JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2011 | Volume:3 | Issue:7|Papers Count:9

The purpose of the present study was to examine the psychometric properties of the Organizational Justice Scale, developed by Colquitt (2001). This scale administered to a sample working in an industrial company in Khozestan province. The sample consisted of 355 employees selected by stratified random sampling method. The scale measures four dimensions of organizational justice including distributive justice, procedural justice, informational justice, and interpersonal justice. In the present study, validity of the scale was examined in two ways: Confirmatory factor analysis (CFA) and discriminative construct validity. CFA using AMOS, indicated that four-factor model fit with data better than one, two, and three factor models, and all items loaded on their factor, significantly. In addition, each factor was correlated with theoretically relevant variable. Specifically, distributive justice, procedural justice, informational justice, and interpersonal justice had significant correlations with instrumentality, group commitment, helping behavior, and collective esteem, respectively. Results of this study provide evidence supporting the validity of the organizational justice scale and its applicability in Iran.

The purpose of this study was to examine the effect of meaning making at work on career happiness on Isfahan university employee. The sample was 66 employees working in Isfahan University. They were placed randomly in the experimental (N=33) and control group (N=33). The dependent variables include career happiness and burn out which were assessed by researcher-made Career Happiness Inventory. The independent variables include meaning –making at work training that was trained to employee in five sessions after data collection, the data were analyzed by SPSS software and results showed that meaning –making at work training increased career happiness.

This research was designed to investigate the effectiveness of group counseling with problem solving method and emphasis on basic needs of choice theory on improving couples communication patterns. The population of this study was the couple's residence in karaj. With regard to study purposes, we have used volunteer sampling. Among the population 12 couples were selected and then randomly divided to two groups (each group 6 couples), because the method of this study was quasi experimental. Method of statistic was independent T. Research instruments were Christensen and shenk communication patterns questionnaire. The result revealed that group counseling with problem solving method and emphasis on basic needs of choice theory on improving couples communication patterns was effective. Group counseling with problem solving method and emphasis on basic needs of choice theory could increase couples construct communication and caused to decrease withdrawal /demand pattern and avoidance/avoidance pattern. These hypotheses were significant at %5 level.

Some studies carried out about the relationship between organizational conceptual values and organizational commitment. But the relationship between staff personal values and organizational commitment were not studied. The aim of this study is to analyze the relationship between personal value system and triple types of Balfor and Wechsler commitment means, exchange commitment, identification commitment and affiliation commitment. Here by the number of 158 persons of staff in a state organization were selected randomly and answered the questionnaires. The questionnaires were used in this study consist of Schwartz value survey and Rockeach questionnaires. The reliability of Balfor and Wechsler organizational commitment questionnaire was evaluated by the correlation with Alen and Meyer value scores. Also the reliability of these instruments was confirmed. The data were analyzed by using regression and correlation analysis. The results showed that types of Schwartz values can predict the triple dimensions of organizational commitment. The results discussed by Schwartz values theory.

The aim of this research which has done according to quantitative and descriptive method is to investigate the effect of two predictive variables called agreeableness and conscientiousness on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) among the staff of Jam Fajr Gas Refining Company. In this query, seven hypothecs have presented. The population was 926 employees and data was collected from 150 employees in one of the major industrial organizations (FJGRCo). Tools for gathering data were Goldberg’s scale (1999), Podsakoff et al’ scale (1990) and scale developed by Bennett and Robinson (2000). Descriptive and referential statistics such as Pearson correlation, multi-variable Analysis, stepwise regression were used for analysis of data. The Results indicate that conscientiousness and agreeableness predict OCB. Conscientiousness and agreeableness have simple and multiple correlations with CWB.

Job burnout is identified in workplace environments as an important issue directly related to the worker output and his/her physiological and mental health. Currently, there are several approaches for investigating this phenomenon among workforces. Among jobs, one most vulnerable to burnout damages is librarianship. Because of its direct relation with clients, librarianship can immensely affect health and output of organization. Therefore, this study aims at burnout examination among academic librarians. This investigation was performed using pre and posttest groups. Group counseling and bibliotherapy was implemented for librarians’ burnout treatment. 30 librarians among Tarbiat Moallem University librarians were selected and randomly were distributed into three equal groups. For two examinee groups counseling therapy and bibliotherapy was administered and third group was considered as control group. The study results showed that both methods of treatment, i.e. counseling therapy and bibliotherapy, were effective to librarians’ burnout. However, counseling therapy was more effective to librarians’ burnout.

The aim of this study was to survey the relationship between marital satisfaction and job satisfaction among employees of sewage Water Company in Tehran province in 1388. Research population included all married employees of sewage Water Company in Tehran province .Sample selected of 50 personnel (27 female and 23 male) who were voluntary selected. The main hypothesis was: there is significant relationship between marital satisfaction and job satisfaction. The study is correlation. The research instruments were Enrich’s marital satisfaction questionnaire (1997) and Brayfield & Rothe’s job satisfaction questionnaire (1951). Descriptive statistics, pearson’s correlation coefficient and t test were used to analysis of the data. Result showed there is positive and significant relationship between marital satisfaction and job satisfaction p<0.05 (r=0.42). There is also a significant difference between male and female employees in marital satisfaction p<0.05; male employees have more marital satisfaction than female. But there is no significant difference between male & female employees in job satisfaction p<0.05.