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

AIM: The purpose of this study was to develop performance evaluation indices of managers of the Inspection Organization of Iran with a career counseling approach. METHODS: The research method was mixed exploratory. The statistical population of the qualitative section consisted of 15 organizational experts and elites who were selected by purposive sampling method. In a quantitative section, 240 people of the manager of the Inspection Organization of Tehran were selected proportionally using a stratified sampling method. The research instrument was the qualitative part of exploratory semi-structured interviews and in the quantitative part, a researcher-made questionnaire was used. The systematic coding method was used in the qualitative part and descriptive statistics (mean and standard deviation) and inferential statistics (confirmatory factor analysis and structural equation modeling by PLS) were used in the quantitative part. Bootstrap and Friedman tests were used to calculate the significance of path coefficients and rankings of indices and components. SPSS-22 and smart-PLS 3 were used for data analysis. FINDINGS: The findings revealed the identification of three main components of personal, analytical, and specialized skills and 17 sub-components. CONCLUSION: The results of this study showed that specialized skills as the main indicator and personal and analytical skills as the next priority are effective for evaluating managers.

AIM: The Present Study Was Conducted To Investigate The Effectiveness Of Self-Control Training On Perceived Bullying And Job Performance Of Female Employees Of The Physical Education Organization. METHODS: It Was A Quasi-Experimental Study With Pretest, Posttest, And Control Group. The Statistical Population Included All Female Employees Of The Physical Education Organization In Isfahan Province In 2018. 30 Female Employees At The Physical Education Organization Were Selected Through A Purposive Sampling Method And Then Were Assigned Into Experimental And Control Groups Randomly. The Experimental Group Received Self-Control Training Intervention In 8 Sessions Of 90 Minutes During Two Months While The Control Group Didn’, t Receive Intervention. The Questionnaires Included Perceived Bullying Organizational Questionnaire (Researcher-Made) And Job Performance Questionnaire (Hersey And Goldsmith, 1990) And The Data Were Analyzed By Analysis Of Covariance (ANCOVA). FINDINGS: The Results Showed That Self-Control Training Had A Significant Effect On Perceived Bullying And The Job Performance Of Female Employees Of The Physical Education Organization (P<0. 0001). The Effect Size Of Self-Control Training On Perceived Bullying And Job Performance Was 67% And 56% Respectively. CONCLUSION: Based On The Findings Of The Present Study, It Can Be Concluded That Self-Control Training By Some Techniques Such As Assertiveness Skills, Coping Strategies, And Improving Interpersonal Relationships Can Be Used As An Effective Way To Increase Job Performance And Reduce Perceived Bullying Of Female Employees Of The Physical Education Organization.

AIM: The Purpose Of This Study Was To Determine The Effectiveness Of Mindfulness Training On Job Burnout And Academic Optimism Among Primary School Teachers In Zanjan City. METHODS: This Study Was A Semi-Experimental Design With A Pretest, Posttest, And Control Group. The Statistical Population Included Elementary Teachers In Zanjan City In 2017. The Sample Was Selected By Using A Convenience Sampling Method That Consisted Of 30 Teachers With Job Burnout Whose Scores On The Maslach Burnout Inventory (MBI) Were 1. 5 Standard Deviation Higher Than Mean. Teachers In The Experimental Group Participated In A Group Mindfulness Training For 8 Sessions Per Week. The Control Group Did Not Receive Any Intervention During This Period. The Tools Were Maslach Burnout Inventory (1986) And Beard’, s Academic Optimism Questionnaire (2010). Both Groups Were Evaluated In The Pre-Test, Post-Test, And Follow-Up. The Statistical Method Of This Study Was The Multivariate Analysis Of Covariance With Repeated Measurements. FINDINGS: The Finding Of This Study Showed That The Mindfulness Training Had A Significant Effect On Burnout And Academic Optimism, So The Burnout Score Has Decreased And Academic Optimism Has Increased Significantly In The Post-Test Stage(P<0. 001). CONCLUSION: The Results Showed That Mindfulness Compared To Other Trainings Can Have Very Useful Results For Teachers, Especially To Reduce Burnout And Increase Their Academic Optimism.

AIM: This Research Aimed To Investigate The Mediating Role Of Emotional Intelligence And Job Satisfaction In The Relationship Between Psychological Hardiness With Organizational Health In The Mazandaran Post Office. METHODS: The Present Study Was A Correlation Design Based On Structural Equation Modeling. The Statistical Population Was All 556 Employees Of The Post Office In Mazandaran That 220 People Were Selected By A Simple Random Sampling Method. The Standard Questionnaire Of Bar-On (1997), Ahvaz Psychological Hardiness Questionnaire (1997), The Minnesota Satisfaction Questionnaire (1967), And The Organizational Health Index (OHI, 1996) Was Used To Collect Data. SPSS-18 And AMOS-23 Software Were Used To Analyze The Data FINDINGS: In General, A Significant Relationship Between The Research Variables And The Research Model Has Been Confirmed. Overall, 85% Of The Organizational Health Was Predictable By Emotional Intelligence, Psychological Hardiness, And Job Satisfaction. CONCLUSION: According To The Results, It Is Recommended That In The Current Organization Special Attention Should Be Paid To Psychological Variables In Order To Improve The Level Of Activities And Organizational Health So, For This Purpose, Some Programs Should Be Considered For In-Service Training Of Employees.

Aim: Motivation Is One Of The Biggest Concerns Of Current Managers. So, The Purpose Of This Study Was To design and test a model of some antecedents of job motivation (Satisfaction With Performance Appraisal, Pay Satisfaction, Organizational Justice, And Self-Monitoring). Methods: The Method Of This Study Was Descriptive Correlational. The Sample Consisted Of 225 Employees Of Maroon Oil and Gas Producing Company Who Were Selected By A Stratified Random Sampling Method. The Participants Completed Satisfaction With Performance Appraisal questionnaire (Meyer & Smith, 2000), Pay Satisfaction Questionnaire (Smith Et Al., 1969), Organizational Justice Questionnaire (Colquitt, 2001), Self-Monitoring Scale (Lennox & Wolfe, 1984), And Job Motivation Questionnaire (Robinson, 2004). Fitness Of The Proposed Model Was Examined By Structural Equation Modeling (Sem) With AMOS-22 and SPSS-22 software. Findings: The Findings Showed A Good Fit For The Proposed Data Model. Better Fit Of The model Was Obtained After Omitting A Non-Significant Path. The Results Showed That All Direct Paths, Except pay satisfaction to job motivation, Were Significant. Conclusion: Overall, The Results Showed That Satisfaction With Performance Appraisal, Organizational Justice, And self-monitoring Could Play An Important Role In Predicting employees’,job motivation.

AIM: The study aimed to develop a measurement model of micro-and macro-standards of teacher-students’,professional development at Farhangian University in the west of Iran. METHODS: The research was correlational in the term of factor analysis. The research sample consisted of 1, 080 people from the statistical population of 1, 500 students and teachers in the west of Iran who were studying in all majors of Farhangian University and took internship courses. The instrument was the Professional Development Questionnaire, which was developed based on the New Jersey Teachers' Development Standard (2014). In this study, the measurement model relates variables of professional development micro and macro standards to the latent variables and evaluated through confirmatory factor analysis using Smart PLS2 software. FINDINGS: Evaluation of the professional development reflective measurement model showed that the compound reliability of all micro and macro standards was higher than the proposed rate of 0. 6, indicating that the model was reliable and internally consistent. The AVE of micro and macro standards was also higher than the acceptable value of 0. 5. The results also showed that the factor load of each item was more than 0. 7, which indicated the convergence validity of the model. The Fornell-Larcker test also showed that the model had a divergent narrative. Therefore, it can be stated that the model has reliability and validity. Therefore, the results showed that the structural model of micro and macro standards of professional development was goodness-of-fit and by comparing the results of the backgrounds with the confirmed model. CONCLUSION: As a result, it can be said that the model presented with four macro components and eleven micro components of professional development is a more comprehensive and complete model than previous researches. Another achievement of this research was the professional development standard questionnaire for students-teachers of the Farhangian University of Iran.

AIM: The entrepreneur coach is the supporter of individuals to improve and develop their skills through innovative learning to identify and detect opportunities. The present study was aimed to develop a systematic and conceptual model of entrepreneurial coaching that demonstrates the key categories of this structure. METHODS: It was a developmental-applied study and the data collection was qualitative. Purposive sampling and the snowball technique were used in this study. A total number of 16 semi-structured interviews were conducted with the senior managers and experts involved in mentoring small and medium-sized enterprises. Also, open and axial coding was used for data analysis. FINDINGS: Research analysis showed more than 212 subcategories were extracted from the interviews, 48 minor categories, 8 major subcategories and 8 major categories which including,basic and advanced objectives, mentees characteristics (entrepreneurial, general and personal characteristics), coach’, s characteristics (coaching knowledge and skills, personal characteristics, abilities, problem-solving), organizational conditions (structural, managerial, and cultural), entrepreneurial coaching actions (mutual concepts, mentors’,duties, mentees’,duties), results and achievements: personal advantages, organizational advantages (. CONCLUSION: The categories that form the entrepreneurial coaching model could be used on determining basic and advanced objectives, the characteristics of coachee and coach, organizational conditions and requirements, coaching actions and results and outcomes.