The Effectiveness of Quality of Life Therapy on Burnout and It's Dimensions among Female Workers
Zahra
yousefi
assistant Professor of azad university of khorasgan
author
maryam
sobhani
student of azad university of khorasgan
author
text
article
2018
per
Abstract
The purpose of the research was to examine the effect of quality of life therapy (QOLT) on burnout reduction, among women workers in a big organization in Isfahan. The method of research was quasi- experimental with pre-test, post-test and follow-up. The statistical population was all women workers in a big organization in Isfahan. The sample was 30 women that they were selected trough poilt examining burnout of all women. The selected individuals were divided randomly in experimental and control groups. The experimental group received 90 second eight sceions of quality of life therapy. The measurements was Maslash burnout scale (1980). Both groups were evaluated in pre-test, post- test and follow-up. The gathered data was analyzed by descriptive (means and standard deviation) and inferential statistic (repeated measure variance analysis). The results showed quality of life therapy significantly improved burnout (p=0.006), affective fatigue (p=0.001), depersonalization (p=0.001) and individual function (p=0.005). As regard results, quality of life therapy is suitable method to decrease burnout and it's dimensions among women workers.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
9
30
https://jcoc.sbu.ac.ir/article_99905_184abf9164b6eff7c44b57bbb640434a.pdf
Development of educational package based on job success of hemophilic patients and its efficacy on job success and job satisfaction of these patients
Majid
Zarei
ph.D Student, General Psychology
author
Ali
Mahdad
Dr
author
Mohsen
Golparvar
Dr
author
text
article
2018
per
The purpose of this study was to determine the effect of educational package based on job success for hemophilic patients on job success and job satisfaction of these patients. The research method was semi-experimental, and research design was two groups with three stages (pre-test-post-test-follow-up) design. In order to carry out the research, from 600 hemophiliac patients in Isfahan in 2017, 40 patients were selected based on criteria of entry and exit and assigned them randomly in two groups of experimental group (20) and control group (20). Two questionnaires of job success and job satisfaction questionnaire (JDI) were used to measure the variables of the research in the pretest, post-test and follow-up phases. The experimental group received 11 sessions of 2 hours under the educational package based on job success for hemophilic patients and the control group did not receive any training. Finally, the number of samples was reduced to two groups of 16 people, considering the drop and the criteria for leaving the study. The data were analyzed with the use of repeated measure analysis of variances. The results showed that there is a significant difference between the experimental and control groups in the job success and job satisfaction and its dimensions including the nature of work, care, rights, promotion, colleagues and the work environment in both post-test and follow-up (p
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
31
48
https://jcoc.sbu.ac.ir/article_99896_967a1518f36b9b2691e147741e336bc7.pdf
An empirical approach to the synthetic validity of job elements based on the dimensions of a job analysis questionnaire in a small organization
Hamidreza
oreyzi
university of Isfahan
author
text
article
2018
per
The major problem for small businesses is personal selection rooted in criterion validity reliance on statistical inference that require big sample sizes. In the current paper by introducing Hollenbeck and Whitener technique (1988), researcher integrate job analysis data collected by PAQ instrument and elemental personality and aptitude test from three important battery of tests namely DAT, FIT & GATB that from two matrixes namely test and criterion matrix for 5 participant. Persons recommended by this approach was compared their archival scores on training program immediately after entering company and after changing technology training classes. Whit 5 inferior employees statistical tests confirm they are superior relative to other persons. The concurrent nature of the design and subjective method of performance appraisal could be mention as research limitations.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
49
70
https://jcoc.sbu.ac.ir/article_99898_3451f193bc50e4df361c27b27892c0bc.pdf
Predicting Readiness to Acceptability of Changes among University Staff in terms of Organizational Culture Components (Case Study: Islamic Azad University of Ahwaz Branch)
mohammad
hosseinpour
Associate Professor of Islamic Azad University, Ahwaz Branch
author
amin
koraei
Assistant Professor of Islamic Azad University, Ahwaz Branch
author
maria
Nasiri
Assistant Professor of Islamic Azad University, Ahwaz Branch
author
معصومه
حسین پور
دانشگاه آزاد اسلامی واحد اهواز
author
text
article
2018
per
Purpose: Preparing to adapt to changing human resources in higher education is one of the key factors in the success of organizational change programs. The purpose of this study was to predict the readiness to acceptability of changes among staff in Islamic Azad University of Ahwaz branch in terms of organizational culture components.
Method: the research design is descriptive and correlational which was done in 1395. The research population consists of all official staff of Islamic Azad University, Ahwaz branch. A sample of 260 individuals was recruited using simple random sampling. Data were collected using Denison's Organizational Culture Questionnaire (2000) and Readiness for Admission to Change Dunham (1989). For confirmation of the formal and content validity of the questionnaires, the views of professors and experts were used and for confirmation of reliability, the Cronbach's alpha coefficient was used. Pearson correlation and multiple regression coefficients were used for data analysis.
Results: Findings showed that there is a positive and significant relationship between organizational culture components with readiness to acceptability of changes among university staff. Also, there was a positive and significant relationship between the components of participation, integration, flexibility and mission with readiness to acceptability change in the sample. The results of regression show that among the predictors, the components of flexibility, participation and mission of organizational culture are the best predictors of readiness to acceptability of changes among staff.
Conclusion: the higher is participation, integration, adaptability and mission, the higher is readiness to acceptability of change. The participants of the study are prepared to accept change programs in terms of organizational culture.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
71
90
https://jcoc.sbu.ac.ir/article_99902_3124d0ba990173bb36204f9be623d1fb.pdf
Measuring Burnout in High School Students: Maslach Burnout Inventory-Student Survey
mostafa
jenatferidooni
ramsar
author
tayebe
sharifi
profesor azad university
author
mohammad
nikkhah
profesor azad university
author
javad
khalatbari
profesor azad university
author
text
article
2018
per
Abstract
This study was conducted with the aim of retesting the psychometric properties of Maslach Burnout Inventory- Student Survey (MBI-SS) in Iranian students. For this purpose in framework of a descriptive and test-making study, among the Iranian second-high school students, 854 students were selected through multi-stage random cluster sampling and answered the MBI-SS, Tuckman Academic Procrastination Scale (TAPS) and GPA Questions. . The results of the confirmatory factor analysis showed that the three factor model has a relatively weak fit with the data. The results of exploratory factor analysis showed that the two-dimensional pattern has better fit to the data than the three-dimensional model. The negative Pearson correlation coefficients between burnout dimensions and GPA and positive correlation coefficients between burnout dimensions and academic procrastination supported the concurrent validity, and Cronbach's alpha and a two week test-retest coefficients supported the good reliability of MBI-SS. The results of this study generally supported the relative adequacy of the MBI-SS psychometrics and cross-cultural validity. Other implications were also discussed.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
91
116
https://jcoc.sbu.ac.ir/article_99909_6fa370e6853c7602405c78f2241e1e2a.pdf
Factors Affecting Employee Work engagement with Meta-Analysis
Hasan
Ragriz
Kharazmi University
author
Atefeh
Sajjad
Kharazmi University
author
Salimeh
Latifi
Kharazmi University
author
text
article
2018
per
This research identifies the factors affecting the work engagement in organizations within the country using the Meta-analysis approach. The present research is descriptive in terms of purpose and practical in terms of the type of applied use. The statistical population of the study consists of 54 Master's degrees, Ph.D. in Research and Business Attachment, of which 28 items have been sampled into a process of meta-analysis using a non-assignable sampling method. Identification reliability has been found through the agreement of the referees on the selection of research and their classification, the coding reliability has been found through the agreement of the referees on the use of specific concepts for coding variables and the significance level and the effect of size was found through the agreement in measuring the measurement effect between the two Euphrates analysts. The research findings showed twenty two effect sizes (more than 0.5), three small effect sizes (between 0.1 to 0.3) and twenty one medium effects (3.7) 0.5-0.0) among 46 effect sizes. The results also showed that the variables of psychological empowerment, psychological capital, perceive organizational support and meaningful work have the greatest effect size, and the variables of servant leadership, occupational requirements and perceived support from the collaborator had the least effect.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
117
146
https://jcoc.sbu.ac.ir/article_99891_5951102d0bd1b32254451dc7ea50055e.pdf
Factorial Structure and Internal Consistency of Organizational Transparency Questionnaire
Mojgan
Derakhshan
. Assistant Professor, Department of Administration, Islamic Azad University Kerman Branch, Kerman, Iran
author
Siroos
Ghanbari
Associate Professor, Department of Education, Bu Ali-Sina University, Hamadan, Iran
author
Khalil
Zandi
PhD in Educational Management, Bu-Ali Sina University, Hamadan, Iran
author
text
article
2018
per
The concept of organizational transparency has vaulted to prominence in recent years and established as a necessity in the fight against organizational and individual irregularities (corruption, fraud, financial scandals). While Guidelines exist to help organizations be more transparent, but the real test is how stakeholders perceive an organization’s transparency and there have been no efforts to measure this abstract concept. The purpose of this study was to validation of Organizational Transparency Questionnaire. Therefore the research method was descriptive. Statistical population was Roads and Urban Development General Directorate staff of Kerman and 118 subjects were selected using random sampling. Data analysis was performed using confirmatory factor analysis, Cronbach's alpha coefficients and one sample t-test. The results showed that four indicators of Organizational Transparency Questionnaire were Reducible to Four dimensions Include Participation, Substantial information, accountability and Secrecy. Also reliability of this scale also was approved. The results also showed that Organizational Transparency status from the standpoint of the sample was average.
Career and Organizational Counseling
Shahid Beheshti University
2008-1626
10
v.
37
no.
2018
147
164
https://jcoc.sbu.ac.ir/article_99893_55371f704a960e4c46e105f17fd49abd.pdf