فصلنامه مشاوره شغلی و سازمانی
پیاپی 59 (تابستان 1403)

The emotions and feelings of people who interact with each other will lead to the formation of a set of behaviors and actions that all affect the world. One of the topics that affects the working life of employees in organizations is the phenomenon of emotional contagion. Emotional contagion refers to the fact that the emotions and feelings of people in organizational work environments are transferred to each other and affect their behavior and performance. Therefore, the current research was carried out with the aim of knowing and understanding the phenomenon of emotional contagion in government organizations: analyzing the influencing factors and consequences. This research is applied in terms of purpose, and in terms of data collection method, it is survey and exploratory, and it has a comparative and inductive research philosophy. The statistical population of the research consists of experts including senior managers and human resource managers of government organizations, whose sample members were selected using the purposeful sampling method and based on the principle of theoretical saturation. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire, the validity and reliability of the tools were analyzed using content validity and intra-coder inter-coder reliability for the interview and content validity a

This study aimed to examine the prediction of counterproductive work behavior (CWB) by Dark Triad personality traits (DTPT) and the mediating role of daily hassles, in order to gain a better understanding of the factors influencing organizational productivity and to provide practical strategies for improving the workplace environment. This study employed a descriptive-correlational design. The statistical population included all employees in the private and public sectors of Mashhad city in 2023. The sample group consisted of 250 individuals, selected through convenience sampling. Using the convenience sampling method may limit the generalizability of the findings to the entire target population. Data were collected using valid questionnaires, including the DTPT Questionnaire by Jonason and Webster (2010), the Counterproductive Work Behavior Questionnaire by Golparvar and Khaksar (2008), and the Daily Hassles Questionnaire by Junqueira-Silva et al. (2020). Data were analyzed using Smart-PLS software to assess direct and indirect effects, as well as the fit of the research model. The results showed that DTPT have a direct and significant effect on CWB (β=0.42). Additionally, daily hassles played a significant mediating role between DTPT and CWB (β=0.35). The research model exhibited a good fit (SRMR=0.065), indicating a high correlation between the variables. The findings indicate that focusing on negative personality traits and daily hassles can help prevent CWB and improve productivity. Therefore, it is recommended that organizations design training programs to manage negative personality traits and reduce stress caused by daily hassles to enhance productivity and improve the work environment.

The aim of the study was to model the psychological well-being of employees based on perceived organizational support, job satisfaction, and satisfaction of basic needs with the mediation of resilience. This study is a descriptive-correlational research and structural equation modeling based on the objective. The statistical population was all employees of the welfare departments of Tehran province. 385 people were randomly selected as samples based on Klein's rule (2011). The data collection tools were the psychological well-being questionnaires of Riff (1989), perceived organizational support of Vatankhah et al. (2017), job satisfaction of Weiss et al. (1967), basic psychological needs of Garcia et al. (2000), and organizational resilience of Connor and Davidson (2003). In the descriptive analysis and verification of assumptions, Spss version 21 software was used, and PLS software was used to implement structural equations. The mean extracted variance was 0.5666, the reliability was 0.7712, the redundancy validity was 0.362, and the coefficient of determination was 0.374. Except for the path of perceived organizational support (t-statistic 0.644 and significance 0.520), the other paths were significant at the 0.05 level. Organizational resilience plays a mediating role in the relationship between basic needs satisfaction (t-statistic 3.365) and job satisfaction (t-statistic 1.983) and psychological well-being. The variables of job satisfaction and basic needs satisfaction are able to predict psychological well-being through the mediation of organizational resilience. Therefore, to improve psychological well-being, more attention should be paid to the variables of basic needs satisfaction, job satisfaction, and organizational resilience.

The aim of this study was to investigate the role of social responsibility, organizational intelligence and self-esteem in predicting teachers' job self-efficacy.

The design of this research was practical in terms of its purpose, and in terms of its execution method, it was descriptive of the correlation type. The research community was made up of teachers from 22 districts of Tehran, and 300 of them were selected based on multi-stage cluster sampling. The participants responded to Riggs and Knight's (1994) occupational self-efficacy questionnaires, Carroll's organizational social responsibility (1991), Albrecht's organizational intelligence (2003), and Rosenberg's self-esteem (1965). The data were analyzed by Pearson correlation coefficients and multiple regression with simultaneous model in SPSS-27 software.

According to the findings, social responsibility, organizational intelligence and self-esteem had a positive and significant correlation with teachers' job self-efficacy (p<0.01). The results of multiple regression analysis also showed that the variable of social responsibility by 19%, organizational intelligence by 27% and self-esteem by 14% (60% in total) had the power to predict teachers' job self-efficacy (0.01). >p).

According to these results, in order to improve teachers' job self-efficacy, it is possible to provide a basis for improving their social responsibility, organizational intelligence, and self-esteem.

Today, considering the challenges that organizations face, creating a happy organization is one of the strategic needs for the organization's long-term success. The purpose of this study was to present a structural-interpretive model of organizational happiness based on Kartimi values (case study: Ardabil Province Gas Company).

This research is applied in terms of purpose and in terms of nature, it is mixed with a mixed exploratory-sequential design. The qualitative part was conducted with thematic analysis method based on Attride-Stirling (2001) and the quantitative part was conducted using the structural-interpretive modeling (ISM) technique. The target population of the research was experts aware of the research topic, in which a sample was selected with a purposeful approach up to the saturation stage (18 people) in the qualitative part and a sample of 5 people was proposed in the quantitative part. In order to collect and analyze data in the qualitative part, semi-structured interviews were used, and in the quantitative part, researcher-made questionnaires were used. For this purpose, Maxqda10 and Matalab2016a software were used. The reliability and validity of the qualitative part data were confirmed through four indicators of trustworthiness, transferability, confirmability, and Lincoln and Guba's reliability.

After analyzing the interviews, 227 basic themes, 35 organizing themes, and finally 13 comprehensive themes affecting organizational happiness based on teamwork values were extracted,

These results can be a basis for decisions of managers and planners in Ardabil Province Gas Company

The purpose of this study was to determine the fit of the conceptual model of teachers' job engagement based on the effort-reward imbalance mediated by spiritual health with an empirical model. The research method was descriptive and correlational. The statistical population included all male and female teachers of secondary schools in district 1 of Kermanshah city with 313 people, of whom 265 were women and 48 were men. By stratified random sampling, 142 women and 27 men were selected as the statistical sample. To collect data, three questionnaires were used: Effort-Reward Imbalance Questionnaire (ERIQ) of Sigrist (2013), Spiritual Health of Sayehmiri et al. (2016) and Job Engagement Questionnaire of Kanungo (1982). In order to analyze the data, structural equation modeling was used using SPSS & AMOS software. The research results showed that effort-reward imbalance has a significant effect on spiritual health and job involvement. Spiritual health has a significant effect on job involvement. Also, the spiritual health variable has a mediating role due to the effort-reward imbalance on job involvement. Also, the fit indices of the model indicated that the presented model has a good fit. Considering the effect of effort-reward imbalance and teachers' spiritual health on job engagement, it can be concluded that by balancing effort-reward and improving teachers' spiritual health, job engagement can be improved.

The current research was conducted with the aim of the effectiveness of mindfulness group training on the stress and burnout of Golestan gas company employees in 1401. This is a semi-experimental study with a pre-test-post-test design and follow-up with a control group. The statistical population included all employees of Golestan gas company headquarters. The research sample includes 36 employees who were selected by available sampling method and were randomly replaced in two experimental (18) and control (18) groups. The research tools included the Occupational Stress Questionnaire of the Health and Safety Institute of England and the Mazalaj Job Burnout Scale, which were completed in three stages: pre-test, post-test and follow-up by both groups. Then, the experimental group was taught mindfulness skills during 8 sessions (one session of 90 minutes each week). The data of this research was analyzed using repeated measurement multivariate covariance analysis using SPSS-26. The results showed that mindfulness training in the post-test phase and follow-up has a significant effect on reducing the stress and burnout of employees in the experimental group. Therefore, considering the effectiveness of mindfulness training, it can be used to train employees of Golestan Gas Company in particular and other employees of organizations in general, to reduce stress and burnout in the organizational environment.