مجله مطالعات روان شناسی صنعتی و سازمانی
سال دهم شماره 2 (پاییز و زمستان 1402)

Nowadays, entrepreneurship is considered as one of the most crucial topics and the main driving force in the economic development of the countries. The purpose of the current research was to design and test a model of the antecedents of students' entrepreneurial behavior intention with the mediation role of perceived fear and the moderating role of gender.

The present research was a descriptive correlational study. The statistical population of the research included all undergraduate and graduate students of Shahid Chamran University of Ahvaz, and due to the difficulty of accessing all of them, 367 students were selected through convenience sampling method. For data collection, the Entrepreneurial Inspiration (Souitaris et al., 2007), the Entrepreneurial Mindset (Cui et al., 2021), the Entrepreneurial Intention (Valliere, 2015), and the Perceived Fear Questionnaires (Deniz et al., 2011& Collins, 2007) were used.

The results of research data analysis through structural equation modeling in SmartPLS software showed that entrepreneurial inspiration has a significant positive effect on entrepreneurial thinking (0.634) and on entrepreneurial behavior intention (0.145). Also, entrepreneurial thinking has a significant negative effect on perceived fear (-0.693) and a significant positive effect on entrepreneurial behavior intention (0.397), and perceived fear has a significant negative effect on entrepreneurial behavior intention (-0.326). in addition, the value of the coefficient of determination showed that about 60% of the variance of entrepreneurial behavior intention is explained through entrepreneurial inspiration, mindset, and perceived fear. The results of investigating indirect hypotheses showed that the relationship between entrepreneurial mindset and entrepreneurial behavior intention through perceived fear is significant, but the relationship between entrepreneurial inspiration and entrepreneurial behavior intention through perceived fear is not significant. In addition, gender moderates the effect of perceived fear on entrepreneurial behavior intention.

The findings indicated that entrepreneurial inspiration directly and indirectly increases students' desire for entrepreneurial behavior through entrepreneurial thinking.

Entrepreneurship is considered to be one of the most important factors affecting the creation of job opportunities and economic growth. Entrepreneurial self-efficacy, which means believing in one's ability to do innovative work and the effectiveness of skills in order to start a business, is one of the most important effective dimensions in entrepreneurial behavior. Considering the importance of this matter, the present study was conducted with the aim of investigating the relationship between intolerance of uncertainty and entrepreneurial self-efficacy with the mediating role of emotional creativity.

The research method was a descriptive correlational type. The statistical population of the research was formed by the students of Mashhad Conservatories in the academic year 2021-2022, of whom 300 people were selected as research sample using the convenience sampling method. In order to collect data, the entrepreneurial self-efficacy questionnaire of De Nobel et al (1999) Indecision Intolerance Scale, Freeston et al (1994), and Averill and Thomas Knowles’s (1991) emotional creativity questionnaire were used.

The data analysis results showed a negative and significant relationship between intolerance of uncertainty and entrepreneurial self-efficacy, a negative and significant relationship between intolerance of uncertainty and emotional creativity, and a positive and significant relationship between emotional creativity and entrepreneurial self-efficacy. Also, emotional creativity was able to significantly mediate the relationship between intolerance of uncertainty and entrepreneurial self-efficacy. In fact, intolerance of uncertainty does not have a direct effect on entrepreneurial self-efficacy and only has an indirect effect on it.

In fact, the findings indicated that uncertainty intolerance does not have a direct effect on entrepreneurial self-efficacy and only has an indirect effect on it; in such a way that intolerance of uncertainty leads to an increase in entrepreneurial self-efficacy by affecting emotional creativity. In other words, people with higher emotional creativity have more self-efficacy beliefs, and this makes a person react more effectively to the challenges that may be faced especially in the early stages of business development.

Today, many advanced organizations are looking for ways to strengthen and improve the state of organizational training, and many emerging approaches have been proposed in this regard. The present study was conducted to Investigate the role of mentoring on the effectiveness of employee training through the mediation of being seen at work in Kashan Electricity Distribution Company.

The research method was a correlational description. 103 employees of Kashan Electricity Distribution Company were selected as the sample of this research. To analyze the data, partial least squares method and Smart PLS-2 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs.

The obtained results indicate that mentoring has a positive and significant relationship with the path coefficient (0.409) and t value (4.08) on the effectiveness of employee training in Kashan Electricity Distribution Company. Also, the positive and significant relationship of mentoring on employee visibility was confirmed with a path coefficient (0.583) and t value (3.47). On the other hand, visibility at work has a positive and significant relationship with the path coefficient (0.628) and t value (5.31) on the effectiveness of employee training. Finally, the results of this research showed that being seen at work plays a mediating role in the relationship between mentoring and the effectiveness of employee training.

Based on the results of the research, it can be stated that company managers should try to solve the problems of the educational system by using the optimal mentoring system in the work environment and making the training of the organization more effective.

Recent research suggested that teacher agency played a crucial role in fostering teacher capacity to learn and teach, which, in turn, influenced schools performance improvement. Teacher agency refers to the capacity of teachers to act purposefully and constructively to direct their professional growth and contribute to the growth of education quality. Considering the role of teacher agency in improving learning in schools, searching for the antecedents of this variable can be one of the concerns of researchers in the field of education. Therefore, the purpose of this research was to determine the mediating role of trust in the relationship between learning-oriented leadership and teacher agency.

The research method was a correlational description. The statistical population was primary school teachers of Hamedan province. The statistical sample was 102 people who were selected using the convenience sampling method. Data collection tools were three questionnaires of learning-oriented leadership, teacher trust and teacher agency, which were developed by Liu et al. (2016a) and Liu et al. (2016b). Before running the questionnaires on the main sample, the validity of the questionnaires was confirmed by experts and their reliability confirmed according to Cronbach's alpha coefficients. After implementing the questionnaires, the convergent validity, discriminant validity, internal consistency and composite reliability of the research instrument were confirmed as part of the data analysis phase. Data were analyzed using structural equation modeling.

The Results showed that learning-oreinted leadership significantly predicts teachers’ trust and agency. Also, teachers trust was a significant predictor of teacher agency. These findings confirm the mediating role of trust in the relationship between learning-oriented leadership and teacher agency.

One of the interesting points in the findings is that the indirect effect of learning-centered leadership on teacher agency (mediated by trust) is more than its direct effect, and this well shows the role of trust in the link between leadership and teachers' agency. Therefore, it is recommended that school administrators increase the agency of teachers through the use of learning-oriented leadership behaviors and create a trusting environment in the school.

Work is an essential part of human life and decent work fulfills human needs for survival, social connection, and self-determination. International Labor Organization, "work in which there are opportunities for productive work with fair wages, security in the workplace and social protection for families, better prospects for individual development and social integration, freedom for people to express their concerns, participate in decisions that affect their lives and equality of opportunities and treatment for all women and men" are defined as decent work. Therefore, the present research was conducted with the aim of investigating the effect of decent work on affective commitment with regard to the mediating role of psychological safety.

The statistical population of the present study was the teachers of Khuzestan province, 320 of them were selected by convenience sampling method. The instrument included the research online questionnaires and through social networks. The Decent work (Duffy et al., 2017), the psychological safety (Edmondson, 1999), and the Affective commitment questionnaires (Meyer et al., 1993). Data were analyzed using structural equation modeling with SPSS and Amos-25 softwares.

The results showed that decent work has a positive and significant direct effect on psychological safety (p<0.0001, β=0.59) and Affective commitment (p<0.0001, β=0.48). Also, psychological safety has a positive and significant direct effect on Affective commitment (p<0.0001, β=0.63). Bootstrap results showed that the indirect effect of decent work (p<0.0001, β=0.39) through psychological safety on affective commitment is positive and significant.

In conclusion, the guarantee of decent work reduces perceived uncertainty about jobs and working conditions and causes employers to make long-term investments in employees to create stable working relationships.

Considering the existence of various challenges in the environment of today's organizations, creating a vibrant organization is considered one of the strategic needs for long-term success. The present study was conducted with the aim of comparative study of organizational happiness strategies in the municipal work environment.

In terms of purpose, this research is applied, and based on the nature of the method, it is part of descriptive-analytical research, and in terms of the method of data collection, it is a field survey research. The statistical population of this study is the experts of the studied municipalities, 26 of whom were selected by snowball sampling method. The data collection instrument in this research is a self-made matrix questionnaire. The validity of the questionnaire was confirmed by experts. Research data were analyzed using taxonomy technique.

According to the data analysis, based on the opinion of the experts of Rozheh Municipality, self-confidence, and according to the opinions of the experts of Chadegan Municipality, interest in work and self-confidence, and according to the opinions of the experts of the Municipality, interest in work, respectively, as the most important effective indicators in the ranking.

According to the findings of the research, the strategies of observing justice and equality, job security and paying attention to the welfare issues are introduced as the most important strategies for the happiness of municipal employees, and senior managers must take strategiess regarding implementation of effective and impressive factors for increasing happiness at work.

Considering that in today's era, digital transformation helps organizations to adapt to the demands of customers and achieve goals such as increasing efficiency, increasing customer value, and risk management. The purpose of this research was to provide a digital transformation model of human resource management in Iran's government organizations.

According to the purpose, the research method was applied-developmental and according to the research method, it was descriptive-survey. The current research was conducted with a qualitative approach and using the grounded theory method. The tool for collecting data in  the present study was a semi-structured interview method with 6 questions, which was prepared by studying the subject literature under the supervision of supervisors and advisors and was used in the interviews. Research data has been collected from experts using open face to face interviews or by phone. The number of participants in the current research was 10.

The results of data analysis showed organizational, social and collaborative factors as causal conditions; managerial and technical factors as background factors; Economic and organizational factors are influential as intervening factors in accepting and implementing the digital transformation of human resources in Iranian government organizations, which means that Iranian organizations must provide conditions to be able to use the digitalization of human resources management. Also, the strategic factor was identified as employment strategies, and the job factor was identified as a central category, that is, as the most central factor that should be prepared and provided in order to facilitate the use of digitalization of human resources management.

Digitization of human resource management has consequences that include occupational, organizational and behavioral consequences. It is suggested that managers of government organizations pay special attention to this model for the digital transformation of human resources management.

Today, many government organizations suffer from the lack of effective communication among employees at different organizational levels, and many organizational actions and programs do not reach their goals for this reason. Positive organizational behavior is one of the fields that can help improve the quality of organizational communication, which has been less discussed in scientific research. The purpose of this research was to provide a model of organizational communication in order to promote positive organizational behavior in government organizations.

This research is considered as an exploratory research. In the qualitative phase of this research, the theme analysis method was used, and in the quantitative phase, the structural equation modeling method and smart PLS software were used. In the qualitative phase, in order to design the research model, 24 academic and executive experts who were selected purposefully were interviewed. In the quantitative stage, in order to confirm the validity of the model, 189 managers and experts in the Ministry of Communication and Information Technology were asked for their opinions. The sampling method was a simple random type and the data collection instrument was a questionnaire.

Based on Findings, five ethical, human, functional, nurturing and emotional dimensions were identified for positive organizational communication. Also, three categories of strategies including facilitating, moderating and platform communication strategies were determined to promote positive communication. The findings of the quantitative stage showed that the coefficient of determination for the positive communication variable is 0.524 and for the outcome variable is 0.575, which are favorable values.

Results showed using positive organizational behavior can have a significant effect on improving the quality and effectiveness of organizational communication, which leads to valuable results at the individual level of employees and the organization.

The purpose of the current research was to meta-analyze the foreign research conducted regards factors related to organizational justice, in order to estimate the effect size of the correlations related to organizational justice. In fact, this research was trying to investigate this issue according to the existing research records, what are the factors related to organizational justice in foreign research and also which of these factors have the strongest relationship with organizational justice.

The statistical population of the current research included all research conducted regarding organizational justice until the end of the first half of 2023, and based on purposeful sampling method, 32 research documents that had suitable characteristics to enter the meta-analysis were selected, and in order to analyze the data, the second edition of comprehensive meta-analysis (CMA) software was used.

Due to the heterogeneity between the studies, the random effects model was used to combine the results and reach the effect size.The effect size of the random model of the correlations of organizational justice in the studies under review was 0.299, which according to Cohen's interpretation system is within the confidence range at an average level.The results showed that among the correlates related to organizational justice in the banking network, the intention to comply with the information system security policy, satisfaction with services and organizational trust, are the strongest factors, while hiding knowledge, organizational performance and the turnover intention of employees, are the weakest factors.

Considering the many factors related to organizational justice, it should be said that without gaining knowledge about the level of employees’ perception of organizational justice, it will not be possible to achieve organizational goals and realize organizational visions and improve the status of organizational performance and organizational excellence.

After breaking the glass ceiling and being placed in leadership positions, women face a phenomenon called the glass cliff, which is caused by the intersection of structural and psychological-social factors. This phenomenon causes a shaky and insecure management for them.  The aim of this research was to identify the factors, components and indicators of women's job tenure at managerial levels and accordingly to present a conceptual model.

The statistical population of the research included all those who were experts in the field of management and women, and using targeted and information-oriented sampling method, 12 people were selected as participants. In this research, in order to identify the factors of women's job tenure in managerial levels, in addition to document study and research background, fuzzy Delphi technique has been used to refine the factors and indicators. The survey was conducted in three stages and the results of each stage were refined using triangular fuzzy formulas.

The results showed that the most important factors of women's job tenure at managerial levels are: evaluating and monitoring the performance of managers regardless of gender, equality in the distribution of rewards and results, access to information resources of the organization, delegation of power to women, equal commitment of men and women. Relative to the family and the ability to respond to job demands. The career stability model of female managers was designed with 9 factors and 27 indicators in three structural-organizational, behavioral-psychological, and cultural-social dimensions, which is presented as a proposed model for women's career stability at managerial levels. In this way, while analyzing the current situation, organizations can present the necessary plans and measures for systematization and continuous movement within the framework of gender equality, organizational structure in order to improve organizational communication, the development of women's individual capabilities, and gender equality 

In general, the results of this research showed that the job tenure of female managers is made up of interwoven factors, which seems that reducing the focus on gender can be a compatible ideology in line with the job tenure of women in management levels.