Empowerment and Resilience
Hossein Hamzavi; Mohammad Motaqinejad; Abdulwase Khademi; Behrouz Rezaeimanesh
Abstract
Purpose: Emphasizing a working system with stable performance in a dynamic and competitive economy is vital to increasing the performance of knowledge-based companies. Therefore, the need to achieve sustainable performance has caused these companies to resort to several factors to find a solution to ...
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Purpose: Emphasizing a working system with stable performance in a dynamic and competitive economy is vital to increasing the performance of knowledge-based companies. Therefore, the need to achieve sustainable performance has caused these companies to resort to several factors to find a solution to eliminate the negative social and environmental effects on their activities. One of these factors is the participation and stable performance of employees in promoting and improving the company's sustainable performance. The stable performance of employees is an ideal state, in the performance of an organizational role, which describes the ability of a person to perform activities that develop the organization's main capabilities to achieve a desirable state, and its difference is the performance in long-term received results. The purpose of this research is to investigate the effect of knowledge-based human resources management on the sustainable performance of employees with the mediating role of psychological empowerment of human resources.Design/Methodology/Approach: The current research is applied research in terms of its purpose, and in terms of data collection, it is research with a descriptive-survey approach. The statistical population of this research includes all employees of knowledge-based companies in Bushehr province, numbering 509 people, and the statistical sample size based on Cochran's sample estimation formula is 219 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of knowledge-based human resource management from Kianto et al. (2017) with four dimensions (recruitment and selection, training and development, performance evaluation and service reward), the variable of psychological empowerment of human resources from Spreitzer and Mishra adapted from Timuranjad and Sorihi Esfastani (2010) with five dimensions (competence, autonomy, influence, meaningfulness, and trust), and the variable of sustainable employee performance was from Zaid et al. (2018) with three dimensions (economic performance, social performance, and environmental performance) were extracted. Also, to analyze the data, the structural equation modeling method was used and SPSS22 and Lisrel statistical analysis software were used.Findings: The results of this research showed that knowledge-based human resource management has a significant effect on the stable performance of employees and the psychological empowerment of human resources. Also, the psychological empowerment of human resources has a significant effect on the sustainable performance of employees. Finally, knowledge-based human resources management has a significant effect on the stable performance of employees with the mediating role of psychological empowerment of human resources.Discussion and Conclusion: Considering the close relationship between knowledge-based human resource management and the stable performance of employees, psychological empowerment can help to improve performance and promote the sustainability of the organization and employees. Therefore, the components of psychological empowerment, i.e., competence, autonomy, influence, meaningfulness, and trust, by strengthening the components of knowledge-based human resource management, i.e., recruitment and selection, training and development, performance evaluation, and service reward, affect various aspects of the sustainable performance of employees.
Empowerment and Resilience
Razieh Aghababaei
Abstract
Purpose: According to the new findings of organizational behavior in the area of job redesign, job crafting positions should be provided to the members of the organization; Because job crafting brings many benefits to the organization at the individual and organizational level, and according to research, ...
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Purpose: According to the new findings of organizational behavior in the area of job redesign, job crafting positions should be provided to the members of the organization; Because job crafting brings many benefits to the organization at the individual and organizational level, and according to research, several factors such as job independence, leadership style, and leadership behaviors can help to realize job crafting. In this regard, Liu et al (2023) investigated how self-leadership promotes job crafting, and the results showed that self-leadership, directly and indirectly, promotes job crafting. Kula (2022) investigated the relationship between mental peace, self-leadership, job autonomy, and person-job fit, and the results indicated a positive relationship between self-leadership and job autonomy. Taboli et al. (2023) designed a model to predict job crafting and the results showed that factors such as job independence and leadership styles can be considered as precursors of job crafting. Based on this, the present study aimed to investigate the effect of self-leadership strategies on the formation of job crafting with the mediating role of a leader's empowering behaviors and job independence.Design/Methodology/Approach: The type of research is descriptive-correlation and the statistical population included 445 employees of Kashan University that through Morgan's table, 220 people were selected as a sample. The research tool was four questionnaires of self-leadership strategies, job crafting, leader's empowering behaviors & job independence. The validity of the questionnaires was checked in the form of content, construction, convergent, and divergent. The reliability of the questionnaires was estimated through Cronbach's alpha for self-leadership strategies at 0.82, job crafting at 0.77, empowering leader behaviors at 0.88, and job independence at 0.78. Data analysis was done at the descriptive and inferential level using SPSS version 26 and Smart PLS statistical software.Findings: Findings showed the mean variable of self-leadership (3.94), job crafting (3.27), job independence (3.53), and empowering leadership behavior (3.36). The path coefficients showed that the effects of self-leadership on job independence, job crafting, and empowering behavior of the leader were positive and significant. Also, the effects of job independence and empowering leader behavior on job crafting were positive and significant, and the mediating role of leader empowerment behaviors and job independence in the effect of self-leadership strategies on job crafting was confirmed.Discussion and Conclusion: The results showed job crafting positions should be available to the members of the organization, and the path that can facilitate this process is to create a context for their self-leadership; Because organizational leaders in the process of self-leadership of people, empower them with their empowering behaviors and grant them independence so that they can play a role in designing their jobs. Considering the effect that self-leadership has on job crafting, the behavior of organizational managers should be directed towards the direction of paying attention to the development of people and investing self-leadership skills in them. In this regard, organizational training should be provided to people to know themselves better, to know and believe in their capacities, to set goals for themselves, and to control and evaluate themselves to achieve them. Considering the role of empowerment and job independence in the relationship between self-leadership and career crafting, the organization and its managers should provide behaviors to empower the workforce, trust them, and provide them with the opportunity to grow and progress. When the workforce understands the empowering behavior of the leader and the organizational support provided, more internal motivation will be formed in them and they will be psychologically empowered. This context helps them to distance themselves from the many work pressures that can exist in the organization's environment and focus their attention on their duties and shaping them more effectively.
Empowerment and Resilience
Mohsen Arefnejad; Ali Shariatnejad; Mina Hoseini; Shaghayegh Salehabadi
Abstract
Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational ...
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Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational outcomes. In the coaching leadership style, there is a kind of commitment to the growth and development of people in the organization. This commitment is in line with the goals of coaching, which is the actualization of employees' abilities, talents, and potential capacities. Also, coaching leaders should develop strong competencies and skills in themselves and have faith and belief in their abilities to perform the task of coaching desirably. This leadership style also creates positive relationships between managers and employees and increases cooperation and coordination in the organization. Therefore, paying attention to the coaching leadership style in government organizations can facilitate the improvement of the performance and effectiveness of these organizations and help the government to provide the best services to the people. Based on this, the current research was conducted to design a model for the emergence of coaching leadership in government organizations with the interpretive structural modeling method.Design/Methodology/Approach: This research was conducted based on mixed research and qualitatively and quantitatively in the comparative inductive paradigm. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management, as well as senior managers of government organizations, whose sample members were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content analysis and theoretical validity and intra-rater and inter-rater reliability. Also, the data collection tool is in the quantitative part of the questionnaire, the validity and reliability of which were measured by the method of content validity and retest reliability. In this research, content analysis and coding with Atlas software were used to analyze the data in the qualitative part. Also, for quantitative analysis, the interpretative structural modeling method was used.Findings: The findings of this research include the factors influencing the formation of the phenomenon of coaching leadership and the presentation of its model. In the qualitative part of this research, through interviews with the experts of the desired data, the effective factors on coaching leadership have been identified. Regarding the method of coding and extraction of qualitative data, it should be mentioned that according to the nature of the questions and the way the experts answered, the words and phrases they mentioned were components related to coaching leadership. Then, in the quantitative part, by designing a questionnaire whose rows and columns were the effective factors in coaching leadership, the experts were asked to answer the questionnaires using the interpretive structural modeling method. Finally, by analyzing the data, the components' leveling and designing the model was done.Conclusion: In the theories of management, managers find a more essential role every day than in the past. Also, from the organizational point of view, leaders are the most key and effective people whose proper and positive performance can make the employees and the organization successful. One of the new models of effective leadership in today's organizations is the coaching leadership model, which creates a supportive image of the leader in the mindset and attitude of employees, motivates human resources, and also organizational commitment. It is a positive development in the direction of improving the performance of employees and also increasing the productivity of the organization. The results of the research include the design of the emergence model of coaching leadership. In this research, the coaching leadership model has been formulated in four main levels based on the coaching leadership philosophy, the background, and context of coaching leadership formation, the dimensions of coaching leadership, and its consequences.
Empowerment and Resilience
Farshid Aslani; Mahsa Noori; Atefeh Heshmatzadeh
Abstract
Purpose: Mindfulness is a psychologically appropriate process of paying attention to successful experiences in the present without judgment. The ability to properly control the will, instinct, unconsciousness, and incomprehensibility is a special opportunity to correct past mistakes. In other words, ...
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Purpose: Mindfulness is a psychologically appropriate process of paying attention to successful experiences in the present without judgment. The ability to properly control the will, instinct, unconsciousness, and incomprehensibility is a special opportunity to correct past mistakes. In other words, mindfulness is the correct cultivation of awareness and vigilance by relying on care and taking into account special attention and different experiences in the present without judgment. Correct mindfulness increases the correct functioning of interpersonal-social relations and the efficiency of dealing with various stresses in people and creating correct and appropriate behavior. Customer satisfaction is a special and fundamental concept, and the examination of the positive behaviors resulting from this satisfaction in the company is considered very important, special, and vital; One of the very important factors that can influence the satisfaction of clients is the management of minds and in a special way, mindfulness. One of the organizations that has an urgent need to create client satisfaction is the tax department, and in the meantime, it is very important to use mindfulness and the signs and symptoms that affect improving people's behavior. Meanwhile, taking advantage of the very important component of organizational error tolerance and creativity in controlling the individual's inappropriate behavior and coping with problems and adversities can improve client satisfaction. Since no research with this title has been carried out in the Isfahan Tax Administration and among the employees so far and the very important component of mindfulness in explaining client satisfaction has not been used well and has been neglected, it is necessary to be addressed comprehensively. Based on this, the current research aims to investigate the effect of mindfulness on customer satisfaction with the mediating role of creativity and organizational fault tolerance.Methodology/Design/Approach: The current research is practical in terms of its purpose and the method of carrying out the research is descriptive and survey method. The population studied in the current research consists of all the employees and managers (supervisors) of the Tax Affairs Department in Isfahan City, which included 300 people, and the sample size is 169 people based on the Cochran formula, and stratified random sampling is used. The research tool includes a standard questionnaire.Findings: To analyze and measure the model of this research, data analysis using the structural equation model has been used. The results of the path analysis of structural equations and the Sobel test showed that mindfulness has an effect on client satisfaction with the mediating role of creativity of Isfahan tax affairs department employees with a critical rate of 9.136, which is more than 1.96. Also, mindfulness has an effect on the creativity of employees with a moderating role of organizational error tolerance in the Isfahan Tax Affairs Department with an impact factor of 0.54 and a critical value of 4.47. Based on this, mindfulness affects the creativity of employees in the Isfahan Tax Affairs Department with an impact factor of 0.63 and a critical value of 12.850, mindfulness affects client satisfaction in the Isfahan Tax Affairs Department with an impact factor of 0.23 and a critical value of 0.4 2 and creativity affects the satisfaction of clients in the Isfahan Tax Administration with an impact factor of 0.34 and a critical value of 3.120.Discussion and Conclusion: The results of path analysis of structural equations and Sobel's test showed that mindfulness affects client satisfaction, with the mediating role of creativity of Isfahan tax affairs department employees. Also, mindfulness affects the creativity of employees with the moderating role of organizational error tolerance in the Isfahan Tax Affairs Department. Based on this, mindfulness affects the creativity of employees in the Isfahan Tax Affairs Department, mindfulness affects client satisfaction in the Isfahan Tax Affairs Department, and creativity affects client satisfaction in the Isfahan Tax Affairs Department. Dealing with clients and customers and creating their satisfaction is one of the most important actions that employees should try in this field, which is to use new methods and benefit from creativity and innovations in various work and practical dimensions since it can be the basis of customer satisfaction. Employees should be able to use their creativity to apply their special method to each customer so that they can have a proper understanding and satisfaction to be provided.
Empowerment and Resilience
Mohammad Keshavarz; Maryam Seifi; Hamed Ameri
Abstract
Purpose: Today, in a rapidly changing world, the ability to change regularly is very important to adapt to external challenges. However, changes in the basic characteristics of the organization may increase the probability of failure. For this reason, it seems that organizational transformation efforts ...
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Purpose: Today, in a rapidly changing world, the ability to change regularly is very important to adapt to external challenges. However, changes in the basic characteristics of the organization may increase the probability of failure. For this reason, it seems that organizational transformation efforts cause resistance and it is one of the most important obstacles facing contemporary companies, especially in this regard. Organizational inertia is a term used to describe this aversion to change as well as the desire to maintain the status quo (Teofilus et al., 2022). Many behavioral researchers emphasize the importance of a "self-aware mind" whose benefits can be used to develop desirable behaviors (Bhardwaj & Pareek, 2023). Researchers and behavioral thinkers should pay a lot of attention to mindfulness; Because the wider use of this type of tactics offers great potential in various economic, social, etc. fields (Krickel, 2023). On the other hand, coaching as a rapidly growing and expanding profession is used to develop leadership and mental skills at all organizational levels. By using coaching skills, it becomes possible to teach mindfulness skills to all organizational levels. Moreover, by being fully involved in this process, outstanding leaders not only increase their leadership strategies but also reap useful values (Susanto, 2023). Therefore, to adopt an innovative business model in any organization, the inertia for change is a fundamental obstacle and its role has not been fully investigated (Moradi et al, 2021).Methodology: Since the purpose of the research is to determine the relationships between the variables, the current research is of an applied type, and in terms of the method of data collection, it is descriptive, correlational, and single-section. The statistical sample of the research is 103 employees of the Kashan Electricity Distribution Company using the available sampling method. A 24-question questionnaire based on an ordinal scale and a five-point Likert scale was used to collect data. The questionnaire of this research consists of two parts: the first part includes demographic questions and the second part includes the main questions of the questionnaire that were raised based on the variables of the research and their validity and reliability were confirmed. The questionnaire includes three dimensions (coaching, mental-awareness, organizational inertia). The questions were reviewed by some professors. Also, to check the reliability and validity of the measurement model, Smart-PLS software was used due to its ability to test theories in the form of equations between variables. As can be seen, Cronbach's alpha coefficient for all research constructs is more than 0.7, which is at the desired level and shows the validity of the research measures.Findings: The obtained results indicate that coaching has a negative and significant effect on organizational inertia in Kashan Electricity Distribution Company. Also, the positive and significant effect of coaching on the organizational mindfulness of employees of Kashan Electricity Distribution Company was confirmed. On the other hand, organizational mindfulness has a negative and significant effect on organizational inertia. Finally, the results of this research showed that organizational mindfulness plays a mediating role in the relationship between coaching and organizational inertia.Discussion and Conclusion: Managers of electricity distribution companies are generally in a state of economic stagnation and feel that it is difficult to make fundamental changes. On the other hand, companies are looking for different coaching approaches to influence employees' behaviors and their training and learning, which may sometimes lead to employees' awareness and deeper understanding of their current situation and the organization. When the organization uses various resources such as time, manpower, money, communication, approvals, etc. in one direction, the change from the current direction is due to the unwillingness to waste the resources spent in the past and the patterns that have become a habit. As a result, managers can act by applying various coaching methods in line with deep awareness and alertness of the organization and increase the progress and evolution of the company. Managers of electricity distribution companies should note that at the beginning of the manager's entry into the system, it is possible to overcome organizational inertia much more than later. Over time, due to getting used to the existing situation and getting out of the shock of management change, the manager and employees tend to return to the previous situation and inertia prevents the organization from changing. On the other hand, for future research, it is suggested to investigate the relationship of this concept with other mentioned topics. Also, since the current research was conducted only in a limited industrial environment, it is suggested that this research be tested in other companies, industries, and cities as well.
Empowerment and Resilience
Morteza Akbari Mehrabad; Mahmood Akbari Mehrabad
Abstract
Purpose: Today, the discussion on the characteristics of proper management and its tremendous effects on the innovation performance of organizations in both public and private sectors is evident. Recently, new management styles have been proposed that can be highly effective in implementing strategies ...
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Purpose: Today, the discussion on the characteristics of proper management and its tremendous effects on the innovation performance of organizations in both public and private sectors is evident. Recently, new management styles have been proposed that can be highly effective in implementing strategies and achieving organizational goals. This research examines how management characteristics impact organizational innovation performance by mediating organizational learning and moderating self-control in the Village Industrial Group.Design/Methodology/Approach: The current research is based on objective criteria in the applied research group, employing the time criterion for data collection in the survey research group. It adopts a quantitative research approach based on the nature of the data and focuses on the characteristics of the subject or the research problem in correlation or concordance research. The research involves first-hand data collection through a field research method using the questionnaire technique, emphasizing the depth of comprehensive research. The primary tool for collecting information is a questionnaire, including four standard questionnaires: management characteristics (2001), organizational performance, organizational learning, and self-control. The questionnaire's validity was ensured through face and content validity, using a 5-point Likert scale. Data analysis was performed using SPSS23 statistical software and SmartPLS3 structural equation modeling. The questionnaire, presented as a 5-point Likert scale, underwent validity checks through content validity, with input from managers of the production, quality, and after-sales service management unit, confirming its acceptability. Reliability was established with Cronbach's alpha of 0.880, 0.852, 0.901, and 0.832, respectively. The statistical population of this research includes 1,600 people, encompassing managers, leaders, and workers of the industrial group in the Village. The research sample consists of 310 people, determined through simple random sampling according to Morgan's table.Findings: This study relies on the resource-based perspective and knowledge-based perspective theories to explain how the Village Industrial Group achieves innovation through its internal and intangible resources. The findings demonstrate significant effects of management characteristics and organizational learning on organizational innovation performance, providing support for the meaning and expansion of these theories. The research findings reveal that management characteristics positively and significantly impact organizational innovation performance in RoostaGroup Co. Additionally, management characteristics positively affect organizational learning in RoostaGroup Co. Management characteristics have a positive mediating effect on organizational learning and a significant impact on innovation performance in RoostaGroup Co. Self-control positively moderates the effect of management characteristics on organizational learning in RoostaGroup Co.Discussion and Conclusion: The present study investigated the impact of management characteristics on organizational innovation performance with the mediation of organizational learning and moderation of self-control in RoostaGroup Co. The results indicate that management characteristics have a positive effect on innovation performance. Organizational learning plays a mediating role in the relationship between management characteristics and innovation performance, while self-control plays a moderating role.
Empowerment and Resilience
Shaghayegh Naeimi; Zohre Rafezi
Abstract
This research Aimed to determine the role of mindfulness, metacognitive beliefs and self-control in predicting employees job satisfactionin in Tehran airlines.This study was a descriptive correlational in terms of method and it was applied in terms of purpose. The statistical population included all ...
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This research Aimed to determine the role of mindfulness, metacognitive beliefs and self-control in predicting employees job satisfactionin in Tehran airlines.This study was a descriptive correlational in terms of method and it was applied in terms of purpose. The statistical population included all of the airlines employees of Tehran city in2020. The sampling method was convenience sampling that 153 subjects were selected as the sample that According to the inclusion and exclusion criteria,148 questionnaires were completed. .Data were collected by using questionnaires of Minnesota Job Satisfaction, Freiburg Mindfulness, Wells Metacognitive beliefs, Tanji Self-Control and were analyzed in SPSS26 software by Spearman correlation and linear regression tests. The results showed that Mindfulness had no relationship to job satisfaction. Among the components of metacognitive beliefs variable, negative metacognitive beliefs about uncontrollability and danger inegatively and self-control variable positively predicts job satisfaction in employees.According to the research results, In order to increase the employees job satisfaction, create interventions and provide training to reduce employees negative thinking and beliefs and increase self-control would be useful to employees.
Empowerment and Resilience
Reza Amini Brujeni; Alireza Moghadam
Abstract
The purpose of research is to investigate the effect of loneliness of employees in the organization on career advancement, risk-taking and trust with the mediating effect of perceived organizational support. The descriptive research method was correlation type. The statistical population of the present ...
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The purpose of research is to investigate the effect of loneliness of employees in the organization on career advancement, risk-taking and trust with the mediating effect of perceived organizational support. The descriptive research method was correlation type. The statistical population of the present research is all the employees of the social security organization of P Borujen city, from whom 70 people were selected by stratified random sampling and answered the relevant questionnaires that included loneliness in the organization, career advancement, organizational support, risk-taking and trust. . In order to analyze the data in the present research, from the statistics at two descriptive and inferential levels; Pearson correlation, confirmatory factor analysis, path analysis and structural equations were used. The findings showed that there is a negative and significant relationship between loneliness in the organization and risk-taking and trust in the organization. there is a direct, positive and significant relationship between perceived organizational support and risk-taking and trust in the organization and career advancement. loneliness in the organization has a negative and indirect effect on perceived organizational support through the mediation of risk-taking and trust. It has a negative and indirect effect on career advancement through the mediation of perceived organizational support.
Empowerment and Resilience
Mehrnaz Ahmadi; Narjes Najafali Ghandehari
Abstract
This research was conducted to determine the mediating role of social support about perfectionism and social self-efficacy to find the level of social self-efficacy and perfectionism among female employees of cultural and art organization of Tehran's Municipality and the ability to make effective strategies ...
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This research was conducted to determine the mediating role of social support about perfectionism and social self-efficacy to find the level of social self-efficacy and perfectionism among female employees of cultural and art organization of Tehran's Municipality and the ability to make effective strategies to promote the level of social self-efficacy and positive perfectionism. The research design was descriptive, correlation method. The sample selected by cluster and in access sampling method and contained 270 women with at least one year of work experience. The participants completed the Social Self-efficacy Scale (Smith and Betz, 2000), the Positive and Negative Perfectionism Scale (Terry-Short, 1995), and The Social Support Appraisals (SS-A) Vaux et al (1986). The results of path analysis indicated that there was a significant positive correlation between positive perfectionism and social self-efficacy and a significant negative correlation between negative perfectionism and social self-efficacy. In addition, positive perfectionism had direct effect on social support and negative perfectionism had indirect effect on that and social support had direct effect on self-efficacy.
Empowerment and Resilience
Einollah Tajik; Hossein Didekhani; Hossein Eslami Mofid Abadi
Abstract
The aim of the research was to identify the cognitive factors affecting managers' financial strategic decisions and to prioritize these factors. This research is based on the practical purpose, in terms of its nature and descriptive method, and it is cross-sectional in terms of time. In this research, ...
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The aim of the research was to identify the cognitive factors affecting managers' financial strategic decisions and to prioritize these factors. This research is based on the practical purpose, in terms of its nature and descriptive method, and it is cross-sectional in terms of time. In this research, the sample size is 30 people, the tools used in this research are questionnaire and data processing using SPSS and Expert Choice software. Qualitative analysis showed that financial strategic decisions are influenced and related to the factors of process and service performance excellence, organizational factors, individual factors and risk management and investment. Fuzzy and prioritization of the identified dimensions and components was done using the technique of network analysis process and the results showed that among the efficiency factors of processes and services, organizational factors, individual factors and risk management and investment, respectively social and legal activity , contextual factors, static rationality and the environment have the greatest impact on managers' financial strategic decisions. Among all the sub-criteria ranked in the above four criteria, social and legal activity has obtained the first rank and cognitive preparation has obtained the last rank.
Empowerment and Resilience
Marziyeh Malekiha
Volume 8, Issue 2 , September 2022, , Pages 35-50
Abstract
Today, career adaptability has important role in entering and employability of individuals at work world. On this base, the purpose of this study was to examine the effectiveness of postmodern career counseling intervention based on solution-focused narrative therapy on increasing career adaptability ...
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Today, career adaptability has important role in entering and employability of individuals at work world. On this base, the purpose of this study was to examine the effectiveness of postmodern career counseling intervention based on solution-focused narrative therapy on increasing career adaptability in Qom province graduate agriculture field students. The statistical population consisted of all graduate agriculture field students in Qom province at 2019 year. Research procedure was quasi – experimental design with pre-test - post-test and control group. The Sample of study included 32 students who have been placed randomly in the intervention and control group. Career adaptability as dependent variable was assessed by career adaptability questionnaire. The experimental group was exposed to postmodern career counseling based on solution-focused narrative therapy for 11 sessions in 90 minutes. For analyze of data, SPSS-21 software were used. Results show that solution-focused narrative therapy has increased career adaptability in concern, curiosity and control dimension but not has been effect on control dimension.
Empowerment and Resilience
Fatemeh Shiroye; Mohamad jafar Mahdiayan; Mohamad Torabi goodarzi
Volume 8, Issue 2 , September 2022, , Pages 97-114
Abstract
The aim of this study was to investigate the relationship between time management and perfectionism and the degree of resilience of school principals in Oshtrinan. The statistical population of the study consisted of N = 85 principals of secondary and primary schools in Oshtrinan district in the academic ...
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The aim of this study was to investigate the relationship between time management and perfectionism and the degree of resilience of school principals in Oshtrinan. The statistical population of the study consisted of N = 85 principals of secondary and primary schools in Oshtrinan district in the academic year of 1995-96, which using the Krejcie and Morgan sample size determination table, N = 70 people by stratified sampling method were selected as a sample. To collect data, the standard questionnaires of Connor and Davidson (2003) Resilience Scale, Azizi Moghadam Time Management Standard Questionnaire (2006) and the standard questionnaire of Perfectionism of Hill et al. (2004) were used. The collected data was analyzed using descriptive and inferential statistical tests such as Kolmogorov-Smirnov test for data distribution normalization and Pearson correlation coefficient and multivariate regression tests using SPSS software. Findings showed that there is a positive relationship between time management and its components, goal setting, activity prioritization, operational planning, communication management and meeting management with perfectionism. But there is no relationship between delegation and perfectionism. There is a positive relationship between time management and its components, goal setting, activity prioritization, communication management and meeting management with resilience rate. But there is no relationship between operational planning, delegation and resilience.
Empowerment and Resilience
Abbas Ghaedamini Harouni; Mehrdad Sadeghi de Cheshmeh; Meysam Babaeefarsani; Ghulam Reza Maleki Farsani
Volume 8, Issue 2 , September 2022, , Pages 155-176
Abstract
The purpose of this study was to investigate the impact of transformational leadership on attitudes toward change through organizational innovation and organizational learning. The present study was applied in terms of purpose and correlational in terms of how to collect descriptive information. The ...
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The purpose of this study was to investigate the impact of transformational leadership on attitudes toward change through organizational innovation and organizational learning. The present study was applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all faculty members of Islamic Azad University, South Tehran Branch, 554. 226 people were selected through Cochran sampling formula as a sample through stratified sampling method appropriate to the volume. And structures were examined and after the necessary terms validity was confirmed and on the other hand the reliability of the questionnaires by Cronbach's alpha method to (0.93) and (0.81), (0.85) and (0.92) Data analysis was performed at the inferential level, including structural equation modeling. The research results showed that transformational leadership through organizational learning has a positive and significant effect on attitudes to change with a coefficient of this effect of 0.44 And through organizational innovation has a positive and significant effect on attitudes to change, the coefficient of this effect is 0.55 and also It has a direct positive effect on the attitude to change and the coefficient of this effect is 0.66.