مجله مطالعات روان شناسی صنعتی و سازمانی
سال دهم شماره 1 (بهار و تابستان 1402)

This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.

An experimental design with four groups (two control groups and two experimental
groups) in pre-test, post-test, and follow-up was used. The statistical population of the study was all employees in an industrial company. Using the Murphy and Meyers method, 48 people were selected as the study sample and randomly assigned to the experimental and control groups. The study tools included the relational energy scale and role-playing simulation exercise which were implemented by the researchers in the pre-test, post-test, and follow-up steps.

The data were analyzed using one-way analysis of variance, analysis of covariance and
post hoc test of LSD. The results showed that the participants in parallel simulation exercises have more development in relational energy competency compared to the other groups.
Also, participants in repeated and non-repeated combined simulation exercises experienced more relational energy development than participants in simulation exercises with no description.

Because parallel simulation exercises prevent information leakage, it significantly improves the relational energy of employees in the company. This result contributes to meritocracy and is more compatible with the observance of justice and fairness in the company.

The competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors.

 The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.

The findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development.

According to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.

The type of view and attitude towards human resources and how to pay attention and manage them is different in every age. However, the type of behavior and actions of managers and organizational leaders with their subordinates depends to a large extent on their attitude towards the capabilities and capabilities of their subordinates. Positive psychological capital has been proposed as a combination factor and a source of competitive advantage of organizations. The aim of the current research is to provide a psychological capital model based on the development of entrepreneurship in education-oriented organizations.

In this regard, thematic analysis method of Brown and Clark (2006) was used to collect qualitative data to identify dimensions, components and indicators of psychological capital. The statistical population of the present study were academic experts in education-oriented organizations of Mazandaran province. The statistical sample selection method was purposive sampling method, and the data was collected by semi-structured interview method and MAXQDA software was used.

The findings of the research were 7 dimensions included self-efficacy, resilience, optimism, hope, spirituality, challenges and obstacles, and strategies. The results showed that the planning and content of training courses in the organization should be adjusted in such a way that it includes psychological capital and entrepreneurship training of employees. Due to the fact that the promotion of psychological capital in the organization is one of the indicators of social system capability. This ability should be taken into account scientifically through the evaluation of employees' lives.

The planning and content of the organization's training courses should be adjusted in such a way that it includes the psychological capital and entrepreneurship training of the employees so that the work efficiency of the employees and the organization increases. Policymakers and planners of education-oriented organizations should improve the quality of life of employees based on the available tools and facilities. Organizations should reduce the level of stress and negative emotional tendencies and correct misconceptions.

Research shows that mental toughness is effective in predicting outcomes in a variety of stressful contexts such as athletics, the military, and the workplace. Despite the existence of extensive research on mental toughness, different researchers have not reached the necessary coherence and integrity in conceptualizing and defining the dimensions of this construct. Therefore, the purpose of this research was to design and validate the situational judgment test of mental managers’ toughness of.

This research is descriptive-survey and practical in terms of purpose. The statistical population included 196 employees (for exploratory and reliability factor analysis) and 210 separate employees (for convergent validity and confirmatory factor analysis) from the managerial ranks in Iran Alloy Company, who were selected by random stratified sampling method. In order to compile the situations and answer options of the test, the opinions of experts were used and the validity of the test was investigated using correlation methods, goodness of fit study, factor analysis, and reliability analysis.

In order to investigate the validity of the situational judgment test of mental toughness several methods were used. The exploratory factor analysis with principal components method and varimax rotation, as expected, suggested a structure based on five subscales including "Attention control", "Emotion control", "Utilization of feedback", "Task persistence" and " goal attainment". Confirmatory factor analysis showed the researcher’s hypothesis that the structure is based on five components is confirmed. Also, convergent validity was confirmed by its correlation with the scores of mental toughness in the assessment center. Evaluation of internal consistency of scale by Cronbach’s alpha method and correlation of each question with the total score showed that questions of this scale have acceptable internal consistency.

 The research findings showed situational judgment test of mental toughness is composed of five factors and acceptable validity and reliability. Consequently, it can be applied to measure the mental toughness of employees in complex organizational situations. This research has provided promising fields for studies that measure and develop employees’ mental toughness in the workplace.

The main purpose of this study was to investigate the effect of weekend activity on job satisfaction with the mediating role of job stress, psychological well-being and job self-efficacy among nurses at Yahya Nejad Babol Hospital, Mazandaran Province.

This research is descriptive-survey in nature and applied in terms of purpose and the method of data collection is survey research method. The statistical population of this research consisted of nurses in Shahid Yaheinejad Hospital in Mazandaran province, with 182 nurses. In order to determine the minimum required sample size, one class was calculated from Krejcie and Morgan's table by stratified random sampling method of each education area, and 118 nurses were selected as the sample size but according to the ratio of the direction and rounding up, the total number of samples was 122 nurses. The standard questionnaire of Weekend activity Jeong et al. (2020), job stress Osipow & Spokane, (1987), psychological well-being Ryff et al. (2008), job self-efficacy Riggs & Knight (1994) and job satisfaction Smith et al. (1969). Structural validity, convergent validity and divergent validity were used to assess validity, and combined reliability (CR) and Cronbach's alpha coefficient were used to calculate reliability. To analyze the data, confirmatory factor analysis and structural equation modeling were used.

The results showed that weekend activity has a significant negative effect on job stress (t=30.76, β=-0.87), job stress has a significant negative effect on psychological well-being (t=59.02, β=-0.94) and job self-efficacy (t=2.36, β=-0.44). psychological well-being has a significant positive effect on job self-efficacy (t=2.37, β=0.43), and both psychological well-being (t=3.001, β=0.45) and job self-efficacy (t=2.54, β=0.42) have a positive significant positive effect on employee job satisfaction.

According to the results that showed the importance of weekend activity on the emotional and behavioral reactions of employees in the workplace, it is therefore suggested that decisions be taken in order to provide conditions for nurses to spend the weekend with activities appropriate to their mood.

Nervous activities are influenced by people's relationships and if there are good relationships between individuals, favorable relationships will also be formed between nerves. In order to improve the performance of organizations, the aim of the current research was to identify the components of leadership based on neuroscience.

This research is based on the practical purpose and in terms of the type of mixed method. In the first part, the statistical population is all the texts related to neuroscience-based leadership, and in the second part, the statistical population is the experts in the field of neuroscience-based leadership studies, 15 experts were selected by purposive sampling and according to the nature Their opinions were used to confirm the components. Then, the sample T-Tech test was used to determine the components of leadership.

According to experts, 15 components of creating new challenges and encouraging them, empathy, creating space for positive experiences, ethical behavior in decision-making, giving hope, freedom of action, mutual trust, constructive and intimate communication, transparency, support, enthusiasm and enthusiasm, providing performance feedback, designing reward system, appreciation and justice were identified.

A leader based on neuroscience by stimulating the behavioral components leads to the positive release of hormones in the brains of employees and in this condition we witness the emergence of behaviors such as creativity, participation, commitment and organizational belonging and promotion of organizational identity, etc. and as a result the influence of the leader It increases in the heart and behavior of employees.

The concept of job burnout is described as a complex and long-term response to chronic emotional and interpersonal stress in the workplace, characterized by specific symptoms. It is noted that job burnout can have negative effects on individuals' emotional, mental, and physical health, as well as their work-related behaviors. The present study was conducted with the aim of Examining the relationship between job burnout, personality traits, and cognitive distortions with the mediating role of emotional regulation difficulties and cognitive fusion among nurses. )McCrae & Costa Jr, 1992(.

This study is a quantitative research using structural equation modeling and descriptive research of the correlational type. The population consists of all nurses with over two years of experience in government hospitals in Kurdistan province in 2022. The sample size was estimated using the Kline method and 234 participants were chosen. The Big Five Personality Traits Questionnaire (McCrae & Costa Jr, 1992), Emotion Regulation Difficulty Scale (Gratz & Roemer, 2004), Cognitive Fusion Questionnaire (Gillanders et al., 2010), Cognitive Distortions Scale (Abdullahzadeh, 2010) and Job Burnout Scale (Maslach & Jackson, 1981), were used for data collection. Data were analyzed using structural equation modeling with Amos-22 software.

The findings of this study indicate that the model of examining job burnout based on personality traits and cognitive distortions with the mediating role of emotion regulation difficulties and cognitive fusion fits well in nurses. Cognitive distortions (p<0.01, t=8.23), Neuroticism (p<0.01, t=5.91), emotion regulation difficulties (p<0.01, t=2.85), and cognitive fusion (p<0.01, t=2.94) have a direct and significant positive effect, while openness (p<0.01, t=-3.14) and conscientiousness (p<0.01, t=-3.75) have a direct and significant negative effect on job burnout. The results of the Sobel test showed that the indirect effect of Neuroticism (p<0.05, β=0.11) and cognitive distortions (p<0.05, β=0.07) on job burnout through emotion regulation difficulties is positive and significant. Additionally, the indirect effect of cognitive distortions (p<0.05, β=0.16) on job burnout through cognitive fusion is positive, while the indirect effects of extraversion (p<0.01, β=-0.33) and conscientiousness (p<0.01, β=-0.13) on job burnout through cognitive fusion are negative and significant.

In this regard, selecting employees according with personality traits and cognitive abilities, along with reducing the difficulty of emotional regulation and cognitive fusion, creates a basis for reducing job burnout.

In today's challenging work environment, development is very important for employees, and they must learn to both improve themselves and maintain their physical and mental health and well-being; so, the aim of this study was to examine the relationship between family support and psychological well-being through the mediating role of work-family experiences and thriving at work and moderating role of work-family boundary management in Yazd University of Medical Sciences.

The method of this study is practical in term of purpose and descriptive survey in term of data collection. The statistical population of the present study was the headquarters employees of Yazd University of Medical Sciences (250 people), using Cochran's formula, 156 people were selected through simple random sampling method. The instrument for collecting field data in this research was standard questionnaires; including the psychological well-being questionnaire from the study of Ryff & Singer (2003); the thriving at work questionnaire from the study of Imran et al. (2020); the work-family conflict questionnaire from the study of Grzywacz & Marks (2000); work-family enrichment questionnaire and family support questionnaire from the study of Neneh (2017); and the work-family boundary management questionnaire from the study of Kreiner (2006); that, the validity of the questionnaires was confirmed using the opinions of a number of experts in this field, and Cronbach's alpha coefficient and composite reliability were used to determine the reliability of the measurement instrument. The analysis method used in this research was the structural equation modeling technique.

The results of the research showed that Family support has a positive and significant effect on work-family enrichment (β = 0.410, t= 6.330); also, work-family conflict has a negative and significant effect on thriving at work (β = -0.164, t= 2.026); also, work-family enrichment has a positive and significant effect on thriving at work (β = 0.522, t= 8.349); and work-family enrichment has a mediating role in the relationship of family support and thriving at work (β = 0.214, t= 4.284); and , thriving at work has mediating role in the relationships of work-family conflict and work-family enrichment with psychological well-being (β = -0.083, t= 1.969) and (β = 0.264, t= 4.942); and finally, work-family boundary management does not have a moderating role in the relationships of family support with work-family conflict and work-family enrichment (β = 0.080, t= 1.267) and (β = -0.002, t= 0.028).

According to the results of this research, it is suggested to managers, when developing plans to create a work environment of thriving, a more balanced approach that pays attention to both positive experiences in the family and positive experiences in the work environment; according to the socially embedded model of thriving, employees achieve thriving at work, who pay attention to the social interactions that take place between the family and the work environment, and the employees overcome their anxiety and depression through the vitality gained and improving their psychological well-being is helped.

Recently, a new approach has emerged in management science that is related to positive psychology and is called positive organizational knowledge. Researchers in this field are interested in what enables people to be more flexible in times of crisis. One of these issues is employee energy, which is defined as the physical or mental response people have, voluntarily or involuntarily, to an event. Therefore, the purpose of this research is to develop a model of employee energy in the workplace.

The qualitative approach of thematic analysis (TA) based on the Braun and Clarke method was used to identify the antecedents, consequences, dimensions, and components of the model under study. The statistical population of the study included all articles and books available in the field, selected according to the principle of purposeful sampling method. The library study method, including the review of books and articles, was used to collect information on theoretical foundations and research literature on the research topic. The review method was used by a researcher colleague to check validity, and the P-Scott coefficient was used to measure reliability.

The general results of this research were extracted as 64 basic themes, 11 organizing themes, and 3 overarching themes The results of the research showed that the themes (psychological characteristics, job characteristics, leadership style, effective communication, and lifestyle) determined as drivers of employees' energy, (physical energy, emotional energy, cognitive energy, and spiritual energy) were determined as dimensions and components of employees' energy, and (primary and secondary outcomes) were determined as consequences of employees' energy.

Focusing on the concept of energy at different levels in organizations provides managers with valuable information about the energy status of employees. As a result, when there is a high level of employee energy in an organization, the employees will motivate other members by continuously trying to achieve the goals, and this issue has positive consequences for the individual and organization.

The coaching style is considered a kind of supportive and encouraging relationship in organizations and is formed in the context of interactions and close relationships and can influence organizational citizenship behaviors. Also, organizational citizenship behaviors increase performance, commitment, and job satisfaction through influencing the internal factors of the organization and reducing destructive organizational behaviors and attitudes. Based on this, the aim of the present study was to investigate the mediating role of organizational citizenship behavior in the relatonship of perceived coaching style and workplace deviant behaviors.

Type of research was descriptive-correlation and the statistical population consisted of 3237 teachers of Kashan city by using Cochran's formula and stratified random sampling method. 315 teachers were selected as research sample. The instrument consisted of three questionnaires of coaching by Mc Lean et al (2005), deviant behavior by Bennett & Robinson (2000) and organizational citizenship behavior by Organ & Kanovsky (1989). In order to confirm the questionnaire's validity, face validity and construct validity were used. Data analysis of the research was done using AMOS and SPSS software.

The results showed that the mean variable of coaching style and organizational citizenship behavior is higher than average and the deviant behaviors of teachers is lower than average. Also, the total effect of coaching on deviant behavior was negative and meaningful, the effect of citizenship behavior on deviant behavior was negative and significant and the effect of coaching on citizenship behavior was positive and significant. The mediating role of citizenship behavior in effect of coaching on deviant behavior was significant and confirmed.

Based on the results, it can be said that with the appropriate leadership style, mutual trust and commitment are formed between the individual and organization. The organization also seeks personal and professional growth and development of individuals, and individuals mutually seek to achieve organizational goals, even with behaviors are voluntary, less deviant behaviors will be seen in the organization.

This research was conducted with the aim of investigating the effectiveness of stress management training on job stress and self-efficacy by controlling the neurotic personality of call center employees of Irancell Company in 2023

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 employees of the call center of Irancell Company in Mashhad in 1402, among whom 30 employees were selected by available sampling method and randomly placed in two experimental and control groups (15 people in each group). The experimental group underwent 8 sessions of 90-minutes stress management training, and the control group did not receive any intervention until the end of the study. The research tools included self-efficacy (Sherer et al., 1982), job stress (Orly and Girdano, 1980) and neuroticism (Costa and McCree, 1992) questionnaires. Research data were analyzed using multivariate covariance analysis and SPSS-27 software.

The results of the research showed that stress management training is effective on occupational stress and self-efficacy by controlling the personality traits of Mashhad call center employees (P<0.05).

The results of the research indicate that stress management training leads to an increase in self-efficacy and a reduction in occupational stress of the call center employees of Irancell Company in Mashhad. According to the obtained results, it seems that holding stress management training courses to create more adaptability and manage stressful conditions in work environments, as well as improve and increase the mental health of employees, and as a result, improve organizational quality and productivity, on a regular basis recommended for employees.

Small businesses form an integral part of dynamic economies, with the difference that most economic theories have traditionally focused on firm, industry, and market dynamics, and have paid less attention to the economic importance of small businesses. In the existing literature about digital marketing, there is no comprehensive theoretical framework that is agreed upon by everyone. The aim of the current research is to provide a digital marketing model in modern businesses based on the needs of the retail market and guilds of Isfahan city in order to improve business results.

The method of this research was qualitative. The statistical population of the qualitative
section was the experts and business managers and marketing professors of Isfahan province, among them a sample of 14 people was selected with a purposeful snowball sampling method and an in-depth and semi-structured interview was conducted with them. These data have been analyzed by grounded theory method. To achieve this goal, the data collected from the interviews were first coded, which eventually formed the main body of the theory and the model for digitizing marketing.

Based on the qualitative analysis and data method of the foundation, 145 concepts have been identified in the form of 6 main themes, including: 1) Factors affecting the digitization of marketing or causal conditions (including 3 organizer themes, 6 basic themes and 16 concepts), 2) The structure of digitalization of marketing or central phenomenon (including 1 organizing theme, 5 basic themes and 15 concepts), 3) areas affecting the digitization of marketing or contextual conditions (including 3 organizing themes) 7 basic themes and 22 concepts), 4) intervention factors affecting the digitization of marketing or intervening conditions (including 3 organizing themes, 8 basic themes and 25 concepts), 5) marketing digitization strategies or Strategies and strategies (including 5 organizing themes, 14 basic themes and 39 concepts) and 6) Consequences of marketing digitization or consequences (including 4 organizing themes, 10 basic themes and 28 concepts) are categorized. These concepts in relation to each other have created the conceptual model of research.

Considering the many advantages of digital marketing, managers should emphasize digital marketing research in order to understand the needs and demands of customers and to understand the strengths and weaknesses of competitors. So for pioneering development, organizations should plan to improve digital marketing strategies because increasing customer loyalty affects customer preferences and decisions.