M. Golestani Pour; S.E. Hashemi; K Beshlideh; A. Naami; N Arshadi
Abstract
The present study tried to design and test a model for precedents and consequences of organizational spirituality in an industrial organization. The sample included 400 employees who were randomly selected. They were asked to fill in 7 questionnaires, including Ethical Leadership Questionnaire, Transformational ...
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The present study tried to design and test a model for precedents and consequences of organizational spirituality in an industrial organization. The sample included 400 employees who were randomly selected. They were asked to fill in 7 questionnaires, including Ethical Leadership Questionnaire, Transformational Leadership Questionnaire, Ethical Climate Questionnaire, Organizational Justice Questionnaire, Organizational Spirituality Questionnaire, Psychological Empowerment Questionnaire, Job Satisfaction Questionnaire, Emotional Commitment Scale, Organizational Citizenship Behavior Scale, Self-Actualization Scale, and The Self-Centered Scale. The assessment of the proposed model was done through Structural Equation Modeling (SEM). The results showed a rather good fitting of the model with the data. The variables such as ethical leadership, transformational leadership, ethical climate, and organizational justice influenced the organizational spirituality. On the other hand, the organizational spirituality had effects on variables such as psychological empowerment, job satisfaction, organizational commitment, organizational citizenship behavior, self-actualization and the organization-based self-esteem. Moreover, through organizational spirituality, the variables including ethical leadership, transformational leadership, ethical climate, and organizational justice indirectly affected the following variables: psychological empowerment, job satisfaction, emotional commitment, organizational citizen behavior, self-actualization, organization-based self-esteem.
A Mohamadzadeh; A Neissi; N Arshadi; M Shehni Yailagh; M Mehrabizadeh Honarmand
Abstract
The purpose of the presentstudy was designing and testing a model of the casual relationshipsbetween sociotropy/autonomy, perception of stressful events and depressionsymptoms. Hypothesized model, includessociotropy and autonomy as precedents, perception of interpersonal andachievement stressful events ...
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The purpose of the presentstudy was designing and testing a model of the casual relationshipsbetween sociotropy/autonomy, perception of stressful events and depressionsymptoms. Hypothesized model, includessociotropy and autonomy as precedents, perception of interpersonal andachievement stressful events as mediators, and depression symptoms as outcomesvariables. The sample consisted of 357 participants (123 male and 234 female)of undergraduate students at Shahid Chamran University who were selected using stratified randomsampling method. The researchinstruments were Revised Personal Style Inventory(PSI-II), Life Experiences Survey (LES) and Beck Depression Inventory(second edition ((BDI-II).Structural equation modeling (SEM) through AMOS-18 and SPSS-18 softwarepackages was used for data analysis. Bootstrap procedure was used forestimating the indirect effects. The primary analysis indicated thathypothesized model has a poor fit with the data. Better fit was achievedby applying some modifications in the final model
Sh. Araban; N. Arshadi; A. Neisi; K. Beshlideh
Abstract
The purpose of this study was designing and testing a model of some personal (psychological capital, basic psychological needs), job related (job characteristics, job stress), and organizational variables (servant leadership, organizational ethical climate) as antecedents of organizational well-being. ...
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The purpose of this study was designing and testing a model of some personal (psychological capital, basic psychological needs), job related (job characteristics, job stress), and organizational variables (servant leadership, organizational ethical climate) as antecedents of organizational well-being. The statistical population of the present research included all employees of National Iranian South Oil Company (NISOC). 384 employees were selected by multi-stage random sampling method. Instruments used in the present study were Personally Expressive Activities Questionnaire (PEAQ), Psychological Capital Questionnaire (PCQ), Servant Leadership Survey (SLS), Organizational Ethical Climate Questionnaire (OECQ), Job Stress Questionnaire (JSQ), Basic Psychological Needs at Work Scale (BPNWS), and Job Content Questionnaire (JCQ). Structural equation modeling (SEM) through AMOS-18 software package was used for data analysis. Results showed that the proposed model fit the data properly. Moreover, direct positive relationships of the psychological capital, basic psychological needs, job characteristics, servant leadership, organizational ethical climate with organizational well-being, and direct negative relationship of job stress with organizational well-being were confirmed. Bootstrap procedure for testing indirect effect revealed that organizational ethical climate mediated the relationship between servant leadership and organizational well-being.
M. Babamiri; A. Neisi; N. Arshadi; M. Mehrabizadeh Honarmand; K. Beshlideh
Abstract
The purpose of this study was to investigate job stressors and personality characteristics as the predictors of the psychosomatic symptoms of the staff of Bidboland refinery in Ahwaz. The subjects were 83 employees who were selected based on their medical files. The healthy sample consisted of 119 employees ...
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The purpose of this study was to investigate job stressors and personality characteristics as the predictors of the psychosomatic symptoms of the staff of Bidboland refinery in Ahwaz. The subjects were 83 employees who were selected based on their medical files. The healthy sample consisted of 119 employees who were selected through simple random sampling. Altogether, 202 employees answered the negative act, effort-reward imbalance, job content, work-family conflict, organizational justice, and NEO personality (except openness and agreeableness) questionnaires. In order to analyze the main hypothesis, discriminant analysis using enter and stepwise methods were applied and to validate the analysis, Pearson’s correlation and confirmatory factor analysis were used. Results indicated that the discriminant equation confirmed the main hypothesis. In other words, job stressors and personality characteristics, were able to predict the probability of psychosomatic symptom increase.
P. Hoseini Kokamari; K. Beshlideh; N. Arshadi
Volume 20, Issue 1 , June 2013, , Pages 139-164
Abstract
This study was conducted to investigate the relationship of empowerment climate, empowerment leadership behavior, person-job fit, person-organization fit, job characteristic, conscientiousness with psychological empowerment and its dimensions (meaningfulness, competence, self-determination and impact). ...
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This study was conducted to investigate the relationship of empowerment climate, empowerment leadership behavior, person-job fit, person-organization fit, job characteristic, conscientiousness with psychological empowerment and its dimensions (meaningfulness, competence, self-determination and impact). The participants include 200 employees of Maroon who were selected by random method. For data collection Scoot and Jaff (1992) Empowerment Climate, Empowerment Leadership Behavior (Ahearne, 2005), Person-Job Fit (Cable & Derue, 2002), Person-Organization Fit (Piasentin and Chapman 2006), Job Characteristic (Hackman, Oldham 1980), Psychological Empowerment (Spritzer Scales, 1995) were used. Results indicated that all of predictive variables were positively correlated too psychological empowerment and its dimensions. Results of Canonical analysis showed that linear combination of predictive variables were positively correlated with linear combination of meaningfulness, competence, self-determination and impact. Moreover, Hierarchical Regression analysis revealed that predictive variables account for 60 percent of variance of psychological empowerment.
D. Hayati; A. Neisi; N. Arshadi
Volume 19, Issue 1 , June 2012, , Pages 19-42
Abstract
The aim of this study was to test a model consisting of turnover intention as dependent variable, four dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. The participants of this study were 273 employees of NISOC ...
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The aim of this study was to test a model consisting of turnover intention as dependent variable, four dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. The participants of this study were 273 employees of NISOC in Ahvaz, who were selected by stratified random sampling method. The instruments used in this study were Turnover Intention Scale, Job Satisfaction, Scale, Work Motivation Scale, Pay Satisfaction Questionnaire and Organizational Commitment Questionnaire. The fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested by using bootstrap procedure. The findings indicated that the proposed model fitted the data. Better fit was obtained by omitting 3 non-significant paths and using AMOS modification indices. In addition, job satisfaction, organizational commitment, and work motivation mediated the relationships between four dimensions of pay satisfaction and turnover intention.
A. Neissi; N. Arshadi; F. Shahbazi
Volume 18, Issue 2 , December 2011, , Pages 39-60
Abstract
The purpose of this study was to investigate the effect of workplace characteristics and perceived social support on turnover intention, with mediating role of job satisfaction and emotional exhaustion. Survey respondents include 309 employees from the National Iranian Drilling Company (NIDC) in Ahvaz ...
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The purpose of this study was to investigate the effect of workplace characteristics and perceived social support on turnover intention, with mediating role of job satisfaction and emotional exhaustion. Survey respondents include 309 employees from the National Iranian Drilling Company (NIDC) in Ahvaz that were chosen by simple random sampling method. The research instruments were Perceived Job Security Scale, Trust in Senior Management Scale, Perceived Distributive Justice Scale, Information Sharing Scale, Perceived Social Support Scale, Job Satisfaction Scale, Emotional Exhaustion Scale and Turnover Intention Scale. The fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-16 and AMOS-16 software packages. The indirect effects were tested by using Baron and Kenny's (1986) method and bootstrap procedure in Preacher and Hayse (2008) Macro program. The findings indicated that the proposed model fitted the data. Better fit and more meaningful results were obtained by omitting 5 non significant paths and using AMOS modification indices. Results revealed that job satisfaction and emotional exhaustion mediate relationships between workplace characteristics and perceived social support with turnover intention.
A. Neisi; N. Arshdi; A. Rahemi
Volume 18, Issue 1 , June 2011, , Pages 19-46
Abstract
The purpose of this study was to examine the casual relationship of psychological capital with positive emotions, psychological well-being, job performance and job engagement. The participants of this study were 263 nurses of public hospitals (228 females; 35 males) in Shiraz. Participants completed ...
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The purpose of this study was to examine the casual relationship of psychological capital with positive emotions, psychological well-being, job performance and job engagement. The participants of this study were 263 nurses of public hospitals (228 females; 35 males) in Shiraz. Participants completed Psychological Capital, Task Performance, Organizational Citizenship Behavior, Job Engagement, Psychological Well-being and Positive Emotions Questionnaires. Structural equation modeling (SEM) through AMOS-18 and SPSS-18 software packages was used for data analysis. Results showed that the overall model fit indices were relatively good. Better fit were obtained by linking the errors of 2 paths. Psychological capital was related positively to psychological well-being, positive emotions, job performance and job engagement and positive emotions was related positively to psychological well-being as well. In addition, positive emotions mediated the relationship between psychological capital and psychological well-being.
S. Sholi; K. Beshlideh; S.E. Hashemi SheykhShabani; N. Arshadi
Volume 18, Issue 1 , June 2011, , Pages 47-72
Abstract
The purpose of the present study was to investigate the relationship between neuroticism, work-family conflict, role overload, procedural justice, distributive justice and job control with job burnout in employees of Ahvaz Gas Company. The participants of the study were 260 employees who completed questionnaire ...
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The purpose of the present study was to investigate the relationship between neuroticism, work-family conflict, role overload, procedural justice, distributive justice and job control with job burnout in employees of Ahvaz Gas Company. The participants of the study were 260 employees who completed questionnaire including NEO Personality Inventory, Work-Family Conflict, Role Overload, Organizational Justice, Job Control and job Burnout. The results indicated that there were significant positive relationship between neuroticism, work-family conflict and role overload with job burnout. Moreover, the significant negative relation was found between procedural justice, distributive justice and job control with Job burnout. The hierarchical regression analysis indicated that neuroticism, work-family conflict, role overload, procedural justice, distributive justice and job control accounts for approximately 77% of variance of job burnout. The stepwise regression analysis indicated that neuroticism and procedural justice predicted job burnout significantly.
A. Neisi; N. Arshdi; R. Mohabat
Volume 17, Issue 2 , December 2010, , Pages 35-62
Abstract
The purpose of this study was designing and testing a model of precedents and outcomes of subjective career success. The sample consisted of 400 employees which selected by random sampling method from on industrial organization. Participants in this research completed the Political Skills, Neo-FFI, Supervisor ...
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The purpose of this study was designing and testing a model of precedents and outcomes of subjective career success. The sample consisted of 400 employees which selected by random sampling method from on industrial organization. Participants in this research completed the Political Skills, Neo-FFI, Supervisor Support, Career Success, Job Involvement, Turnover Intention and Affective Commitment Questionnaires. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) through Amos-16 and SPSS-17 software packages were used for data analysis. Results indicated that overall model fit indices were relatively good. Better fit were obtained by linking the errors of 2 paths.
N. Arshadi; S. Hashemi Sheykhshabani
Volume 16, Issue 2 , December 2009, , Pages 219-236
Abstract
The aim of this study was to investigate the relationships of perceived organizational justice (distributive, procedural, interpersonal, and informational) and motives for organizational citizenship behaviors (organizational concern, prosocial values, and impression management) with organizational citizenship ...
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The aim of this study was to investigate the relationships of perceived organizational justice (distributive, procedural, interpersonal, and informational) and motives for organizational citizenship behaviors (organizational concern, prosocial values, and impression management) with organizational citizenship behaviors (organizational citizenship behavior directed toward individual and organizational citizenship behavior directed toward the organization). The sample consisted of 200 employees of an industrial organization in Ahvaz who were selected by simple random sampling method. The instruments used in present study consist of Organizational Justice Questionnaire, Citizenship Motives Scale, and OCB Questionnaire. Results indicated that all types of justice were correlated with organizational citizenship behaviors, positively. Moreover, there was a positive correlation between motives for organizational citizenship behaviors and organizational citizenship behaviors. Regression analysis revealed that procedural justice, informational justice, organizational concern motive and impression management motive predicted organizational citizenship behaviors directed toward organization; and procedural justice, interpersonal justice, and prosocial values motive predicted organizational citizenship behaviors directed toward individual.
H Shokrkon; N. Arshadi; M. Shehni Yailagh; J. Haghighi
Abstract
A model of the precedents and outcomes of work motivation was developed and tested with survey responses from 652 employees of National Iranian South Oil Company in Ahvaz region, Iran. The variables in the model were arranged in five layers, which included: 1) distal precursors of motivation (motivational ...
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A model of the precedents and outcomes of work motivation was developed and tested with survey responses from 652 employees of National Iranian South Oil Company in Ahvaz region, Iran. The variables in the model were arranged in five layers, which included: 1) distal precursors of motivation (motivational traits, procedural constraints and job goal difficulty), 2) proximal precursors (Islamic work ethic, pay satisfaction, basic psychological needs, self-efficacy, job characteristics and job security), 3) work motivation variable, 4) proximal outcomes (job satisfaction, organizational commitment, job involvement, effort and turnover intention), and 5) distal outcomes of motivation (job performance and job stress). Confirmatory factor analysis (CFA) and structural equation modeling (SEM) through AMOS-7 and SPSS-15 software packages were used for data analysis. The results of the hypothesized CFA model indicated that the relationship between each indicator variable and its respective latent variable was statistically significant. On the basis of the overall model fit indices, findings indicated that the revision of the hypothesized structural model was warranted. Better fit and more meaningful results were obtained by developing optimal model. The implementation of χ2 difference test had also indicated the improvement trend of the final model. Implications for designing work motivation systems are discussed.
