CAREER AND ORGANIZATIONAL COUNSELING
Year:2025 | Volume:17 | Issue:63|Papers Count:7

In the modern and postmodern era, where the one-sided and formal education process in the bureaucratic organization of schools is criticized in different parts of the world, teachers with high social capital, like a bright window, lead the path of purely educational education from freezing to educational models. The aim of the present study is to analyze and understand the role of teachers' social capital in achieving the school's professional-organizational goals. The research methodology was conducted with a qualitative approach and a grounded theory strategy. For this purpose, in-depth and semi-structured interviews were conducted with 21 school teachers in Tehran, who were selected using purposive sampling and a snowball strategy, over a period of more than 8 months, and the data collection process continued until theoretical saturation. Eight main categories and one core category were extracted through the data coding system: 1) Dissipating teacher indifference: teacher's professional affiliation to the school, 2) Understanding students' subcultures: creating empathy and respect, 3) Creating an inclination towards education and motivation to stay in school, 4) Creating trust between the student and the school, 5) Communication and cooperation between teachers and administrators, 6) School-centered socialization, 7) Strategies for promoting social capital in the school, and 8) Outcomes: Expanding affiliation to the school and improving school performance in achieving educational goals. Also, “Teacher Social Capital: The Invisible Architecture of Achieving School Organization Goals” was selected as the core category.

Aim: The aim of this study was to determine the fit of the conceptual model of entrepreneurial intention based on cultural intelligence and social capital with the mediating role of entrepreneurial self-efficacy with an empirical model. Method: This study is applied in terms of purpose and the statistical population included 400 school principals in Kermanshah in the academic year 2023-2024; of which 196 people were selected as a sample using the available sampling method. The research tools were Linan et al.'s Standard Entrepreneurial Intention Questionnaire, De Noble et al.'s Entrepreneurial Self-Efficacy Questionnaire, Ang et al.'s Cultural Intelligence Questionnaire, and Nahapit and Ghoshal's Social Capital Questionnaire, and data analysis was performed using SPSS and AMOS software. The results showed that the model has a good fit and the coefficients of the direct path of cultural intelligence on entrepreneurial intention, social capital on entrepreneurial intention, social capital on entrepreneurial self-efficacy, entrepreneurial self-efficacy on entrepreneurial intention and the indirect effect of social capital with the mediator of entrepreneurial self-efficacy on entrepreneurial intention were significant (t ≥ 1.96; P ≤ 0.05). However, the coefficient of the direct path of cultural intelligence on entrepreneurial self-efficacy and the indirect effect of cultural intelligence through entrepreneurial self-efficacy on entrepreneurial intention were not significant. Conclusion: The empirical model and social capital has a positive and significant effect on entrepreneurial intention through entrepreneurial self-efficacy, but entrepreneurial self-efficacy is not a significant mediator for cultural intelligence and entrepreneurial intention in this study.

Introduction: Organizational loyalty is a concept that has recently attracted a lot of attention in educational environments. The reason for the increasing emphasis on this concept can be attributed to the role it plays in achieving organizational goals. Achieving organizational loyalty requires the existence of numerous variables and constructions. Therefore, the aim of the present study was to investigate the effect of person-organization fit and person-job fit on teachers' organizational loyalty with the mediating role of job embeddedness. Method: The present study was a descriptive-correlational and the research population included 3358 teachers, and the sample size was 405 people using the Monte-Carlo and stratified random sampling method. The research tool included questionnaires of person-organization fit, person-job fit, organizational loyalty, and job embeddedness. The reliability of the questionnaires were obtained through Cronbach's alpha coefficient for person-organization fit (0.71), person-job fit (0.87), job embeddedness (0.76), and organizational loyalty (0.77). Results: The path coefficient of the variables showed that person-organization fit (Beta=0.463), person-job fit (Beta=0.276), and job embeddedness (Beta=0.253) have a positive &significant effect on teachers' organizational loyalty. Conclusion: the according to the results obtained from the research, it is recommended that education officials, by understanding the factors affecting the organizational and job fit of teachers, plan the process of hiring and selecting teachers in such a way that the selected individuals have the ability to respond to the challenges of the teaching profession.

Background and Aim: This study aimed to identify and analyze effective strategies for managing organizational dehumanization in the Iranian public sector.Method: The research method was a mixed (qualitative - quantitative) method. The target population of the research was experts who were aware of the research topic, and 13 people were selected as the research sample based on purposive sampling available until saturation. The data collection tools were semi-structured interviews and paired comparison questionnaires. Qualitative data were analyzed using thematic analysis based on the Braun and Clark model to identify effective solutions for managing organizational dehumanization, and quantitative data were analyzed using the DEMATEL technique. For this purpose, Maxqda10 and Excel2016 software were used.Findings: After data analysis, 200 initial concepts were categorized into 35 sub-themes and 15 main themes effective for managing organizational dehumanization. The results showed that the "strengthening participation" solution has the greatest impact on other solutions, while the "job development" solution has the least impact, which is heavily influenced by other solutions.Conclusion: Strengthening employee participation in the organization plays a vital role in its success and dynamism. Active employee engagement leads to increased productivity, innovation, and job satisfaction, ultimately helping to improve the overall performance of the organization.

Objective: With the transformation of employment patterns in the contemporary world, the perception of career success is no longer defined solely based on linear and organization-centered career paths, but rather requires self-directed and flexible models. In this regard, career crafting, as a deliberate process of redesigning goals, roles, skills, and the work environment, plays a key role in shaping the experience and perception of career success. The purpose of this study is to examine the effect of career crafting on the perception of career success, considering the mediating role of perceived employability and the moderating role of perceived organizational support. Method: To achieve the research objective, a survey method and structural equation modeling were employed. The research questionnaire was randomly distributed among 497 employees of brokerage firms in Iran’s capital market. Smart PLS 3 software was used for data analysis. Findings: The findings showed that career crafting has a positive effect on the perception of career success, and this effect is mediated by perceived employability. In addition, perceived organizational support plays a moderating role in this relationship. Conclusion: The perception of career success is a concept that results both from individual agency through self-driven interventions such as career crafting, and from organizational support.

Purpose: This study aimed to investigate the mediating role of sense of coherence (SOC) in the relationship between work–family enrichment and family structure with marital happiness.Method: The present study employed a descriptive-correlational research design. The statistical population consisted of all married female teachers in District 4 of the Mashhad Department of Education during the academic year 2023–2024. A total of 300 participants were selected through convenience sampling. Data collection tools included the Marital Happiness Questionnaire (MHQ), Sense of Coherence Scale (SOC), Work–Family Enrichment Questionnaire (WFEQ), and Family Structure Questionnaire (FSQ). Data were analyzed using Pearson correlation and structural equation modeling (SEM) via SPSS 22 and SmartPLS 3.Findings: Results showed that family cohesion and adaptability had a significant direct effect on marital happiness, while work–family enrichment did not have a significant direct effect. However, SOC significantly mediated the relationship between work–family enrichment and family cohesion with marital happiness. No mediating role was found for SOC between family adaptability and marital happiness.Conclusion: Given the mediating role of SOC, it is recommended that educational policymakers promote personal development and psychological skills programs. Also, supporting family cohesion and work–family enrichment should be prioritized to enhance marital happiness among teachers.

Aim: The present research was conducted with the aim of investigating the effect of proactive personality on proactive work behavior, emphasizing the mediating role of job satisfaction and role breadth self-efficacy in employees. Method: The current research is applied in terms of purpose and descriptive-correlation in terms of implementation method. The statistical population of the research was 360 employees of one of the component manufacturing companies of Iran Khodro Industrial Group, of which 186 people were obtained as a statistical sample by a non-probability method. The instrument used was a questionnaire, which was used to determine the validity of face validity, and the reliability of the questionnaires was confirmed using Cronbach's alpha coefficient. SPSS and PLS software were used to analyze the data of this research . Results: The research results confirmed proactive personality as the factor of proactive work behavior with emphasis on job satisfaction and role breadth self-efficacy in employees. Conclusion: The findings show the important role of proactive personality in the occurrence of proactive work behavior with emphasis on job satisfaction and role breadth self-efficacy. In other words, proactive personality leads to proactive work behavior both directly and through job satisfaction and role breadth self-efficacy.