فهرست مطالب

نشریه پژوهش های روان شناختی در مدیریت
سال دهم شماره 4 (پیاپی 21، زمستان 1403)

  • تاریخ انتشار: 1403/10/01
  • تعداد عناوین: 6
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  • مرتضی مرادی*، حمیدرضا جلیلیان صفحات 9-38

    حکمت حل مشکلات همراه با دانش و تجربه ‏های مفید با لحاظ کردن فضیلت در موقعیت های ویژه به منظور رسیدن به خیر عمومی و همگانی است. مکتب برلین در تعریف حکمت بر دانش تخصصی به منظور قضاوت و توصیه درباره مشکلات پیچیده و اقدامات اساسی زندگی تاکید می‏ کند؛ بنابراین، رسیدگی به مشکلات اساسی زندگی از نگاه حکمت ضرورتی است که باید بررسی شود. پژوهش حاضر با هدف بررسی تاثیر حکمت از نگاه مکتب برلین و همچنین، نقش خودشیفتگی بر رهبری تحول گرا انجام شده است. پژوهش حاضر مبتنی بر فلسفه اثبات گرایی با رویکرد استقرایی است. روش پژوهش از نوع پیمایشی در یک مقطع زمانی مشخص بوده است. جامعه آماری پژوهش کارکنان ادارات دولتی شهر ملایر به تعداد 870 نفر بود و حجم نمونه بر اساس جدول کرجسی و مورگان، به روش در دسترس، 266 نفر انتخاب شد. برای بررسی فرضیه ها، از پرسشنامه مطابق طیف لیکرت استفاده شد. پایایی ابزار با استفاده از ضریب آلفای کرونباخ و اعتبار سازه آن با استفاده از نرم افزار اسمارت پی ‏ال ‏اس تایید شد. همچنین، تجزیه ‏و تحلیل یافته ها با استفاده از نرم افزار اسمارت پی ‏ال ‏اس و الگوی تحلیل مسیر انجام شد. نتایج پژوهش نشان داد متغیرهای حکمت از نگاه مکتب برلین، یعنی دانش واقعی غنی درباره زندگی، دانش رویه ای غنی درباره زندگی، بسترگرایی طول عمر، نسبیت ارزش ‏ها و اولویت های زندگی، تشخیص و مدیریت عدم اطمینان، بر رهبری تحول‏گرا اثری معنا دار دارند. همچنین، خودشیفتگی بر رهبری تحول گرا اثری منفی و معنادار داشت؛ بنابراین، می توان گفت حکمت با تحول عجین و مرتبط است و یکی از راه های تحول در سازمان ها می تواند استفاده از سازه حکمت باشد؛ البته در صورتی که خودشیفتگی در آن راه پیدا نکند.

    کلیدواژگان: حکمت، خودشیفتگی، مکتب برلین، رهبری تحول گرا
  • مولود هندیانی، عبدالزهرا نعامی* صفحات 39-57

    این پژوهش با هدف تدوین و آزمون الگویی از اثر سبک های دلبستگی سازمانی ایمن، اضطرابی و اجتنابی بر بهزیستی روان شناختی در محیط کار با میانجی گری کامروایی نیازهای روان شناختی بنیادین سازمانی انجام شد. طرح پژوهش حاضر از نوع کاربردی و روش آن توصیفی - همبستگی بود. نمونه پژوهش شامل 200 نفر از کارکنان شرکت آبفای اهواز بود که با روش نمونه گیری تصادفی ساده انتخاب شدند. به منظور گردآوری داده ها، از پرسشنامه های دلبستگی سازمانی (Scrima et al., 2021)، کامروایی نیازهای روان شناختی بنیادین سازمانی (Van den Broeck et al., 2010)، بهزیستی روان شناختی در محیط کار (Dagenais-Desmarais & Savoie, 2011) استفاده شد. برای تجزیه وتحلیل داده ها از نرم افزارSpss-24 و روش الگویابی معادلات ساختاری با استفاده از نرم افزار Amos-24 و روش بوت استراپ استفاده شد. نتایج نشان داد الگوی طراحی شده از برازش مناسب برخوردار است. همچنین، یافته ها نشان داد مسیرهای دلبستگی سازمانی ایمن، اضطرابی و اجتنابی به کامروایی نیازهای روان شناختی بنیادین سازمانی بر بهزیستی شغلی معنادار بودند. همچنین، کامروایی نیازهای روان شناختی بنیادین سازمانی اثرات دلبستگی سازمانی ایمن، اضطرابی و اجتنابی بر بهزیستی روان شناختی شغلی را میانجی گری کرد. بنابراین، می توان نتیجه گرفت سبک های دلبستگی سازمانی ایمن، اضطرابی و اجتنابی به طور مستقیم و نیز از طریق کامروایی نیازهای روان شناختی بنیادین سازمانی بر بهزیستی شغلی اثرگذار بودند.

    کلیدواژگان: دلبستگی سازمانی ایمن، اضطرابی و اجتنابی، بهزیستی روان شناختی شغلی، کامروایی نیازهای روان شناختی بنیادین سازمانی
  • اردشیر شیری* صفحات 59-83

    پژوهش حاضر با هدف بررسی نقش توانمندسازی روان شناختی در رابطه بین برازندگی شغلی و صمیمیت سازمانی (مورد مطالعه: کارکنان سازمان های دولتی استان ایلام) انجام شد. روش پژوهش از نظر هدف کاربردی و از نظر جمع آوری داده ها توصیفی - پیمایشی است. جامعه آماری پژوهش کلیه کارکنان سازمان های دولتی استان ایلام بود که تعداد آن ها 35875 نفر است و حجم نمونه آماری بر اساس فرمول کوکران 380 نفر از کارکنان است. به منظور گردآوری داده ها، از پرسشنامه برازندگی شغلی آدامز و همکاران (2010)، توانمندسازی روان شناختی اسپریتزر (1995) و میشرا (1997) و پرسشنامه صمیمیت سازمانی ابراهیم زاده (1398) استفاده شد. به منظور روایی پژوهش از پانل متخصصان (12نفر) و آلفای کرونباخ و به منظور تجزیه وتحلیل داده ها، از روش معادلات ساختاری با نرم افزار SMARTPLS استفاده شد. نتایج این پژوهش نشان می دهد برازندگی شغلی بر صمیمیت سازمانی و توانمندسازی روان شناختی و توانمندسازی روان شناختی بر صمیمیت سازمانی تاثیری معنادار دارند و در نهایت، برازندگی شغلی بر صمیمیت سازمانی با نقش میانجی توانمندسازی روان شناختی تاثیری معنادار دارد.

    کلیدواژگان: صمیمیت سازمانی، توانمندسازی، توانمندسازی روان شناختی، برازندگی شغلی
  • زلفا حق گویان*، مریم زال عبادی صفحات 85-107

    هدف از پژوهش حاضر، بررسی رابطه بهروزی ذهنی معلمان و میزان فشار روانی دانش آموزان با نقش میانجی کیفیت ارتباط معلم و دانش آموز می باشد. این پژوهش از نوع توصیفی همبستگی است. جامعه آماری پژوهش، شامل دو بخش دانش آموزان پایه ششم دوره ابتدایی و معلمان آن ها در شهر ملارد در سال تحصیلی 1403-1402 است. برای محاسبه حجم نمونه از تعداد متغیرهای مشاهده پذیر استفاده شد که برای دانش آموزان 37 بوده است و بر اساس این روش، تعداد نمونه باید بین 185 و 555 باشد. در این پژوهش، تعداد نمونه 377 است. به منظور ارزیابی متغیرها از پرسشنامه های فشار روانی تحصیلی زاجاکوا و همکاران (2009)، پرسشنامه بهروزی ذهنی کییز و ماگیارمو (2003) و پرسشنامه کیفیت ارتباط معلم و دانش آموز موری و زوواک (2011) استفاده شد. تجزیه و تحلیل داده ها با استفاده از آزمون همبستگی پیرسون و مدل سازی معادلات ساختاری در محیط نرم افزارهای SPSS-26 و Lisrell انجام شد. یافته ها نشان داد بهروزی ذهنی معلمان بر میزان فشار روانی دانش آموزان تاثیر منفی و معنا داری داشت؛ اما تاثیر بهروزی ذهنی معلمان بر کیفیت ارتباط معلم و دانش آموز مثبت و معنا دار بود. همچنین، نتایج نشان داد بهروزی ذهنی معلمان از طریق کیفیت ارتباط معلم و دانش آموز بر میزان فشار روانی دانش آموزان تاثیری معنادار می گذارد.

    کلیدواژگان: بهروزی ذهنی، فشار روانی تحصیلی، کیفیت ارتباط معلم و دانش آموز، مدارس دولتی
  • زهرا قربانی مودب*، صمد رحیمی اقدم صفحات 109-133

    در این پژوهش، رابطه بین اخلاق کار اسلامی، ارزش های معنوی و جو غیرمدنی محیط کار بررسی و نقش میانجی ارزش های معنوی در این رابطه تحلیل شده است. با توجه به افزایش رفتارهای غیرمدنی در محیط های کاری و تاثیر منفی آن ها بر بهره وری و رضایت شغلی، هدف اصلی این پژوهش شناسایی عوامل موثر بر کاهش رفتارهای منفی و ارتقای محیط کاری مثبت است. این مطالعه از روش پژوهش توصیفی - تحلیلی استفاده کرده است و داده ها از طریق پرسش نامه ای شامل مقیاس های استاندارد اخلاق کار اسلامی (Ali, 1992)، ارزش های معنوی (Adawiyah & Pramuka, 2017)، جو غیرمدنی محیط (Cortina et al., 2001) کار جمع آوری شده اند. جامعه آماری این پژوهش شامل کارکنان بیمه تامین اجتماعی استان آذربایجان شرقی به تعداد 850 نفر است. نمونه شامل 256 نفر از کارکنان بیمه تامین اجتماعی استان آذربایجان شرقی بود که به طور تصادفی انتخاب شدند. پس از تایید روایی و پایایی پرسش نامه ها، داده ها با استفاده از نرم افزار SPSS و AMOS تحلیل شدند. یافته ها نشان می دهند اخلاق کار اسلامی تاثیری منفی و معنادار بر جو غیرمدنی محیط کار و تاثیری مثبت و معنادار بر ارزش های معنوی دارد. ارزش های معنوی نیز به طور مستقیم بر جو غیرمدنی تاثیرگذار هستند و نقش میانجی مهمی را در رابطه بین اخلاق کار اسلامی و جو غیرمدنی ایفا می کنند.

    کلیدواژگان: اخلاق کار اسلامی، جو غیرمدنی محیط کار، ارزش های معنوی
  • ابراهیم جواهری زاده*، فاطمه صادقی صفحات 135-157

    ذهنیت مربی گری به توجهی ویژه در حوزه پژوهش مربی گری نیاز دارد؛ زیرا هسته مرکزی شایستگی مربی گری داشتن ذهنیت متناسب با مربی گری است. هدف این پژوهش طراحی و اعتبارسنجی ابزاری برای ارزیابی ذهنیت مربی گری است. این پژوهش از نظر ماهیت، رویکردی کیفی دارد و از نظر هدف، در دسته پژوهش های بنیادی قرار می گیرد. ابزار گردآوری داده های کیفی مصاحبه های نیمه ساختاریافته بود که با استفاده از روش نمونه گیری هدفمند و تکنیک گلوله برفی انجام شد. در مجموع، 11 مصاحبه با متخصصان فرایند مربی گری انجام شد و با توجه به اشباع داده ها، مصاحبه متوقف شد. داده های کیفی پژوهش با بهره گیری از تکنیک تحلیل مضمون و نرم افزار تحلیل داده های کیفی MAXQDA نسخه 2020 تجزیه و تحلیل شد. بر اساس تکنیک یادشده، 3 مرحله کدگذاری انجام شد: کدگذاری توصیفی، کدگذاری تفسیری و تشکیل شبکه مضامین فراگیر. بر اساس یافته های پژوهش، پذیرنده دیگری بودن، مثبت اندیشی، ذهنیت سیستماتیک، قوت انگاری مراجع، خودآگاهی، ذهنیت بدون قضاوت، ذهن متمرکز، انتخابگر دانستن افراد، انگاره توسعه بخشی دیگران و ارزشمند دانستن دیگری از مضامین اصلی ذهنیت مربی گری محسوب می شوند. همچنین، یافته های پژوهش به صورت میدانی نیز استفاده شدند و ذهنیت مربی گری 5 تن از اساتید گروه مدیریت دانشگاه قم به شیوه 360 درجه ارزیابی شد.

    کلیدواژگان: مربی گری، شایستگی مربی گری، ذهنیت مربی گری، سنجش ذهنیت مربی گری
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  • Morteza Moradi *, Hamidreza Jalilian Pages 9-38
    Purpose

      In defining wisdom, the Berlin school emphasizes specialized knowledge to judge and advise on complex issues and basic life actions. Therefore, it is necessary to deal with the basic issues of life from the point of view of wisdom. Beyond knowledge, wisdom can combine feelings, experience, creativity, and knowledge so that the actions of organizations benefit everyone and society. Since wisdom seeks "public good" and to achieve "public good" one must change and go beyond common approaches, this structure can play a positive role in organizational transformation and especially transformational leadership. Some researchers have also suggested that wisdom may promote positive forms of leadership toward the well-being and development of followers and organizations. The present study was conducted to investigate the effect of wisdom from the perspective of the Berlin school and also the role of narcissism on transformational leadership.

    Design/Methodology/Approach: 

    The current research is based on the philosophy of positivism with an inductive approach. The research method was a survey at a specific time. The statistical population of the research is 870 employees of public offices in Malayer city; 266 people were selected based on the Krejcie and Morgan table, using the sampling available method. A questionnaire, according to the Likert scale, was used to check the hypotheses. The instrument's reliability was confirmed using Cronbach's alpha coefficient and its construct validity was confirmed using SmartPLS software. Also, the findings were analyzed using SmartPLS software and a path analysis model.

    Findings

     The research results showed that wisdom variables have a significant effect on transformational leadership. That is, rich factual knowledge about life, rich procedural knowledge about life, Lifespan contextualism and recognition and management of uncertainty have a positive and significant effect on transformational leadership. The results also showed that the relativism of values and life priorities had a negative and significant effect on transformational leadership. Also, narcissism had a negative and significant effect on transformational leadership. Therefore, it can be said that wisdom is intertwined with transformation and one of the ways of transformation in organizations can be the use of the structure of wisdom, of course, if narcissism does not find its way into it.

    Discussion and Conclusion

     Wisdom plays a crucial role in facilitating transformational leadership within organizations. Leaders who possess wisdom, characterized by deep knowledge of both personal and organizational life, are better able to understand themselves, others, and the dynamics of human relationships. This understanding allows them to guide their employees effectively, fostering growth, development, and positive organizational change. Such leaders are adept at motivating their followers by considering all necessary factors, which leads to greater employee engagement and organizational transformation. Leaders with a sense of lifespan contextualism—a comprehensive understanding of past and present life situations—are particularly effective in shaping the future of their organizations. This ability to draw on past experiences to inform future decisions enhances their leadership, especially in transformational contexts. When followers recognize this wisdom in their leaders, they are more likely to embrace and actively contribute to transformational initiatives. The ability to navigate ambiguity and uncertainty is also a key trait of transformational leaders. Those who can make clear decisions in uncertain situations and confidently manage organizational change are more likely to succeed in driving transformation. Additionally, leaders who are aware of uncertainty and can respond effectively, regardless of other differences, demonstrate stronger transformational leadership behaviors. While leaders who embrace relativism and cultural flexibility can foster inclusivity, excessive tolerance in difficult situations may undermine their effectiveness. Furthermore, narcissistic leaders, who focus on their own self-interest, are unlikely to succeed in transformational leadership roles. Their followers are less likely to be influenced by their leadership, undermining the success of transformation efforts. In conclusion, wisdom, the ability to handle uncertainty, and a balanced approach to flexibility are key factors that enhance transformational leadership.

    Keywords: Wisdom, Narcissism, Berlin Paradigm, Transformational Leadership
  • Moloud Hendiani, Abdulzahra Naami * Pages 39-57
    Purpose

     The psychological health of employees is one of the important issues in organizations. One of the dimensions of psychological health is job psychological well-being. Job psychological well-being means paying attention to the physical, mental, and social dimensions of employees and creating a positive and happy organizational environment, satisfied and committed employees, satisfied customers, good relations between employees and employers, and low stress and anxiety in the workplace. Job well-being has five areas: interpersonal fit at work, growth at work, sense of competence at work, perceived appreciation at work, and desire to participate. Considering the important consequences of organizational psychological well-being, examining its antecedents is of particular importance because, with the help of these antecedents, job psychological well-being can be predicted and increased. In the present study, a model of antecedents and mediators was designed to predict job psychological well-being, which is based on the theory of organizational attachment and self-determination. Accordingly, the present study seeks to determine whether different organizational attachment styles can lead to the fulfillment or non-fulfillment of employees' fundamental organizational psychological needs and, as a result, affect employees' job psychological well-being.

    Design/Methodology/Approach: 

    The current research was applied and its method was descriptive. The statistical population of the research was the Water & Wastewater company in Ahvaz City. In this study, the required sample size was determined as 230 people using the Kreschi-Cochran formula. The final sample comprised 200 participants selected through a simple random sampling method. The tools used were the scale of organizational attachment Styles (Scrima et al., 2021), psychological well-being in workplace scale (Dagenais-Desmarais & Savoie, 2011), and work-related basic needs (Van den Broeck et al., 2010). Data analysis was done using the statistical method of structural equation modeling, Amos -24 software, and the bootstrap method.

    Findings

     The results obtained from the research showed that the path coefficients of secure, anxious, and avoidant organizational attachment to job psychological well-being were 0.35, -0.29, and -0.27, respectively, and were significant at the p<0.001 level. Also, the path coefficients of secure, anxious, and avoidant organizational attachment styles with the fulfillment of organizational basic psychological needs were 0.19, -0.18, and -0.20, respectively, and all of them were significant at the p<0.001 level. The path coefficient of the fulfillment of organizational basic psychological needs with job psychological well-being is 0.40, which is significant at the p<0.001 level. The coefficients of indirect effect of secure, anxious, and avoidant organizational attachment on job psychological well-being through the fulfillment of organizational basic psychological needs were 0.19, -0/17, and -0/15 respectively, all three of which were significant at the 0.001 level.

    Discussion and Conclusion

     The results of the study showed that organizational attachment styles directly affected job psychological well-being through fundamental organizational psychological needs. The direct effect of organizational attachment styles on psychological well-being at work was such that employees who had a secure organizational attachment style had a positive attitude toward the organization and perceived all organizational behaviors and decisions with a positive intention. This factor could be considered a kind of organizational support that could increase psychological well-being at work. The fulfillment of basic psychological needs resulting from a secure organizational attachment style directly helped employees to control stressful environmental conditions, increased self-efficacy to increase adaptation, and helped employees increase psychological well-being in the workplace by attracting more social support.

    Keywords: Secure, Anxious, Avoidant Organizational Attachment, Job Well-Being, Organizational Basic Psychological Needs Satisfaction
  • Ardeshir Shiri * Pages 59-83
    Purpose

    Intimacy means to share inner wishes and to show sympathy for others. Organizational intimacy makes efficient management and motivated employees and finally leads to organizational progress and prosperity. Those employees who accept their job and are satisfied with it show intimacy with co-workers and can build a space for different groups to feel accepted and supported, and to be able to cooperate. In establishing organizational intimacy career fitness emphasizes the role of psychological factors such as empowerment. Therefore, intimacy within an organization not only reflects career fitness and people persistence factors in their job but also other aspects such as employees’ psychological empowerment are involved which have been unnoticed in previous studies. Moreover, studies on career fitness and organizational intimacy mostly agree on the necessity of further research in this regard. About existing evidence and experience during recent years, the importance of employees’ career fitness within public organizations and considering career fitness as an effective factor in organizational intimacy while respecting the mediative role of psychological empowerment have not been studied. In this regard, the present study has been carried out with the aim of mediative role of psychological empowerment in relation between career fitness and organizational intimacy.

    Design/Methodology/Approach: 

    The present study is an applied descriptive survey in terms of its purpose and implementation method. The population of the study consisted of 35875 employees working in Ilan public organizations among which 380 were selected as sample size using Cochran’s formula. A questionnaire was applied to collect data and evaluate the relation between various variables. To evaluate the variable of career fitness, two dimensions of organizational fitness and society fitness were extracted from the questionnaire by Adams et al. (2010), and also five dimensions of competence, autonomy, influence, significance, and trust were obtained from the questionnaire by Spreitzer (1995) and Mishra (1997) to evaluate psychological empowerment, three dimensions of organizational climate, organizational understanding and amity were extracted to evaluate organizational intimacy through the questionnaire by Ebrahimzadeh (2019). To ensure the reliability of research constructs, the Alpha Cronbach way was applied. The value of the Alpha Cronbach coefficient was more than 0.7 indicating appropriate reliability of research constructs. Kolmogorov Smirnov test was used to examine normality and non-normality of data at a significance level of 5%. Since the obtained significance level was less than 5%, the data was not normal. To evaluate the validity of constructs, structural equations way was applied in SmartPLS that obtained figures out of which were less than 0.5 hence research constructs had appropriate validity.

    Findings

    To examine model fitness, the GOF index was applied during this study. The value of GOF was 0.8251 indicating very suitable fitness of the model. Some coefficients were obtained in testing research hypotheses using Structural equations in SmartPLS which all were significant because the value of their significance test was more than 1.96. Therefore, all of the hypotheses of the study were confirmed. Moreover, as the mediative variable of Psychological Empowerment existed in this study, the Sobel test was applied. The value of the Z-value obtained by the Sobel test was 9.71 which was more than 1.96. Therefore, it can be stated that the mediative impact of Psychological Empowerment on the relation between career fitness and organizational intimacy was significant at a confidence level of 95 percent.

    Discussion and Conclusions

    Results of this study showed that career fitness has a positive significant impact on organizational intimacy and also psychological empowerment plays a mediative role in the relationship between career fitness and organizational intimacy. The obtained results through this study correlated to findings by Yoon et al. (2022), Hum et al. (2024), Valizadeh Zanouz and Moghtaderzadeh Maleki Moghadam (2016), and Faraz et al. (2023). Therefore, it is necessary to strengthen career fitness and Employees’ psychological empowerment at all aspects to take advantage of organizational intimacy benefits. Employees with suitable career fitness usually develop the benefits of their organizations, accept group goals by focus and awareness and concentrating on them, motivate others, and make the ground for their organization which leads to organizational intimacy. Also, one of the logical and efficient ways to promote organizational intimacy is to proper implementation of empowerment among employees which would have a positive impact on performance and productivity.

    Keywords: Organizational Intimacy, Empowerment, Psychological Empowerment, Occupational Fitness
  • Zolfa Haghgooyan *, Maryam Zal Ebadi Pages 85-107
    Purpose

    Due to the very important role they play in the future administration of the country, students are considered one of the important strata of society, and the importance of this role is that in the future, the students will be the main managers of the country and guide other sections of the society towards the perfection and goals of the country. On the other hand, some of the students will be the flagbearers of the education and upbringing of the generations after them in the future, and in this way, they will be indirectly involved in the improvement of the next generations of society. This group is exposed to a lot of psychological pressure due to their age and special social position. One of the factors that may play a decisive role in the psychological pressure of students is the teacher-student relationship, which is considered as one of the most important interpersonal interactions in the school, unfortunately, it has been given less attention or even ignored in the country's schools today. The teacher-student relationship is a stable cognitive, behavioral, and emotional relationship that is gradually formed during long-term interactions between students and teachers and will be very related to the growth and development of students. The mental well-being of teachers is one of the psychological issues that affects the quality of teacher-student communication. Mental well-being is an umbrella that shows people's level of satisfaction and positive feelings based on their subjective evaluations of life.  This research seeks to answer the question of whether the quality of teacher-student communication can play a mediating role in influencing the mental well-being of teachers on the level of psychological pressure of students.

     Design/Methodology/Approach: 

    This research is practical in terms of purpose; Because it seeks to solve the problem and examine the relationships between the variables of students' mental pressure, teachers' mental well-being, and the quality of teacher-student communication. The current research is cross-sectional in terms of time horizon. Considering that a questionnaire was used for data collection in the present study, the present study is quantitative in terms of the method of data collection. The statistical population of the current research included two sections of sixth-grade students and their teachers in Mallard City in the academic year 1402-1403, according to the survey, the number of students was 19059 and the number of teachers was 289. The number of observable variables was used to calculate the sample size. In this research, the number of samples is 377. These numbers were selected through cluster sampling. The measurement tools in the present study were standard questionnaires of students' mental pressure, teachers' mental well-being, and the quality of teacher-student communication. For the variable of students' academic stress, the questionnaire of Zajacova et al. (2009) was used. For the mental well-being variable of teachers, the standard questionnaire of Keyes and Magyar-Moe (2003) was used. To measure the quality variable of teacher-student communication, the standard questionnaire of Murray and Zvoch (2011) was used. To check the validity of the questionnaires, the necessary approvals were obtained using the opinion of the respected Professor Mahla and some other experts in the field of educational management and organizational behavior. Cronbach's alpha method was also used to check the reliability of the questionnaire questions. Cronbach's alpha calculated for the questionnaires was more than 0.7, so the questionnaires have reliability. 

    Findings

    The findings showed that teachers' mental well-being had a negative and significant effect on students' psychological pressure (P<0.05); However, the effect of teachers' mental well-being on the quality of teacher-student communication was positive and significant (P<0.05). Also, the results showed that teachers' mental well-being through the quality of teacher-student communication has a significant effect on students' psychological pressure (P<0.05). 

    Discussion and Conclusion

    The results of the present study showed that there is a negative and significant relationship between the mental well-being of teachers and the level of psychological pressure of students. In other words, it can be said that by increasing the components of teachers' well-being (emotional, psychological, and social), the amount of psychological stress of students decreases. The results of the present study showed that there is a positive and meaningful relationship between the mental well-being of teachers and the quality of teacher-student communication. In other words, it can be said that by increasing the mental well-being components of teachers (emotional, psychological, and social), the quality of teacher-student communication also increases. The research results also showed that there is a negative and significant relationship between the quality of teacher-student communication and the level of psychological pressure on students. In other words, with the increase in the quality of teacher-student communication, the amount of psychological stress of students decreases.

    Keywords: Mental Well-Being, Academic Stress, Quality Of Teacher-Student Communication, Public Schools
  • Zahra Ghorbanimoaddab *, Samad Rahimiaghdam Pages 109-133
    Purpose

    This study investigates the relationship between Islamic work ethics, spiritual values, and workplace incivility, with a particular emphasis on the mediating role of spiritual values. The increasing prevalence of workplace incivility has become a critical issue for many organizations, creating significant challenges that affect various aspects of organizational functioning. These challenges include not only reduced productivity and diminished employee morale but also strained interpersonal relationships and diminished overall job satisfaction. The negative impact of workplace incivility can be far-reaching, potentially leading to increased turnover, reduced employee engagement, and a decline in organizational performance. In light of these challenges, the primary goal of this research is to examine how Islamic work ethics and spiritual values can serve as powerful tools to mitigate negative workplace behaviors. The study aims to explore how these values can foster a culture of respect, cooperation, and ethical conduct, contributing to a healthier, more productive work environment.

    Design/Methodology/Approach: 

    To address the research objectives, a descriptive-analytical research method was employed. Data were collected through a structured questionnaire that included standardized scales designed to measure Islamic work ethics (Ali, 1992), spiritual values (Adawiyah & Pramuka, 2017), and workplace incivility (Cortina et al., 2001). The statistical population for the study consisted of 850 employees working in the Social Security Organization of East Azerbaijan Province, a large public institution with diverse employee roles and workplace dynamics. A random sample of 256 employees was selected for the study, ensuring a representative cross-section of this population. Before data collection, the validity and reliability of the questionnaires were rigorously assessed to ensure the robustness of the measurements. Following data collection, statistical analysis was performed using SPSS and AMOS software to test the research hypotheses and validate the proposed model.

    Findings

    The results of the study revealed several important insights regarding the relationships between Islamic work ethics, spiritual values, and workplace incivility. First, it was found that Islamic work ethics have a significant negative impact on workplace incivility. This suggests that adherence to Islamic ethical principles, such as honesty, justice, and respect for others, plays a crucial role in reducing instances of negative behaviors in the workplace. Employees who embrace these principles are more likely to engage in ethical behavior, which helps to foster a work environment characterized by mutual respect and cooperation. Additionally, Islamic work ethics were found to have a significant positive effect on spiritual values. This highlights the complementary relationship between ethical behavior and spiritual beliefs, suggesting that employees who embody Islamic work ethics are more likely to value spiritual principles such as empathy, compassion, and a sense of shared responsibility. Spiritual values, in turn, were shown to have a direct negative influence on workplace incivility, acting as a protective factor against uncivil behaviors. Employees who prioritize spiritual values are more likely to engage in respectful interactions with their colleagues, which helps to reduce instances of incivility. An important finding of this study was the confirmation of the mediating role of spiritual values. The results demonstrated that spiritual values act as a bridge through which Islamic work ethics exert their indirect effect on reducing workplace incivility. This suggests that while Islamic work ethics play a foundational role in shaping employees' behavior, it is the internalization of spiritual values that ultimately leads to a more respectful and collaborative work environment. The mediation effect highlights the importance of nurturing both ethical and spiritual values within organizations to address workplace incivility more effectively.

    Discussion and Conclusion

    The findings of this study align with existing literature, emphasizing the critical role of ethical and spiritual frameworks in improving workplace behaviors. Islamic work ethics, with principles like justice, honesty, and mutual respect, provide a foundation for addressing workplace incivility. By fostering a work environment based on these principles, organizations can reduce behaviors like disrespect, rudeness, and unprofessionalism. The mediating role of spiritual values highlights the importance of nurturing employees' emotional resilience, empathy, and positive interpersonal dynamics. Spiritual values help employees cope with stress, reduce conflict, and build supportive relationships, fostering a positive environment of collaboration and mutual respect. The study also demonstrates the transformative potential of integrating Islamic work ethics and spiritual values into organizational culture. Promoting these values can reduce incivility, improve well-being, and create a harmonious work environment. The findings provide practical insights for managers and policymakers to embed ethical and spiritual frameworks into organizational practices. Organizations can implement these findings by developing training programs focused on fairness, accountability, and respect. Additionally, initiatives to foster spiritual values, such as workshops and supportive policies, can enhance employee engagement and performance. This study offers a unique contribution by highlighting the mediating role of spiritual values, offering a fresh perspective on the intersection of ethics, spirituality, and workplace behavior. The research lays a foundation for future studies on how to create ethical, supportive work environments.

    Keywords: Islamic Work Ethics, Workplace Incivility, Spiritual Values
  • Ebrahim Javaherizadeh *, Fatemeh Sadeghi Pages 135-157
    Purpose

    Given the significant growth of coaching in human resources and personal development, special attention is required in research. In the definition of coaching, the competencies required for each coach are important factors that affect the coaching process. Among the competencies mentioned, the coach's mindset is one of the main foundations that has been less addressed. In other words, thoughts, beliefs, and expectations, whether conscious or unconscious, have a significant impact on coaches. Finding factors that cause recognition and examination of mindset can help stakeholders identify who has this mindset. The notable issue is that, considering the competencies of coaching, a coach must have a mindset appropriate to coaching, and is considered a key component of what a coach is. By definition, the coaching mindset is that a coach has an open, curious, flexible, and client-centered mindset. The purpose of the present study is to design an instrument to measure the mindset of coaching.

    Design/Methodology/Approach: 

    The present study was conducted in the form of an interpretive paradigm and with a qualitative research approach. The research was descriptive and without researcher intervention. The purpose of the study is also considered fundamental. The qualitative data collection tool was semi-structured interviews, and the statistical population of the qualitative research included coaches from all coaching departments, university professors, and coaching process experts who were fully aware of the competencies and process of coaching and were familiar with the research topic. The sampling method was carried out using the snowball technique. The sampling criterion among the statistical population was also having at least one year of coaching experience or writing works related to coaching or teaching it at the university level, which ultimately identified 11 samples. The researcher used the content analysis approach and the MAXQDA qualitative data analysis software version 2020 to analyze the data. Based on the aforementioned technique, 3 coding stages were carried out, including descriptive coding, interpretive coding, and the formation of a comprehensive thematic network.

    Findings

    The findings of the qualitative part of the study led to the identification of 69 sub-themes and 10 main themes for the coaching mindset. The extracted indicators include the accepting mindset of the other, positive thinking, systematic mindset, client strength mindset, self-aware mindset, non-judgmental mindset, focused mind, seeing people as selective, the developmental mindset of others, and seeing others as valuable.

    Discussion and Conclusion

    The findings emphasize the importance of the influence of the coach's mindset on the competencies and coaching process. Another accepting mindset means that people should be accepted on their terms. Note that change may take time for clients because the time to change varies from person to person. To effectively implement processes, a coach must always be hopeful about the future and be confident that the process will be fruitful, and his main focus should be on the future instead of the past. By understanding different systems and the relationships between them, and being aware of his role and position in each, such a person can assess his level of influence and effectiveness and work to improve and enhance the systems in his environment. Client empowerment includes belief in one's resourcefulness and ability, internal control, creativity, self-awareness, and knowledge. Each person is considered the best expert in his own life. A person with a coaching mindset should not try to diagnose and simulate the problems of others, because the human brain always looks for similarities. He should try to turn off his expertise during the coaching conversation, neither processing nor analyzing the information received from others, but allowing the client to make his own decisions. When a person has a mindset appropriate for coaching, he tries to be fully present when talking to others. A coach with a mindset appropriate for coaching values ​​everyone around him and sees himself as their equal; neither superior nor inferior. Such a mindset encourages him to take the initiative in various matters to help others. The coach should see others as equals in his mind and see himself as the same level as the client, which includes a sense of equality and egalitarianism.

    Keywords: Coaching, Coaching Competence, Coaching Mindset, Coaching Mindset Assessment