Noori Kaabomeir; Parisa Hasanalipour; Seied Hashem Mosavi
Abstract
The purpose of this study was to investigate the relationship between employee energy and subjective well-being in the form of a moderated mediating model in which flourishing as a mediator and prosocial motivation as a moderator were examined. The present study was a descriptive correlational study. ...
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The purpose of this study was to investigate the relationship between employee energy and subjective well-being in the form of a moderated mediating model in which flourishing as a mediator and prosocial motivation as a moderator were examined. The present study was a descriptive correlational study. The sample consisted of 193 nurses of Baqaei Hospital 2 in Ahvaz who were selected by the census method. The instruments used in the study were Energy Scale of Atwater and Carmeli, Flourishing Scale of Diener et al., Subjective Well-Being Scale of Diener et al., and Prosocial Motivation Scale of Grant and Sumanth. Evaluation of the theoretical research model and indirect effects was done by partial least squares structural equation modeling (PLS-SEM) and using Smart-PLS3 software. Also, the moderating effects were investigated using the PROCESS v3.5 plugin in SPSS-24 software. The results showed that employees' energy at work has a positive and direct relationship with flourishing (β=0.61, p<0.0001) and subjective well-being (β=0.14, p<0.030). Also, the mediating role of flourishing in the relationship between energy and subjective well-being was confirmed (β=0.40, p<0.0001). Finally, the results showed that the interaction of prosocial motivation and energy has a negative and significant effect on the flourishing and subjective well-being of employees. According to the results of this study, the subjective well-being of employees, which is one of the indicators of mental health, is influenced by individual variables such as energy, flourishing, and prosocial motivation.
Noori Kaabomeir
Abstract
The purpose of this study was to test and compare the causal model of team trust based on characteristics of team (job-adequate skills), work (role ambiguity) and organization (participative leadership) in employees with high and low predisposition to trust. The research method is descriptive-correlational ...
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The purpose of this study was to test and compare the causal model of team trust based on characteristics of team (job-adequate skills), work (role ambiguity) and organization (participative leadership) in employees with high and low predisposition to trust. The research method is descriptive-correlational through Structural Equation Modeling (SEM). The sample of this study consisted of 319 employees of Khuzestan Water Exploitation, Production and Transmission Company who were selected by simple random sampling. Job-Adequate Skills (Jarvenpaa et al., 1998), Role Ambiguity (Rizo et al., 1970), Path-Goal Leadership (Indvik, 1988), Predisposition to Trust (Ashleigh et al., 2012), and Team Trust (Costa & Anderson, 2011) scales, were used to collect data. The proposed model was evaluated by Structural Equation Modeling (SEM) using AMOS-24 and SPSS-24 software. The results showed that the proposed model fits well with the data. Also, the results showed that direct paths of that job-adequate skills to team trust (β=0.56, p<0.0001), role ambiguity to team trust (β= -0.19, p<0.0001) and participative leadership in team trust (β=0.18, p<0.0001) were significant. In addition, the multi-group analysis results showed that there is no significant difference between the path graph and the regression coefficients of the models of employees with high and low predisposition to trust. Overall, according to the results of the study, having the skills required for the job, existence a participative leadership atmosphere and reducing the ambiguity of the roles and responsibilities of the team can increase the level of trust within the teams.
