نشریه روان شناسی کار
سال سوم شماره 1 (پیاپی 9، بهار 1403)

This research aimed to examine the role of organizational self-esteem and social erosion in predicting positive organizational behavior among the employees of Sazeh Gostar Saipa Company. This study is descriptive in nature, applied in its objective, and relational-correlational in method, specifically based on regression analysis. The statistical population of this research consisted of all employees of Sazeh Gostar Saipa Company in the year 1402, totaling 400 individuals. Given the inability to study all employees, the researchers utilized simple random sampling to study a portion of the population and generalize the results to the entire population. Using Cochran's formula, the sample size was determined to be 180 individuals, and questionnaires were distributed among them. In the field study, to measure the variables under investigation, the following questionnaires were utilized: the social erosion scale by Duffy, Ganster, and Pagon (2002), the organizational self-esteem scale by Pierce et al. (1989), and the positive organizational behavior scale by Luthans and Youssef (2012). Data analysis conducted using regression methods in SPSS software version 26. The findings indicated that 9.5% of the variance related to positive organizational behavior (hope, resilience, optimism, and self-efficacy) explained by organizational self-esteem, while 7.5% of the variance in positive organizational behavior attributed to the components of social erosion. Based on the findings, it can conclude that increasing organizational self-esteem and decreasing social erosion behaviors lead to enhanced healthy behaviors, and consequently, an increase in positive and constructive organizational behaviors

The present study conducted with the aim of investigating the role of perception of mental fatigue and emotional exhaustion in predicting job burnout of emergency department nurses. The present research method was descriptive-correlational. The statistical population included all nurses working in the emergency departments of hospitals in the 4th district of Tehran in 2024, from which 200 people selected as a sample using the available and non-random sampling method. The data collected using Maslach & Jackson's Maslach Burnout Inventory (1981), Johansson et al's Mental Fatigue Scale (2010) Maslach et al's Emotional Exhaustion Questionnaire (1996). The multiple regression analysis method used to analyze the data in Spss software version 26. The findings of the research showed that the perception of mental fatigue and emotional exhaustion able to predict job burnout (p<0.05) and explained 54.1% of the variance of job burnout. Therefore, it can conclude that the perception of mental fatigue and emotional exhaustion play a significant role in predicting job burnout and it seems necessary to pay attention to these factors to reduce job burnout in nurses

Organizations cannot be efficient without workforce agility, as they contribute to organizational success through their knowledge, ideas, judgment, and collaboration. The aim of this study is to examine the effect of responsible leadership on workforce agility, with the mediating role of psychological empowerment of employees in the General Department of Sports and Youth in Isfahan Province. This research is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population includes all employees of the General Department of Sports and Youth in Isfahan Province, totaling 330 individuals based on the latest statistics provided by the organization. A sample size of 175 employees was selected through simple random sampling. Data were collected using the Responsible Leadership Questionnaire by Voegtlin et al. (2012), Workforce Agility Questionnaire by Sharifi and Zhang (1999), and Psychological Empowerment Questionnaire by Spreitzer et al. (1997). For data analysis, SPSS22 and Smart-PLS.3 software were used.The results indicated that responsible leadership has a positive and significant effect on workforce agility among the employees of the General Department of Sports and Youth in Isfahan Province. Responsible leadership also positively and significantly affects the psychological empowerment of employees, and psychological empowerment has a positive and significant effect on workforce agility among these employees (p<0.05). Workforce agility improves employees’ sense of value and meaningfulness in their activities by accelerating daily tasks, emphasizing each employee’s competencies, promoting flexibility in work activities, and enhancing each employee’s accountability, which is part of the responsibilities of responsible leadership

The main purpose of this research is to investigate the relationship between the conflict management strategies of elementary school teachers in Rozen city and the quality of their work life. The statistical population of this research was all teachers of elementary schools in Rozen city (196 people). This obtained by stratified random sampling with proportional assignment of 131 people through Cochran’s formula. Also, in order to collect the required data from the studied sample, two standard questionnaires used to collect information. The Robbins Conflict Management Strategies Questionnaire and Ghasemzadeh Quality of Work Life Questionnaire (2004). The content validity method used to determine the validity of the questionnaires. The reliability of the questionnaires obtained through Cronbach's alpha coefficient of 0. 81 and 0. 89, respectively. Data analysis conducted using spss 22 software. The results of the research show that the average use of conflict management strategies is lower than the statistical average (4) and the quality of work life is higher than the average (3). The Pearson correlation results showed that there is a difference between conflict management strategies and the quality of work life. There is a positive and significant relationship. Additionally, the results of multiple regressions indicate that among the components of conflict management strategies, the circular solution strategy has the most power in predicting the quality of work life of teachers.

The purpose of this research was to investigate the effect of negative gossip in the work environment on cyberloafing through cognitive trust and emotional exhaustion. The statistical population of this research was all the employees of universities in Chaharmahal and Bakhtiari provinces, totaling 2255 people, according to the size of each region, a sample size of 600 people was selected using Cochran's formula, and the sample selected using a stratified sampling method, proportional to the size of each region. The research tools were Negative Rumor Questionnaire by Brady et al. (2016), the Cognitive Trust Questionnaire by Chua et al. (2006), the Emotional Exhaustion Questionnaire by Watkins et al. (2015) and the Cyberloafing Questionnaire by Lim and Teo (2002). The validity of the questionnaires examined based on content, face, and construct validity, and after necessary revisions, the validity confirmed and on the other hand reliability of the questionnaires estimated using Cronbach's alpha method, as 0.80, 0.85, 0.85 and 0.90 respectively. Data analysis performed using structural equation modeling WarpPLS 7 software. The results of the research showed that the atmosphere of negative gossip in the workplace had a positive effect on cyberloafing, and the coefficient of this effect was 0.65, and also the mediating role of cognitive trust and emotional exhaustion in the relationship between negative gossip in the workplace and cyberloafing confirmed. These results show that the atmosphere of negative gossip in the workplace can help to increase cyberloafing through cognitive trust and emotional burnout of employees of universities in Chaharmahal and Bakhtiari provinces

The importance of employee job satisfaction is growing in all organizations. In this regard, the purpose of this research was to investigate the effectiveness of mindfulness training on the psychological well-being and job satisfaction of female employees of the Welfare Department of Tabriz city. The statistical population of the study was welfare workers in Tabriz city. Thirty people (15 in the experimental group and 15 in the control group) selected as available and randomly assigned to the groups and participated in the study as samples. The psychological well-being questionnaires of Rief (2002) and the job satisfaction by Smith (1969) completed by the participants before and after the training sessions. Mindfulness group training intervention sessions conducted for eight sessions, each session lasting 2 hours, for the experimental group. The results of multivariate and univariate covariance analysis showed that mindfulness training increases psychological well-being (F (1.27) =29.7819 and p˂0.05) and also increases job satisfaction (F (1.27) =18.841) and p˂0.05) of employees in the experimental group was effective. It can conclude that training in mindfulness techniques can increase psychological well-being and job satisfaction of employees