JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2013 | Volume:4 | Issue:13|Papers Count:11

This research aimed at specification the role of personality traits in genesis of staffs, job conflict in Kurdistan province education in 1390 year. Method of research was descriptive and correlation type. By simple sampling method selected 132 persons from population that were 200 persons. Used tools included Five Factor Personality Inventory (NEO-FFI 60 items) with reliability a= 0.83 and DuBrin Job Conflict questionnaire (DJC-20) with reliability a= 0.86. Data analyzed by forward regression analysis. Results showed that variables of agreeableness (t=-4.40), conscientiousness (t=-3.50), neurotic-ism (t= 2.54) and openness (t=-2.4) had significant relation with job conflict (p<0.05 but relation between extraversion and job conflict not significant. In total four factors of personality, predicted 52 percent of job conflict variance. Base on B coefficients, among predicted variables, agreeableness had most correlation with job conflict (-0.36) then conscientiousness (-0.30), neuroticism (0.22) and openness (-0.15) had most correlation.

Present research is done for the purpose of analysis of the relation among job stress, marital satisfaction and mental health in nurses. Materials and Method The present research is classified in correlation studies. 300 married and employed nurses of Tehran hospital are selected through sampling method in the year 2011-2012. The tools of research were job stress questionnaire (NNS), scale of Enrich Marital Satisfaction and mental health questionnaire (GHQ-28). Results The results obtained from analysis of the data showed that there is a significant negative relationship between job stress and marital satisfaction, and also between job stress and mental health of the nurses. Also there is a positive significant relation between marital satisfaction and mental health of the nurses. Furthermore, analysis of the components of job stress showed that, among all components of job stress, the components of contradiction with the physicians and shortage of support sources forecasts the marital satisfaction of nurses. The component of shortage in support sources forecasts the mental health among nurses. Considering the research discoveries, we may draw this conclusion that existence of the elements of job stress includes the contradiction with physicians as the authority of power and the other nurses as the colleagues in the hospital environment, and shortage in support sources in the nursing profession, might increase the reduction of the marital satisfaction and mental health of the nurses.

The aim of this research is to investigate relationship between spiritual intelligence and emotional intelligence with job stress in university employees. Method: the research method was correlation. 64 employ were selected from community of university employees randomly were selected. They were asked to respond to of the spiritual intelligence (Amram & Drayer, 2007), emotional intelligence (Shering, 1999) and Job stress (Ryess, 1992) scales.Data were analyzed using Pearson correlation coefficient and multiple regression analysis. Results: Results showed that emotional intelligence predict 17 percent of the variance related to Job stress, 31 percent of the variance related to spiritual intelligence. Conclusion: Based on results, spiritual intelligence more than of emotional intelligence can be well predictive for Job stress. So it was to mannagers suggested that spiritual intelligence and emotional intelligence training and workshop are required to decrease Job stress of university employees.

The present research is carried out with purpose of the reviewing the predictability of job burnout by defense mechanisms used by air staff of Islamic Republic of Iran. The main hypothesis of this research is the predictability of job burn out by defense mechanisms. For answering to above hypothesis 234 subjects (137 male and 97 female) of air staff of Islamic Republic of Iran were selected by an available sampling. The device of the research is defense method questionnaire (Andrews, 1993) and Jackson and Maslach’s professional fatigue questionnaire. After collecting question-naires, analysis was done by using descriptive statics methods, Pierson’S correlation, multivariable regression analysis and independent T test about obtained data. The results of this research after analyzing the data were obtained in a way that the people with not grown defense mechanism has positive significance affect on emotional exhaustion and it was indentified that the more grown defense mechanism and neurotic defense has positive significance affect on depersonalization. This research also shows that the grown defense mechanisms and neurotic defence have positive significance affect on individual success.

The present study tested a model consisting precedents of workplace deviance. In this model trustworthiness and trust propensity were independent variables, workplace deviance was dependent variable, and interpersonal trust was mediator. Research design was correlation through structural equation modeling (SEM) and the sample consisted of 325 employees of Esfahan Steel Company (ESCO) who were selected by stratified random sampling method. Of this sample, 78 per cent were men and average age was 35 years. Participants of this study completed Trustworthiness Scale (Jarvepaa, et al., 1998), Trust Propensity Questionnaire (Mayer & Davis, 1999), Interpersonal Trust Questionnaire (Schoorman & Barlinger, 2006) and Workplace Deviance Questionnaire (Bennett & Robinson, 2000). Structural equation modeling (SEM) through AMOS-18 and SPSS-18 software packages was used for data analysis. In addition, Preacher and Hayes’ SPSS Macro program was used for testing mediation. The results showed that the proposed model fit the data properly. The results also supported the negative indirect effect of trustworthiness and trust propensity on workplace deviance through interpersonal trust. This study underscores the practical benefits of fostering trust in the workplace. Considering the importance of trust to key organizational outcomes, for instance workplace deviance, the results can provide a guide for increasing trust in organizations.

The purpose of this study is to investigate the correlation of "Hardiness" with "Emotional Intelligence" of students. The population of interest was all the students at Sharif University of technology in the year 2009. Method a sample of 300 students was chosen using a multi-step sampling technique. To collect data, two questionnaires were used: A) a questionnaire on Hardiness by kobasa (1979) consisting of 50 5-choice items in 3 indices. B) A questionnaire on Emotional Intelligence by Bar-on (1997) consisting of 90 5-choice items in 15 indices. To analyze the data, descriptive statistics (frequency, percentages, mean, and graph) and inferential statistics, (multiple regressions using Inter) were employed. The results showed that: The properties of Hardiness were positively associated with Emotional Intelligence. It is possible to predict Hardiness scores from Emotional Intelligence and Independence, self Actualization and flexibility were better predictors relative to other component. Conclusion findings showed the connection between Hardiness with Emotional Intelligence, and can be helpful in designing programs in enhancement of Emotional Intelligence for Students of the University.

The purpose of this study was to provide normative tables for University Student Depression Inventory. This research was performed on the 240 female students of Isfahan University that were selected by simple random sampling. Data were presented by descriptive statistic and draw table. Obtained scores transformed to Z and T scores and percentile rank, and the norm tables for University Student Depression Inventory were calculated. In order to determine reliability of USDI were used internal consistency method and test-retest. Coefficient Cronbach's alpha for the lethargy, cognitive-emotional and academic motivation respectively was. 75, .90, .83 and showed good internal consistency. Also Test-retest reliability about 4 weeks later, obtaining a reliability coefficient of. 80, .86, .89 and .88 respectively for exhaustion, cynicism, academic efficacy and total scale. In order to check the concurrent validity and divergent validity of this inventory were used respectively from the Maslach Burnout Inventory-Student survey and the researcher made of scale interest to academic filed and Coefficients for the lethargy, cognitive-emotional and academic motivation respectively were obtained -.31, -.29, -.31. Also concurrent validity for lethargy, cognitive-emotional and academic motivation respectively were obtained. 74. 68 and. 50. Conclusion from these findings was that the University Student Depression Inventory is a valid and reliable instrument to measure student's girl's depression.

This study aims at surveying the relatedness of organizational culture and job motivation with teachers’ job satisfaction in tuisercan city in 1390 (2011). 200 teachers (100 males and 100 females, per se) as multi-stage sampling were selected. The tools included in of Organizational Culture Questionnaire (OCQ), job motivation Questionnaire (JMQ), and job satisfaction Questionnaire (JSQ) was used to gather data. Also, in order to analyzing data, Pearson’s co- relational coefficient and multi regression coefficient have been utilized. Findings showed that there is significant relationship among organizational culture and job motivation with teachers’ job satisfaction. Also, another finding indicated that job motivation, organizational culture, and age variables are meaningful predicators for job satisfaction. And, finally, job motivation feature in comparison with organizational culture were significant predictor variable for predicting job satisfaction.

The purpose of this study was to examine the effectiveness of career counseling based on krumboltz planned happenstance approach on enhancement of skills of Isfahan university students. The population of the study consisted of students of the university of Isfahan, from which a sample of 26 students were randomly selected. The Openness to Vocational Opportunity Scales was administered to all subjects at the pre, post and follow-up stages. The experimental group received Krumboltz planned happenstance approach training, while control group was in waiting list. In order to investigate the effectiveness of lasting, a follow-up test was held after twenty days from the last intervention session. The results of covariance analysis showed that two groups were significantly different in curiosity in post-test (P=0.04) and follow-up (P=0.001). Also, two groups were significantly different in optimism only in follow-up (P=0.04), but there was no significant difference in persistence, flexibility and risk taking in both groups.