مجله مطالعات روان شناسی صنعتی و سازمانی
سال نهم شماره 2 (پاییز و زمستان 1401)

Today, Career plateau is one of the most common and familiar words that we all deal with in some way. Career plateau has a bad effect on the manpower of government offices and companies. Conducting research on Career plateau in organizations can guide managers to apply the right human resource management strategies. The aim of this study was to investigate the effect of job adjustment on Career plateau and the moderating role of job self-efficacy. 

According to the hypotheses and questions of this research, a quantitative method with questionnaires has been used. The research method was performed using structural equation modeling. The statistical population included 400 teachers in Kish Island. From this population, 196 teachers have been selected as research sample. Instruments included  Dawis and Lofquist's (1978) job adjustment, Milliman's (1992) job Career plateau, and Riggs and Knight's (1994) job self-efficacy questionnaires. Data were analyzed using PLS software based on multivariate regression method and partial least squares technique. The fit of the model was confirmed in terms of validity and reliability criteria.

The results showed that the effect of job adjustment on career plateaus with moderating effect of job self-efficacy was rejected. Job adjustment has significant effects on career plateau, and job self-efficacy. According to this study, job self-efficacy as a moderator does not reduce career plateau. 

Based on the results, it can be stated that the managers of the organizations should try to eliminate the monotony and boring aspects of the work environment and create a warm and friendly environment. By increasing the manager's social support for employees and providing fair rewards, they can prevent Career plateau and create employees’ compatibility with the environment.

Research related to the two fields of work and family, shifted from conflict-oriented approaches to balance-oriented approaches and today to the enrichment of these two fields. In work-family enrichment and family-work enrichment, work and family are thought to be interdependent; Therefore, experience, resources, skills and opportunities gained in the workplace, improve family life and, conversely, positive mood and behavior and a sense of success in personal life affect the performance of people in the workplace. The present study investigated the antecedents and consequences of work-family enrichment. The antecedents extracted from the research literature are social support, personality traits, and job characteristics, that affect work-family enrichment and family-work enrichment through organizational commitment. Consequences also include innovative behaviors, life satisfaction, and job satisfaction that are affected by work-family enrichment and family-work enrichment through psychological capital and social-emotional characteristics. 

The statistical population of the study consisted 220 employees of Farabi Campus of Tehran University. The research method is descriptive-correlational and the instruments included standard questionnaires. A statistical sample of 139 people was selected by simple random sampling method. Data were analyzed using structural equation modeling and SPSS and Smart PLS software packages. 

The results of the research showed that among the antecedents, social support and personality traits have a positive and significant relationship with work-family enrichment and family-work enrichment, and job characteristics only have a positive and significant relationship with work-family enrichment through organizational commitment. Also, both dimensions of work-family enrichment have no significant relationship with the considered consequences.

Managers' attention to the factors that facilitate the work-family of employees in an organization can be effective in reducing employees’ stress, improving their performance, and improving organizational productivity. Improving the quality of personal life of employees is another result of this study that has a direct impact on employees’ health in the long term and their efficiency in the organization. According to the research results, adapting employees' job plans to their family responsibilities, providing various facilities related to the workplace and their personal life, holding various training courses regarding employees’ attitude change, and generally providing various organizational support are suggested.

Choosing teleworkers and how to communicate with each teleworker is important for employers. The present study tries to provide a practical indicator to answer this issue by analysing personality traits, communication channels and the amount of teleworking. So, this research aims to investigate the relationship between personality traits and job satisfaction with regard to the moderating roles of communication channels satisfaction and the amount of teleworking in employees with teleworking experience.

The present study is a descriptive correlation-moderator type study. The statistical population of this study was all employees with telework experience who were members of Telegram and WhatsApp messengers, living in Tehran and Isfahan province in February and March 2021. The sample included 98 employees with teleworking experience. Respondents were selected through the convenience sampling method. The data were collected by the short form of NEO-FFI personality traits, job satisfaction scale of Judge and Bono, and Smith, Patmos and Pitts’ communication channel satisfaction. For data analysis, hierarchical regression analysis was used.

Results indicated that among the personality traits, only neuroticism was significantly and negatively correlated with job satisfaction. No significant relationship was found between the amount of teleworking and job satisfaction. In addition, the amount of teleworking does not moderate the relationship between personality traits and job satisfaction. Satisfaction with communication channels moderated the relationship between neuroticism, conscientiousness and agreeableness with job satisfaction.

Findings from this study yield important practical implications for organizations including suggestions for optimizing communication channels satisfaction for employees with different personality traits and recommendations to help organizations effectively hire and retain teleworkers.

 Resilience is a concept that has attracted a lot of attention in recent years; at the same time that various risks were formed in the countries, such as natural disasters, economic crises, and recently, the Covid-19 epidemic. The purpose of this study is to designing a human resources resilience model in the conditions of the Covid-19 crisis in the National Iranian South Oil Company

 In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first with review of the human resource resilience literature before and after Corona, effective individual, organizational and environmental factors and human resources resilience dimensions were extracted using Meta-synthesis method (seven step-by-step methods of Sandloski and Baruso). After doing interviews with experts (20 people who are familiar with the issue of resilience of human resources and the environment of the researched company), the results of previous stage, adjusted and conceptual model were presented, then, using a researcher-made questionnaire, the extracted model was tested in the research population. The reliability of the questionnaire was confirmed using Cronbach's alpha and its content validity based on experts' opinions. The statistical population included 10,000 employees of the company, according to Morgan's table; the sample size was determined 373 people using simple random sampling method.

 Based on the opinion of experts, 17 dimensions for individual, organizational, and environmental effective factors and seven dimensions for the human resources resilience in the research sample were extracted, which became the basis of the conceptual model. Using the fit indices, the structural and general measurement models were confirmed. In addition, the hypotheses were reported to be positive and significant using path analysis.

 According to experts’ opinion, the present model obtained in this research can be introduced as a suitable model for the employees of the researched population to take advantage of the threat of Covid-19 as an opportunity.

Considering the role of entrepreneurship in the growth of society, every country is expected to persuade its citizens regarding entrepreneurship. The main goal of this research was to identify and analyze the psychological elements involved in the pattern of persuasion regarding entrepreneurial behaviors based on cognitive and emotional approaches.

This research was a qualitative and exploratory research based on grounded theory. Data collection method included semi-structured interview, and statistical population includes entrepreneurs of Mazandaran's agriculture and transformation industries and entrepreneurship and management professors. The sample included those who could give expert opinions in relation to the objectives of the current research, and their sampling method was determined in a purposeful and snowball manner. Considering the principle of theoretical saturation, the sample number was 21 including 13 entrepreneurs (organizational experts) and 8 university professors (theoretical experts). 

Findings of this research by conducting semi-structured interviews, 982 codes related to the concept of persuasion were identified.Then, these codes were analyzed in three stages by open, central, and selective coding methods, and based on the qualitative method of category analysis, the codes were classified into 27 subcategories, 12 main categories and in 5 axes, including motivational factors (needs-oriented motivation, cognitive motivation, emotional motivation), contextual factors (personality type, knowledge, skills, experience), intervening factors (entrepreneurs' values), strategies (ways self-oriented coping, environmental strategies) and consequences (material and organizational achievements and spiritual and individual achievements), around the central category (behavior persuasion). 

The research results were formed in the form of a paradigmatic model and a conceptual model. The findings of this study can be effective for persuading students and those interested in entrepreneurship.

Subjective well-being is a person's assessment of the life process, which includes the person's view and attitude toward life satisfaction. Therefore, Subjective well-being is an important factor in providing physical-psychological health and increasing life expectancy. The purpose of this research was to investigate the mediating role of job satisfaction in the relationship between persolanity strength and subjective well-being.

The research method is correlational through structural equation modeling (SEM). The statistical population of the research was all the teachers working in the 12th district schools of Tehran in 2021, of which 234 were selected through a convenient sampling method. Instruments included Active Values Questionnaire, Subjective Wellbeing Scale, and a Job Satisfaction Questionnaire. Data were analyzed using structural equation modeling, and SPSS and AMOS softwares. 

The findings showed that the direct effects of humanity, transcendence virtues, and justice on job satisfaction and The direct effects of wisdom, courage, and temperance on subjective well-being is significant. Also, the direct effect of job satisfaction on subjective well-being was significant. as well as, the mediating role of job satisfaction in the relationship between personality strengths and subjective well-being was confirmed. 

According to the results of the present research, personality strengths training can be considered a self-awareness training program for managers and consultants working in education.

The aim of this study was to determine the relationship between Workplace Climate and life expectancy with job adjustment with mediating role of the need for achievement of Bonab Steel Complex employees. 

This study was a descriptive-correlational type. The statistical population of the research was the employees of Benab Steel Company. 284 employees were selected by simple random sampling method as the research sample. The instruments included service environment, job adaptation, life expectancy, and need for achievement questionnaires, which were validated by academic experts and reliability was confirmed through Cronbach's alpha test. In order to analyze the data, structural equation modeling were used using Lisrel and SPSS statistical softwares. 

Quantitative findings from testing the research hypotheses showed that there are positive and significant relationships of workplace climate and life expectancy with job adjustment of employees. The results showed that the need for achievement play a mediating role in the relationship of workplace climate and life expectancy with job adjustment. 

The managers of the work units evaluate them and provide their performance feedback due to the complete supervision they have over their employees. The existence of a friendly atmosphere among employees and the use of flexible organizational hierarchies makes employees respect the organizational rules, and this procedure creates a strong work culture in the company.

literature shows that between 50 and 90 percent of work accidents and injuries occur due to unsafe behaviors and human mistakes. Safety experts believe that with increased focus and effort on human behavior, accidents caused by work can be significantly reduced, therefore, identifying factors related to unsafe behaviors are useful in preventing these accidents. This research was conducted with the aim of investigating the simple and multiple relationship between neuroticism, perceived work pressure and safety efficacy with unsafe behavior in employees of gas refinery in Ilam city.

The design of the current research was descriptive-correlational. The statistical population of the present study included all the employees of Ilam city gas refinery. In order to conduct this research, 200 employees were selected by simple random sampling method. The instruments included safe behaviors, Five-factor personality model (items related to neuroticism) and Perceived work pressure questionnaires. Research data were analyzed by SPSS-20 software and Pearson correlation and multivariate regression analysis.

The results showed that there are significant positive relationships of neuroticism and perceived work pressure with unsafe behavior of employees. Also, there is a significant negative relationship between safety efficacy and unsafe behavior of employees. Regression analysis predicting the unsafe behavior of employees based on predicting variables, so that the predicting variables together predict 39% of the variance of the criterion variable (unsafe behavior).

Based on the results, it can be concluded that in the field of employees’ health, managers should pay attention to the role of neuroticism, perceived work pressure, safety efficacy and apply the results of the present study.

In organizations, the emergence of some factors such as stressful conditions in the work environment, physical injuries and some other factors make employees decide to rotate their jobs. The purpose of the present study was to investigate the effect of musculoskeletal diseases on employees’ desire to rotate their jobs, considering the mediating role of job stress and the moderating role of mindfulness in firefighters of the Ports and Maritime Administration of Iran.

This descriptive research is correlational type. The statistical population of the research was all the firefighters of the Ports and Maritime Administration of the whole country, whose number was 598. The sampling method in this research is cluster sampling method. The minimum number in sample in this research is 280 employees. The instruments of the present research are standard skeletal-muscular, mindfulness, job stress, and job rotation questionnaires. Convergent and divergent validity coefficients were used to check the validity of the questionnaires. The reliability of the questionnaires was calculated using Cronbach's alpha. In order to analyze the data, the structural equation modeling method of Smart PLS software was used.

The results showed that skeletal-muscular diseases have a positive effect on job stress. Skeletal-muscular diseases and job stress have positive effects on job rotation. Skeletal-muscular diseases have indirect effect on job r otation through job stress. Mindfulness moderates the effect of skeletal-muscular diseases on job stress.

 It can be concluded that skeletal-muscular diseases have an effect on the tendency of a individuals to rotate their jobs due to the role of job stress and mindfulness. Through this study It was confirmed that real physical pain can be reduced by mindfulness.

This research was conducted with the aim of investigating the effectiveness of therapy based on acceptance and commitment on self-efficacy, job stress and emotion regulation of female teachers in Azadshahr city in 2011.

The research method was a semi-experimental pre-test-post-test type with a control group. The statistical population of the research was all the female teachers of Azadshahr city in the academic year 2022-2023, and 30 of them were selected by convenient sampling method and randomly placed in 2 experimental and control groups (15 people in each group). The experimental group underwent 8 sessions of 45-minute therapy based on acceptance and commitment, and the control group did not receive any intervention until the end of the study. The instruments included self-efficacy, emotion regulation and occupational stress questionnaires. The research data was analyzed by multivariate analysis of covariance and using spss software version 25.

The research results showed that the treatment based on acceptance and commitment is effective on self-efficacy, job stress and emotional regulation of female teachers in Azadshahr city (P<0.05).

The results of the research indicates that the treatment based on acceptance and commitment by understanding the disturbing event without avoiding or restraining it, leads to increasing self-efficacy, reducing job stress and improving emotional regulation of female teachers in Azadshahr city.

Nurses who are at the forefront of the health system and have one of the most challenging jobs, experience high levels of risk and emotional conflict due to the fact that they often face stressful situations, which more likely reduce their job satisfaction and organizational commitment that eventually leads to quit their jobs. The purpose of the current research was to provide a comprehensive and clear overview of psychological contract research and finally recommended research directions for future researchers to fill research gaps. Psychological contract is defined as the employees' beliefs and perceptions about the terms and conditions of a reciprocal exchange agreement between them and the organization. Psychological contract is important in labor relations and is shaped based on the attitudes and behaviors of the various parties to the contract.

A systematic search was conducted in international and domestic databases in Azar 1400. Following the protocols of the proposed tools for systematic review and inclusion and exclusion criteria, finally 22 articles were selected for analysis.

Total of 22 articles were identified from 1999 to 2021, of which 14 were conducted in the last seven years. The number of samples varied from 10 nurses for interviews to 1039 nurses through online questionnaires. All records were cross-sectional of which 16 were quantitative, 5 were qualitative and one used combined method. Nurses' psychological contracts were divided into three general themes. The first theme focused on the process of formation and development of psychological contract. The second theme focused on identifying the content and nature of these contracts. The third theme focused on the process of fulfilling and breach of the psychological contract. The results showed that despite the growing interest and effort of published research on nurses and psychological contracts, and despite recognizing that the concept of psychological contracts is a valuable theoretical framework to understand nurses' experiences and how to better manage hospitals, yet there is a lot of information about nurses' psychological contracts that future papers should study.

Moreover, as cross-sectional approach was the only used method so far, it is suggested to do longitudinal designs in future studies. In a cross-sectional study, it cannot be said with certainty that the effective factors unilaterally affect the fulfillment or breach and there is no inverse relationship. In addition, the impact of the COVID-19 epidemic on the process of formation, development, content, fulfillment and breach of nurses' psychological contracts can be noted in future studies.

The purpose of this research was to provide a model that affects the attractiveness of the export market of Iran's free zones.

The research method is developmental-applicable in terms of purpose, and descriptive-survey in terms of analytical method. The statistical population included all of specialists and experts of Arvand Azad region (1000 persons). From this population 278 persons were selected as the research sample by stratified random sampling method. Data analysis was done in the qualitative part with the method of theme analysis based on 3-step coding. For this purpose, after studying the literature on the topic, the factors and components of the attractiveness of the export market were identified and prioritized. Finally, SEM in PLS software was used to measure the relationships.

The results showed that components of attractiveness include internal factors (informational factors, internal organizational characteristics, internal obstacles, contextual platforms and governmental factors), external factors (enhancement of competitive advantage, business environment factors, factors related to the industry and marketing, investment, political factors, strategies to enter international markets, economic performance, customer analysis, comprehensive support, persuasion and evaluation and analysis of international markets). The results of fuzzy hierarchical analysis also showed that the most important factors of attractiveness are: external and internal factors, respectively. The most important external factors of industry market attractiveness are: evaluation and analysis of international markets, customer analysis, economic performance, strategies for entering international markets, creation of competitive advantage, industry-related factors, business environment factors, investment, factors related to the marketing, political factors, procedural factors, comprehensive support and motivation and persuasion. The most important internal factors of attractiveness are: internal organizational characteristics, informational factors, contextual factors, governmental factors and internal obstacles of the organization. The results of quantitative analysis showed that the external and internal factors of the attractiveness of the industry market affect the attractiveness of the market. It has an effect on the export of Iran's free zones.

As a result, despite the relative advantages that are envisaged for production and export, managers can be going toward the dynamics of Iran's economic growth by knowing the needs of customers and the market and paying attention to the strengths and weaknesses of competitors.