JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2016 | Volume:7 | Issue:22|Papers Count:10

The purpose of this research was to design and to test a model of some outcomes of challenge stressors and hindrance stressors. Outcome variables include turnover intention, psychological health, organizational citizenship behaviors, task performance and organization-based self-esteem. The participants consisted of 257 employees of INSIG who were selected by stratified random sampling method. Of these employees, 91.8% were male and average age was 32 years. The instruments which used in this study were challenge/hindrance stress scale (LePine, LePine, & Jackson, 2004), depression anxiety stress scales (Lovibond & Lovibond, 1995), turnover intention scale (Camman, Fichman, Jenkins, & Klesh, 1979), short form of health survey (Ware, Kosinski, & Keller, 1996), job performance scale (Williams & Anderson, 1991) and organizational-based selfesteem scale (Pierce, Gardner, & Dunham, 1989). Fitness of the proposed model was examined through structural equation modeling (SEM), using AMOS-21 software package. 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 obtained by omitting 3 nonsignificant paths and using AMOS modification indices. The results confirmed 14 research direct hypotheses and 4 indirect hypotheses. The results also showed that challenge stressors have positive significant effect and hindrance stressors have negative significant effect on organizational citizenship behaviors, task performance and organization-based self-esteem. Positive significant effect of hindrance stressors on turnover intention and anxiety and negative significant effect of these stressors on psychological health also confirmed. In addition, findings showed that anxiety has positive significant effect on turnover intention and negative significant effect on psychological health, organizational citizenship behaviors, task performance and organization-based self-esteem. The results of indirect effects showed that hindrance stressors have indirect effect on psychological health, organizational citizenship behaviors, task performance and organization-based self-esteem through anxiety.

The aim of present study is comparing of work-family conflict and marital adjustment in shift and non-shift male employees in south oil company. 322 male shift and non-shift employees were selected randomly in south oil company by 2014. For gathering data used three questionnaires, including, demographic questionnaire, work-family questioner, and Dual adjustment satisfaction. For analyzing data used the t test for in -depended groups. The findings showed that shift personnel’s had lower marital satisfaction and higher levels of work-conflicts than non-shift personnel’s did. The conclusion reveled that the shift employees had experienced the hard work conditions and had more stress than the non-shifts group. Family counseling interventions could be helpful for reducing the level of work-conflict issues and bring them the mental well being as well.

Job mental stress in the work place can negatively affect employees’ phusical and mental health. The present study aims to study Causal model of job stress factors associated with cognitive, intellectual, family, and motivational workers department of health in the city of Birjand. By using stratified random sampling, 453 participants among the staff of Birjand University of Medical Sciences were selected. Scales of management of cognitive emotion regulation, Islamic work ethic, job stress, Payment Satisfaction, family needs and job motivation, were applied to evaluate the research variables. Evaluation of the proposed model through structural equation modeling and software using SPSS and AMOS has been conducted. Results showed that the proposed model is a good fit. Better fit has been obtained by removing non significant paths and correlating management of cognitive emotion regulation with the Islamic Work Ethic and the errors of both directions. The results showed that management of cognitive emotion regulation, Islamic Work Ethic, payment Satisfaction and job motivation income are important in predicting job stress.

The purpose of this study was to investigate the relationship between perception of organizational policies with self-efficacy and job involvement among teachers at Boukan's PNU. A descriptive and corelational research is conducted to determine and explore the variables. The study population included all faculty members and visiting teachers at Boukan's PNU in the academic year of 1393; the total volume was 195 from which 113 people were selected using simple random sampling. Information gathered through standard questionnaires of Kachmr and Carlson's scale of understanding organizational politics, Betz et al's scale of self-efficacy in career decision-making and the Thomas Ladahall and Kenjer's scale of job involvement. Data analysis was conducted at both levels of descriptive (mean, standard deviation) and inferential statistics (correlation and simple regression). The results showed a significant negative correlation between the variables of perception of organizational policies and job self-efficacy at / 01 level and the results from regression analysis suggest that perceived organizational policies will account for 22% of variance in self-efficacy. Also there was a significant negative correlation at the level of / 01 between perceptions of organizational policies and job involvement. The results from regression analysis suggest that perceived organizational policies alone will account for 12% of variance in job involvement.

The purpose of this study was compare the effectiveness of traditional, modern and postmodern career counseling on career adaptability of Esfahan university students. Fifteen students were randomized to the four groups. The experimental groups of eight-hour training sessions, a career counseling approach based on traditional, modern and postmodern received. Tool that was used in this study as a career adaptation questionnaire with five subscales: concern, control, curiosity, confidence and commitment. To analyze data and for hypotheses testing, description statistics and multivariate analysis of covariance (Mancova) was used. On the basis of this results between the four groups differed significantly in the areas of career adaptability p<0.000 In other words, we can say, the difference between the four groups, the expression of this is that traditional, Modern and Postmodern Career Counseling interventions have had an impact on increasing career adaptability of students. And the more effect for modern& postmodern approach on Career adaptability than the traditional approach. But there is no significant difference between postmodern vs. modern methods. From the findings of this study can use for induce career adaptability of Iranian university and another groups of person.

The purpose of this study is to examine the relationship between NEO Personality Characteristics and Work - Family Conflict & Facilitation among teachers of secondary schools in district 5 of Tehran Education Organization. The plot of this study is descriptive, in correlation and surrey style. For this purpose 270 teachers (81 male, 189 female) were participated in this study by random cluster sampling method among all the secondary schools teachers in district 5 of Tehran. NEO - FFI personality scaling, Vein & coworkers Work - Family Conflict & Facilitation questionery and Demographic specifications questionery were done on participants in order to analyze the data, some of the indexes and statistics methods have been used, including mean median standard deviation, Pierson correlation index, Spearman correlation index and analysis of structural equations modeling. The total scores of the items relating to factors and factor scores were tested. There is a negative relationship between personality characteristics i.e. Conscientiousness, Extraversion, Agreeableness, Openness to experience and Work-Family Conflict (P<0.05). There is a positive relationship between Neuroticism and Conflict. There is a positive relationship between Conscientiousness, Extraversion, Agreeableness, and Openness to experience and Work-Family Facilitation. (P<0.01).There is a negative relationship between Neuroticism and Work-Family Facilitation (P<0.05) According to the results which have found of structural equations modeling the effect of Conscientiousness and Agreeableness on Work-Family conflict is direct, and the effect of Neuroticism on Work-Family Conflict is direct too. (P<0.05). According to the finding of this research it is understood that personal characteristic have relationship with Work - Family Facilitation and conflict. Therefore it is suggested to pay attention to personal characteristics in employing process and family relationship.

The aim of this study is to evaluate the burnout in academic librarians in Shahid Beheshti University.Methods: It is an applied research and based on data gathering methods is analytic and survey. The population consists of all librarians Shahid Beheshti University is number 82 sample of 66 patients, according to Morgan. The data collection tool questionnaire on work Maslach (1982), respectively.Results: Results showed that burnout librarians Shahid Beheshti University in moderate to high, and among librarians and career burnout, marital status, gender, level of education, school educational and employment status there is a significant difference.Conclusion: It is recommended to library management using sutiable decisions and actions in all levels of the organization to provide th productivity of human resources.