POSITIVE PSYCHOLOGY RESEARCH
Year:2018 | Volume:4 | Issue:1 (13) |Papers Count:6

Present research has been done in order to investigate the role of positive psychological ownership in the effect of human resource development climate on knowledge sharing behavior. Statistical population consisted of the employees of the Iran Airports and Air Navigation Company which 264 employees were selected from them as a random sample. For measuring human resource development climate, the scale provided by Rao & Abraham was used that determines three dimensions of it as supportive climate of human resource development, human resource development mechanisms, and seven cultural attributes of human resource development. Knowledge sharing was measured by scale provided by Vanden Hoof & VanWinen which has been adjusted by Lin. Also, psychological ownership was measured by VanDyne & Pierce questionnaire. Collected data were analyzed by structural equation modeling. Findings confirmed the favorable fitness of research model and also show that human resource development climate has a positive and significant effect on knowledge sharing behavior and psychological ownership plays the mediating role in this relationship. Therefore, emphasizing on all dimensions of human resource development climate can lead to creation of positive psychological ownership in employees and finally can reinforce positive organizational behaviors such as knowledge sharing behavior.

Personality and personality characteristics have always been considered by researchers and theoreticians of the behavioral sciences as a factor influencing human's implicit and explicit behaviors. Current research was administered with the aim of analysis of the role of proactive personality on the relationship between spiritual capital and transcendental spiritual well being. The research method is correlation and the statistical population comprised employees of two industrial companies in Isfahan city, among them two hundred and seventy seven persons were selected by quota sampling. Research instruments were the spiritual capital questionnaire, transcendental spiritual well being questionnaire and proactive personality questionnaire. Data were analyzed using hierarchical regression analysis. Results indicated that, there is a positive and significant relationship between proactive personality and spiritual capital and between spiritual capital and transcendental spiritual well being. Also the results of hierarchical regression analysis revealed that proactive personality moderates the relationship of two dimensions of spiritual capital, that is spiritual valuation and transcendental relationship with God and transcendental spiritual well being. The results of this study indicated that the proactive personality is an important factor in the relationship between spiritual capital and transcendental spiritual well being.

The purpose of the present research was predicting the psychological wellbeing in employees based on perceived organizational support, workplace spirituality and self-efficacy. This research has been carried out in the form of correlational design on the type of predictive study. For this purpose, among the working employees of Markazi Province Electeric Distribution Company in 2015 year, 400 persons were selected by stratified random sampling based on their job conditions, and were examined. To collecting data, the Ryff Psychological Well-being Scale, Eisenberger Survey of Perceived Organizational Support, Milliman Workplace Spirituality Scale and Sherer General Self-efficacy Scale were performed, and the obtained data were analyzed by pearson correlation coefficient and stepwise multiple regressions. The findings indicated that there were significant relationships between perceived organizational support, workplace spirituality and self-efficacy and also their components with psychological well-being. Analysis of regressions also indicated that the variables of efficacy in spite of obstacles, perceived organizational support and general sense of competence, totally explained 25 percent of the variance of psychological well-being. These variables showed also an important role in predicting of the most components of psychological well-being. As a result, it can be said that self-efficacy and perceived organizational support have an important role in predicting of psychological well-being of employees. Accordingly, the managers of organizations should perform educational programs and solutions for empowering self-efficacy, spatially efficacy in spite of obstacles and general sense of competence, and increase support of own employees, with purpose the improving of their psychological well-being.

Although the impact of a leadership style has recognized over the years, there is a need for better understanding of its relationship with organizational optimism. This paper examines the impact of leadership style on organizational optimism with respect to the mediating role of psychological climate. Research method was applied based on aim and was quantitative based on data collecting with the approach of correlation. Based on a convenience method, 145 staff and professors working at Farhangian University were determined. To collect data, leadership style questionnaire (Lathans), psychological climate questionnaire (Koys & Decotiis) and organizational optimism questionnaire (Smith, Caputi & Crittenden) have used. For data analysis was used the Structural equation modeling. The results indicate that leadership style is not significantly related to organizational optimism, though psychological climate related positively to organizational optimism. The major hypothesis of this study also supported and results indicated (0. 53) of the total effect of relationship-oriented leadership style indirectly explained by the psychological climate. According to the results, organizational optimism in University staff and professors can be improvement by using relationship-oriented leadership style.

Organizational resilience is a component of psychological capital and the concept that is conceptualized to confront organization with environmental hazards and challenging situations. This concept can improve the strengthening attitudes and beneficial behaviors. The purpose of this research is to inform managers about the implications of organizational resilience. The research used an interpretive philosophy, qualitative approach, and a methodology data approach with an emergent or Glaser approach. This research investigated the individual and non-individual consequences of resilience. In this regard, semi-structured interviews were conducted through snowball sampling methodology with industry experts. The method of analysis was based on the Glaser coding approach. At the end of theoretical coding, according to the Glaser coding families, the coding of the "anticipated consequence" family, which is the "means-goal" subcategory of the vicious family, has been encoded by the consequences of the resilience. These consequence include strengthening attitudes and beneficial behaviors (increasing support for the organization, optimism and hardiness, creation of mental health, helping to improve organizational attachment, maintaining or increasing the expertise of personnel in the organization), maintaining and improving the organization's capabilities (enhancing resilience, giving more opportunity to higher priority jobs, increasing product and promotional power, improving growth, increasing organizational readiness, bettering resistance) and value creation at the macro level of society (improvement in the economy and community). The results showed that organizational resilience improves psychological and non-psychological concepts in organizations.

The main purpose of this research was to study mediating role of psychological capital in the effect of authentic leadership on job satisfaction and life satisfaction. The study was correlational and statistical population included all employees of organization, out of which 112 employees were selected through convenience sampling method, in autumn 1396. The research instruments consisted of authentic leadership, Job Satisfaction, Life Satisfaction and Psychological Capital. The data were analyzed with use of structural equation modeling (SEM). Results revealed that, there were significant positive effect of authentic leadership on psychological capital, job satisfaction and life satisfaction. Moreover, there were significant positive effects of psychological capital on job satisfaction and life satisfaction. Furthermore, result of structural equation modeling showed that there was significant positive indirect effect of authentic leadership on job satisfaction and life satisfaction through psychological capital. According to the findings of this study, it can be concluded that authentic leadership directly affects psychological capital and through the effect on the psychological capital, increases job and life satisfaction.