JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2018 | Volume:10 | Issue:34 |Papers Count:8

Resiliency is one of the variables that have a special position in the fields of evolution Psychology, family psychology and mental psychology, the number of related researches are being increased as well. The current study was conducted to investigate the role of career adaptability and self-efficacy in predicting the Women Career Resiliency. Statistical population of this study is women working in a company in Kohgiluyeh and Boyer-Ahmad province. Based on the available sampling, 132 of them were selected as the sample size. To collect the data, Savickas' inventory of career adaptability (2012), Sherer's general self-efficacy (1982) and Morgan's career resilience (2001) were used. These inventories were analyzed using SPSS and PLS software in two descriptive and inferential levels and correlation tests to assess the relationship between the variables and to predict the criterion variable (resiliency) of stepwise regression. The results showed that there is a significant positive relationship between two variables of general self-efficacy and Career adaptability and career resiliency and the research model was also approved. Therefore, it is concluded that the independent variables are able to predict the dependent variable and career adaptability and high self-efficacy will increase the career resiliency.

The purpose of this study is to investigate the relationship between communication skills, responsibility and emotion regulation with mental health of National Bank employees in Bandar-eAnzali. Method the study participants were all 134 employees of National Bank branches in Bandar-e Anzali. In this paper, 97 bank employees were selected by cluster random sampling and they were asked to Communication Skills Questionnaire Jerabek(2004), CPI-Re Questionnaire, Emotion Regulation Questionnaire Gross & John (2003) and Mental Health Questionnaire (GHQ-28). Data were analyzed using questionnaire reliability using Cronbach's alpha. Pearson correlation coefficient and multivariate regression were used in order to answer the research hypotheses. Findings: There is a significant relationship between communication skills, emotional regulation, comprehension and decisiveness, accountability and emotional regulation with the evaluation scale of the mental health of National Bank employees. (P<0. 05) In addition, responsibility and emotional regulation can significantly predict %12 the changes in the mental health of National Bank staff. (² R-0. 125). According to the results of the study, it can be concluded that employees who have more communication skills, responsibility and emotional regulation, they have higher levels of mental health.

The purpose of the current paper is to examine Antecedents (self-efficacy, Emotional Stability and organizational socialization) and consequences it (career success) on career resilience. This is a descriptive-survey. The target population included 17000 employees of 20 petrochemical companies in Mahshahr special economic zone. In this study, to measure the variables, from self – efficacy questionnaireChen, Gully, and Eden (2001), Emotional Stability questionnaire Li Yan (2005), Organizational Socialization questionnaire Taormina (2004), Career resiliencequestionnaire Liu (2003) and Career success questionnaire was used. To study individual level hypotheses, was used the Structural Equation Modeling and PLS software, and a linear hierarchical model test was used to examine thecontextand moderating effect the group level variables on individual level variables (multilevel approach). In the individual level, Self-efficacy and Emotional stability had a positive effect on career resilience and also career resilience had a positive effect on career success. In the organizational level, organizational socialization had a positive effect on career resilience which is at the individual level. The mediating role of organizational socialization between self-efficacy and career resilience and also between emotional stability and career resilience were confirmed. It was also found that organizational socialization plays a moderating role between self-efficacy and career resilience as well as emotional stability and career resilience. The results of this study showed the importance of personality factors and organizational factors to enhance the resiliency of employees and subsequently their career success. It means petrochemical companies should have strategies and plans to help their employees enhance career resilience through organizational socialization plans and personality factors.

Aim The purpose of this study was to investigate the mediating role of job engagement in relationship between work ethic with commitment to change. MethodStudy is applied and The Research method was descriptive correlational. The population of this study consisted of all Primary school teachers (400) in Salas babajany. According to Morgan table and using available sampling method, 200 subjects were selected. Work ethic Questionnaire, job engagement and commitment to change was used to collect data. To analyze the data, SPSS and LISREL software were used. Results showed that the work ethic directly effected on commitment to change and job engagement, and indirectly effect on commitment to change through job engagement. It also the direct effect of job engagement on the commitment to change was significant. Conclusionso to increase commitment to change, work ethic and job engagement can be considered.

The purpose of this study was to predict job satisfaction based on emotional self-regulation and defense mechanisms in welfare workers in Tehran province. Methodology: This study was a correlational study. The statistical population of this study was all employees of Tehran's Welfare Office in 2013-2014 who were selected using a sampling method of 324 (158 men and 166 women). Data were collected by JDI, Defense Mechanisms (DSQ-40) and Difficulties of Difficulty Adjustment (DERS). The collected data were analyzed using Pearson correlation and multiple regressions. Result: Pearson correlation results showed that all components of emotional self-regulation, with the exception of emotional awareness, have significant correlation with job satisfaction. There is a significant inverse relationship between all components of emotional self-regulation, with the exception of emotional awareness, with immature defense andNeuroticism defense mechanism. Multiple regression analysis showed that emotional selfregulation explains 5% of the variance of job satisfaction, but defensive styles do not explain job satisfaction. In investigated gender difference with t test showed that, men in satisfaction with promotions, compensation and satisfaction, and satisfaction with working conditions are in higher levels of satisfaction. However, in overall job satisfaction score, there was no significant difference between men and women. Conclusion: The result of this study indicated a direct relationship between emotional selfregulation and job satisfaction, inverse relationship with unmet and unpredictable defense mechanisms and lack of relation with defense styles. Therefore, considering the importance of the ability to regulate emotions on the use of defense mechanisms and job satisfaction, one can use the guidance and therapeutic techniques of psychologists and counselors in the welfare organization to increase the awareness and gain of emotional adjustment skills and the use of the developed mechanisms in to promote job satisfaction and goals of the welfare organization.

Women's career development is complex and should be examined from multidimensional angles considering socialMethods: the study employs a correlational the research population consists of female students in Islamic Azad University, Arak Branch, and Iran. 181 individuals were selected out of the population by the convenience sampling method. Then, copies of the Career Aspiration Scale (CAS) developed by Gary and O'Brien were distributed among them. This scale was first translated into Persian and then back-translated into English. A team of experts reviewed the scale for determining cultural sensitivities, clarity of questions, differences and errors in meaning. The results illustrated that Cronbach's alpha coefficient for the whole scale was 0. 87 and for its subscales, it ranges from 0. 82 to 92. 9. All cases enjoyed acceptable correlation. The results of the test-retest showed a consistency for the Women’ s Career Aspiration Scale. The exploratory and confirmatory factor analysis indicated two acceptable subscales. The results illustrated that the Persian version of the Women’ s Career Aspiration Scale has good reliability and validity, and it can be used in Iranian sample for measurement of the of women's career aspirations along with other career variables.

Aim recent advancement in the area of factor influencing career development emphasizes on parents’ characteristics as the first influential ones in this area. Methods this research is a qualitative research with interpretative phenomenological design. Research population include students of universities and higher education institutes of Bojnord city and sample consists of 13 participants (8 males and 5 females) among students, that their score on career development and career adoptability is one standard deviation higher than mean. This sample was selected by purposeful and snowball sampling. Then, data was collected by semi-structured interview and was coded and analyzed by Dicklman method. Results of interviews’ analysis led to extracting 759 primary codes, 23 concepts, and 9 items consisted of emotional support, exploration context, self-regulationcontext, and selfsufficiency context, career self-efficacy context, going beyond prevailing narratives, information support, guaranteed social relationships, and involvement. While emphasizing on parental factors influencing on career development, results of current research suggest processes by which, children take steps toward career exploration and beds leading to more career developments.