.

 The statistical population of the research included students, employees, and security managers of Isfahan University. To achieve the purpose of the research, the data collection instruments was a semi-structured interview with students, employees, and security managers of Isfahan University. Also, in order to analyze the data to identify the dimensions of competency indicators from the text of the interviews, themes analysis was used by NVivo 8 computer software.

 Based on the findings, the final competency model was designed in three dimensions: individual knowledge and skills, specialized knowledge and skills, and general knowledge and skills, and the indicators of each dimension were calculated from the interviews.

Considering the importance of educational organizations and also the importance of identifying employees' competencies, the mentioned model will be used and effective for promoting and improving the performance of employees in the field of security.

Job burnout in teachers is a chronic psychological phenomenon of apathy, which may be effective in this field during the Corona epidemic because of compression of educational programs. Among the factors that cause effective adaptation to risk factors and can play an effective role in reducing job burnout are resilience and psychological well-being. Therefore, the present study was conducted with the aim of predicting the job burnout of teachers during covid-19 based on the role of resilience and psychological well-being.

The current research is applied in terms of purpose and descriptive in nature. The statistical population included all second-secondary teachers working in education in one Bandar Abbas district, and 357 teachers were selected as the research sample using the random sampling method and based on Morgan's table. Due to the closure of schools, the questionnaires were made available to the statistical sample through virtual networks with the distribution of online links

To collect data, Job Burnout Questionnaire, Resilience Scale and  Psychological Well-Being Questionnaire were used. Simultaneous multiple regression analysis was used to test the hypotheses. The research findings showed that both predictor variables, i.e. resilience and psychological well-being, have a negative and significant relationship with the criterion variable (job burnout).

It can be concluded that the higher the level of resilience and psychological well-being, the lower the level of teachers’ job burnout during Covid-19.

One of the important issues in the field of employee differences in terms of the tendency towards counterproductive work behaviors is the personality traits. Individual and organizational performance has a direct relationship with the behaviors and personality traits of employees. The purpose of the present research was to study the role of dark personality traits (Machiavellianism, psychopathy, narcissism, sadism and spitefulness) in predicting counterproductive work behaviors (misuse, production deviance, sabotage, theft, withdrawal).

For the purpose, 200 employees of the governmental and non-governmental offices and organizations of Khoy city were selected by convenient sampling method and tested by questionnaires of dark personality traits and Counterproductive Work Behavior Checklist. The collected data were analyzed using correlation and step-by-step regression methods through SPSS 23 software.

The results showed that dark personality traits, includes; Machiavellianism, psychopathy, narcissism, sadism and spitefulness are related significantly with counterproductive work behaviors (misuse, production deviance, sabotage, theft, withdrawal) and psychopathy was related to all counterproductive work behaviors. Regression analysis showed that the misuse behaviors (R2=0.22) by Machiavellianism, psychopathy and narcissism; The production deviance (R2=0.24) by psychopathy, sadism and spitefulness; The sabotage (R2=0.12) by psychopathy and sadism; The theft (R2=0.08) by psychopathy; And finally, the withdrawal (R2=0.13) was predicted by psychopathy and narcissism.

Personality traits and especially abnormal personality traits are in the first row of influential factors in ineffective and counterproductive work behaviors. In this way, they can be considered as strong predictors for different forms of deviant behavior in the workplace. It can be concluded that personality traits are one of the most important predictors of counterproductive work behaviors. One of the important applications of the findings is that through these personality analyses it is possible to identify personality patterns that are effective in counterproductive work behaviors that leads to some costs for organizations and industries.

The purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital.

The research population includes the employees of Oxin Steel Company in Ahvaz in 2016, from which 300 employees were selected by simple random method. The research instruments included Perceived Organizational Support Questionnaire, Psychological Capital Questionnaire, Work Engagement Scale and Organizational Citizenship Behaviors Questionnaire. The research design was correlational through structural equation modeling (SEM). Evaluation of the proposed model was done using SPSS and AMOS version 22 softwares. In order to determine the significance of mediation effects in the proposed model, the bootstrap method was used in the preacher and Hayes Macro program.

The results of the study showed that the proposed model has a good fit with the data. The direct effects of perceived organizational support and psychological capital on job engagement and organizational citizenship behavior were significant. Findings also showed that perceived organizational support has direct effect on psychological capital (the mediator). Results of indirect effects supported the mediating role of psychological capital in the relationship between perceived organizational support and job engagement and organizational citizenship behavior. 

When employees perceive organizational support, it enhances their psychological capital and the result is more job engagement and also organizational citizenship behaviors. On the basis of this results, for increasing perceived organizational support, recommended to to announce employees frequently that desirable practices which organization prepare for them like promotions and rewards, job safety, and autonomy, leads to decreasing organizational and job stressors, arising from discretion of the organization to improve employees' well-being at work setting. In other words, there is not any external power to force the organization to create pleasant working conditions. To practice this, top managers should focus their concern toward employees' well-being. It should also contain development of a kind of organizational culture that supervisor support be rewarded and noticed and a part of supervisor's performance appraisal be assigned to the quality of supervisor-subordinate relationship.

Since organizations need to develop and apply professional ethics standards for their dynamism and survival and organizational virtue is one of the consequences of professional ethics in the organization and one of the structures affecting the psychological well-being of employees, so the aim of this study was to investigate the mediating role of professional ethics in the relationship between organizational virtue and psychological well-being of employees.

The research method was descriptive-correlational based on structural equation modeling. The statistical population of the study was all 420 employees of the General Department of Education of Mazandaran Province. The sample size was 201 based on Krejcie and Morgan table and was selected by simple random sampling method. To collect the data, three questionnaires of organizational virtue of Cameron et al., Ryff and Singer psychological well-being  and Cadozier professional ethics were used. SPSS and Amos24 softwares were used for data analysis.

The results showed that There is a positive and significant relationships between organizational virtue with professional ethics and psychological well-being and between professional ethics and psychological well-being of employees and organizational virtue have direct and significant effects on professional ethics and psychological well-being of employees. Also, the indirect effect of organizational virtue on psychological well-being was mediated by professional ethics with the Sobel test at a confidence level of 0.95.

Therefore, it can be said that organizational virtue based on professional ethics can be effective regarding psychological well-being of employees. In other words, organizational virtue, by arousing positive emotions in employees and ethical and beneficial behaviors, creates positive images of the organization in the minds of individuals and strengthens trust and a sense of loyalty in them and empowers employees to perform better tasks, and prepares employees regarding the benefit of the whole organization.

One of the main goals of any organization is to satisfy customers and clients by providing good quality services. The purpose of this research was to provide a model of customer respect in the judiciary of Isfahan, which used a mixed research method. The first study was qualitative research and the second was a quantitative one.

The qualitative method was grounded theory (GT) and the quantitative method is a survey one. The statistical population of this research consists of knowledgeable experts in the field of criminal justice, judges, lawyers and employees. In this research, 33 in-depth and semi-structured interviews were conducted, and with this number of interviews, the research reached information saturation, and also theoretical sampling and snowball technique were used. In order to evaluate the reliability, the conducted interviews were returned to them which were approved. Also, assessing construct validity, was done with using AMOS software. The results of this analysis showed that the obtained factor loadings are all higher than 0.6, which indicates the construct validity of the mentioned questionnaire.

Causal conditions including good treatment, organizational structure and characteristics of employees, contextual factors including environmental and cultural conditions, intervening conditions including speed in the process and customer respect, strategies including strengthening infrastructure facilities, employees evaluation system, empowerment, correct application of the law, optimal management of referrals. , education and cultivation and it’s consequences including social peace, social trust, and advancement of affairs.

According to the research results, it can be stated that paying attention to all of factors affecting customer respect, including technical infrastructure, characteristics of employees and managers, environmental laws and regulations, cultivation, motivation, empowerment, and social trust is the way to develop customer respect in  the Justice Department.

Early findings that urban bus drivers are liable to suffer from mental health problems as a result of high levels of job stress remain true today. The research needs to concentrate on practical interventions that are systematically implemented and evaluated to improve the mental health of bus drivers. The current study aims to investigate the effectiveness of psycho-social skills training on interpersonal forgiveness and social anxiety of urban bus drivers in Tehran.

The training project of the bus drivers of Tehran bus driving company started in 2013 and it is implemented in different phases on drivers who are aplicants of employment in bus driving company in Tehran. This study utilized a quasi- experimental research method with pre-test & post-test design. 41 urban bus drivers with an average age of 43.95 (SD = 9.87) were trained in the areas of anger management, revenge driving, effective communication, and stress management over nine sessions, eighty minutes each. To evaluate the effectiveness of the training program,  Interpersonal Forgiveness Inventory (IFI) and Social Interaction Anxiety Scale (SIAS) were used.

Statistical analysis showed that the training program has a positive effect on the levels of recomunicating and controlling revenge, resentment control, realistic understanding and also on the overall forgiveness score, and had a significant impact on increasing the ability of drivers to control their resentment (P> 0.05). Also, our results showed that the intervention had a significant effect on reducing social interaction anxiety in bus drivers (P> 0.05).

Training in psycho-social skills could be used as part of the well-being program to improve the mental health of urban bus drivers. It is also expected that these trainings by focusing on cognitive and behavioral components will have a positive effect on improving the performance of bus drivers, as well ad the efficiency of the transportation system.

In today's era, one of the most important basic challenges of the human resources managers is to maintain capable employees in order to create success of the organization, and to use them optimally. This research was conducted with the aim of investigating the relationship between the participative climate and the organizational commitment of employees in a military unit.

The statistical population was the employees of the headquarters area of a military unit, from this, 184 employees were selected as a statistical sample through simple random sampling method. Instruments included Cooperative Climate Questionnaire, and Organizational Commitment Questionnaire. Data were analyzed using structural equation modeling method and SPSS and AMOS softwares.

The results showed that the participative climate and its dimensions (participation culture in the organization, support of work groups, employees' attitude and continuous monitoring) have  positive and significant effects on organizational commitment.

The results of the research showed that as long as a military unit has a culture of participation, help,  and cooperation, it can be expected that employees’ organizational commitment will increase as well. To the extent that team building and support of work groups are done well in this military unit, this climate of cooperation of work groups will make organizational commitment effective in this department.

One of the factors that must be considered by management to empower employees is the type of leadership style. Leadership is necessary and essential for effective social and organizational performance. Transformational leadership style is one of the most popular and studied leadership styles. Transformational leaders change the thoughts and attitudes of their followers and motivate them for higher levels of effort and performance. These leaders have the ability to orientate around a shared vision and encourage followers to work harder to implement and complete it. Therefore, the research was conducted with the aim of investigating the relationship of transformational leadership with job well-being, subjective occupational success, and adaptive performance in employees of Aghajari Oil and Gas Exploitation Company.

The sample of the current research was 174 people (124 men, 50 women) from the employees of Aghajari Oil and Gas Exploitation Company. The instruments used in this research included General Transformational Leadership, Job Well-Being, Subjective OccupationalSuccess, and Adaptive Performance questionnaires. In order to evaluate the proposed model, structural equation modeling method was used with AMOS version 21 software.

The results showed that the final model has an acceptable fit with the data. Also, the results showed that the direct paths of transformational leadership to job well-being (β=0.21, p<0.001), transformational leadership to subjective occupational success (β=0.67, p<0.001), and transformational leadership to adaptive performance (β=0.55, p<0.001) are significant.

According to the results of this research, it is suggested that transformational leadership style training for managers should be considered in the educational programs of organizations.

Teachers play an important role in the education of human capital of any society, and the education of human capital is one of their most important duties, therefore, addressing the issue of their psychological well-being and improving it, is considered one of the essential issues. Therefore, it is expected that the leadership style and its related components are effective in communication, morale, motivation, satisfaction and psychological well-being of teachers. Thus the purpose of this research was assessment of teachers' perceptions of visionary leadership style and the effect and it’s effect on psychological well-being with the mediating role of mental toughness.

 The current research was descriptive-correlational and the statistical population included 3252 teachers of Kashan in the academic year of 2021-2022, who by using Cochran's formula and stratified random sampling method 334 teachers were selected as a sample. In order to collect data, three standard questionnaires of visionary leadership style, psychological well-being and mental toughness were used. The reliability of the questionnaires was obtained through Cronbach's alpha coefficient of 0.99 for visionary leadership, 0.82 for psychological well-being and 0.94 for mental toughness. Data analysis was done using SPSS and Amos softwares.

The results showed that mean of teachers' perception of visionary leadership style (3.56) is higher than average (3), psychological well-being mean (65.82) is higher than average (63) and mental toughness (45.93) is higher than average (42). The path analysis coefficients of the variables showed that the total effects of visionary leadership on psychological well-being was 0.96, visionary leadership on mental toughness was 0.50, and mental toughness on psychological well-being was 0.95.

According to the results of the present research, educational organizations can improve the psychological well-being of employees by developing their leadership styles and adopting appropriate leadership styles, such as the visionary leadership style, which is more suitable for the goals of educational centers.

Change is one of the important characteristics of efficient and effective organizations. Organizational culture plays an essential role in this transformation. The purpose of this study was to provide a model for the development of excellence-based organizational culture in Mobarakeh Steel Industry.

In order to achieve research goal, a qualitative methodology based on the data theory method was used, including three stages of open, axial and selective coding, using the systematic approach of Strauss and Corbin. In order to collect data, unstructured interviews were used and targeted sampling method was used to reach the participants, and theoretical sampling was used during data collection to complete the theory. That is, using people to take advantage of theoretical ambiguities and gaps. The statistical population of this research includes all managers who are experts in the field of excellence and special experts in Isfahan steel industry, which reached theoretical saturation with the number of 17 employees. To achieve the concepts, categories and categories, the data obtained from the interviews were analyzed based on open, axial and selective coding and organized with using the MAXqda software.

Causal conditions include developmental factors, individual factors, organizational factors, background conditions including culture and environment, organizational structure and process and maturity, intervening conditions including community-related factors, organizational justice and monitoring and evaluation, strategies including participatory management, Motivation management, infrastructure development and empowerment and the resulting outcomes including personal growth, organizational development and social development were obtained. In order to validate the obtained model, the Kendall rank correlation coefficient was calculated with the help of experts and by Delphi method.

According to the findings of the present study, it is suggested that the effective role of organizational culture be seriously and deeply reviewed by the managers of organizations; Because organizations understand the importance of knowledge and are looking for ways to create it.