JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2020 | Volume:12 | Issue:43|Papers Count:3

AIM: The purpose of the present research was to investigate the mediating role of achievement motivation in the relationship between conscientiousness, role performance, and extra-role performance. METHODS: The research method was correlation and statistical population consisted of all employees of the University of Shahrekord of whom, 157 employees were selected by the convenience sampling method. The Achievement Motivation Questionnaire (Hermanns, 1970), Conscientiousness Inventory (Costa, McCrae, 1992), Role Performance (Patterson, 1963), and Extra Role Performance (Lee and Allen, 2002) were used. Data were analyzed by the Pearson correlation coefficient and structural equation modeling (SEM). FINDINGS: Results revealed that there was a significant positive relationship between conscientiousness and achievement motivation with role performance and extra-role (p<0. 01). Moreover, the proposed model has appropriate goodness of fit, and results of structural equation modeling showed that conscientiousness has a positive and significant effect on achievement motivation, and also achievement motivation has a positive and significant effect on the role and extra-role performance (p<0. 01). CONCLUSION: According to the findings, achievement motivation as a complete mediator was able to mediate the relationship of conscientiousness with the role and extra-role performance. Based on research results, it can be concluded that conscientiousness increases the role and extra-role performance through achievement motivation.

Aim: This research was conducted to investigate the mediating role of self-compassion in the relationship between symptoms of obsessive-compulsive disorder with nurses' feelings of guilt. Methods: The research was descriptive correlation based on structural equation modeling method. The research population was female nurses in Gorgan and 340 nurses were selected by convenience sampling method. The tools consisted of the Guilt Inventory (Kugler and Jones, 1992), Obsessive-Compulsive Inventory (Hodgson & Rachman & Rachman, 1977), and Self-Compassion Scale (Raes and et al, 2011). Results: The findings showed that there was a significant relationship between the symptoms of nurses' obsessive-compulsive disorder and self-compassion with feelings of guilt and the research model was confirmed. In general, 57% of feelings of guilt can be explained by the obsessive-compulsive symptoms of nurses and self-compassion. Also, the variables of nurses' obsessive-compulsive symptoms and self-compassion have a significant direct effect on feelings of guilt, and the indirect path of nurses' obsessive-compulsive symptoms was confirmed by mediating of self-compassion on feelings of guilt. Conclusion: The results of this study emphasized the role of nurses’,obsessive behaviors on experiencing feelings of guilt which can provide implications for therapists and counselors in reducing feelings of guilt considering the dimensions of self-compassion in nurses.

AIM: The main purpose of this study was to present a meritocratic process model in the administrative system with the human resources improvement approach. . METHODS: This research was applied-developmental research with a mixed-exploratory approach. The statistical population in qualitative part consisted of academic experts who were selected according to Delphi method and in quantitative part, the population included managers of Golestan University of Medical Sciences (n=513), that out of them, 220 individuals were selected through simple random sampling method. Data were collected by using interviews and standard questionnaires with appropriate validity and reliability in the quantitative part. FINDINGS: The results showed that 23 indices with 7 components of meritocracy, 18 indicators with 5 components were identified and validated for human resources improvement. Also, eight variables as mediating variables of the model were verified. CONCLUSION: Meritocracy is a management philosophy and attitude in which human resources are considered in their place due to their inherent efforts and abilities.