JOURNAL OF CAREER & ORGANIZATIONAL COUNSELING
Year:2021 | Volume: | Issue: |Papers Count:7

Aim: Corona epidemic as a global career shock,is one of the context factors affecting the career path of individuals that has strongly affected various jobs, including counseling. Therefore, the aim of this study was to investigate the effects of corona on counselors. Method: In the present qualitative research, the phenomenological approach was used. for this purpose 15 counselors were selected Using purposive sampling method from among the counselors of the University of Isfahan Counseling Center in 1400. The participants were studied via exploratory and in-depth interviews during a 6-month period. Data were collected, registered, encoded and classified in to 9 main categories. Results: Through the analysis of particip ants’, sexperience 439 primary codes, 9 main themes (Counseling style, quality and effectiveness of counseling, number of clients, type of clients, violation of some ethical principles of counseling, expansion and development of counseling activities, personal and professional growth of counselors, flexibility in time structure and hours of counseling sessions, economic status of counselors) and 22 sub-themes were identified about the effects of corona on counselor. Conclusion: Corona as an unexpected out-of-control event and among the context factors affecting the career path, is conceptualized as a “, career shock”,that has affected the counselors during the corona epidemic.

Aim: The present study aimed to identify affecting factors on personal development of managers of companies with high technology in Iran Telecommunication Company. Method: The method was an exploratory mix method. The research population was in the qualitative section, academic and Telecommunication Company experts. Twenty of them were interviewed by purposive sampling method until theoretical saturation. The population in a small part included all the managers of Iran Telecommunication Company to 220 people, which was determined using random sampling method with Morgan table, 140 people. Semi-structured interview and researcher-made questionnaire with reliability (α,= 0. 95) were used to collect data. Result: For analyzing data, content analysis was used in qualitative part and structural equations were used in quantitative part. Conclusion: The results showed that the affecting factors include individual factors (demographic, cognitive, intrinsic motivation, development and self-learning), organizational factors (atmosphere, technology, structure, support, organizational resources and culture, and strategic factors), occupational factors (complexity), managerial factors (belief, support, participation and competence of managers) and environmental factors (political, economic, social and cultural environment). Model fitting with the structural equation modeling showed that the model has a good fit with the data. Accordingly, individual effective factors with regression coefficient (γ,= 0. 76), occupational effective factors with regression coefficient (γ,= 0. 93), managerial effective factors with regression coefficient (γ,= 0. 94), organizational effective factors with Regression coefficient (γ,= 0. 93) and environmental factors with regression coefficient (γ,= 0. 78) have explained the factors affecting the personal development of Telecommunication Company managers.

Objective: The aim of this study was to compare the effectiveness of metacognition-based educational program (MCT) and self-compassionbased mindfulness on nurses' resilience to stress in the Covid-19 epidemic. Method: The design of the present study was a quasi-experimental design of pretest-posttest design with non-equivalent control group with quarterly follow-up. The statistical population of the present study was all nurses of Shahriar Social Security Hospital in 1399-1400. 60 nurses were selected and randomly substituted in three groups. Which includes: 20 people for metacognition-based training program, 20 people for compassion-based mindfulness training program and 20 people for control group. The Connor and Davidson Stress Resilience Questionnaire (2003) was used to collect data. Data analysis was performed using repeated measures mixed variance analysis and spss24 software. Results: The results showed that metacognition-based training program (MCT) and self-compassion-based mindfulness have an effect on nurses' stress resilience in the Covid-19 epidemic (p ˂, . 05). Both methods were stable compared to the pre-test stage (p ˂, . 05 )Also, t he comparison between the two interventions showed that the sustainability and segregation of metacognition-based educational program (MCT) is more than compassion-based mindfulness (p ˂, . 05).

Objective: This study aimed to analyze the context to identify the processes and mechanisms of the nascent academic entrepreneurship path in knowledge-based companies in Isfahan, to provide a paradigm model of the nascent academic entrepreneurship path. Method: The qualitative research method is grounded theory and in-depth and unstructured interviews were conducted with 15 academic entrepreneur in 1 5 knowledge-based companies in a Purposive sampling and the snowball technique. Data were analyzed at three levels of open, axial, and selective coding. Results: Data analysis showed that the nascent academic entrepreneurship path includes 64 sub-categories, 16 categories, and 2 core categories. The subcategories include: Scientific Orientation, Opportunistic Perspective, Financial Productivity, Action Value, hardness, Flexibility, calling, affection Capability, Process Growth, Creating Support, Specialism, Excitement, Functional Capability, Inquisition, Creativity, and Foundationalism. The core categories include Indexism and Empowerment . Conclusion: The nascent pathway to academic entrepreneurship starts from the family background and early work experiences in childhood. The role of causal factors causes concern in the individual, which the positive effects of intervention factors such as scientific orientation intensify the role of these causal factors. Eventually, people are attracted to the academic entrepreneurship pathway and work in it using appropriate strategies. What people experience at the end of the pathway is post-entrepreneurial growth in both personal and professional dimensis.

Purpose of this study was to determine the influence of transformational leadership on job performance with the roles of identity and job involvement. Method: This study is applied one in terms of purpose, and its data collection method is descriptive-survey. Statistical universe o f the study includes municipality`s employees who work at the district 2 in Tehran, they were 243 and 149 people were selected by simple random sampling method through Cochran's formula. To collect questionnaires, we used Bass and Olivier (2000) transformational leader ship questionnaires, job performance of Patterson (1963), job involvement of Sala nova et al. (2005) and the questionnaire of organizational identity f rom Cheney (1983). To determine validity of the questionnaires we used content validity method and also the reliability of the questionnaires was confirmed by Cronbach's alpha. In order to analyze the data, we used descriptive statistics and inferential statistics and structural equation modeling, structural equation modeling method with the help of Smart PLS 2 software. Findings: The results showed that transformational leadership is directly and indirectly influences on job performance through the mediation o f job involvement and organizational identity. Also, transformational leadership influences on organization al identity, job involvement and job performance. Conclusion: transformational leadership has an impact on the job performance with a mediating role of job involvement which can have a direct and positive impact on managerial structure, managerial performance, satisfaction of employee. Therefore, it is suggested that by choosing a transformational leadership style, to help in improving the empowerment of employees for proper efficiency, improve job performance, employees` work quality and their performance in general so that to see more commitment of employees.

Aim: The aim of current study was to determine the mediating role of perceived organizational support in the relationship between dark personality triad and turnover intention. Method: The research study was descriptive-correlational. The statistical population of the study consisted of the staff of the Central Bank in Tehran who was employed in the year 1398. Data were collected using Turnover intention scale (Kim and Leung, 2007), Dirty Dozen scale (Jenson & Webster, 2010), Perceived Organizational Support Scale (Eisenberger et al, 1986), and analyzed using structural equation modeling. Results: The results showed that the direct effect of Machiavellian on turnover intention (ß, =0. 25، P<0. 01), narcissistic on turnover intention (ß, =0. 48، P<0. 01), Psychopath on turnover intention (ß, =0. 26، P<0. 01) is positive and significant,and the direct effect of perceived organizational support on turnover intention (ß, =-0. 31، P<0. 01) is negative and significant. Finally, the results of the Bootstrap test showed that perceived organizational support in the relationship between Machiavellian and turnover intention (ß, =-0. 011، P<0. 05), between narcissistic and turnover intention (ß, =0. 012، P<0. 05) and between psychopath and turnover intention (ß, =0. 011، P<0. 05) has a mediating role. Conclusion: Therefore, central bank officials can take steps to reduce the negative imp act of t he dark triad of personality and prevent the turnover intention so that employees can perceive the attention and support of the organization.

Aim: The purpose of this study was to provide the answers to the below questions. (1) What are t he central meta-competencies of people with protean career path in Iran? (2) What is the difference between the protean career agents and the entrepreneurs? Method: To answer the first question, career stories from individuals with t he protean career path were evaluated using the qualitative approach and the grounded theory analysis method. Findings: The finding shows that besides the two meta-competency that has mentioned in the theory of Protean career orientation, there is one more meta-competency related to protean career agents that we name it ‘, Exploring’, . Result: The results of this study indicate that the specific features of the Iranian society have led to the emergence of special abilities in people with a protean career path. T he results of a comparative investigation between entrepreneurs and people with protean career orientations also show that, despite the similarities between them, there are fundamental differences in the level of conceptual paradigm and behavioral strategies between the protean career path and entrepreneurship.