JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2019 | Volume:11 | Issue:39 |Papers Count:9

The main purpose of this study was to investigate the impact of ethical social responsibility and spiritual community on the occurrence of deviant behaviors in the workplace by considering the mediating role of affective commitment. This study was an applied and descriptive research and the study's statistical population was comprised of six hundred Ferdowsi University of Mashhad employees. Two hundred and forty-two used the Cochran formula to determine the sample size. Three hundred questionnaires were distributed among the staff by random stratified sampling method based on the prediction of non-return of some of the questionnaires and 252 questionnaires were returned. Data collection was carried out using ethical social responsibility, spiritual community, deviant behaviors, and affective engagement questionnaires. All these questionnaires are highly valid and reliable. Modeling structural equation was used to analyze data and examine the structural equation model's fitness. The results showed that the spiritual community has a direct and positive impact on affective engagement, but a negative and significant impact on deviant behaviors. The results also showed that ethical social responsibility plays a key role in explaining emotional commitment and reducing deviant behavior. These findings highlight the role of ethical social responsibility, spiritual community, the role of mediator, and the importance of affective engagement in predicting deviant behaviors. The results of this research show that in reducing deviant behavior, focusing on the feeling of spiritual correlation, emotional commitment, and ethical social responsibility is effective.

Purpose: . Since the Career without Borders and varied career path as an important factor in increasing the productivity of work have been identified, This paper explores the motivation and goal orientation on career path Without Borders has been varied career path. Method: The purpose of this study, in terms of approach and the nature of the causal-effect, in terms of data collection methods, descriptive and in terms of the type of data is small. The target population included all managers participating projects Mapna to 414 people. The sample size was calculated using the formula Cochrane 201. To measure the variables of motivation goal orientation questionnaire Bouton et al. (1221) and Briscoe et al. (9001) questionnaire for protean and boundary less. Results: Four hypotheses of this study were tested using factor analysis and structural equation modeling. The results of the research indicate that the tendency to learning has a positive and significant effect on a diverse career path and job path without borders, and thus a diverse career path and a career path without boundaries include the development of skills and the tendency to learn helps people to To develop and strengthen the skills required in the work environment. The results also showed that the tendency toward performance has a negative impact on a diverse career path and career path without borders. The main concern of individuals is to ensure that success is attained in the current job and that learning is not important. Concerns about job preservation may tend to maintain stability and help to provide job security. People with a tendency to work may be due to experiencing job insecurity Look for organizational stability.

Organizational citizenship behavior is one of the most important factors affecting the performance of higher education institutes. The emergence and development of the concept of organizational citizenship behavior have created a major change in the field of organizational behavior. In other words, the important role this structure plays in explaining organizational behavior and its status in educational administration theories led to the study of its effect on occupational and behavioral factors. Also, due to the significant effects that some variables have on employees' organizational citizenship behavior, the role of these factors, such as personality traits, Islamic work ethic, servant leadership, and ethical leadership in their organizational citizenship behavior has been investigated. Briefly, the objective of the present study was to evaluate the structural relationships among antecedents, consequences of academic staff's organizational citizenship behavior. In this regard, 232 people were selected from the staffs of Urmia University through a stratified random sampling method. The data of the present study were gathered by 12 standard questionnaires. The methods of conformity factor analysis and the structural equations model were used by SPSS 22 and LISREL 8. 45 software in order to analyze the data. The results of the structural equations modeling indicated that personality traits of Islamic ethics, ethical leadership, and organizational citizenship behavior have a direct and significant relationship and a prerequisite for organizational citizenship behavior. The results also showed that feeling and increasing organizational citizenship behavior among employees with increasing social capital, entrepreneurship, participation, empowerment, and productivity of manpower and reducing job burnout. In this model, all loadings-except for the relationship between organizational citizenship behavior with servant leadership and job cracks-were statistically significant.

The main purpose of this research was to study predicting perceived self-efficacy and work engagement through job crafting and perceived organizational support among employees of Isfahan’ s Golnoor factory in 2017. The study was a descriptive-correlational study and the statistical population included all 527 employees of the Goner factory in the Isfahan, out of which 220 employees were selected through convenience sampling method. The research measures were The Job Crafting Questionnaire (Slamp & Brodrick, 2013), The Survey of Perceived Organizational Support (SPOS) (Eisenberger et al, 1986), Work Engagement Scale (Salanova & Schaufeli, 2001) and Self-efficacy Questionnaire (Golparvar & Sadeghi, 2016). The data were analyzed by correlation coefficient Pearson and multiple regression Stepwise method. The results revealed that there were positive significant relationships between job crafting with self-efficacy' perception and work engagement, and perceived organizational support with work engagement and perceived self-efficacy (p<0. 01). Moreover, results of stepwise regression showed that in the first step job crafting could predict %8. 2 and in the second step perceived organizational support could predict %2. 2 of self-efficacy' perception variances. Moreover, perceived organizational support could predict %43. 7 and job crafting could predict %8. 5 of work engagement variances. According to the results, job crafting and perceived organizational support are more important causes of self-efficacy' perception and work engagement among the Golnoor factory’ s employees.

The aim of this study was to evaluate and typology the organizational culture and its impact on employees' organizational health. The current research was an applied in terms of purpose and was descriptive-correlation research by data collection. The statistical population of this research was all employees of the Shahid Chamran University of Ahvaz that have been stratified random sampling because of the great and difficult access to all members of the population. 260 employees were selected as the sample size by referring to Morgan sampling table. Data collection has been done through valid and reliable questionnaires as Denison et al questionnaire (2006) for organizational culture and Klingele & Lyden's questionnaire (2001) for measuring organizational health. The results of data analysis by structural equation modeling with Lisrel software showed that the university has a medium and fairly good status in terms of organizational culture and organizational health. Also, the results confirmed the positive and significant impact of organizational culture on organizational health. Of course, among the dimensions of organizational culture, the effect of the two components of involvement and adaptability on organizational health was confirmed. But the other two components of culture, namely the effect of consistency and mission on organizational health were not significantly confirmed. Among the dimensions of organizational culture, involvement and adaptability were more than other dimensions. Accordingly, the organizational culture of the university can be regarded as a participatory and adaptable culture.

The main purpose of this study was to investigate the analysis of Job Engagement factors among Shahid Beheshti University’ s staffs and the importance of components of Job Engagement from staffs' point of view. The method of research is descriptive-correlational. The statistical population of this research was all educational, research and financial staffs of Shahid Beheshti University. The sample of this study was selected through Cochran formula in 124 people by stratified random sampling. A researcher-made questionnaire was used to measure the level of staffs' Job Engagement and the importance of each factor from the perspective of staffs. This questionnaire was designed in two parts of 20 items that total Cronbach's alpha coefficient for the researcher-made questionnaire was 0. 79. This study showed that there is a significant difference in the mean of Job Engagement scores of staffs of Shahid Beheshti University between their present and desirable status and the average status of Job Engagement of staffs is 0. 83 less than their desired situation. The average of Job Engagement is lower than the theoretical average of 0. 20 that was t-statistic of-2. 620 and its significant level was confirmed less than 0. 05, and only the mean of "working conditions" in the Job Engagement unlike other components is 0. 13 higher than the theoretical average. “ Working conditions" has the utmost importance then the element of "leaders" has the second component, "system of compensation and rewards" had a third place and the component of "learning and growth opportunities of staffs" had of paramount importance. Also, there is a significant correlation between the staffs’ involvement between the components of managers and managers with staffs’ years of service at significance level less than 0. 05, and the other correlation coefficients are not significant.

Satisfaction and meaning in life are the ultimate goals in human life; therefore, individuals are striving to achieve it throughout their lives. The purpose of this study was to provide a life satisfaction model in dual-career couples based on job satisfaction and career calling. This study was a descriptive-correlational study. The research statistical population consists of the government company’ s employees in Tehran province. Based on convenience sampling method, 210 of them were selected as sample size. Multidimensional Measure of Calling (Hagmaier & Abele, 2012), The Satisfaction with Life Scale (SWL) (Diener, 1985), The Meaning in Life Questionnaire (Steger, 2006), and Brayfield and Rothe's Job Satisfaction Scale (1951) were used to collecting data. Then, the data were analyzed in two levels of descriptive (mean and standard deviation) and inferential (Pearson correlation and path analysis) and analyzed using SPSS and AMOS software. The findings showed that career calling has a positive relationship with life satisfaction, job satisfaction, the meaning of life and life satisfaction, and the research model has a suitable fit. According to the findings of the research, it can be concluded that career calling has a significant positive effect on job satisfaction, meaning in life and life satisfaction in dual-career couples. Therefore, paying attention to the career calling variables in two-career couples can cause improvement in their satisfaction of life.