فصلنامه مشاوره شغلی و سازمانی
پیاپی 5 (زمستان 1389)

The present research was conducted to study the correlation of emotional intelligence and job stress among the employees of Shahid Beheshti University. The statistical sample was composed of 216 subjects selected randomly from different groups of the university's employees. The data gathering instruments were two questionnaires: Davis Job stress and Bar-On emotional intelligence. The results showed a significant negative correlation (r=-o/313) between emotional intelligence and job stress (P 0/01). Also there is a significant negative correlation between job stress and self-esteem, interpersonal relationship, reality testing, flexibility, impulse-control and happiness. The analysis of step by step regression showed that self-esteem and happiness are the best indicators for job stress.

The aim of the paper was to study the effectiveness of entrepreneurship and psychological trainings on the empowerment (personal, social, economical) of educated women who had not skill, job and residing in the fourth region of Tehran Municipality. This research is quasi-experimental. The statistical populations were the whole women who were in the age range of 20-55 years, had completed high school education or above, without skill, job and lived in the fourth region of Tehran Municipality. 150 persons who obtained lowest scores in job preparation, entrepreneurship, social and life skills questionnaires were randomly selected as a sample group(100 persons were as a experimental group and another 50 persons considered as a control group). Five questionnaires were used as research instruments: personal information, job preparation, life and social skills, entrepreneurship tendencies and empowerment. For analyzing data, the model of ANCOVA was employed. The results showed that job preparation, entrepreneurship, life and social skills trainings had positive effects on the empowerment of educated woman citizens.

The current study takes an ecological approach to investigate whether teaching management of work-family roles increases the self-efficacy of female teachers. The population of the study was female teachers in region 18 of the Ministry of Education in Tehran during the academic year 1388-1389. Samples were randomly selected from candidates interested in participating in the training program. Of 38 volunteer teachers, 24 were selected randomly and divided into two sub-groups: the experimental and control groups; each consisting of 12 subjects. The experimental group was trained for 12 sessions on strategies and skills for managing workfamily roles by an ecological approach. Based on pretest-posttest design of Sherer et al. self-efficacy questionnaire was used throughout the project. The result of the Covariance analysis indicated that training on managing the work-family roles to female teachers positively affected their scores in the self-efficacy questionnaire.

This research was administered with the purpose of studying the combined relationship between organizational values, moral- based leadership and ethical values with job stress and emotional exhaustion. Research statistical population was 7000 employees of ZoobAhan Stock Company in autumn 1388. A total of 385 persons were selected by stratified sampling. Research instruments included organizational values questionnaire (with 40 items and five subscales, namely humanities/ethical developmental values, participation/human relations values, values toward quality and customers, external organizational social values and economical/supportive values), moral-based leadership with 9 items, corporate ethical values with 4 items, job stress index with 15 items and emotional exhaustion with 9 items. Data gathered from research questionnaires were analyzed via Pearson's correlation coefficient and stepwise regression analysis. Stepwise regression analysis showed that the moral-based leadership (= 0.274), values toward quality and customers (= -0.297), economical/supportive values (B= 0.274), values toward quality and customers (= -0.297), economical/supportive values (=0.127) and external organizational social values (=0.119) had significant predictive power (P<0.05 or P<0.01) for job stress. Also the results of stepwise regression analysis showed that moral-based leadership (=- 0.248), corporate ethical values (=-0.156), values toward quality and customers (=0-0.145) and economical / supportive values (B=0.109) have significant predictive power (P<0.05 or P<0.01) respectively for prediction of emotional exhaustion.

The main purpose of the present study was to examine construct, validity and reliability of the Isfahan Career Pathology Inventory for the municipality personnel. Thus, an inventory was made, consisting three important categorizes of inter-personal, intra-personal, and meta-personal problems. These three categories were consisted of 18 sub-groups. A totle of 162 items were primarily administered on 47 personnel of Section 4 of the Isfahan municipality. Items with low correlation with scale were eliminated. Finally, 110 items remained. Then, the main form of this scale was rated by five specialists. Finally it was administered on 166 members of Isfahan municipality personnel (95 men and 71 women). Career Satisfaction Inventory (JDI), and Maslash Burnout Inventory were used as two external factors for identifying construct validity. The results showed that the permanents in these 18 subgroups were high and also the internal correlation among these three groups was between 0/78-0/80 which is meaningful. Furthermore, the results show that there was a meaningful correlation 0/35-0/54 between these three groups of career problems with emotional exhaustion of Maslash Burnout Inventory This show the convergent validity of Isfahan Career Problem Inventory. There was a negative significant correlation between three parts of Isfahan Career Problem Inventory. The total score of JDI job satisfaction show divergent validity for Isfahan Career Problem Inventory.

The purpose of present research was to study the relationship between emotional intelligence of managers and organizational learning in Islamic Azad University (IAU) to present an appropriate model for organizational learning based on manager's emotional intelligence. The population of the study consisted of all the IAU managers, out of which 554 were selected as sample applying cluster random sampling. The research tools were Cyberia-Shrink Emotional Intelligence test, and Watkins and Marsick Organizational Learning test. The results of linear multivariate regression indicated that 1) There was a relationship between emotional intelligence and organizational learning (organizational level), 2) Organizational learning model based on the managers emotional intelligence was as follows: Organizational Learning = 0.145 × Self-Control + 1.217

In separate studies, researchers have found that transformational leadership style of managers and follower's perceptions of procedural justice have relationship with follower's trust in manager. Current study aims at studying role of these variables by testing two structural models (model 1 and 2) in educational organizations. A sample including 652 teachers of boy's primary schools in 10 educational districts of Tehran were selected and data were collected through 3 questionnaires. After construct validity and reliability analysis of latent variables, direct and indirect effects of transformational leadership on teacher Trust in Principal and mediating role of teacher perception of procedural justice in two models and also goodness of fit indexes of models were analyzed. Result showed that in both models transformational leadership has indirect effect and in model 2 has also direct effect on trust in principal. Also in both models, transformational leadership has direct effect on procedural justice and procedural justice has direct effect on trust in principal and emerges as a significant mediator between transformational leadership and trust in principal. Comparison of mediating role in both models indicates that procedural justice can make mediating role partially. Goodness of fit indexes indicates that model 2 better fit with observed data. The results were discussed in the final section of the article.