JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2020 | Volume: | Issue: |Papers Count:10

The purpose of this study was designing and testing a model of some antecedents of happiness at work. The research sample consisted of 322 employees of Foolad Gharb Asia Company, who were selected by stratified random sampling method. The participants completed psychological capital, perceived interactive justice, supervisor support, opportunity of growth and promotion, pay satisfaction, trust in supervisor, job satisfaction and happiness at work questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-19 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fitted the data properly. Better fit obtained by omitting 1 non-significant path. Finding also showed that all direct and indirect paths except psychological capital to trust in supervisor were significant.

Aim: The aim of the present study was to Developing a native educational opportunity finder based on Tracey's spherical model. Methods: The research method is descriptive. The statistical population included all the university majors in four branches of mathematics, experimental sciences, humanities, and art in Iran. From each major, 6 to 8 postgraduate students voluntarily answered the research instrument. The results of two majors-physics and law are presented in this study. Findings: According to the findings, the major of physics in the model of eight basic interest types, was characterized by three areas which include nature-outdoors, mechanical, and data processing. In Prediger's two-dimensional model, this field of study was located in the things/ ideas quarter. The law profile in the eight basic interest types model, included: Managing, Business Detail, and Helping. In the two-dimensional model, the law was located in the people/ data quarter. Conclusion: Based on the findings, it is concluded that students volunteered for the majors of physics and law should have high interests in nature/ outdoors, mechanical areas and students volunteered for the major of law should have high interests managing and business detail, on the other hand, the high prestige of these two fields reveals that the volunteer students of these fields can expect that the patterns of social valuation and having good social image requirements to be answered in these two fields of study.

The purpose of this study was to investigate the effect of personality traits on career success with the mediating role of work engagement among employees of University of Mohaghegh Ardabili by using descriptive-correlational with structural equation method. The statistical population of the present study consisted of 754 employees of Mohaghegh Ardabili University. Using the Cochran's formula, 254 people were selected as simple random sampling. Schaufeli and Salanova’, s Utrecht Work Engagement Scale (2001), Radcip’, s Career Success Questionnaire (1984) and Rammstedt & John's Personality Traits Questionnaire (2007) were used to collect data that their reliability through the Cronbach's alpha was 0. 85, 0. 88 and 0. 74 respectively. The structural equation model was used to analyze the data. The results showed that the direct effect of personality traits and career success is 0. 25. The indirect effect of personality traits and career success with the mediating work engagement is 0. 189. Also, the results showed that mediating variable of work engagement indirectly explained the effect of personality traits on career success. Further according to despite the mediating of work engagement, direct path of personality traits is significant to career success, it was concluded that work engagement for personality traits on career success has a minor mediation role. Therefore, it is recommended that employees can evaluated in terms of personality traits during recruitment.

This study was aimed to compare burnout, occupational stress, and job satisfaction among midwives working in hospitals and health centers. This research is a descriptive and causal-comparative research study. The statistical population of the present study was all midwives working in hospitals and health centers in Dorud in 2018, and among the midwives working in hospitals and midwives working in health centers, 60 people were selected by convenience sampling method. The research tools were Maslach Burnout Inventory (MBI) (1985), Philip-Rice's Occupational Stress Questionnaire (1997), and Job Descriptive Index (JDI) for job satisfaction. Inferential statistics including multivariate analysis and one-way analysis of variance were used to analyze the data. The results showed that there is a significant difference in linear composition of job burnout scores, occupational stress and job satisfaction among midwives working in hospitals and midwives working in health centers (P = 0. 0001, F=22. 406, Wilks's lambda=0. 785). Also, the findings showed that 21% of the variance of dependent variables can be explained by the grouping a variable namely midwives working in hospitals and health centers.

Objective: The present study was conducted to identify the components of evaluating the effectiveness of in-service training courses for employees of the Refah Bank. Methods: The research method was qualitative-purpose-based and was qualitative as the data type. The statistical population of the study consisted of experts, specialists, and knowledgeable persons in evaluating the effectiveness of in-service training courses. The research tools included semi-structured interviews whose validity and reliability was confirmed. The method of data analysis was theoretical coding derived from the method of data fundamental theory. Results: The findings of the study showed that the criteria for evaluating the effectiveness of in-service training courses for employees of the Refah Bank include individual, group, organizational, and social factors. And the affecting factors the effectiveness of in-service training courses include demographic characteristics, training programs, support of managers, educational goal setting on the bank, and professionalism. Conclusion: Based on the findings of the research, the results indicated that to evaluate the effectiveness of in-service courses for employees of the Refah Bank, special attention should be paid to various individual, group, and organizational components.

The purpose of the present study was to investigate the relationship between a boundaryless career with employability and the mediating role of career competencies. The research method was the correlation of structural equation modeling. The statistical population was all employees of Isfahan manufacturing-industrial companies. A sample of 192 people was selected from three companies using the convenience sampling method. Boundaryless Career Attitudes (Briscoe and Hall, 2006), Dispositional Measure of Employability (Fugate & Kinicki, 2008), Job-Related Information (Greenhaus & Callanan, 1992), Career-job-related Skills Scale(Abbie et al., 2003) and Breadth of Internal, External Networks(Abbie et al., 2003) were used to collect data. The results showed that the competence of understanding why there was a relationship between boundaryless thinking and employability was a relative mediator. But it did not play a mediating role in the relationship between organizational career mobility and employability. Knowing whom competency was a partial mediation in the relationship of boundaryless career and employability. Knowing how competency was a partial mediation in the relation of boundaryless and employability and was full mediation in the relations of organization's mobility preference with employability. In general, the results showed that career competency is the mediator in the relation of a boundaryless career with employability.

The purpose of this study was to explore the moderating role of hardiness in the relationship between job stress and job satisfaction among industrial workers in Semnan province. Participants of this study comprised of 210 workers from Oghab Factory (Scania). The research instruments were the UK Occupational Health and Safety (1990), Spector's Job Satisfaction (1997), and Maddi's Hardiness (2006). The collected data were analyzed using structural equation modeling in AMOS-23. Results showed that psychological hardiness has a positive and significant relationship with job satisfaction and job stress has a negative and significant relationship with job satisfaction, and psychological hardiness has a negative and significant relationship with job stress. The multi-group analysis showed that there was a negative and significant relationship between job stress and job satisfaction in the low hardiness group, but in the high hardiness group, there was a significant relationship between job stress and job satisfaction. As a result, psychological hardiness showed a moderating role between job stress and job satisfaction, because the relationship between job stress and job satisfaction was significant in the low hardiness group, but this path was not significant in the high hardiness group.

In this paper, while investigating the issue of women's lack of promotion, a systematic review of the research on the identification of barriers to women's promotion to the levels of management in Iranian governmental organizations was analyzed. Using the qualitative meta-analysis method and purposive sampling 32, research papers have been reviewed during the period from 2001 to 2017. The results show that there are significant changes in the prioritization of women's promotion barriers. In the 1980s, most studies have identified family-personal barriers as the main barrier to women's promotion to management levels. But in the next research, in addition to changing in priorities, a new barrier has also been added to the promotion barriers. The findings categorize women's promotion barriers into four broad categories and prioritize them as follows. Cultural-social barriers (gender stereotypes, domination of patriarchal culture and cultura stereotypes). Political barriers (the absence of women in power rings, the absence of women in political parties and political groups, the inability of women in lobbying). Organizational barriers (organization's lack of trust in women, management perceived as a right and a male work, the absence of women in informal communication networks). And finally, individual-family barriers (women's lack of self-esteem lack of motivation for advancement in women, and greater responsibility of women towards the family).