Hesam Soleimani; Nasrin Arshadi; Kioumars Beshlideh
Abstract
IntroductionOne of the most valuable resources of an organization for achieving goals and getting progressed is human power; Therefore, it can be said that the mental health of the employees of an organization is of special importance. With increasing emphasis on the mental health of employees and improving ...
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IntroductionOne of the most valuable resources of an organization for achieving goals and getting progressed is human power; Therefore, it can be said that the mental health of the employees of an organization is of special importance. With increasing emphasis on the mental health of employees and improving their work life for the progress and success of the organization, it is reasonable to pay special attention to the job burnout and well-being of employees, the factors affecting these two, and the methods of reducing burnout and increasing well-being. The purpose of this study was designing and testing a model of the relationship of mindfulness with job burnout and well-being mediated by work stress.MethodThe statistic population of the research was all the employees of the Dareh-Aloo Copper Industries of Kerman province. The sample consisted of 300 employees who were selected by simple random sampling method, that 210 members of sample filled the forms properly. The instruments were used include Freiburg Mindfulness Inventory (FMI), Health and Safety Executive (HSE) stress questionnaire, Psychological Well-being Scale and Burnout Inventory. Fitness of the proposed model was examined through structural equation modeling (SEM) and the mediating role of job stress was examined by boot-strap method, using SPSS-24 and AMOS-24 softwares. ResultsThe indirect effects were tested using the bootstrap procedure. Findings indicated the proposed model after modifing fit the data properly. Results showed that the direct path of mindfulness to job burnout and mindfulness to well-being were not significant and confirmed all the direct effects of mindfulness on burnout and well-being were through job stressDiscussionAccording to the results, it can be said that by increasing the level of mindfulness of the people in the organization can reduce their job stress and consequently reduce the burnout of employees and increase their well-being.
Belghis Beit Mashal; Nasrin Arshadi; Alireza Heidari; Parviz Asgari
Abstract
IntroductionJob burnout has adverse effects on employees’ work motivation and job performance. Also, increases their willingness to leave their job. For that reason, the aim of this study was designing and testing a model of some consequences of job burnout (general health, life satisfaction, work ...
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IntroductionJob burnout has adverse effects on employees’ work motivation and job performance. Also, increases their willingness to leave their job. For that reason, the aim of this study was designing and testing a model of some consequences of job burnout (general health, life satisfaction, work motivation, turnover intention, and job performance).MethodThe research method is descriptive-correlational type. The statistical population of the study included all employees of Karun Oil & Gas Company in 2018. From this population, 225 employees were selected by simple random sampling method. Evaluation of the proposed model was done by structural equation modeling (SEM) using AMOS-22 and SPSS-22 soft-wares. Bootstrap method was also used for testing the indirect relationships.In this study, Maslach’s Job Burnout (1982), Goldberg & Hiller’s General Health (1979), Diener’s et al. Life Satisfaction (1985), Wright’s work Motivation (2004), Coman’s et al. Turnover Intention (1979), and Paterson’s Job Performance (1922) Questionnaires were used for data collection. In the present research, the reliability of emotional exhaustion, general health, life satisfaction scale, work motivation, Turnover Intention, and job performance questionnaires, using Cronbach's alpha coefficient were 0.83, 0.73, 0.85, 0.63, 0.88, and 0.96, respectively.
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.
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.
A. Zahiri; N. Arshadi; A. Neisi
Volume 21, Issue 2 , December 2014, , Pages 105-124
Abstract
The purpose of this study was designing and testing a model of some antecedents (conscientious, agreeableness, neuroticism and ethical context) and outcomes (organizational support, affective commitment, and organizational citizenship behaviors) of ethical leadership. The samples consisted of 213 employees ...
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The purpose of this study was designing and testing a model of some antecedents (conscientious, agreeableness, neuroticism and ethical context) and outcomes (organizational support, affective commitment, and organizational citizenship behaviors) of ethical leadership. The samples consisted of 213 employees of Karun Oil and Gas Production Company who were selected through stratified random sampling. The participants in this study completed the NEO, ethical context, ethical leadership, perceived organizational support, organizational commitment and organizational citizenship behavior questionnaires. The fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results were obtained by using AMOS modification indices. The results confirmed the positive relationship of conscientious, agreeableness and ethical context with ethical leadership and the negative relationship of neuroticism with ethical leadership. In addition, perceived organizational support was positively related to affective commitment, and organizational citizenship behavior and ethical leadership was positively related to perceived organizational support, affective commitment, and organizational citizenship behaviors. All indirect paths were also significant.
S. Piryaei; N. Arshadi; A. Neisi
Abstract
The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), ...
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The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), Ahvaz region, who were selected by stratified random sampling method. The instruments included organizational justice, trust in organization, trust in top management, trust in supervisor, trust in coworker, job performance, organizational commitment and turnover intention questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data. Better fit and more meaningful results obtained by omitting 7 non- significant paths (distributional, procedural and interactional justice→ job performance, interactional justice → organizational commitment and turnover intention; and interpersonal trust → organizational commitment and turnover intention) and using AMOS modification indices. Results related to indirect effects showed that except 4 indirect paths (procedural justice → organizational commitment through interpersonal trust, interactional justice → organizational commitment through interpersonal trust, procedural justice → turnover intention through interpersonal trust, and interactional justice→ turnover intention through interpersonal trust), the rest were significant.
A. Azimpour; A. Neisi; N. Arshadi; M. Shehni Yailagh; K. Beshlideh
Volume 19, Issue 2 , December 2012, , Pages 15-44
Abstract
The aim of this study was designing and testing a model for precedents of prosocial behavior in students of Shahid Chamran University in Ahvaz. In this model, empathy is independent variable that directly and indirectly predicted prosocial behaviors by mediation of religiosity, moral identity and prosocial ...
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The aim of this study was designing and testing a model for precedents of prosocial behavior in students of Shahid Chamran University in Ahvaz. In this model, empathy is independent variable that directly and indirectly predicted prosocial behaviors by mediation of religiosity, moral identity and prosocial moral reasoning using AMOS. 438 undergraduate students were selected by multi-stage cluster random sampling method. Structural equation modeling (SEM) method was used for testing the proposed model. Results showed that the direct paths from empathy to prosocial behavior, empathy to prosocial reasoning, religiosity to prosocial behavior, and prosocial reasoning to prosocial behavior were non-significant. After omitting, non-significant paths, the model fitted the data properly.
