CAREER AND ORGANIZATIONAL COUNSELING
Year:2022 | Volume:14 | Issue:52|Papers Count:7

Job involvement is one of the most crucial job variables that is a fundamental factor in employees’ lives, and many factors play a role in it. The present study aimed to investigate the mediating role of work-family conflict and organizational loyalty in the relationship between workplace spirituality and psychological capital with Job involvement. The present study was descriptive and correlational. All male operational forces worked in the emergency department of Tehran in 1400. A multi-stage cluster random sampling method was used to select two hundred fifty people. We collected data using the Employee Loyalty Questionnaire (Lindgreen, 2004), Workplace Spirituality Questionnaire (Milman et al., 2003), the Job involvement Questionnaire (Shuffle and Singla, 2002), Psychological Capital Questionnaire (Lutans et al., 2007), the Work-Family Conflict Questionnaire (Net Meyer et al., 1996). We used Pearson correlation and Structural Equation Modeling through SPSS and LISREL. The results showed the direct effect of workplace spirituality and psychological capital is positive and significant on job involvement. The indirect impact of workplace spirituality and psychological capital on job involvement is substantial. The sum of the multiple correlations squares for Job involvement (0.43) and the variables of organizational loyalty and work-family conflict (0.26 & 0.20). Therefore, expanding organizational commitment and reducing work-family friction can be an excellent way to increase Job involvement in emergency department staff.

Entrepreneurship development in any country is one sign of economic prosperity. We should consider the interaction between entrepreneurship and context to reach sustainable entrepreneurship. In Iran, we have conducted several studies about analyzing the context and entrepreneurial outcomes of the economic system; however, comprehensive research needs to be undertaken about an entrepreneur’s characteristics, which is a critical factor in sustainable entrepreneurship. The present study explores entrepreneurial individuals’ unique characteristics (including psychological, value, and performance characteristics). For this purpose, we collected the published academic papers on entrepreneurship using a narrative review method. After reviewing the criteria for entering the present study, 62 published academic papers were included. We categorized the findings into personality, performance factors, and values. A narrative review of the literature showed that there is a consensus among researchers about many of the personal characteristics of entrepreneurs. Entrepreneurs have acquired some meta-competencies that provide them with actions that lead to career creativity.

This study aimed to investigate the role of innovative organizational climate on organizational resilience mediated by organizational knowledge creation. The study population was all secondary school teachers in Chaharmahal and Bakhtiari Province. Based on Cochran’s formula, a sample of 337 teachers was selected by proportional stratified random sampling. The quantitative research method is correlation studies and covariance-based structural equation modeling approach. Organizational knowledge creation was used to collect data from organizational knowledge creation questionnaires, organizational resilience, and innovative organizational climate. Cronbach’s alpha techniques and confirmatory factor analysis evaluated the reliability and validity of the questionnaires. The results showed that a creative organizational environment and organizational resilience affect teachers’ OKC (p<0.05). A creative organizational climate positively and significantly affects organizational stability through organizational knowledge creation at the level of 0.001. The correlation coefficient between the innovative organizational environment with organizational resilience (0.69), organizational knowledge creation with innovative organizational climate (0.70), and organizational knowledge creation with organizational strength (0.75) is meaningful (p<0.01). Creative organizational environment affects teachers’ organizational resilience through OKC with a total effect and a coefficient of 0.89 with an indirect effect and a coefficient of 0.73 (p<0.01). According to the research findings, a creative organizational atmosphere can provide the basis for creativity and innovation, change the school, raise teachers’ performance, and provide the basis for realizing organizational goals.

This study investigated the relationship between preparation measures and perceived employability with the mediating role of job identity in west Tehran’s Keshavarzi Bank. This research used the descriptive-survey method. The statistical population of this study was all the employees of west Tehran’s Keshavarzi Bank, whose number was 150 in 2021. A random sample of 132 people was used to determine the statistical sample size. The tools were Franco and Tavares’s Job Identity Questionnaire (2013), Stump & Hartmann’s Job Preparation Questionnaire (1983), and Rothwell & Arnold’s Self-Perceived Employability Scale(2007). We calculated its face and content validity and reliability using Cronbach’s alpha. We analyzed the data using the Structural Equation Model and Smart PLS software. The results showed that job preparation measures (job planning and job exploration) have a significant relationship between perceived employability and the mediating role of job identity(p<0.01). According to the results, it could be concluded that providing the conditions for job identification and the measures required for job preparation (job planning and job exploration) to employ employees.

Aim: The aim of this study was to predict the experience of Flow at work based on job self-efficacy mediated by organizational support. Methods: The research method was correlational and structural equations. The statistical population was all employees of the oil company in 1401-1400 and 320 people were selected as a sample using simple random sampling method. Data collection tools were the experience of Flow at work Questionnaire (Talabeigi, 2014), the Lutans Psychological Capital Questionnaire (2007) and the Eisenberg Organizational Support Questionnaire (1986). Structural equation modeling was used to analyze the data using AMOS 14 and SPSS 24 software. Results: The results showed that organizational support plays a mediating role in the relationship between experience of Flow at work and psychological capital (00 0.001). P). Conclusion: The experience of work related flow is beneficial and valuable for the attainment of both individual and organizational goals. Two major implications of the present study need to be mentioned. Firstly, in the context of job design, the HR practitioners may identify and design the jobs in a manner that foster intrinsic flow and optimum motivation among the employees so as to accelerate their creative output. Secondly, industrial/organizational psychologists could design and develop training modules which may foster the PsyCap and work related flow by enhancing self stimulation and intrinsic motivation of the employees.

The present study was to develop a causal model of job attachment based on personality traits and organizational attractiveness with the mediating role of organizational loyalty in elementary school teachers. We apply the present study in terms of purpose, and the statistical population of this study included primary school teachers in Paveh city (simple random sampling selected 146 people) in the academic year. We used the research tool and the data SPSS and PLS software to do the research. The results showed that the causal model of job attachment based on personality traits and organizational attractiveness with the mediating role of organizational loyalty had a good fit (GOF = 0.68). The results indicated that personality traits, organizational attractiveness, and organizational commitment have a positive and significant direct effect on job attachment at a 95% confidence level, and personality traits directly and indirectly through the mediation of organizational loyalty on job attachment. It has a positive and significant effect. The causal model of job attachment based on personality traits and organizational attractiveness fits with the mediating role of organizational loyalty in primary school teachers in Paveh.

Selection, hiring, and proper training of employees have always been organizational concerns. In the first step, to achieve an efficient procedure for this, it is necessary to identify the factors affecting the behavior of employees. The official employees of Sarcheshmeh Copper Complex, 5190 people at the time of conducting the research (2019), were selected as a statistical population. Four hundred twenty-eight were determined by the stratified random method as a statistical sample. Campbell et al.’s Self-Concept Clarity Questionnaires (1996) and Cheney’s organizational Identity Questionnaire (1983) were used to collect data. We analyzed using the Structural Equation Modeling and one-way variance analysis method. Organizational identity was enhanced by increasing employees’ self-concept clarity. Organizational identity and self-concept clarity have a mutual relationship. Based on the results, it is necessary for human resource recruitment policies to be regulated in such a way that, under identical conditions, people with a higher self-concept clarity are attracted to the organization and to improve the organizational identity of the people who are currently employed by the company, implementing the training program, which should be put on the agenda of the company based on the results improve the clarity of the self-concept of the personnel.