فهرست مطالب
نشریه پژوهش های روان شناختی در مدیریت
سال دهم شماره 3 (پیاپی 20، پاییز 1403)
- تاریخ انتشار: 1403/07/01
- تعداد عناوین: 6
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صفحات 9-33
پدیده بدتنظیمی هیجانی به ناتوانی افراد در کنترل هیجانات خود و عدم پاسخگویی مناسب در موقعیت پرچالش اشاره دارد که شناخت آن و راهکار های برطرف کردن آن برای سازمان ها از اهمیتی زیاد برخوردار است؛ از این رو، پژوهش حاضر با هدف شناسایی و گردآوری پیشایند ها و پسایند های پدیده بدتنظیمی هیجانی در سازمان های دولتی انجام شده است. این پژوهش از نظر هدف کاربردی و از نظر نحوه گردآوری اطلاعات توصیفی و از نوع پیمایشی محسوب می شود. پژوهش حاضر از لحاظ نوع شناسی در زمره پژوهش های آمیخته با رویکرد کیفی و کمی در پارادایم قیاسی استقرایی است. جامعه آماری پژوهش مدیران و کارکنان در سازمان های دولتی هستند که 20 نفر از آن ها بر اساس اصل کفایت نظری و با استفاده از روش نمونه گیری هدفمند انتخاب شده اند. ابزار گردآوری اطلاعات در بخش کیفی مصاحبه و در بخش کمی پرسشنامه است. در این پژوهش، برای تحلیل داده ها در بخش کیفی از روش تحلیل محتوا و کدگذاری با نرم افزار اطلستی استفاده شد. یافته ها نشان داد روان رنجوری و روان گسیختگی، اختلال شخصیت مرزی و دمدمی مزاج، ناتوانی در خودتنظیمی و خودتعیین گری از جمله مهمترین پیشایندهای بدتنظیمی هیجانی و مخاطره برای بهداشت هیجانی، پریشانی هیجانی، فرسودگی هیجانی و تکانشگری از جمله مهمترین پسایندهای بدتنظیمی هیجانی هستند.
کلیدواژگان: تنظیم هیجانی، بد تنظیمی هیجانی، مدیریت هیجانی در سازمان -
صفحات 35-57
سوگیری خوش بینی به عنوان یکی از رایج ترین خطاهای شناختی در مدیریت پروژه معرفی شده است. مطالعات مدیریت پروژه در کشور جنبه های شناختی موثر در تصمیم گیری را کمتر بررسی کرده اند؛ از این رو، در مطالعه حاضر به منظور افزایش آگاهی مدیران در رابطه با اهمیت شناخت خطاهای شناختی در زمان تصمیم گیری، پروژه متروی قم به عنوان یک مطالعه موردی انتخاب و بررسی شد. نمونه هدفمند از میان مدیران پروژه شامل کارفرما، مشاور و پیمانکار انتخاب شد. به منظور طراحی پرسشهای هدفمند برای مصاحبه، نیاز بود پژوهش روی ابعاد مستعد سوگیری خوش بینی متمرکز شود؛ از این رو، ابتدا، بر اساس تحلیل مضمون، پیکره دانشی مدیریت پروژه، مولفه های دارای پتانسیل برخورداری از سوگیری خوش بینی کشف شدند. سپس، با طراحی پرسشهای مصاحبه در زمینه مولفه های دارای پتانسیل برخورداری از سوگیری خوش بینی، داده ها به روش مصاحبه های نیمه ساختاریافته به دست آمد. با تحلیل مضمون متن مصاحبه ها، مولفه های مستعد برخورداری از این خطای شناختی شناسایی شدند. به منظور تجزیه و تحلیل متون، از نرم افزار MAXQDA 22.6.0 استفاده شد. تحلیل مصاحبه ها از وجود سوگیری خوش بینی در توجیه پذیری، ریسک، زمان و هزینه پروژه مورد مطالعه نشان داشت. همچنین، مبانی برآورد، تغییرات، موفق خواندن پروژه و پذیرش محصول از دیگر مولفه های مستعد برخورداری از سوگیری خوش بینی در این پروژه بودند. پروژه های زیرساختی کشور تحت تاثیر سوگیری خوش بینی هستند. این مطالعه کیفی است و در رابطه با میزان شدت اثرگذاری این خطای شناختی اظهارنظر نکرده است. به منظور اندازه گیری شدت این اثر، انجام مطالعات کمی پیشنهاد شده است.
کلیدواژگان: تحریف راهبردی، توجیه پذیری، خطاهای شناختی، زمان، مدیریت پروژه، هزینه -
صفحات 59-83
ذهن آگاهی به عنوان مفهومی چندوجهی، به طور گسترده در حوزه های علوم اعصاب و علوم شناختی مطالعه شده و تاثیری چشمگیر بر ابعادی مختلف مانند توجه، کنترل شناختی، تصمیم گیری و سلامت روانشناختی داشته است. در مقابل، ایده های کسب وکار نوآورانه نقش حیاتی در ایجاد شرکت های اثربخش ایفا می کنند. این پژوهش با هدف بررسی تاثیر ذهن آگاهی و ناگویی هیجانی بر کیفیت ایده های کسب وکار جدید انجام شد. روش پژوهش توصیفی از نوع همبستگی بود. نمونه آماری شامل 64 نفر از کارآفرینان بالقوه بود. یافته ها نشان داد ذهن آگاهی به طور مثبت با نوآوری ایده ها و به طور منفی با امکان پذیری آن ها همبستگی دارد. این نتایج بیانگر این است که افزایش سطح ذهن آگاهی ممکن است به کاهش خلاقیت در ایده ها منجر شود؛ اما در عین حال، امکان پذیری آنها را افزایش دهد. ناگویی هیجانی تاثیری مستقیم بر کیفیت ایده ها نداشت؛ اما تعامل آن با ذهن آگاهی به طرزی معنادار بر نوآوری ایده ها تاثیرگذار بود. تحلیل واریانس (ANOVA) و رگرسیون نیز نتایج بالا را تایید کردند. این پژوهش بر پویایی پیچیده بین ذهن آگاهی، ناگویی هیجانی و فرمول بندی ایده های کسب وکار جدید تاکید دارد.
کلیدواژگان: ذهن آگاهی، ناگویی هیجانی، ایده کسب وکار جدید، کارآفرینی -
صفحات 85-110
پژوهش حاضر با توجه به اهمیت زیاد نقش آفرینی زنان در مشاغل مدیریتی و نیز نقش کلیدی مدیران فروش در موفقیت سازمان ها، رابطه نیازهای اساسی روان شناختی، سرسختی روان شناختی و سبک های مقابله با فشار روانی با موفقیت مدیران زن بیمه ایران در شهر اصفهان را بررسی می کند. پژوهش از نظر هدف کاربردی و از نظر گردآوری داده ها از نوع توصیفی - همبستگی است. جامعه آماری شامل مدیران فروش زن بیمه ایران در شهر اصفهان بود و نمونه پژوهش با روش نمونه گیری در دسترس انتخاب شد. برای گردآوری داده ها از پرسشنامه های استاندارد استفاده شد. برای تحلیل داده ها از روش های آماری توصیفی و استنباطی و نرم افزار SPSS24 استفاده شد. یافته های پژوهش نشان داد متغیرهای نیازهای روان شناختی، سرسختی روان شناختی و سبک های مقابله با فشار روانی به عنوان متغیرهای پیش بینی کننده موفقیت مدیران زن فروش نقش دارند. از میان انواع نیازهای روان شناختی، فقط نیاز به آزادی با موفقیت مدیران فروش، رابطه ای معنادار را نشان داد. همچنین، همه ابعاد سرسختی روان شناختی همبستگی مثبتی با موفقیت مدیران زن فروش دارند و نیز از میان سبک های مقابله با فشار روانی، فقط سبک مقابله مساله مدار همبستگی مثبت معناداری را با موفقیت مدیران زن فروش نشان داده است و سبک های مقابله ای هیجان مدار و مساله مدار با موفقیت مدیران فروش رابطه ای معنادار ندارند. لذا می توان نتیجه گرفت نیازهای اساسی روان شناختی، سرسختی روان شناختی و سبک های مقابله با فشار روانی به عنوان متغیرهای پیش بینی کننده موفقیت مدیران زن در حوزه فروش نقش ایفا می کنند.
کلیدواژگان: نیازهای اساسی روان شناختی، سرسختی روان شناختی، سبک های مقابله با فشار روانی، موفقیت شغلی -
صفحات 111-133
کارکنان مشکل آفرین همه جا هستند و پیامدهایی مخرب را برای سازمان ها به همراه دارند. هدف اصلی پژوهش حاضر بررسی تاثیر سبک رهبری پدرسالارانه بر مدیریت کارکنان مشکل آفرین با توجه به نقش میانجی توانمندسازی روان شناختی و بهزیستی روان شناختی کارکنان است. روش پژوهش بر اساس هدف، کاربردی و براساس ماهیت روش، توصیفی - همبستگی و از نظر گردآوری اطلاعات، پیمایشی است. جامعه آماری شامل مدیران سازمان های دولتی شهر ایلام که با استفاده از روش نمونه گیری تصادفی ساده، در مجموع 234 نفر انتخاب شدند. ابزار گردآوری داده ها پرسشنامه استاندارد است. ابزار تجزیه و تحلیل اطلاعات نیز الگویابی معادلات ساختاری است. نتایج نشان می دهد رهبری پدرسالارانه بر مدیریت کارکنان مشکل آفرین تاثیری مثبت و معنادار دارد. همچنین، متغیرهای توانمندسازی روان شناختی و بهزیستی روان شناختی نیز نقش متغیر میانجی را دارند. رهبری پدرسالارانه تاثیری جالب توجه بر مدیریت کارکنان مشکل آفرین دارد و این تاثیر با وجود توانمندسازی روان شناختی و بهزیستی روان شناختی کارکنان تقویت می شود. رهبران پدرسالار با ایجاد ارتباط انسانی و تقدیر، حمایت و توجه به نیازها، تشویق به توازن کار - زندگی و ایجاد فرهنگ سازمانی مثبت، می توانند به توانمندسازی و بهزیستی روان شناختی کارکنان و بهبود عملکرد سازمانی کمک کنند.
کلیدواژگان: کارکنان مشکل آفرین، رهبری پدرسالارانه، توانمندسازی روانشناختی، بهزیستی روانشناختی -
صفحات 135-160
استقلال شغلی به کارکنان این فرصت را می دهد تا در محل کار تصمیم بگیرند و درباره آنچه قصد انجام آن را دارند، رای و نظر داشته باشند. عدالت سازمانی به ادراک ذهنی افراد از انصاف سازمان در تخصیص منابع، پاداش ها و تنبیه ها اشاره می کند. همچنین، بهزیستی شغلی به وضعیت سلامت و رفاه روانی و جسمی ناشی از پویایی در داخل و خارج از محل کار گفته می شود. هدف از انجام این پژوهش بررسی اثر عدالت سازمانی بر بهزیستی شغلی معلمان با میانجیگری استقلال شغلی در معلمان ابتدایی شهر همدان بود. روش پژوهش توصیفی از نوع مطالعات همبستگی بود. جامعه آماری پژوهش شامل معلمان ابتدایی شهر همدان به تعداد 1748 نفر در سال تحصیلی 98-1397 بود که نمونه ای به تعداد 316 نفر به روش تصادفی - طبقه ای نسبی از آن انتخاب شد. برای جمع آوری داده ها، از پرسشنامه های بهزیستی شغلی پارکر و هاییت (2011)، عدالت سازمانی نیهوف و مورمن (1993) و استقلال شغلی مورگسون و هامفری (2006) استفاده شد. روایی پرسشنامه ها با بهره گیری از روایی سازه و با فن تحلیل عاملی تاییدی تعیین شد. برای تعیین پایایی پرسشنامه ها، از روش آلفای کرونباخ استفاده شد. تحلیل داده های پژوهش با آزمون های آماری ضریب همبستگی پیرسون و تحلیل مسیر تاییدی و با استفاده از نرم افزار LISREL 3.50 انجام شد. یافته های پژوهش نشان داد عدالت سازمانی دارای اثر مثبت و معنادار بر بهزیستی شغلی و استقلال شغلی دارای اثر مثبت و معنادار بر بهزیستی شغلی بود. عدالت سازمانی نیز دارای اثر مثبت و معنادار بر استقلال شغلی بود. همچنین، عدالت سازمانی به واسطه استقلال شغلی دارای اثر غیرمستقیم، مثبت و معنادار بر بهزیستی شغلی بود.
کلیدواژگان: بهزیستی شغلی، عدالت سازمانی، استقلال شغلی، آموزش و پرورش، معلمان ابتدایی، همدان
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Pages 9-33Purpose
Humans are the most important sources of sustainability and development in organizations, and they are always full of different emotions. In a basic description, emotions are considered simple, pleasurable emotions, and positive and negative arousals. With broader explanations, emotions are considered a complex and organized family under meaningful hierarchies. Emotions and moods are pervasive phenomena that cover almost all of a person's waking moments and inner feelings. People can control many aspects of the emotional process, including how to direct attention through emotion, shape emotional experience through cognitive evaluation, and the physiological consequences of emotion; These and other methods through which people manage their emotions generally refer to emotion regulation. Inconsistent emotional regulation strategies may endanger a person's mental health and well-being. Distortion of behavioral systems affects how people regulate their emotions and prevents the use of appropriate emotion regulation strategies. Emotional dysregulation refers to a situation in which there are negative feelings, tension, discomfort, and emotional imbalance in the work environment. The phenomenon of emotional dysregulation refers to the inability of people to control their emotions and the lack of appropriate response in a challenging situation, which is of great importance for organizations to know and solve it; Therefore, the current research was conducted to identify and collect the antecedents and consequences of the phenomenon of emotional dysregulation in government organizations.
Design/Methodology/Approach:
This research is applied in terms of purpose and descriptive and survey in terms of data collection method. In terms of typology, the current research is one of mixed research with qualitative and quantitative approaches in the comparative inductive paradigm. The statistical population of the research is managers and employees in government organizations, 20 of whom were selected based on the principle of theoretical adequacy and using the purposeful sampling method. The tool for collecting information is an interview in the qualitative part and a questionnaire in the quantitative part. In this research, the content analysis method and coding with Atlas software were used to analyze the data in the qualitative part. To check the validity and reliability of the data collection tool in the qualitative part, content method, theoretical validity, and intra-coder-inter-coder reliability were used, and its reliability was confirmed with a coefficient of 0.86. Also, the validity and reliability of the data evaluation and measurement tool in the quantitative part were content validity and retest reliability, with a coefficient of 0.78 indicating the reliability of the questionnaires.
FindingsBased on the results obtained from the qualitative part of the research, the identified antecedents include lack of emotional intelligence, inability to self-regulate and self-determine, organizational trauma, cognitive-behavioral dissonance, lack of mindfulness skills, inability to manage anger, inability to personality flexibility and adaptability, neuroticism and psychoticism, individual's emotional schemas and borderline personality disorder and capriciousness. Also, the identified sequelae of emotional dysregulation include emotional distress, the phenomenon of obsessive-compulsive disorder, the risk to emotional health, emotional exhaustion, the phenomenon of abnormal organizational behavior, personality and behavioral disorder, impulsivity, rumination, mental and intellectual arthritis, reduction productivity and personal efficiency.Discussion and
ConclusionAmong the predisposing factors of emotional dysregulation, neuroticism and psychosis with an influencing capacity of 12.193, influencing power of 12.2, and central index of 25.14 have been identified as the most important predisposing factors, and after that, disorder borderline personality and capriciousness, inability to self-regulate and self-determination, respectively, were identified as other important factors. Also, among the negative factors of emotional dysregulation, the risk to emotional health with an influence power of 11.27, influence power of 13.47, and central index of 24.74 was identified as the most important negative factor of emotional dysregulation and after that, emotional distress and impulsivity, respectively, were identified as other consequences of emotional dysregulation
Keywords: Emotional Regulation, Emotional Dysregulation, Emotional Management In The Organization -
Pages 35-57Purpose
Decisions made regarding different dimensions of projects may be influenced by people's mentality. Optimism bias has been introduced as one of the most common cognitive biases in project management. Recent developments in behavioral sciences have caused a paradigm shift in many fields, including project management and forecasting. In recent years, based on sociology and psychology, psychological and political prejudices have been introduced as the main reasons for forecast deviations. More than two decades have passed since the introduction of this cognitive error and the investigation of its effects in the project management community. However, project management studies in our country still face a lack of practical research on cognitive aspects that are effective in decision-making. Therefore, to increase managers' awareness regarding the importance of recognizing cognitive biases during decision-making, the researchers of the present study chose the Qom Metro project as a case study and discovered the dimensions affected by this cognitive bias.
Design/Methodology/Approach:
The present study aimed to enhance the understanding of the impact of optimism bias on an infrastructure project by elucidating and interpreting the participants' perspectives. Through the experiences shared by the participants, an effort was made to identify the dimensions influenced by optimism bias in the Qom Metro project. Therefore, the study adopted an inductive approach. Qualitative data were utilized to uncover and comprehend the viewpoints of individuals to elucidate the subject matter. The targeted sample for this study consisted of project managers from various roles, including the employer, consultant, and contractor. To formulate specific interview questions, the research focused on dimensions susceptible to optimism bias. Initially, the sixth edition of the Project Management Body of Knowledge (PMBOK 6th edition) was scrutinized based on the definition of optimism bias to identify components prone to this bias. Subsequently, interview questions were structured around themes likely to be affected by optimism bias to capture the interviewees' lived experiences. Through semi-structured interviews, insights on the relevant topic were gathered from the participants. The analysis of the interview content revealed components vulnerable to this cognitive bias. To validate the research findings, the identified themes were presented to the interviewees in a questionnaire format, and an average agreement coefficient of 78% was achieved by aligning the participants' responses with the identified themes. MAXQDA 22.6.0 software was employed for text analysis.
FindingsThe analysis of the interviews revealed the presence of an optimism bias in the justification, risk, time, and cost of the project under study. The signs of optimism bias in the project's justification were evident in the subjects' optimism towards the determination of benefits, optimism in preliminary studies, and optimism towards the project's continuation. The analysis of the interviews revealed that in addition to optimism towards risk management, the two processes of identifying and responding to risks were also influenced by cognitive bias. Signs of optimism bias towards time and cost were categorized as "initial estimate" and "within the project". Accepting change without sufficient investigation and underestimating the changes are signs of optimism bias in the changes. Also, estimation basics, project success, and product acceptance were among the other components showing an influential sign of optimism bias. From a psychological perspective, optimism bias is defined as an unintentional deception. However, in political-economic explanations, strategic misrepresentation is considered a deliberate deception. In the present study, the most significant indicators of strategic misrepresentation were observed in the time component. The justification of the project also exhibited signs of being influenced by this political-economic explanation.Discussion and
ConclusionNumerous studies have concluded that the effectiveness of infrastructure projects is influenced by optimism bias. The current research shows that the country's infrastructure projects are also affected by optimism bias. The data in this study is qualitative and does not assess the severity of this cognitive bias in each component. Justifiability is likely more affected by optimism bias than other components. A mistake in justification not only leads to the initiation of a wrong project but also an escalation of commitment during the project. The simultaneous influence of some components by optimism bias can amplify its destructive effects. This case study did not uncover the presence of optimism bias in certain components with potential effectiveness, such as resources. Discovering purposeful changes in estimates to achieve strategic goals is prohibited because intentional errors indicate non-compliance with professional ethics in project management. After conducting research, explaining the topic to the interviewees revealed that they are not aware of the possibility of influencing psychological factors, such as optimism bias, in predictions. The research findings suggest changing the conventional estimation approach, establishing binding frameworks, and raising awareness about the importance of bias removal to enhance accuracy and improve project planning.
Keywords: Cognitive Bias, Cost, Feasibility, Optimism Bias, Project Management, Strategic Misrepresentation, Time -
Pages 59-83Purpose
The impact of mindfulness has been thoroughly examined across various disciplines, including neuroscience and cognitive science, demonstrating significant effects on elements such as attention, cognitive control, decision-making, and mental well-being. Concurrently, the importance of innovative business concepts is crucial in constructing efficient enterprises. As a result, there has been a continuous effort to enhance entrepreneurial processes in recent years. This research investigates the role of mindfulness and alexithymia in the generation of new business ideas. The results of this research can help to develop new approaches in entrepreneurship education and design psychological intervention programs and help entrepreneurs in improving ideation processes. Also, this study is trying to provide a foundation for further research in this field by increasing knowledge in this field.
Design/Methodology/Approach:
The research method is a survey, and in a specific sample, research hypotheses have been tested. Data were collected through self-report questionnaires, which include valid scales to measure the desired variables. The research is cross-sectional; This means that the data were collected at a specific point in time. This selection allows to examine the current state of psychological variables and their impact on the quality of business ideas. The questionnaires included valid and standard scales for measuring the variables of mindfulness and emotional ataxia. Five-faceted Mindfulness Questionnaire (FFMQ) was used to measure mindfulness, and Toronto Ataxia Scale (TAS-20) was used to measure ataxia. With the purposeful sampling method, 64 potential entrepreneurs, people with experience or interest in the field of entrepreneurship were selected for the study, and study correlation between mindfulness and alexithymia with the dimensions of generation of new business ideas. Data analysis using quantitative statistical methods, including Pearson correlation analysis, multiple regression analysis and analysis of variance (ANOVA), which was done using SPSS and AMOS statistical software. Also, the structural equation model (SEM) has been used to investigate the relationships between variables and to test research hypotheses. All stages of this research have been carried out in compliance with the ethical principles of research. The participants voluntarily participated in the research and their information was kept confidential and anonymous.
FindingsThe findings of the research showed that mindfulness has a significant effect on the innovation of ideas and their feasibility. Specifically, heightened mindfulness leads to an improved feasibility of ideas, Findings The findings of the research showed that mindfulness has a significant effect on the innovation of ideas and their feasibility. Specifically, heightened mindfulness leads to an improved feasibility of ideas, albeit causing a minor decline in their innovation factor. On the other hand, the research found no significant correlation between alexithymia and the study's dependent variable, suggesting that alexithymia may not play a substantial role in the development of new business ideas. In other words, increasing the characteristic of mindfulness can lead to a decrease in innovation and an increase in the feasibility of idea generation, which confirms the first and second hypotheses of the research. However, the third research hypothesis was rejected due to the absence of a significant relationship. These findings underscore the complex interplay between mindfulness, alexithymia, and the generation of new business ideas, offering a new perspective on the psychological factors influencing entrepreneurship.
Discussion and ConclusionOne of the main innovations of this research is the investigation of the effect of two important psychological factors, i.e. mindfulness and alexithymia, on the ideation process of new businesses. This research has analyzed the complex relationships between these changes by presenting a structural equation model (SEM). Also, using Augmented Information Technology (AR) to develop ideation is another innovative aspect of this research that adds to its results. The findings of this research can have many practical applications in the fields of entrepreneurship and business management, including developing educational programs, designing psychological interventions, and supporting policies.This research is limited to a few theoretical bases and a specific time and place area, making the implementation of the research possible. Among other things, the study was focused on a specific group of entrepreneurs and idea producers, the measurement of mindfulness, cognitive control and the quality of the new business idea was done based on self-expression and subjective judgment tools, this research dealt with the types of new business ideas and their sources as a whole. is, previous researches have shown that many other variables affect the quality of the idea that may not have been considered in this research and should be investigated in more researches.
Keywords: Mindfulness, Emotional Ataxia, New Business Idea, Entrepreneurship -
Pages 85-110Purpose
The role of women in management, especially in sales, has gained increasing significance in modern organizations. Sales managers are crucial in driving organizational success, and understanding the psychological factors contributing to their career success is essential. This study explores the relationships between basic psychological needs, psychological hardiness, and stress coping styles with the career success of female sales managers in the Iranian insurance industry. The goal is to identify how these psychological factors predict the career success of women managers in a dynamic and demanding sales environment.
Design/Methodology/Approach:
This research utilizes a descriptive-correlational design to examine the predictive relationships between the variables. The statistical population includes all female sales managers at Iran Insurance in Isfahan, and a sample size of 105 managers was determined using an available sampling method, based on Cochran’s formula. Data was gathered using standardized questionnaires to assess basic psychological needs, psychological hardiness, stress coping styles, and career success. The data analysis was conducted using SPSS24 software, employing descriptive statistics to summarize the data and inferential statistics, including Spearman’s correlation and multiple linear regression, to examine the relationships between the variables.
FindingsThe study’s results show that psychological factors, such as basic psychological needs, psychological hardiness, and stress coping styles, are significant predictors of career success in female sales managers. Among the basic psychological needs, only the need for freedom was found to have a statistically significant positive relationship with career success. Other psychological needs, such as the need for love and belonging, survival, power, and fun, did not show significant correlations with success. Psychological hardiness, in all its dimensions (commitment, control, and challenge) was positively correlated with the success of female sales managers. The challenge dimension was the strongest predictor, suggesting that managers who view difficult situations as opportunities for growth are more likely to succeed. Regarding stress coping styles, only the problem-oriented coping style showed a significant positive relationship with success. Emotion-oriented and avoidance coping styles were not significantly correlated with success. Managers who adopt a problem-oriented approach tend to address stressors as solvable problems and actively work toward resolving them, leading to enhanced performance and career success.Discussion and
ConclusionThe findings offer valuable insights into the psychological factors influencing the career success of female sales managers. The need for freedom underscores the importance of autonomy and independence in career success, particularly in sales management. Female sales managers who perceive more freedom in decision-making and work processes tend to achieve greater success. Psychological hardiness also emerged as a key factor, with all its dimensions (commitment, control, and challenge) contributing to success. Managers with higher levels of hardiness can better cope with the pressures of the sales environment, perceiving challenges as opportunities rather than threats, maintaining control over their work, and staying committed to their goals despite obstacles. The findings highlight the importance of fostering psychological hardiness and mental toughness among sales managers, as these traits are strongly linked to performance and career success. In terms of stress coping styles, the results support the idea that problem-oriented coping is vital for managerial success. Female sales managers who use this approach manage the inherent stress of their roles more effectively, resulting in better performance. On the other hand, emotion-oriented and avoidance coping strategies do not contribute to success and may hinder performance by failing to address the underlying causes of stress. This research adds to the growing body of literature on career success and psychological factors by focusing on an understudied population (female sales managers in the insurance industry). It emphasizes the need to develop psychological hardiness and problem-oriented coping styles in women managers to improve their career outcomes. In conclusion, the study shows that basic psychological needs, psychological hardiness, and stress coping styles are important predictors of the success of female sales managers. By addressing these factors, organizations can support the career development of women in leadership roles, ultimately contributing to their long-term success and organizational growth.
Keywords: Basic Psychological Needs, Psychological Hardiness, Stress Coping Styles, Career Success -
Pages 111-133Purpose
In every organization, there are staff whose behavior and ethics are different from others and their presence causes harmony in the work environment to be disturbed. It is more difficult to control and manage these employees than other employees. These employees are known as "Difficult Employees" in organizations. The way managers face such people in the workplace is one of the criteria for judging others about managers' managerial abilities and leadership style. One of the new leadership styles in today's era is the patriarchal leadership style. By reducing the distance between himself and the employees, patriarchal leadership creates a sense of trust and effective communication among employees, and by reducing psychological and inappropriate pressures on employees, it leads to a reduction of stress and anxiety in the work environment, and finally, it improves the capabilities of employees in the work environment. The current research seeks to determine the effect of patriarchal leadership style on the management of "Difficult Employees", considering the mediating role of psychological empowerment and psychological well-being of employees.
Design/Methodology/Approach:
The current research is applied in terms of purpose, descriptive-correlative in terms of the nature of the method, and field research (survey) in terms of data collection. The spatial territory of the current research is Ilam City and the statistical community of the current research includes managers (high, middle, and operational) of government organizations in Ilam City, according to the statistics published by the Ilam governorate, their number is equal to 600 people; Therefore, using simple random sampling method, a total of 234 people were selected. The data of this research were collected through a standard questionnaire package, which includes a patriarchal leadership questionnaire with 10 questions, a psychological empowerment questionnaire with 6 questions, a psychological well-being questionnaire with 6 questions, and a problematic employee management questionnaire with 8 questions. The content validity of the questionnaires was confirmed using experts' opinions and its reliability was confirmed using Cronbach's alpha coefficient. The data analysis tool is structural equation modeling.
FindingsThe results show that patriarchal leadership has a direct, positive, and significant effect on the management of "Difficult Employees". Also, patriarchal leadership through the variables of psychological empowerment and psychological well-being has an indirect, positive, and significant effect on the management of "Difficult Employees", and the mediating role of the two variables of psychological empowerment and psychological well-being in the influence of patriarchal leadership on the management of "Difficult Employees" has been confirmed.
Discussion and ConclusionPatriarchal leadership has an interesting effect on the management of problematic employees, and this effect is strengthened by the presence of psychological empowerment and psychological well-being of employees. Patriarchal leaders can help improve the empowerment and the psychological well-being of employees and ultimately, improve organizational performance by creating human relationships, valuing and acknowledging, supporting and paying attention to needs, encouraging work-life balance, and creating a positive organizational culture. Leaders of organizations should spend more time on the work and personal life of their followers and try to create a balance between the work and personal lives of people and in this way, achieve a closer relationship with employees. A closer relationship with employees allows leaders to benefit from the constructive suggestions and opinions of informed employees when necessary. Also, showing attention to employees' family members and helping employees in times of need, including times of illness and financial problems, can establish a better relationship between the leader and the follower. In these situations, employees expect understanding and help from their leaders, and if the leader understands this need, they will get the employee's support, and the employee will rush to the leader's help when needed.
Keywords: Difficult Employees, Patriarchal Leadership, Psychological Empowerment, Psychological Well-Being -
Pages 135-160Purpose
The job well-being of teachers is a critical issue for schools and society (Duckworth et al., 2009, p. 540). Research indicates that high occupational well-being in teachers helps schools stabilize their performance (Creemers & Reezigt, 1996). On the other hand, low job well-being is considered an obstacle to school improvement and educational reforms and leads to increased teacher absenteeism (Parker et al., 2012, 503). Therefore, it seems that the increase in the number of vacations, absences, and late attendance at school indicates the low job well-being of teachers. On the other hand, low levels of organizational justice are closely related to negative job outcomes such as stress, low psychological well-being, and employee turnover (Silva & Caetano, 2014, p. 24). Versteegt et al. (2022) found in their research that job autonomy is an effective condition for the effect of organizational justice on job well-being. Also, studies show that independent employees who determine how to do their work have high psychological and social well-being (Gan & Cheng, 2021, p. 2).If we consider the pattern of organizational justice relationships, job autonomy, and job well-being as a phenomenon, the structure of organizational justice in elementary teachers can play a decisive role in this phenomenon. Elementary teachers who receive and perceive organizational justice in procedural, process, and distributive dimensions and also, have independence in work planning, decision-making, and independence in work methods (Morgeson & Humphrey, 2006) will achieve a positive perception of job well-being. Based on this, the research question is: To what extent does organizational justice, through the mediation of job autonomy, affect teachers' job well-being?
Design/Methodology/Approach:
The research method was descriptive and correlational. The statistical population of the research was 1748 elementary teachers in Hamedan City in the academic year 2017-2018, and a sample of 316 people was selected by stratified random method. The questionnaires for collecting information were: the job well-being of Parker and Hyett (2011), organizational justice of Niehoff and Moorman (1993), and job autonomy of Morgeson and Humphrey (2006). The validity of the questionnaires was determined using construct validity and confirmatory factor analysis techniques. The research data was analyzed with Pearson correlation coefficient and confirmatory path analysis and with LISREL 3.50 software.
FindingsThe first hypothesis: The findings showed organizational justice variable with a path coefficient of 0.26 and t value of 4.33 has a direct, positive, and significant effect on the job well-being variable.The second hypothesis: The findings showed the variable of job autonomy with the coefficient of path 0.46 and t value 5.03 has a direct, positive, and significant effect on the variable of job well-being.The third hypothesis: The findings showed organizational justice with a direct path coefficient of 0.45 and a t value of 4.95 has a direct, positive, and significant effect on the variable of job autonomy.The fourth hypothesis: The findings showed organizational justice variable with an indirect path coefficient due to job autonomy of 0.207 and t value of 3.56 has an indirect, positive, and significant effect on the job well-being variable.The results of the Sobel test showed the mediating effect of job autonomy is significant in the relationship between organizational justice and job well-being.
Discussion and ConclusionThe findings showed that organizational justice has an indirect, positive, and significant effect on the job well-being variable due to job autonomy. This means that the increase in the positive perception of elementary teachers towards organizational justice leads to an increase in the positive perception towards job autonomy, and also the increase in the job autonomy of teachers causes the increase in the job well-being of teachers. The findings of the research are aligned with the findings of Versteegt et al. (2022), Majumdar & Kumar (2022), Sora et al (2021), Godwin et al. (2020), Le et al. (2016), Nery et al. (2016), Sahai & Singh (2016), Clausen et al. (2021) ،Gardner (2020), Yang & Zhao (2018), Khan et al. (2021), Zeng & Chen (2022), Butt et al (2017).
Keywords: Job Well-Being, Organizational Justice, Job Autonomy, Education, Elementary Teachers, Hamedan