فصلنامه مشاوره شغلی و سازمانی
پیاپی 12 (پاییز 1391)

The purpose of the present study was to investigate the relationship between psychological capital in personnel work setting (optimism, vitality, organizational confidence and positive affection) with their work flow and engagement in the personnel organization of Esfahan EducationOrganization in the spring of 2012. The method of the present study according to Borg and Gall (2004) was ex post facto causative design which was a relational field study. The nature of the above study was applicative and survey in case of method. The statistical population was all the personnel of Esfahan Education Organization in 2012 and the samples included 150 personnel that were selected according to simple random sampling. In order to collect the data six questionnaires of optimism, vitality, positive affection, organizational confidence, work flow and work engagement have been applied. SPSS19 was used for analyzing the data.The results indicated that there is a positive significant relationship between optimism, vitality, organizational confidence and general positive affection (p≤0.01) with work flow and engagement on the one hand, and future positive affection and work engagement (p<0.05) on the other. The results of univariate analysis (ANOVA) showed that there is a significant relationship between the variables of vitality, organizational confidence, optimism and general positive affection with work flow and engagement that the degree whereof were 0.26 for work flow as well as 0.40 for work engagement. Moreover, the results of regression through Enter method proved that optimism and vitality can predict work flow and optimism, organizational confidence and vitality can predict work engagement (p< 0.01). The fact worthwhile to be taken into account is that the correlation between the sum of positive psychological factors with work flow and engagement, positive affection and organizational confidence is stronger than the correlation between each of its composing elements, i.e. the psychological capitals in work setting factors have increasing effect on each other. The variables of psychological capital in work setting such as optimism, positive affection and vitality from the viewpoint that they can predict motivational and working behaviors of the personnel, is the important factor in increasing working function and the degree of the personnel flow and engagement. Further, since all the organizational relations are created according to confidence, increasing the confidence at organizational level causes the increase the improvement of the affairs and the comfort of the personnel. Moreover, regarding the attribute of affective transmission, noticing to psychological capital in l work setting causes the increase in work flow and engagement.

In the present research the correlation between Organizational citizenship behavior and Teamwork in Employees of Kurdistan University is studied. The sample comprises of 106 employees in Kurdistan University That selected by stratified random sampling method. To gathering data Organizational citizenship behavior and Teamwork questioners were administered and its validity and reliability was approved. The data gathered were analyzed using Pearson correlation and multiple regressions. Analysis was administered to examine to what extent the independent variable can predict Teamwork. Results indicate a significant and positive relationship between organizational citizenship behavior and teamwork. Independent variables are altruism, and courtesy, conscientiousness, sportsmanship and civic virtue. Teamwork is the dependent variable. The findings indicate that courtesy and conscientiousness is the most important predictors of teamwork in employees of Kurdistan University. They have the highest percentage of teamwork variance.

This research was done to examine the effectiveness of occupational perpetrating program with group method on making decision styles female students. Research population was girl students in Allameh Tababtabei University. Method of sampling was voluntary and 11 people in experiment group and 11 people in control group were placed. Instrument of research was Diclinch's making decision styles. Questionnaire. Design of research was quasi experiment with posttest and pretest.Result show that occupational perpetrating program with group method on making decision styles female students was significant at %5 level and also occupational perpetrating program with group method on making decision styles female students converted dependency style and agonizing style to Planning style of making decision making and didn’t effect on intuitive style.

The purpose of this research is to investigate the relationship between sense of coherence (SOC) and self-esteem with job performance. It also aims at predicting job performance regarding SOC and self-esteem. This research is a descriptive correlational study and The statistical population of this research is the staff of Khorasan Mehrkam Pars Co (N=192). A sample of 123 individuals was selected randomly. Flensburg’s revised scale of SOC, Rosenberg’s self-esteem scale and Paterson’s job performance scale were used as data collection instruments and The collected data was analyzed with Pearson correlation coefficient and multiple regressions by SPSS software. Findings show a significant positive relationship between SOC and job performance (p<0.005); self-esteem and job performance (p<0.005). The direction of correlations indicates that increasing SOC and self-esteem associates with better job performance among the staff. SOC and self-esteem are also predictor variables for job performance. The contribution of SOC in predicting job performance is more than self-esteem.

The present study aimed at exploring the relationship among organizational justice and organizational citizenship behavior and their aspects with job satisfaction as well as predicting it in Iranian airports holding company. The study is applied and descriptive-correlative in aim and data collection, respectively. Statistical population consists of all employees working in Public Airports Mother Company which is 2000 in the current year and 140 persons were selected randomly, using Levy and Lamsho’s formula. Three standardized measures, namely, Nihoof and Norman (1993)’s organizational justice questionnaire, Podsakof and colleagues’ organizational citizenship behavior, and Viski and Croom’s job satisfaction questionnaire were used. To analyze The research questions, descriptive (mean and standard deviation) and inferential (one sample t test, Pearson’s correlation coefficient, and multivariate regression) techniques were used. The findings are as follows: Descriptive and inferential analyses (mean, standard deviation, and one sample t test) showed that organizational justice (3/39), organizational citizenship behavior (3/34) and job satisfaction (3/29) was significantly higher than mean.The calculated “r” indicated that there was a positive and significant correlation between organizational citizenship behavior and its aspects with job satisfaction and between organizational justice and its aspects with job satisfaction at level 0/05.Two aspects of OCB, that is, altruism (0/369) and courtesy (0/363) and of organizational justice’s dimensions, two of whom, i.e. interactive justice (0/509) and procedural justice (0/279) can predict job satisfaction among employees of the company.

Knowledge management which is one of the ways to improve condition of organization Durant will be executed in the organization successfully as long as to pave the way for proper culture basis relevant to this system before it, because that’s the human job to conduct the exiting knowledge organization and is completely related to human resource and the culture of employees. So organization should create the commensurate culture with knowledge management for its successful implementation and work based on it. The purpose of thesis is to determine the relationship organizational culture (Quinn Model) and feasibility of implementation of knowledge management in Iranian Gas Transmission Corporation. The total considered statistical data employees of the company. The final data collected based on Cameron and Quinn organizational culture and Sharon Lawson knowledge management questionnaires. The results show a positive and significant relationship between all kinds of organization culture (group culture, Adhocracy, Market, hierarchical) and feasibility of implementation of knowledge management. Regression method shows that (Adhocracy culture) among all kinds of organization culture can be taken into account as the predictive and effective culture on knowledge management.

The purpose of the research was Study of the psychometrical features of Enneagram personality types. The statistical population consisted of 676 employed and unemployed females and males residing in Tehran city that had high school certificate or above and their mean age was 32.8. Sampling method were randomly and available population. Findings showed that difficulty co-efficient mean were 0.41 to 0.55. Besides, the distinctive co-efficient mean of questions estimated 0.17 to 0.38. Superficial content validity confirmed by a few psychometrists. Constructive validity calculated by correlation and exploring factor analysis. The results revealed the first three factors consisted (expressed) %16.5 of total variance. In fact, it showed suitable adaptation with emotionalism, perceptionism and operationalism. Consistency co-efficient calculated by Cronbach Alpha 0.67 to 0.81 and through test-retest 0.95 to 0.98. Normal t scores were been obtained in this study. According to the results, opplication of the Enneagram test recommend for normal people and research studies.

Considering the key role of knowledge/ technology- based firms in development of technology capabilities and creating job opportunities, nowadays there is much focuses on these firms to strive, grow and develop them. To identify competencies and capabilities of CEOs of the firms is a critical issue for policy makers, educational counselors, and HRD specialists. The main goal of this paper is to develop and present a conceptual framework for competencies of CEOs engaged in technology- based firms. To do so, the research was done in two stages: 1) Design the research conceptual framework, and 2) validate the proposed conceptual framework. Dimensions, factors, and indices were specified by studying literature review and theoretical foundations. The Brickman’s competency model was used for specifying competencies. Organizational and CEO’s individual profile and, technological capability are considered as mediating and dependent variables respectively. Then validity of framework was confirmed by the experts. The statistical population is experts in management and technology field. Delphi questionnaire was used to validate the research. Cronbach’s alpha coefficient equal to 0.997 showed the reliability. A 7 scale Likert type questionnaire was used and a 46 sample group of management and technology experts were chosen in a judgmental method. To specify indices, two phases were developed. According to statistical calculations, indices with weight average bigger than 5 were accepted. Considering to the importance of knowledge/ technology- based firms and CEO’s competencies for their succession, the occupational advisors and counselors can make most benefit from this framework to consult and guide CEOs.

The subject of this research is exploring the concepts and factors of job adjustment theory of Davis and Lofquist and making a questionnaire between women teachers of Tehran area 15 at 1389-90 year. After studing job adjustment theory 6 factors have been choiced: achievement value, comfort value, status value, altruism value, and safety value and personality style. The samples was 300 women teachers of Tehran area 15.Cronbach, s coefficient Alpha method for test reliability investigation was used. The reliability coefficient for inventory that is made of 36 questions was got 0/84.