Mahdi Naddaf; Hasan Ali Sinaee; Hajar Dezfuli
Volume 1, Issue 1 , September 2015, , Pages 9-29
Abstract
This study attempts to examine the relationship between some behavioral characteristics (overconfidence, risk tolerance, self-monitoring and herd behavior) and investors’ behavior (Stock volume and Frequency of stock transaction) and also to study the relationship between investors’ behavior ...
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This study attempts to examine the relationship between some behavioral characteristics (overconfidence, risk tolerance, self-monitoring and herd behavior) and investors’ behavior (Stock volume and Frequency of stock transaction) and also to study the relationship between investors’ behavior and investment performance (Stock returns). Statistical population contains all individual investors of Tehran stock exchange. The questionnaires were distributed to individuals who make stock transactions and had at least two transactions in past year. Pearson correlation coefficient tests were used to analyze the data. The finding of the research shows that there is a meaningful and positive connection between overconfidence and risk tolerance with stock volume and stock frequency. But self-monitoring and herd behavior have not meaningful relationships with stock volume and stock frequency. Also the finding indicates that there is a significance relationship between Stock volume and Frequency of stock transaction with Stock returns.
Mostafa Maghsodi; Behrang Esmaeilishad; Fatemeh Mohamad Ebrahimzadeh Sepasgozar
Volume 6, Issue 2 , September 2020, , Pages 9-32
Abstract
The purpose of this study is to explain the relationship between irrational beliefs and aggression. The research is descriptive-correlational in terms of purpose, application and research method. Because the number of employees was 44, sampling was done by counting method. The data collection tool is ...
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The purpose of this study is to explain the relationship between irrational beliefs and aggression. The research is descriptive-correlational in terms of purpose, application and research method. Because the number of employees was 44, sampling was done by counting method. The data collection tool is questionnaire. For irrational beliefs, Jones (1968) questionnaire with 100 items was used and for aggression, Bass and Perry questionnaire (1992) with 29 items. Data analysis showed regression predicts employee aggression with respect to the components of irrational beliefs (expectation of approval from others, excessive expectation of self, tendency to blame, reaction to failure, emotional irresponsibility, high anxiety associated with anxiety, Avoidance of problems, dependence on others, helplessness to change, perfectionism) is not significant. The irrational beliefs variable in the field of high anxiety combined with the standard beta coefficient of 0.252 can positively and significantly predict employee aggression. Based on the research findings, no positive and significant relationship was between the dimensions of irrational beliefs and aggression, and the variable of irrational beliefs in the field of high anxiety and anxiety can positively and significantly predict employee aggression. According to the statistical findings, it is concluded that irrational beliefs do not necessarily lead to aggression.
Abbas Ghaedamini Harouni; Mehrdad Sadeghi de cheshmeh; Meysam Babaeefarsani; Ghulam Reza Maleki Farsani
Volume 8, Issue 1 , March 2022, , Pages 9-40
Abstract
The purpose of this study was to determine the relationship between social capital and deviant behaviors in the workplace, taking into account the role of toxic leadership in Isfahan province. The research method was applied in terms of purpose and in terms of data collection method, a descriptive-correlation ...
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The purpose of this study was to determine the relationship between social capital and deviant behaviors in the workplace, taking into account the role of toxic leadership in Isfahan province. The research method was applied in terms of purpose and in terms of data collection method, a descriptive-correlation type (structural equation modeling) was used. The statistical population of the present study was 416 people employed by the employees of Isfahan governorate who, through the Cochran sampling formula, 370 people were selected through simple random sampling method. The research tools were Nahapitogushal social capital questionnaire (1998) and Zoharigen Schmidt's Standard Leadership Questionnaire (2008) and Deviant Behavioral Questionnaire in Workplace Bennett & Robinson (2000). On the other hand, Cronbach's Alpha method was used for questionnaire management for 0.50 and 2.88, respectively. The questionnaire was 0.85 for devastating behaviors in the workplace, and data analysis was done at two descriptive levels And inferential statistics including Pearson correlation coefficient and Structural Equation Modeling (SEM) .The results of the research showed that there is a significant negative relationship between social capital and deviant behavior in the workplace and there is a significant positive correlation between the toxic leadership venom and deviant behaviors in the workplace.
Vahid Mirzaei; Hamed Mohammadi
Volume 7, Issue 2 , September 2021, , Pages 9-41
Abstract
The aim of this study was to investigate the role of organizational pessimism as a mediating variable in the relationship between perceived organizational support and employees' anti-productivity behavior. The research is descriptive-survey in terms of practical purpose and in terms of nature and method ...
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The aim of this study was to investigate the role of organizational pessimism as a mediating variable in the relationship between perceived organizational support and employees' anti-productivity behavior. The research is descriptive-survey in terms of practical purpose and in terms of nature and method of implementation. The statistical population of this study consisted of the staff of the General Office of Standards of Khorasan Razavi, due to the limited statistical population, the census was used. In this study, the Nayr Questionnaire (2013) was used for the organizational support variable, the Kalagan Organizational Pessimism Questionnaire (2009) was used for the organizational pessimism variable, and the Bennett and Robinson (2002) questionnaire was used for the anti-productivity behavior variable. The validity of the questionnaire was confirmed through face and content validity and the reliability of the questionnaire was confirmed using Cronbach's alpha coefficient. Data were analyzed by correlation test and structural equations using SPSS22 and PLS 3 software. Structural equation modeling findings showed that organizational pessimism mediates the relationship between perceived organizational support and anti-productivity behavior.
Psychological Pathology
Vahid Mirzaei; Mahdi Bahrami; Mohammad Sadegh Akbari Nooghabi
Volume 8, Issue 2 , September 2022, , Pages 9-34
Abstract
The lack of nurses and the high rate of their turnover is still the most important issues that health centers are planning to provide appropriate solutions to solve it. One of these important issues, is the career plateauing of nurses. Accordingly, this study aims to examine the impact of hierarchical ...
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The lack of nurses and the high rate of their turnover is still the most important issues that health centers are planning to provide appropriate solutions to solve it. One of these important issues, is the career plateauing of nurses. Accordingly, this study aims to examine the impact of hierarchical plateau on turnover intention with the moderating role of the person job-fit facet. This is an applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurse of Imam Reza Hospital in Mashhad. Cochran's method was used to determine the sample size. Based on this, 287 of them were selected as a statistical sample with the Random sampling method. To collect data, the questionnaire of Hierarchical plateau of Hossain and Shirazi (2018), p-j fit questionnaire of Ab Hamid et al. (2017), and Demand-Abilities of Memon et al (2014) were used. To evaluate the validity of the questionnaire, content validation and for Questionnaire reliability Cronbach's alpha were used. Data analysis was performed with SPSS24 software. The results showed a positive and significant impact of hierarchical plateau on turnover intention. On the other hand, the p-j facet does not moderate the relationship between the hierarchical plateau and turnover intention.
Mental disorders in the context of the organization
Fatemeh Hadizadeh Korandeh; Seyedeh Khadijeh Moafimadani; Amir Mortazavi
Abstract
The research method was causal-comparative. The statistical population in this study includes all employees of health centers in the east of Guilan province. Sampling method is available in this study, which according to the population, the sample size was 140 using Morgan table. Using the Iseng personality ...
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The research method was causal-comparative. The statistical population in this study includes all employees of health centers in the east of Guilan province. Sampling method is available in this study, which according to the population, the sample size was 140 using Morgan table. Using the Iseng personality questionnaire, which has two parallel forms A and B, it is used to measure introversion and extroversion. The sample size was then divided into two groups (70 introverts and 70 extroverts). In order to collect data, Young's incompatible schema questionnaire, Type II Ambiguity Tolerance Questionnaire (MSTAT-II) (McLean, 2008), Spence and Robbins (1992) Addiction Questionnaire, and Eysenck Personality Questionnaire were used. For statistical analysis of data, Spss 22 statistical software and single and multiple analysis of variance test were used and a significant level (P <0.05) was considered. The results of statistical analysis of data showed that there is a difference between tolerance of ambiguity in introverted and extroverted employees. There is a difference between overwork addiction in introverted and extroverted employees. There is a difference between early maladaptive schemas in introverted and extroverted employees.
Psychological Pathology
Peyman Akbari; Mohammad Ali Islami
Abstract
Purpose: The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, ...
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Purpose: The importance of anti-productive work behavior is evident for most organizations because it can have negative effects on employees and organizations. Therefore, according to these conditions, the purpose of this research is to survey the effect of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior with emphasis on the moderating role of collective atmosphere.Design/Methodology/Approach: The current research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this research includes the number of 240 employees of Qarz al-Hasna Resalat Bank in Yazd province. Using Cochran's formula, 148 people were selected as a sample for the first half of 1400. From the questionnaires made by the researcher, Semer et al.'s illegitimate tasks (2010) consisting of 8 questions, Maslach and Jackson's (1981) job burnout consisting of 23 questions, Yam et al.'s psychological entitlement (2017) consisting of 4 questions, van Hooft's collective climate et al. (2009) consisting of 8 questions, and finally Masoomzadeh's anti-productive work behavior (2013) consisting of 11 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity (the content "this validity was obtained by surveying professors", convergent, this validity contains the average output variances (AVE) which should be more than 0.05), and divergent, this validity is also by comparing the root of AVE with the correlation between measured variables and for each of the reflective constructs, the root of AVE must be greater than the correlation of that construct with other constructs in the model) and to confirm the reliability, three criteria (the factor load, "this loadings for each question or independent variable are between 0 and 1 and indicate the degree of influence of that question or variable on the relevant factor, A factor loading higher than 0.5 is generally acceptable", the composite reliability coefficient, this reliability should be a value greater than 07 obtained 0.0 to indicate the internal stability of the constructs", Cronbach's alpha coefficient, "This coefficient should have values above (0.07)" (Fornell and Larcker, 1981) were used.Findings: The results of hypothesis testing by SMART-PLS software and using t-test statistics and path coefficients (β) showed that illegitimate tasks have a positive and significant effect on anti-productive work behavior; a positive and significant effect on job burnout; a positive and significant effect on psychological entitlement; and a negative and significant effect on the collective atmosphere. In addition, the results indicated that psychological entitlement can play a mediating role in influencing illegitimate tasks on counterproductive work behavior and job burnout.Discussion and Conclusion: Despite the design pattern, the bank can expect to be able to control counterproductive work behavior to advance its goals. This means that the bank should be able to fully control the level of illegitimate tasks, psychological entitlement, and job burnout. For example, by setting clear and fair tasks, reducing the use of illegitimate tasks, and providing training and career development opportunities, the bank can manage the level of illegitimate tasks. Also, the bank should develop burnout management by creating a healthy and supportive work environment. This includes measures such as work-life balance, employee empowerment, rest management strategies, and job variety. In addition, the role of managers in reducing the collective atmosphere is also very important. Managers should foster a team atmosphere by creating a positive work environment and encouraging cooperation and positive interaction among team members. By doing this, it is possible to reduce the negative impact of illegitimate tasks, psychological entitlement, and job burnout on counterproductive work behavior. Therefore, to manage anti-productive work behavior, the bank should pay attention to factors such as the level of illegitimate tasks, psychological entitlement, job burnout, and collective atmosphere. By controlling these factors and creating a positive environment, the bank can improve productivity.
Psychological and Emotional Capital
Ebrahim Mazari
Abstract
Purpose: The current research was conducted with the goal of meta-synthesis of cognitive governance research to understand the complexity of governance through its convergence with neuroscience (brain studies), cognitive (mind studies), and psychology (mind studies). The complexity of governance, on ...
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Purpose: The current research was conducted with the goal of meta-synthesis of cognitive governance research to understand the complexity of governance through its convergence with neuroscience (brain studies), cognitive (mind studies), and psychology (mind studies). The complexity of governance, on the one hand, and the new and deep understanding of neuroscience, cognitive science, and psychology, especially when humans are active in this complexity, on the other hand, can serve governance by intersecting and merging, which is called cognitive governance. Cognitive governance includes governance over cognition, governance using cognitive sciences, and governance over cognitive sciences, and it is trying, by highlighting the role of cognition, to address the complexities of governance that are caused by the existence of numerous factors and elements and many relationships between them.Method: Metasynthesis helps to aggregate and analyze scattered research related to emerging concepts and provides an integrated view of it. For this purpose, the qualitative approach and synthesis research method of Sandelowski and Barroso (2007) have been used. The research community of scientific documents and documents (articles, theses, treatises, books, and work reports) has been available in domestic and foreign reliable scientific databases, from which 33 scientific documents were selected and analyzed by targeted sampling. To analyze the findings, codes were extracted from the text, and categories were formed, and finally, the final model was developed. In the end, to check the validity of the research findings, the focus group method was used, during which the research findings were presented, corrected, and completed in the focus group of 5 people of governance and cognitive experts.Findings: The findings of the current research indicate the identification of 12 categories for cognitive governance, including cognitive approach, cognitive problem-solving, cognitive policy-making, cognitive regulation, cognitive future research, cognitive monitoring and evaluation, cognitive modeling, cognitive self-governance, cognitive intelligence, cognitive competencies, and finally ruling cognitive sciences. The cognitive approach is the basis of cognitive governance, which solves cognitive issues in governance with the help of cognitive intelligence and cognitive modeling. The functions of cognitive policy-making, cognitive regulation, and cognitive decision-making, which form the main body of cognitive governance to operationalize it, are produced in response to issues and are continuously evaluated and cognitively monitored. Such a level of knowledge and action can visualize the future and use cognitive science for this purpose, so the future of cognitive research looking at the creation of the future with the help of cognitive science is proposed in this model. The highest level of governance, which is cognitive self-governance, makes a cognitive system based on deep, nested, and comprehensive cognitions that realize self-governance. Such entanglement of variables and factors is strengthened by the two arms of cognitive science governance, which is the result of the rapid growth of cognitive technologies, as well as cognitive competencies, which guarantee the efficiency and effectiveness of cognitive governance actors. The cognitive governance model is a set of components and relationships between them that were described.Discussion and conclusion: It can be concluded that cognitive science helps to better understand the complexity of governance by identifying blind spots, as well as simplification and analysis, and provides appropriate cognitive solutions and suggestions for governance. On the one hand, cognitive governance makes it easier to understand and face the complexities of governance, and on the other hand, the increasing growth of cognitive technologies strengthens the possibility of making cognitive studies and strategies more objective in governance. Cognitive governance aims at the two dimensions of governance being popular and based on smart technologies, and it connects human cognition to machine cognition and emerging technologies. Such cognitive capacity is needed by the phenomenon, concept, and practice of governance.
Psychological and Emotional Capital
Farshid Aslani; Marziyeh Malekiha; Atefeh Heshmat Zadeh
Abstract
The purpose of this study is to investigate the effect of organizational climate on informal learning of teachers in Fereydunshahr city through the mediation of psychological capital. The present research is applied in terms of purpose and is one of the descriptive-survey researches. The statistical ...
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The purpose of this study is to investigate the effect of organizational climate on informal learning of teachers in Fereydunshahr city through the mediation of psychological capital. The present research is applied in terms of purpose and is one of the descriptive-survey researches. The statistical population of the present study consists of 686 teachers in Fereydunshahr city. For example, using Krejcie and Morgan table, the sample number was estimated to be 244 people. The research instrument consists of three standard questionnaires of informal learning of Hong et al. (2020) which has 18 questions, the atmosphere bar questionnaire of Johnson et al. (2007) which has 21 questions and the psychological capital questionnaire of Lutans et al. (2007) which has 24 questions. In the present study, two methods of face and content validity have been used and Cronbach's alpha of 0.88 has been used to evaluate the reliability. The collected data were analyzed based on structural equation path analysis with Smsrt PLS software and Sobel test. The results showed that the organizational climate had a positive and significant effect on informal learning in the workplace with the mediating role of psychological capital.
Mohsen Akbari; MehrAli Hemmatinejad; omid Azimian; arezoo hosseinzadeh
Volume 6, Issue 2 , September 2020, , Pages 33-71
Abstract
The aim of this study was to investigate the effect of responsible leadership style on organizational citizenship behavior through the mediating role of organizational justice and organizational commitment. In terms of purpose, the research is applied, and in terms of data collection method, is descriptive-survey. ...
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The aim of this study was to investigate the effect of responsible leadership style on organizational citizenship behavior through the mediating role of organizational justice and organizational commitment. In terms of purpose, the research is applied, and in terms of data collection method, is descriptive-survey. The statistical population of the study is all employees of the Red Crescent Society of Guilan province, 354 people. The required sample size was determined using Morgan table, 210 people, and were selected by simple random sampling. Data collection tool was a standard questionnaire based on the Likert scale, whose validity and reliability were confirmed. Finally, out of 230 distributed questionnaires, 218 complete questionnaires were collected. Data analysis was performed using structural equation modeling in Amos and SPSS software. The results showed that responsible leadership (β: 0.325), organizational commitment (β: 0.274) and organizational justice (β: 0.372) have a significant and direct effect on organizational citizenship behavior. The mediating role of organizational justice and commitment in the impact of responsible leadership on organizational citizenship behavior was also confirmed.
Psychological Pathology
Vahid Mirzaei; Ali Akbar Aghighi
Abstract
Purpose: Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship ...
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Purpose: Knowing the factors to prevent organizational cynicism in the workplace has always been one of the preoccupations of the organization's management. The purpose of this research is to investigate the mediating role of employees' silence and negative gossip in the workplace in the relationship between narcissistic leadership and organizational cynicism in the workplace. What is obtained through the study is carefully analyzed to address managers and employees to find better ways to deal with the state of work environments.Design/Methodology/Approach: This research in terms of purpose, is practical, in terms of the data collection method, it is of field type, and in terms of the implementation method, it is descriptive and correlational. The statistical population consisted of all the employees of the five-star hotels in Mashhad, numbering 165 people, of which 115 people were selected as a statistical sample using Cochran's formula by simple random method. The information needed in the theoretical part was collected through library studies and the data needed to test the research hypotheses was gathered through the distribution of the 4-question questionnaire of negative rumors related to the work of Ko et al. (2015), Tangirala and Ramanujam's (2008) employee silence questionnaire with 5 questions and Hachwarter and Thomson's (2012) narcissistic leadership questionnaire with 16 questions. To measure validity, face validity and confirmatory factor analysis were used, and Cronbach's alpha coefficient was used to measure reliability. Cronbach's alpha of narcissistic leadership, behavioral cynicism, the silence of employees, and negative gossip in the workplace was calculated as 0.838, 0.836, 0.835, and 842 respectively. Data analysis was done by structural equation method with a partial least squares approach and Amos software.Findings: The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, employee silence partially mediates the direct effect of narcissistic leadership on organizational cynicism. Therefore, the first hypothesis is confirmed. The path coefficient between narcissistic leadership and organizational pessimism is significant. Therefore, negative rumors partially mediate the positive and direct effect of narcissistic leadership on organizational cynicism. Therefore, the second hypothesis is confirmed. The path coefficient between the two variables of narcissistic leadership and organizational pessimism is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and organizational pessimism, and the third hypothesis is confirmed. The path coefficient between narcissistic leadership and employee silence is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and employees' silence, and the fourth hypothesis is confirmed. The path coefficient between narcissistic leadership and negative work-related gossip is significant. Therefore, there is a direct and positive relationship between narcissistic leadership and negative work-related rumors, and the fifth hypothesis is confirmed. The path coefficient between employee silence and organizational pessimism is significant. Therefore, there is a direct and positive relationship between employees' silence and organizational pessimism, and the sixth hypothesis is confirmed. The path coefficient between the variable of negative rumors related to work and organizational pessimism is significant. Therefore, there is a direct and positive relationship between negative work-related rumors and organizational pessimism, and the seventh hypothesis is confirmed.Discussion and Conclusion: According to the first hypothesis, managers should avoid behaviors such as self-arrogance, exaggeration, lying, immorality, and prejudice that cause employee frustration and should pay attention to improving the performance of their subordinates. According to the second hypothesis, if managers do not abandon the narcissistic style, employees respond to their managers with jealous and harmful behaviors and use silence as a compromise strategy to prevent further abuse. According to the third hypothesis, by avoiding narcissistic leadership, managers can prevent negative work-related rumors and psychological disorders that arise from incompatibility between employees and the organization. According to the fourth hypothesis, to prevent organizational pessimism and increase employee participation, leaders should allow employees to express their opinions about organizational issues and avoid repressive behaviors. According to the fifth hypothesis, managers can make the employees think of each other and their interaction with the organization, prevent the occurrence of pessimism, and increase the productivity of the employees. According to the sixth hypothesis, managers should avoid arrogance, hand-holding, over-sensitivity, and thinking about their benefit, to avoid the silence of employees, which leads to undesirable consequences. According to the seventh hypothesis, managers can avoid creating tension at work with rational behavior and empathy with employees in the work environment, and by conducting positive evaluation conversations, they can avoid creating rumors in the workplace caused by a negative atmosphere and a poor work environment in the organization.
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.
Mental disorders in the context of the organization
Hossein Hamzavi; Mohammad Javad Kameli; Reza Azarpara; Hossein Karimi
Abstract
Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and ...
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Purpose: The mental health of the employees of the organization is very important. The increase in environmental complexity has increased the need for new organizational strategies to strengthen the health and mental health of employees. People's mental health is defined as a state of satisfaction and happiness, work-life balance, the ability to deal with daily pressures and stresses, the ability to create and maintain constructive relationships with other people, and the ability to have a meaningful and purposeful life. The purpose of this research is to investigate the effect of a health-oriented leadership style on the mental health of employees with the mediating role of the psychological needs of human resources.Methodology: The current research in terms of the method is quantitative, in terms of purpose is applied research in the field of human resources and organizational behavior, and in terms of collecting data and information is research with a descriptive survey approach. The statistical population of the research includes all managers and employees of the General Welfare Department of Fars province, numbering 254 people, and the statistical sample size based on Cochran's sample estimation formula is 153 employees. To collect data and measure the relationship between research variables, a questionnaire was used. Questionnaire criteria to measure the variable of health-oriented leadership were adapted from Safar Mohammadlou et al. (1401) with four dimensions (quality of life of employees, job actions, management and leadership style, and environmental strategies), to measure the variable of psychological needs of human resources the criteria were adopted from the Humphreys questionnaire by Soltaninejad et al. (2003) with four dimensions (self-esteem, self-awareness, self-renewal, and sense of belonging), and the mental health variable of employees was adopted from Keyes (2002) with three dimensions (emotional well-being, mental health, and social health). Also, to analyze the data, the structural equation modeling method, and SPSS 22 and Lisrel statistical analysis software were used. Findings: The results of this research showed that health-oriented leadership has a significant effect on the mental health of employees and the psychological needs of human resources; Also, the psychological needs of human resources have a significant effect on the mental health of employees; And finally, health-oriented leadership has a significant effect on the mental health of employees with the mediating role of psychological needs of human resources. Discussion and Conclusion: Health-oriented leadership style improves the health and mental health of employees by strengthening the psychological needs of human resources in the organization. This type of leadership style, through the component of managing the quality of life of employees, has encouraged them to maintain a balance between their personal and professional lives, which can lead to self-awareness, a sense of belonging to the organization, reducing stress and increasing employee satisfaction to improve health. On the other hand, health-oriented leaders use environmental strategies to create a work and spiritual environment that is governed by moral values and norms, through the two components of self-respect and self-awareness, so that employees can easily communicate with each other and learn and benefit from each other's experiences and knowledge, and as a result, help to improve the morale and mental health of employees in the atmosphere of constructive cooperation.. Finally, health-oriented leaders have paid attention to the issue that the job is one of the most important sources for physical and mental injuries, and by creating conditions for each employee about the components of self-regeneration and a sense of belonging in the work environment, establish a relationship between the job and the employee, so that the mental health of the employees is guaranteed.
Hossein Norouzi; Saeid Baraty; Ali Norouzi
Volume 8, Issue 1 , March 2022, , Pages 41-70
Abstract
Due to the increasing competition in businesses, paying attention to customers and motivating factors in their satisfaction and interest is very important and vital. In this regard, linking variables within the organization such as employee citizenship behavior in promoting customer interest as a variable ...
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Due to the increasing competition in businesses, paying attention to customers and motivating factors in their satisfaction and interest is very important and vital. In this regard, linking variables within the organization such as employee citizenship behavior in promoting customer interest as a variable outside the organization can be effective and interesting. The purpose of this study is to investigate the effect of employee citizenship behavior on customer interest by considering the role of perceived value. The present study is descriptive and applied correlational. The statistical population of this study includes the customers of the Bank Mskan of Khorasan Razavi Province.Pearson correlation method and path analysis were used to analyze the data and Amos software and SPSS software were used to analyze the statistics. The findings of the present study indicate that the citizenship behavior of employees through the perceived value has a positive effect on the interest of Bank Maskan customers. Also, the factors of citizenship behavior including civic virtue, altruism, work conscience, chivalry and decency of employees have a positive and significant effect on promoting the level of interest (attitude and behavior) of Bank Maskan customers.
Marziyeh Malekiha; Batool Motamedi
Volume 7, Issue 2 , September 2021, , Pages 43-67
Abstract
The purpose of this study was to investigationy on effectiveness of career counseling based on Cognitive Information Processing approach on the reduction of career indecision of second section of secondary school’s female students in county of Borkhar. This research is a semi-experimental research ...
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The purpose of this study was to investigationy on effectiveness of career counseling based on Cognitive Information Processing approach on the reduction of career indecision of second section of secondary school’s female students in county of Borkhar. This research is a semi-experimental research with pretest-posttest design with control group. The statistical population of this study included all 10th grade female students in second grade in Borkhar county in the academic year of 2016-2017 and 30 people were selected by available coincidence way. They were distributed in control group (15 person) and experimental group (15 person). In this experimental group, seven sessions of Cognitive Information Processing Approach were performed. The data were analyzed using indecision questionnaire (Osipow et al., 1987) and the features of descriptive and deductive statistics. Findings indicate that the career counseling based on Cognitive Information Processing approach was effective on reduction of career indecision in the experimental control group (P <0.05). Also, the result of this study shows that there is a significant difference in the scattering component and internal and external barriers in both experimental and control groups (P <0.05).
Mental disorders in the context of the organization
Hasan Noroozi Ziarat; Behrang Esmaeilishad
Volume 8, Issue 2 , September 2022, , Pages 51-68
Abstract
The aim of this study was to explain the relationship between quantum skills and coping styles. The research method was descriptive-correlational and applied in terms of purpose. The statistical population consisted of 170 employees of North Khorasan Industry, Mining and Trade Organization and 118 people ...
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The aim of this study was to explain the relationship between quantum skills and coping styles. The research method was descriptive-correlational and applied in terms of purpose. The statistical population consisted of 170 employees of North Khorasan Industry, Mining and Trade Organization and 118 people were selected by simple random sampling using Cochran's formula. For assessment quantum skills is used of researcher-made questionnaire and for Coping styles used Endler and Parker (1990) questionnaire. for the purpose of determining the questionnaire reliability، cronbach’s alpha and for validity، face and construct validity has been used. The analysis of data is used Spss 17 and Amos. quantum skills have the highest effect on Problem-Oriented coping style (0/56) and were the least effect on avoidance coping style (0/39). The results of the regression coefficients showed that of among the quantum skills، skill of quantum trust have the highest Coefficient of effect (0/56) and skill of quantum feel have the least Coefficient of effect (0/39) on the styles of coping with stress. The results from the study show that quantum skills and coping style influence and have the power to predict coping styles have been recognized.
Mental disorders in the context of the organization
Mostafa Khabaz; Hossein Moeini; Narges Nazarizadeh Dehkordi
Abstract
Salesforce is costly and companies are looking for efficient and effective management. In the meantime, sales managers have a key role in supporting and increasing the skills of their sales force. The purpose of this study is to investigate the effect of sales manager support on the emotional health ...
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Salesforce is costly and companies are looking for efficient and effective management. In the meantime, sales managers have a key role in supporting and increasing the skills of their sales force. The purpose of this study is to investigate the effect of sales manager support on the emotional health of the sales force. The present study is applied in terms of purpose and descriptive survey research in terms of data collection. The statistical population of the study is the sales forces of food distribution companies in Shiraz. The sample size is 322 people. The research data were collected through a standard questionnaire and used to analyze the data using AMOS 21 software. The results indicate that sales manager support is positively related to time management skills, motivation, positive emotional reactions, and expectations of future sales force success and also negatively correlates with rumination and emotional exhaustion of salesforce. Also, the emotional exhaustion of the sales force is negatively related and the expectations of the future success of the sales force are positively related to the motivation of the sales force.
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.
Vahid sharafi; Hoda Shahoseini
Volume 7, Issue 2 , September 2021, , Pages 69-96
Abstract
The aim of the current research is to "identify and rank the factors affecting customers' anger towards banks". The research method used is the mixed research method. The current research is an exploratory research (qualitative-quantitative) and it is practical from the point of view of the goal. Delphi ...
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The aim of the current research is to "identify and rank the factors affecting customers' anger towards banks". The research method used is the mixed research method. The current research is an exploratory research (qualitative-quantitative) and it is practical from the point of view of the goal. Delphi technique has been used to extract the conceptual model of the research in the qualitative part. The statistical population in this section was 12 experts (university professors and bank specialist managers) in Ilam city. After going through two stages, seven criteria were extracted as influencing factors on customer anger. In the quantitative part, for the ranking of Bank Melli branches based on the criteria derived from the Delphi technique, the Aras Gray technique and the opinions of three experts have been used. The results show that Bank Melli Central branch has the most signs of customer anger and branch number 7 has the least customer anger. Considering that the biggest cause of customer anger is the inappropriate quality of the result, improvement in this field can significantly reduce customer anger.
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.
Fardin Foroghi; Farahroz Zandamoghin; Azar Taghavi
Volume 8, Issue 1 , March 2022, , Pages 71-100
Abstract
The purpose of this study is to model the impact of ethical culture and organizational climate on job attachment mediated by organizational commitment. The statistical population of the present study consists of 1032 primary school teachers working in Namin city in the academic year 1401-1400. The sampling ...
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The purpose of this study is to model the impact of ethical culture and organizational climate on job attachment mediated by organizational commitment. The statistical population of the present study consists of 1032 primary school teachers working in Namin city in the academic year 1401-1400. The sampling method used was multi-stage cluster sampling method and due to the heterogeneity of the statistical population, stratified sampling method was also used. According to Morgan's table, a sample of 292 people (213 females and 79 males) were selected from the aforementioned statistical population. Necessary information was collected to answer the research hypotheses through standard questionnaires, and descriptive statistics and inferential statistics were used in data analysis. SPSS and Lisrel8 software were also used to test the research hypotheses and evaluate the fit of the proposed conceptual model. Thus, the results indicate that moral culture with a path coefficient of 0.18 and according to the t-statistic equal to 3.93 has a positive and significant effect on job attachment. It was also found that the organizational climate with a path coefficient of 0.49 and a t-statistic of 5.09 has a positive and significant effect on job attachment
Abolghasem Barimani; Elham Masoud Payani; Behrang Esmaeilishad
Volume 6, Issue 2 , September 2020, , Pages 72-96
Abstract
The purpose of this study was to explain the relationship between intellectual capital and organizational innovation with the mediating role of ICT development. The research method is descriptive-correlational and applied studies. The statistical population included all primary schools in Behshahr. ...
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The purpose of this study was to explain the relationship between intellectual capital and organizational innovation with the mediating role of ICT development. The research method is descriptive-correlational and applied studies. The statistical population included all primary schools in Behshahr. Using Krejcie-Morgan table, 172 teachers of these schools were selected by stratified random sampling. For data collection, the Bontis (1998) Intellectual Capital, Saatchi et al. (2010) Organizational Innovation, and Gobli et al. (2008) Information and Communication Technology Development Questionnaire were used. The face and content validity of the instrument were confirmed by experts. Reliability was obtained using Cronbach's alpha coefficient. Data analysis was performed by SPSS and PLS software. According to the final model, it can be said that intellectual capital has a positive effect on organizational innovation and information and communication technology has a positive effect on organizational innovation and intellectual capital has a positive effect on the development of information and communication technology. The results show that the research components have a good ability to measure the independent variable, so based on the model created by modeling structural equations, intellectual capital variables and the development of information and communication technology are effective on organizational innovation of teachers.
Psychological Pathology
Hamidreza Samanipoor; Masoomeh Hafez Amini; Jalil Younesi
Volume 8, Issue 2 , September 2022, , Pages 69-96
Abstract
The purpose of this study is to develop and construct scale of organizational silence based on the perception of employees working in the administrative offices of Qazvin province. The research sample was selected from the statistical population by two-stage sampling method. The first stage was stratified ...
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The purpose of this study is to develop and construct scale of organizational silence based on the perception of employees working in the administrative offices of Qazvin province. The research sample was selected from the statistical population by two-stage sampling method. The first stage was stratified sampling and the second stage was simple random sampling. The research sample included 15 administrative offices and 414 employees working in the administrative offices of Qazvin province in 6 cities. For this purpose, the organizational silence scale consisting of 38 items was prepared. The value of KMO index was 0.866. Factor analysis of the scale showed that the evaluation items are clustered into 5 factors that account for 82.48% of the total variance. The described variance factors were 18.49%, 17.56%, 16.92%, 15.21% and 14.30%, respectively. According to the research literature these factors have been named as individual, administrative, organizational culture, colleagues and allied pressure groups. In addition, in order to test the scale, first and second order confirmatory factor analysis was performed. Cronbach's alpha values also ranged from 0.94 to 0.99. The total Cronbach's alpha value was 0.93.The values obtained from the scale showed that the scale has validity and reliability.
Psychological Pathology
Vahid Sharafi; Hoda Shahoseini
Abstract
The purpose of this research is to investigate the impact of employees' destructive behavior on customers' deviant behavior. This research is applied in terms of purpose and descriptive-survey in terms of nature of the method. The statistical population of the research includes the customers of National ...
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The purpose of this research is to investigate the impact of employees' destructive behavior on customers' deviant behavior. This research is applied in terms of purpose and descriptive-survey in terms of nature of the method. The statistical population of the research includes the customers of National Bank branches in Ilam, according to Morgan's table, 384 people were selected for the research sample. The data collection tool in this research is a standard questionnaire whose validity has been confirmed by expert professors and its reliability using Cronbach's alpha coefficient. Lisrel software was used for data analysis. The results show that the destructive behavior of employees has a positive and significant effect on the deviant behavior of customers in the branches of National Bank of Ilam. Also, the dimensions of employees' destructive behavior are: violation of laws, corruption of employees, lying to customers, retaliatory behaviors and aggression at work also have a positive and significant effect on customers' deviant attitudes in branches of National Bank of Ilam.
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.