JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2015 | Volume:7 | Issue:23|Papers Count:8

The main purpose of this research was to study the relationship between psychological healthy work place' components (opportunity for control, opportunity for skill use, externally generated goals, environmental variety, environmental clarity, availability of money, physical security, opportunity for interpersonal contact, valued social position) and job alienation’ dimensions (cultural estrangement, powerlessness, normlessness, estrangement from work, social isolation, meaninglessness). Research method was descriptive correlational and statistical population included all of administrative staff of the one public university in Tehran, out of them 151 subjects, were selected via stratified convenience sampling. In this research a set of questionnaires consisting of psychological healthy workplace which developed by Mehdad et al (2011) and job alienation questionnaire (Boeree, 2001) were used. Data were analyzed using of canonical correlation analysis and results showed that there are high canonical correlation (0.975) between psychological healthy work place' components and job alienation’ dimensions. Pair of canonical variables showed that (except meaninglessness) all dimensions of job alienation, except meaninglessness, can be explained by environmental clarity. Moreover, there exist the strongest relationship between environmental clarity, from independent variables (with 0.995 standard canonical correlation) and normlessness, from dependent variables (with -0.997 standard canonical correlation). In conclusion, employees’ job alienation decreases with increasing psychological healthy work place components and gradually dissolves.

Background and Purpose: Calling of a person affects his/her job performance, particularly, in the medical careers involving human; thus, having a calling is significantly important. Due to lack of indigenous instrument for assessing a calling, the aim of this paper provides an interactive structure and validity of the Persian version of a calling scale (CVQ) among the medical students. The present paper is a Methodology, descriptive - survey and practical study. The research community including medical students of the Esfahan University of Medical Science out of which 245 students were selected randomly using the Morgan’s table or formula, and the Persian version of the Dik & Duffy’s 24-clause calling scale with 6 items was distributed among them. This scale, initially, was translated to Persian and then retranslated into English; after that, the questionnaire was assessed by a group of specialists in order to determine cultural sensitiveness, questions clarification, discrepancies and existing errors in meaningfulness. The order of factors is definitely compatible with what were segregated in the psychometrics of the English version. The Krombach alpha coefficient is 77% for the whole questionnaire and it varies from 70% to 85% for subscales. They all had acceptable correlation. The results of test and retest represented stability for the calling scale and its subscales. The interactive analysis was exploratory, confirmation of 6 subscales and with acceptable consistency.Conclusion: The Persian version of calling scale displayed a good narration and dynamics.

The purpose of this research was the Identify the relationship between organizational justice and quality of work life and the mediating role of organizational culture from the point of view of employees at Shahid Beheshti University. For this purpose from survey - descriptive were used. To collect data, the two researcher-made questionnaires and the standardized questionnaire of 263 employees were used. For analyzing the data of research descriptive and inferential statistical methods (variate T-test, bivariate T-test, Pearson correlation, structural equation, ANOVA) were used. Research findings indicated that between organizational justice and those components with quality of working life, between organizational justice and those components with organizational culture, between organizational cultures with quality of working life is a significant positive correlation. Also results indicated that organizational culture well play the role of mediator on the relationship between organizational justice and the quality of working life, Regarding the variables studied, research findings indicated that organizational justice and the quality of working life was unfavorable situation and organizational culture was relatively desirable.

The main purpose of this study was to investigate the relationship between servant leadership style and organizational learning with teachers’ job engagement in Zahedan exceptional schools in Zahedan. This is a descriptive – correlation study, by random sampling, 140 questionnaires among exceptional schools teachers was distributed. The study instruments included servant leadership (Gholipur & Hazrati, 2009), organizational learning (Chiva et al., 2007), job engagement (Salanova & Schaufeli, 2004) questionnaires’. The data were analyzed using the Spearman correlation coefficient and multiple regression by Software SPSS21. Result showed there were significant positive correlations between servant leadership style and organizational learning with teachers’ job engagement. Multiple regression results showed that service, humility and agapao love (dimensions of servant leadership), gain experience interview, participatory decision making (dimensions of organizational learning) can explain and predict teachers’ job engagement in exceptional schools. Therefore, to enhance teachers’ job engagement using servant leadership style and development of organizational learning in special schools is recommended.

The aim of current study is the comparison of the relationship between parent-child and externalizing disorders in children with employed and unemployed mother. This research is a causal comparative study. The sample size is 200 employed and unemployed women with children, boys and girls, from 5-6 years age of kindergartens of Arak city in 2014-15. The method research is a cluster sampling. It was utilized the Child Behavior Checklist (CBCL), parent-child relationship survey (PCRS), and assessment of maternal employment status to gather the data. It was used the t test independent to analyze the data. The results indicated that there is a significant difference between relationship parent-child among employed and unemployed mothers. In addition, it was not observed any significant difference in externalizing disorders among children of these mothers. The findings show that the lack of employed mothers’ present influences the quality of the child relation, however, the other factors other than employment is effective on creating the externalizing behaviors.

This research carried out with the aim of studying the causal effect of participation in decision making, organizational commitment and job satisfaction: testing the mediator role of job characteristics and job performance among Urmia university faculty members. Research, Statistical population is Urmia University faculty members who were over 450 people, among which 213 were selected using random relative stratified sampling. Research instruments were participation in decision-making of Marcolin and Moshanco (1990) Organizational Commitment Questionnaire of Balfour and Wechsler (1996), job satisfaction questionnaire of Bayfield and Ruth (1951), job characteristics of Hackman and Oldham (1975), job performance questionnaire of William and Anderson (1991). In the present study, for the analysis of hypotheses and examine relationships between variables, the Pearson correlation coefficient and structural equation modeling approach is used. The Pearson correlation coefficient results suggest that between participation, job characteristics and performance and between job characteristics and performance, commitment and job satisfaction is positive and significant. But there isn’t relationship between participation and commitment, that with mediation role of job characteristics, participation has indirect effect and positive on organizational commitment of faculty members. In other words, individuals with high sense of participation in decision-making under conditions of high sense of job characteristics indicate of their high levels of organizational commitment.

The current study aims at surveying the relationship between positive psychological states and job satisfaction of the instructors teaching at the centers belonging to Tehran Province ACECR Institute of Applied Science and Technology. Statistical population included all the instructors teaching at the centers belonging to ACECR Institute of Applied Science and Technology of Tehran Province in the academic year of 2014-2105 with a total number of 210, of which 118 (50 female and 68 male) were selected using random sampling method. Data collection tools included: Rajayee et al Positive Psychological States questionnaire and job satisfaction questionnaire. Statistical analysis was performed using Pearson Correlation Coefficient, Regression, and Multivariate analysis of variance tests in SPSS software. The results of the correlation showed that there is a significant positive relationship between positive psychological states and job satisfaction (P≤0.01). Regression analysis also showed that there is a significant positive relationship (P≤0.01) between the components of positive psychological states and job satisfaction and that these components explain % 66 of the variance in job satisfaction. Furthermore the results of multivariate analysis of variance showed that there is no difference in the scores of male and female participants relating to the components of positive psychological states, but there is a significant difference (P≤01.0) between job satisfaction scores of the two groups. Positive emotions are one of the contributing factors to job satisfaction, therefore it is suggested that positive emotions be considered as one of the ways of increasing the level of job satisfaction in organizations and institutions.