Abdolvahab simin; Abdolzahra Naami; Nasrin Arshadi; Seyed Esmail Hashemi
Abstract
Results and ConclusionData were analyzed using structural equation modeling (SEM) and mediation analysis. Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the positive effect of personality proactive and learning goal orientation ...
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Results and ConclusionData were analyzed using structural equation modeling (SEM) and mediation analysis. Structural equation modeling analyses indicated that the proposed model fit the data properly. The results also supported the positive effect of personality proactive and learning goal orientation on proactive coping, the negative effect of proactive coping on job stress, the positive effect of proactive coping on psychological empowerment, occupational adjustment, job motivation, job performance, job crafting, occupational well-being, organizational commitment & job satisfaction, the negative effect of job stress on job motivation, the positive effect of psychological empowerment and occupational adjustment on job motivation, the positive effect of job motivation on job performance, job crafting, occupational well-being, organizational commitment & job satisfaction, and indirect effect of proactive coping on job performance, job crafting, occupational well-being, organizational commitment & job satisfaction through job motivation. The better fitness were achieved by correlating the errors of the One paths.
Hossein Vaez; Yadollah Zargar; Abdolzahra Naami; Taghi Doostgharin; Mahnaz Mehrabizadeh Honarmand
Abstract
The purpose of this study was to determine the effectiveness of Family and Schools Together program on reducing the behavioral problems of primary school students in Ahvaz. This research was experimental with pre-test, post-test and follow up with control group. First, 80 primary school students (40 ...
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The purpose of this study was to determine the effectiveness of Family and Schools Together program on reducing the behavioral problems of primary school students in Ahvaz. This research was experimental with pre-test, post-test and follow up with control group. First, 80 primary school students (40 girls and 40 boys) were selected by multi-stage cluster sampling and were randomly assigned to experimental and control groups. Students, along with family members, participated in Family and Schools Together program for 8 sessions of 150 minutes for two months. In this study, a demographic and Goodman Children's Problems questionnaires were used. The experimental design was run for two months and two months after the post-test, a follow-up test was carried out. The results of the data analysis indicated that Family and Schools Together program has been effective in reducing student behavioral problems. Also, reducing the behavioral problems of children in the follow up phase has continued.
saman haddadi ahmadsaraei; abdolzahra naami; amin hosseny moghaddam
Abstract
Introduction Regarding to today's competitive world and the key role of human resources in the success and failure of organizations and the importance of employees' emotions in their mental health and their psychological well-being, this study aimed to investigate the effect of imposing dissonance emotions ...
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Introduction Regarding to today's competitive world and the key role of human resources in the success and failure of organizations and the importance of employees' emotions in their mental health and their psychological well-being, this study aimed to investigate the effect of imposing dissonance emotions on psychological health and emotional commitment of employees, with the moderating role of emotional intelligence and psychological capital. The emotional labor was first introduced in 1983 by the American sociologist Hochschild, and then attracted much attention. Hochschild (1983) believed it has two types: surface acting and deep acting. Surface acting occurs when a person expresses particular emotions without really experiencing them. In other words, the person adjusts the feelings that he expresses and considers himself merely as an actor. On the other hand, a deep acting occurs when a person experiences the feelings he expresses. Hochschild (1983) stated that managing occupational excitement (deep acting) requires a lot of effort and it costs a lot to the person. Mental health is one of the variables that dissonance emotions can affect it. Carl Menanger's (1990) definition of mental health is that the individual compromises with the world around him/her as much as possible, so that his/her effective and beneficial happiness can be fully realized. Another factor that has been examined as the result of dissonance emotions in this study is emotional commitment. commitment as "the degree of identification of a person with a particular organization and the degree of involvement and engagement with that organization." The emotional commitment refers to the linkage and replication of the employee with the organization. Increasing emotional commitment means increasing the sense of loyalty, belonging, and solidity (Meyer, Allen and Smith, 1993). Considering the existing research background, a number of variables can be considered as moderating the relationship between disagreement with mental health and emotional commitment. In this study, the role of emotional intelligence and psychological capital has been investigated. Method The statistical population of this study was all employees of all branches of Maskan Bank of Ahvaz. Multi-stage random sampling was used to collect the data. In this research, 121 employees of Ahvaz branch of Sepah bank participated. Since the present study was descriptive, Pearson correlation and regression tests were used to describe and analyze the demographic characteristics of descriptive variables such as mean and standard deviation, as well as to test the research hypotheses. The analyzes were performed using SPSS version 22 software. In this study, for collecting data, the questionnaire of the imposition of dissonant emotions (Naring et al., 2000), mental health (Goldberg & Hiller, 1979), emotional commitment (Allen & Meyer, 1990), emotional intelligence (Shot et al., 1998) and psychological capital (Lutans et al., 2007), were used. Results The results of regression analysis showed that the imposition of dissonant emotions has a significant role in decreasing mental health and emotional commitment of employees. In addition, emotional intelligence and psychological capital managed to modify the relationship between these variables. In other words, emotional intelligence and psychological capital were able to reduce the effect of imposing dissonance emotions on mental health and emotional commitment. Accordingly, it is suggested to design and implement a series of educational programs to increase emotional intelligence and psychological capital in order to reduce the effect of imposing dissonance emotions on the mental health and emotional commitment of employees. Conculsion Accordingly, it is suggested to design and implement a series of educational programs to increase emotional intelligence and psychological capital in order to reduce the effect of imposing dissonance emotions on the mental health and emotional commitment of employees.
M Bryaji; A Nami
Abstract
The aim of this research was to determine the role of transformational leadershipand job resources in predicting flow at work and the relationship of flow at work with psychologicalwell-being and creativity. The statisticalpopulation comprised of all employees of Maroon oil and gas Production Company, ...
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The aim of this research was to determine the role of transformational leadershipand job resources in predicting flow at work and the relationship of flow at work with psychologicalwell-being and creativity. The statisticalpopulation comprised of all employees of Maroon oil and gas Production Company, that 221 ofthem have been selected by simple random sampling method. The instruments were Flowat Work (Bakker, 2008), Job Resources (Xanthopoulou, 2007), General Transformational Leadership(Carless, Wearing andMann, 2000), Psychological Well-being (Ryff, 1989) and Organizational Creativity(Zhou and George, 2001). A correlation and multiple regression analysis were used to analyzdata. The results showed that transformational leadership and job resources had positive andsignificant role in predicting the flow at work respectively. In addition flow at work and its componentshad positive and significant relationships with psychological well-being and organizational creativity. Theresults of regression analysis showed that absorption to job and work enjoyment predictedpsychological well-being and organizational creativity more strongly.
K. Keramati; Y. Zargr; A. Naami; K. Beshlide; I. Davodi
Abstract
This research aimed to compare the effect of child group CBT and mother–child group CBT on childhood’s social anxiety, self-esteem and assertiveness in Ahvaz city. For this purpose 525 fifth and sixth grade students were selected randomly and administered SPAI-C for social anxiety screening. ...
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This research aimed to compare the effect of child group CBT and mother–child group CBT on childhood’s social anxiety, self-esteem and assertiveness in Ahvaz city. For this purpose 525 fifth and sixth grade students were selected randomly and administered SPAI-C for social anxiety screening. From these 36 students whose social anxiety was one standard deviation higher from the mean were assigned to three groups. Group 1 participated in child GCBT, group 2 mother-children GCBT and group 3 did not have any treatment program. The research instruments were SPAI-C, SCAS and Rosenberg Self-Esteem Scale. The results of MANOVA showed that mother–child GCBT decrease social anxiety and increase self-esteem and assertiveness, but child GCBT decrease social anxiety and increase assertiveness only. Follow up results showed that both treatment effects on social anxiety remained until two months after posttest.
F. Shenavar; K. Beshlideh; S.E. Hashemi; A. Naami
Abstract
The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this ...
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The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this study, which is a descriptive endeavor of a correlational nature , participants filled in the job stress scale (Parkers & Decotis, 1983), the perceived organizational support survey (Eisenberger, et al., 1997), the job in general scale (Ironson, et al., 1989), the family stress questionnaire (Hennessy, 2005), the perceived social support-family scale (Procidano & Heller, 1983), the family satisfaction scale (Aryee, et al., 1999), and the work-family conflict scale (Carlson, et al., 2000). Structural equation modeling was used to assess the suggested pattern and the bootstrapping method was used to test the mediating effect and it was performed via AMOS. Structural equation modeling indices confirmed general study patterns. Among the relations, only the direct relation of job stress and perceived organizational support were deleted from pattern 1 (work-family conflict mediation). The fitting indices obtained showed that the corrected pattern was of good fitness. Results from the bootstrapping method and the confidence distance from it showed that the work-family conflict completely mediates between job stress and perceived organizational support with family satisfaction and family-work conflict is a partial mediator between family stress and perceived family support with job satisfaction. Thus, job stress and perceived organizational support affect family satisfaction only through work-family conflict, while in the family, family stress and perceived family support directly affect job satisfaction through family-work conflict. Therefore, organizations are not only able to manage conflicts generated between work and the family, but can satisfy personnel with the job itself and the family can apply suitable approaches to reduce their own personnel stress and increase their support.
A Afshari; N Naami; Nasrin Arshadi; E Hashemi
Volume 21, Issue 2 , December 2014, , Pages 45-64
Abstract
The purpose of the present study was to design and test a model of the relationships between individual (openness to experience and proactive behavior), group (proactive safety and team reflexivity) and organizational (organizational structure, transformational leadership and organizational climate) ...
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The purpose of the present study was to design and test a model of the relationships between individual (openness to experience and proactive behavior), group (proactive safety and team reflexivity) and organizational (organizational structure, transformational leadership and organizational climate) factors with organizational creativity considering the mediating role of creative self-efficacy and intrinsic motivation in employees of National Iranian South Oil Company (Aghagari District). The participants were 254 employees (male 241& female13) of Oil Company in Aghajari that selected by stratified random sampling method. The instruments were Neo- Five Factor Inventory(NEO-FFI), proactive personality scale(PPS), team climate inventory(TCI), team reflectivity questionnaire (TRQ), transformational leadership scale (GTL), creative climate questionnaire (CCQ), creative self-efficacy scale (CSE), intrinsic motivation inventory (IMI) and employee creativity questionnaire (ECQ). The proposed model was examined through structural equation model (SEM). Results showed that the direct paths from proactive personality to creative self-efficacy, organizational structure to organizational creativity, openness to organizational creativity, team reflectivity to organizational creativity, transformational leadership to organizational creativity and organizational climate to organizational creativity were non-significant. The indirect relationships were tested using bootstrapping procedure in Preacher and Hayes Macro command. After omitting non-significant paths, the model fitted the data properly and all indirect effects were significant.
Seyed Esmail Hashemi; A Naami
Abstract
The purpose of this study was to investigate the relationship between psychological empowerment and job performance with the mediating role of job attitudes.The statistical population were the employees of Marun Oil & Gas Producing Company, Ahvaz. Among them 216 employees were selected via stratified ...
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The purpose of this study was to investigate the relationship between psychological empowerment and job performance with the mediating role of job attitudes.The statistical population were the employees of Marun Oil & Gas Producing Company, Ahvaz. Among them 216 employees were selected via stratified random sampling. The research instruments consisted of the psychological empowerment questionnaire, the counterproductive behavior questionnaire, the organizational citizenship behavior questionnaire, the in-role behavior questionnaire, the job Satisfaction questionnaire and the affective commitment questionnaire. A simple correlation method was employed for the simple hypothesis and a bootstrap was employed in order to test the mediating hypotheses using Structural Equation Modeling (SEM) based on Amos 20 and SPSS 16. The results showed that the model was fit with the data. There was a positive relationship between psychological empowerment and job satisfaction, affective commitment, IRB and OCB and a negative relationship with counterproductive behavior. The results also indicate that affective commitment mediated the relationship between psychological empowerment and organizational citizenship behavior, and the relationship with psychological empowerment and in-role behavior, but only job satisfaction mediated the relationship between psychological empowerment and organizational citizenship behavior. Thus, it can be concluded that psychological empowerment has a positive effect on job attitudes, and conclusively on job performance.
E. Behzady; A. Naami; K. Beshlideh
Volume 20, Issue 2 , December 2013, , Pages 256-233
Abstract
The aim of this research was to investigate the relationship between organizational virtuousness and organizational citizenship behavior, spiritual well-being and organizational loyalty in the employment of Karoon Oil and Gas Production Company (KOGPC). Sample includes 227 employees of KOGPC who are ...
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The aim of this research was to investigate the relationship between organizational virtuousness and organizational citizenship behavior, spiritual well-being and organizational loyalty in the employment of Karoon Oil and Gas Production Company (KOGPC). Sample includes 227 employees of KOGPC who are selected with stratified random sampling method. The instruments used in this study include Konovsky and Organ organizational citizenship behavior questionnaire, Paloutzian, and Ellison spiritual well-being questionnaire, Ali & Al-Kazemi organizational loyalty questionnaire and Cameron et al organizational virtuousness questionnaire. To analyze the data, the correlation coefficient and multiple regression analysis were used. The results showed that there is a positive and significant relationship between organizational virtuousness, as predictive variable, and organizational citizenship behavior, spiritual well-being and organizational loyalty. Also, results of regression analysis showed that optimism and forgiveness respectively play a chief role in explaining the variance of organizational citizenship behavior. Also, optimism, trust and forgiveness respectively play the most important roles in explaining the variance of spiritual well-being, while optimism and trust respectively play the most important roles in explaining the variance of organizational loyalty. The results show the important role of organizational virtuousness in predication of organizational outcomes.
S. A. Marashi; A. Naami; K. Beshlideh; Y. Zargar; B. Ghobari Bonab
Volume 19, Issue 1 , June 2012, , Pages 63-80
Abstract
This research investigated the impact of spiritual intelligence training on psychological well-being dimensions, existential anxiety, and spiritual quotient (SQ). The study was a field experimental design with pretest-posttest and control group. The participants were 112 undergraduate male and female ...
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This research investigated the impact of spiritual intelligence training on psychological well-being dimensions, existential anxiety, and spiritual quotient (SQ). The study was a field experimental design with pretest-posttest and control group. The participants were 112 undergraduate male and female students of Ahvaz Faculty of Petroleum who were selected randomly and were divided randomly into experimental and control groups (48 experimental and 46 control cases) Instruments included King's Spiritual Intelligence Scale (SISRI-24), Ryff's Psychological Well-being Scales, with six dimensions, and Good’s Existential Anxiety Scale. After examining experimental and control groups via pretest, spiritual intelligence was taught to experimental group based on 7 steps of Bowell’s SQ-training package in 15 sessions (60 minutes each). Then posttest was taken from both groups. Multivariate and univariate analysis of variances revealed that spiritual intelligence training significantly increased the six dimensions of psychological well-being, including Self-Acceptance, Purpose in Life, Personal Growth, Environmental Mastery, Autonomy, and Positive Relationships, of the experimental group in comparison with the control group. Also, the training appeared to increase spiritual intelligence, and decrease existential anxiety of the experimental group significantly.
A. Naami; K. Beshlideh; A. Farhadzadeh
Volume 18, Issue 1 , June 2011, , Pages 133-152
Abstract
The purpose of the present study was to investigate the relationship between organizational constraints with counterproductive work behaviors among employees of Bid Boland Refinery Gas company. Participants were 251 employees who were selected by stratified sampling method and responded to organizational ...
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The purpose of the present study was to investigate the relationship between organizational constraints with counterproductive work behaviors among employees of Bid Boland Refinery Gas company. Participants were 251 employees who were selected by stratified sampling method and responded to organizational constraints and counterproductive work behaviors questionnaires. The results indicated that there were significant positive relationships between organizational constraints and counterproductive work behaviors and its facets. More over organizational constraints accounted for 44 percent of counter productive work behavior variance. four facets of organizational constraints including, lack of access to work information, co-workers, role demands and work timing played a greater role in prediction of variance of counterproductive work behaviors.
A.Z . Naami,; H. Shokrkon,
Abstract
This research was conducted to study the simple and multiple relationships between the organizational justice and job satisfaction of the employees of an industrial organization. The variable of organizational justice deals with the ways and methods of conduct with the personnel of organizations to feel ...
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This research was conducted to study the simple and multiple relationships between the organizational justice and job satisfaction of the employees of an industrial organization. The variable of organizational justice deals with the ways and methods of conduct with the personnel of organizations to feel that they are treated fairly. This variable is comprised of three components: Distributional justice, procedural justice, and interactional justice. It was hypothesized that organizational justice is positively related to job satisfaction. The sample consisted of 268 employees of an industrial organization, selected via a stratified random sampling method. Simple and multiple correlations were used to analyse the data. The results indicated that the organizational justice had a significant correlation coefficient r=.61 with the job satisfaction. In addition, the variable of organizational justice and its three componets were correlated positively with the five subscales of job satisfaction; that is, satisfaction with the nature of work, supervision,coworkers, pay and promotion. Results of a multiple regression analysis also showed that the three components of organizational justice had significant multiple correlations with the job satisfaction and its five subscales
H. Shokrkon; A.Z. Naamee; A.K. Neissi; M. Meharbizadeh Honarmand
A. Naamee; H. Shokrkon
Abstract
The present study was aimed at comparing the effects of threat of mild with severe punishments in inducing negative attitudes toward cheating and commission of cheating in mathematics course. The sample included 288 Ahvaz third-grade male students belonging to low, moderate and high Socio-Economic Status ...
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The present study was aimed at comparing the effects of threat of mild with severe punishments in inducing negative attitudes toward cheating and commission of cheating in mathematics course. The sample included 288 Ahvaz third-grade male students belonging to low, moderate and high Socio-Economic Status (SES) families. The data analyses revealed that threat of mild punishment was more effective than threat of severe punishment in yielding negative attitudes toward cheating. This finding persisted regardless of time of ‘attitude-change’ measurement. Also, threat of mild punishment was more effective than threat of severe punishment in reducing the actual likelihood of committing cheating. Furthermore, subjects from higher SES were found to express more negative attitudes toward cheating than those from lower SES.
