https://jcoc.sbu.ac.ir/ Career and Organizational Counseling en daily 1 Wed, 23 Sep 2026 00:00:00 +0330 Wed, 23 Sep 2026 00:00:00 +0330 https://jcoc.sbu.ac.ir/article_107149.html Aim: The present study aimed to examine the moderating role of perceived organizational support in the relationship between work–family conflict and job burnout among employees of a petrochemical company. Method: This descriptive–correlational study was conducted using a cross sectional design. Data were collected from 260 operational and non operational employees through convenience sampling. The research instruments included the Carlson Work–Family Conflict Scale, Eisenberger’s Perceived Organizational Support Questionnaire, and the Copenhagen Burnout Inventory. Data were analyzed using structural equation modeling, and the moderating effect was tested using PROCESS Macro. Results: The findings indicated that work–family conflict had a significant positive effect on job burnout (β = 0.642, p < 0.001). Perceived organizational support showed a significant negative effect on job burnout (β = -0.598, p < 0.001). In addition, work–family conflict was negatively associated with perceived organizational support (β = -0.378, p = 0.018). The interaction effect between work–family conflict and perceived organizational support was also significant (β = -0.019, p = 0.010), indicating that perceived organizational support moderates the relationship between work–family conflict and job burnout by weakening the positive association between them. Conclusion: These findings highlight the protective role of perceived organizational support in reducing the adverse effects of work–family conflict on job burnout. Strengthening supportive organizational policies, particularly in high pressure and shift based work environments such as the petrochemical industry, may help mitigate employee burnout and promote occupational well being. https://jcoc.sbu.ac.ir/article_107084.html Aim: This study aimed to examine the effectiveness of an Acceptance and Commitment Therapy (ACT)–based intervention on mental balance and career resilience among bank employees. Method: The study employed a quasi-experimental design with a pretest–posttest–follow-up and a control group. The statistical population comprised employees of Bank Mellat in Isfahan in 2025. From this population, 36 participants were recruited through convenience sampling and randomly assigned to an experimental group and a control group (18 participants in each). Research instruments included the Mental Balance Questionnaire (Rogers et al., 2020) and the Career Resilience Questionnaire (Morgan et al., 2012). The experimental group received eight sessions of ACT-based intervention. Data were analyzed using repeated-measures analysis of variance. Results: The findings indicated that the ACT-based intervention led to a significant improvement in mental balance and career resilience in the experimental group compared with the control group, and these effects were maintained at follow-up. Conclusion: ACT-based interventions may serve as an effective approach for enhancing psychological capacities related to occupational functioning among bank employees. https://jcoc.sbu.ac.ir/article_107060.html Aim: The present study aimed to examine the psychometric properties of the Career‑related Teacher Support Scale among university students. Method: This research is a correlational study falling under the category of psychometric research. The target population consisted of undergraduate students at the University of Isfahan. A sample of 202 participants (135 females and 67 males), aged 18 to 26 years (M=21.06, SD=1.56), was selected based on the standards for psychometric studies using convenience sampling. The measurement instruments included the Teacher Career Support Scale (Zhang et al., 2021), the Teacher-Student Relationship Scale (Karcher, 2011), and the Career Growth Self-Efficacy Scale (Yuen et al., 2010). To evaluate the psychometric properties, three methods were employed: confirmatory factor analysis (CFA), convergent validity, and internal consistency. Results: The results of the confirmatory factor analysis indicated that the two-factor model demonstrated a superior model fit (with comparative fit indices TLI and CFI at 0.92 and 0.94, respectively, and an RMSEA index of 0.07) compared to both the first-order single-factor model and the first-order three-factor model. Furthermore, the correlation results with the Teacher-Student Relationship Scale (r=0.36,p<0.01) and the Career Growth Self-Efficacy Scale (r=0.39,p<0.01) provided evidence of convergent validity. Reliability, assessed using Cronbach's alpha coefficient, was calculated as 0.91 for the total scale and 0.83 for each of the three subscales. Conclusion: The Teacher Career Support Scale demonstrates acceptable psychometric properties among university students. Consequently, it can be confidently utilized in future research and within the field of career counseling. https://jcoc.sbu.ac.ir/article_107018.html This study investigated the effect of job crafting on teacher Occupational burnout in Bahmei County, with the mediating role of basic psychological needs satisfaction. Using a cross-sectional correlational design, 201 teachers were randomly selected as participants. Data were collected via the Job Crafting Questionnaire (Newman et al., 2014), the Maslach Burnout Inventory (Maslach, 1981), and the Basic Psychological Needs Satisfaction Questionnaire (Deci & Ryan, 2000). Structural equation modeling (SEM) using AMOS 26 and correlational analyses in SPSS 27 were employed to test direct and indirect relationships. Results indicated that job crafting negatively predicted emotional exhaustion, both directly and indirectly, through the satisfaction of autonomy and relatedness needs. Competence did not significantly mediate this relationship. Teachers who redesigned tasks, work relationships, and teaching methods aligned with their skills and interests experienced higher autonomy and supportive interactions, which contributed to reduced burnout. These findings underscore the importance of promoting job crafting and fostering the satisfaction of basic psychological needs to enhance teacher well-being, intrinsic motivation, and organizational commitment. https://jcoc.sbu.ac.ir/article_107065.html Aim: Vocational settings, particularly traditionally masculine domains, have long been considered men’s sphere, leading to the perception of masculine identity as the valued and feminine identity as the less valued identity in these settings. In the current study and based on the Social Identity Theory, this hypothesis was put forward that women, as those possessing the less valued identity in these settings, would not show ingroup (vs. outgroup) favoritism and do not support the same-sex candidate when in a solo status (being the only woman). This experimental study aimed at exploring the role of gender and solo status in supporting the hiring of male and female candidates in a vocational setting. Method: Participants were 333 individuals (224 female, 109 male) who were randomly assigned to either the solo or non-solo condition. After reading a vignette about presence in a professional setting, respondents reported the extent of their agreement with hiring male and female candidates in addition to indicating their prioritization of them. Results: Ingroup favoritism was moderated by solo status, such that individuals in the solo (but not the non-solo) condition preferred the same-sex candidate for hiring. This finding disconfirmed the expectation in that the bias appeared irrespective of gender. Conclusion: While supporting ingroup favoritism as a well-known behavioral pattern, the present study also identified at least one of its boundary conditions, i.e., solo status (but not identity value). Findings have practical implications for diversity management and making sense of employees’ experience of solo status in academic and organizational settings. https://jcoc.sbu.ac.ir/article_107077.html The ninth-grade field-of-study selection is a critical juncture in the educational and professional trajectory of students within the Iranian education system, significantly shaping their future careers. This study aimed to examine the relationship between teachers’ “production-oriented behaviors” and students’ “entrepreneurial motivation” and their subsequent inclination toward choosing vocational (technical and vocational/Kar-Danesh) education in the ninth grade of Karaj. This study is applied in nature and employs a descriptive-correlational design. The statistical population comprised 22,374 ninth-grade students in Karaj, from whom 804 participants (51% male) were selected using the Krejcie and Morgan table and stratified random sampling. Data were collected using the “Teachers’ Production-Oriented Behaviors Questionnaire” (Ghaderi, 2021; 24 items, four components, reliability: 0.97) and the “Entrepreneurial Motivation Questionnaire” (Tarman et al., 2007; 8 items, reliability: 0.79). Data were analyzed using Pearson correlation, one-way ANOVA, Tukey’s post-hoc test, stepwise regression, and logistic regression. The results indicated a significant positive correlation between teachers’ production-oriented behaviors and students’ entrepreneurial motivation (r=0.208, p<0.001), with the “productivity” component being the most influential factor (r=0.204, p<0.001). ANOVA revealed significant differences in students’ perceptions of teachers’ production-oriented behaviors across various study-path selection groups (F=7.172, p=0.001). Stepwise regression showed that “productivity” (β=0.134, p=0.006) and “job tasks” (β=0.098, p=0.044) were significant predictors of entrepreneurial motivation https://jcoc.sbu.ac.ir/article_107112.html Objective: The purpose of this study was to design a model of the desirability of choosing police jobs among high school students. Method: The research was descriptive-correlational and the data were analyzed using structural equation modeling. The statistical population of this study consisted of all high school students in Arak in the academic year 2024-2025, which numbered 1269 students. From this population, 350 students were selected using multi-stage random sampling. To collect research data, the NEO Personality Questionnaire (NEO-FFI) (Costa and McCrae, 1992), Luthans Psychological Capital Questionnaire (PCQ) (2007), the faramarzi and Sepahvand Perceived Job Conditions Questionnaire (2025), and the faramarzi and Sepahvand Police Career Desirability Questionnaire (2025) were used. The evaluation of the proposed model was carried out using structural equation modeling and using SPSS version 26 and AMOS version 21 software. Findings: Based on the findings, the causal relationship model had an acceptable fit. The results of the study showed that in the proposed model, all direct and indirect paths were also significant. The findings indicated that neuroticism had a negative relationship with the desirability of choosing police jobs and perceived job conditions, but extraversion, openness to experience, agreeableness, and responsibility had a positive relationship directly and through the mediator (perceived job conditions) with the desirability of choosing police jobs. In addition, extraversion, openness to experience, agreeableness, and responsibility had a positive relationship with perceived job conditions. Conclusion: Students with high psychological capital are more likely to choose police jobs are compatible with their personality traits and motivations. https://jcoc.sbu.ac.ir/article_104528.html Aim: The process of Intelligently temporary turnover is about two examples. Method: The current research is a research with a qualitative approach. Case study is used to conduct research and theme analysis is used to analyze data. In order to increase the credibility of the research, the triangulation method environmental(Conducting two interviews at different times with each person), data(documents, focused interview, direct observation and participant observation) and analyzer(One of the colleagues of each case and one of the employees of the Human Resources) and the reliability method inter-coder agreement are used. Results: 98 codes, 30 sub-themes and 9 main themes have been identified. Conclusion: The main themes of Intelligently temporary turnover are the backgrounds of success, personal flourishing, showing off, deterrence, career networking, learned helplessness, temporary turnover, heroic return and career success. If the human resource managers do not take effective measures in the development of the career success, the employees will start working; In this way, networking and non-working behaviors will grow a lot in the organization. Obviously, in this case, employees have not taken steps in line with organizational goals and will seek to maximize personal benefit in any way. https://jcoc.sbu.ac.ir/article_107160.html Objective: The present study aimed to design and validate a professional competency model for managers of centers for intellectual development of children and adolescents of the General Administration of Sistan and Baluchestan Province. Method: The research was applied in terms of purpose and exploratory in terms of approach. In the qualitative part, 8 managers and experts participated in a purposeful manner until theoretical saturation was reached, and in the quantitative part, 162 people were selected from a population of 279 employees and deputies of the center centers. Qualitative data were analyzed by coding and quantitative data by structural equation modeling based on partial least squares. Findings: The qualitative findings revealed that the professional competency model consisted of three dimensions: cognitive competency, ethical competency, and religious competency. The quantitative results confirmed the reliability and validity of the model. Cronbach’s alpha, composite reliability, and average variance extracted (AVE) values were all within acceptable ranges, and discriminant validity was confirmed using the Fornell–Larcker criterion. Furthermore, path coefficients indicated that all three dimensions had a positive and significant effect on managers’ professional competency, with t-values exceeding 1.96 for all paths. Conclusion: The findings indicate that the professional competency of managers in the Institute for the Intellectual Development of Children and Young Adults is grounded in a combination of cognitive, ethical, and religious competencies. The proposed model can serve as a practical framework for the selection, appointment, performance evaluation, and professional development of managers. https://jcoc.sbu.ac.ir/article_107175.html This study aimed to identify the key dimensions and components of growth mindset development among faculty members.The qualitative research method is a meta-synthesis type. Data were collected using Sandelowski and Barroso's seven-step model. Articles were searched within the domestic time range of 1394-1404 and foreign time range of 2015-2025. After screening16 sources were purposefully selected from 225 sources of the research topic. The data were analyzed using Thematic Content Analysis. An in-depth analysis of prior studies led to the identification of 3 dimensions15 key components and 67 indicators. The dimensions of developing a growth mindset were explained in 3 dimensions: educational, individual and organizational. In educational dimension, 6 components (goal orientation and clarification of expectations; effective and constructive feedback; innovative, inquiry-oriented, and diverse teaching methods; supportive faculty–student interactions; a safe and facilitative classroom environment; and comprehensive assessment), In individual dimension, 3 components (positive attitude toward learning; sufficient motivation for change and advancement; and the cultivation of self-awareness and self-efficacy), In organizational dimension, 6 components (participation in professional development programs; effective and transformational leadership; strengthening organizational culture; improvement of performance identification and evaluation systems; promotion of well-being and supportive organizational policies; and the establishment of an empathetic and interactive learning community) were identified. Based on the results the development of a growth mindset in professors does not occur in isolation. The proposed model of this research, with the presented specifications can guide and assist faculty members, policymakers, and administrators to take steps towards improving the quality of the higher education system. https://jcoc.sbu.ac.ir/article_107284.html Abstract Aim: The present study aimed to develop a transition program from vocational secondary education to employment for students with intellectual and developmental disabilities (IDD). Methods: This was a qualitative study. Approximately 62 sources were retrieved from authoritative databases, of which 49 sources aligned with the research criteria were selected and reviewed. Key points and themes were extracted by using thematic analysis. The statistical population consisted of experts in the field of education and employment for individuals with special needs, including instructors and specialists from the Special Education Organization of Fars province; 10 participants were selected by using simple random sampling. Results: Based on the extracted themes, the findings present a systematic approach for transitioning adolescents with IDD from the school environment to the labor market. This model comprised five main axes including: self-efficacy, environmental interaction, systemic adaptation, targeted skill-building, and protection and sustainability. Conclusion: The findings of this research indicated that five themes formed the foundation for designing a comprehensive transition program model developed around teaching personal skills, social skills, familiarity with employment structures, business skills, and health and safety. In addition, the findings emphasized that attention to holistic skills and their instruction should be placed to foster vocational readiness. https://jcoc.sbu.ac.ir/article_107321.html Aim: The present study aimed to investigate the relationship between work–family conflict and parental guilt, with the mediating roles of child adjustment and parental self-efficacy among employed mothers. Method: This study employed a descriptive-correlational design using structural equation modeling. The statistical population of the present study consisted of all employed mothers with children aged 2 to 12 years working in government offices in Yasuj during the winter of 2025, and its size was estimated at 480 individuals. From this population, 235 participants were selected using convenience (voluntary) sampling. Data were collected using the Work–Family Conflict Scale (Rajabi et al., 2020), the Parental Guilt Scale (Haslam et al., 2020), the Child Adjustment Scale (Morawska et al., 2014), and the Parenting Self-Efficacy Scale (Domitrovich et al., 1996). Data were analyzed using Spearman’s correlation and structural equation modeling (SEM) in SPSS version 27 and AMOS version 28. Results: The findings indicated that all direct effects were significant. Furthermore, the mediating roles of child adjustment (β = 0/30) and parental self-efficacy (β = 0/26) in the relationship between work–family conflict and parental guilt were significant (p = 0/001). Conclusion: Based on the findings of the present study, supportive interventions focusing on managing work–family conflict, strengthening parental self-efficacy, and addressing children's needs and circumstances may help reduce parental guilt among employed mothers. https://jcoc.sbu.ac.ir/article_107322.html Leadership in public sector organizations plays a vital role in promoting governance, transparency, accountability, and organizational effectiveness. However, toxic leadership can undermine organizational performance, employee well-being, public trust, and decision-making quality. This study aimed to develop and validate a model of toxic leadership in the Iraqi Ministry of Finance. An exploratory sequential mixed-methods design was adopted. In the qualitative phase, data were collected through semi-structured interviews and analyzed using Strauss and Corbin’s grounded theory. The analysis identified 57 concepts, 18 subcategories, and six main categories: causal conditions, the core phenomenon, contextual conditions, intervening conditions, strategies, and consequences. In the quantitative phase, the proposed model was validated using a researcher-developed questionnaire and structural equation modeling. Results confirmed satisfactory model fit and significant relationships among dimensions. The final model highlights monitoring systems, meritocracy, accountability, and control of informal power networks as key strategies for reducing toxic leadership within Iraqi public sector organizations. https://jcoc.sbu.ac.ir/article_107338.html Introduction: Teachers’ continuous exposure to occupational stressors and sudden changes in educational settings underscores the need to assess and strengthen their antifragility in the face of crises. This, in turn, requires a culturally adapted and psychometrically sound instrument, the absence of which is clearly evident in the country’s behavioral research literature. Objective: The present study aimed to examine the psychometric properties of the Persian version of the Employee Antifragility Questionnaire developed by Bajaba, Bajaba, and Simiring (2024) among teachers. Methods: This quantitative study employed a correlational design within the framework of structural equation modeling. The study population comprised all teachers in Kazerun County, from which a sample of 510 participants was selected. Data were collected using the 10-item questionnaire developed by Bajaba, Bajaba, and Simiring (2024), which includes two dimensions: “Agency for Gaining Benefits” and “Embracing Disorder,” rated on a five-point Likert scale. Reliability was assessed using Cronbach’s alpha and composite reliability. Validity was evaluated through (1) content validity ratio, (2) construct validity using second-order confirmatory factor analysis, and (3) convergent validity. Data were analyzed using SPSS-25 and LISREL 8.8. Results: The findings indicated that the antifragility questionnaire demonstrated satisfactory reliability, with a coefficient of 0.892. The content validity ratio was 0.82. In addition, the model fit indices, including chi-square/df = 1.91, RMSEA = 0.063, CFI = 0.95, GFI = 0.93, and AGFI = 0.91, provided evidence supporting the construct validity of the instrument. Conclusion: Based on the obtained results, the Persian version of the https://jcoc.sbu.ac.ir/article_107339.html Aim: The use of experiences by teachers with the erosion of psychological resources becomes a determining factor in the occurrence of psychological burnout and a serious threat to the quality of education and the health of the organization.The present study aimed to model the structural equations of experiential avoidance and burnout in teachers: with the mediating role of psychological capital. Method: The present study is descriptive in terms of method and correlation. The statistical population of this study was teachers in the first district of Karaj Education and Training in the academic year 1403-1404, of which 331 people were randomly selected. To collect data, Luthans' Psychological Capital Questionnaire (2007), Meslash's Burnout Questionnaire (1981) and the Multidimensional Experiential Avoidance Questionnaire of Gams et al. (2011) were used. The data were analyzed using Pearson correlation and structural equation modeling methods. Results: The results showed that burnout has a direct and significant relationship with experiential avoidance. Also, psychological capital as a mediating variable showed a positive and significant effect in this relationship. The indicators of this model had a good fit in teachers of District 1 of Karaj. Conclusion: The research findings show that psychological interventions based on cognitive capital can effectively play a role in reducing burnout and experiential avoidance. Key words: Experiential avoidance, burnout, psychological capital, teachers https://jcoc.sbu.ac.ir/article_107368.html Aim: Employee job engagement is a critical determinant of organizational performance and effectiveness of organizations and is shaped by both individual characteristics and organizational factors. This study investigates the effect of proactive personality on job engagement by examining the mediating roles of thriving at work and job flourishing, as well as the moderating role of perceived organizational support. Methods: The research is applied in nature and employs a descriptive-correlational method survey design. The study population comprised 250 nurses employed at a public hospital in Tehran, Iran, of whom 176 were selected using Cochran's formula for finite populations. Data were collected using validated questionnaires and analyzed through Structural Equation Modeling based on partial least squares (PLS-SEM) using SmartPLS 4 and SPSS 27 software. Results: The findings indicate that proactive personality has a significant positive direct effect on job engagement. Furthermore, proactive personality indirectly enhances job engagement through thriving at work and job flourishing. However, perceived organizational support does not significantly moderate the relationships between proactive personality and either thriving at work or job flourishing. Conclusion: The findings suggest that fostering proactive personality and creating a work environment that promotes thriving at work and job flourishing can enhance employees’ job engagement. Furthermore, the non-significant moderating effect of perceived organizational support indicates that, within the study context, the influence of proactive personality on job engagement is driven more by employees’ individual characteristics and personal resources than by their perceived organizational support. https://jcoc.sbu.ac.ir/article_107369.html Aim: The present study was conducted with the aim of developing and validating a training package for a performance management system specifically for employees. Method: The present study was conducted in two phases. In the first phase, a qualitative method of thematic analysis using the Attride-Stirling approach was used to develop the training package. 45 scientific sources were reviewed and global, organizing, and basic themes were extracted. In the second phase, to validate the developed training package, the content validity ratio and content validity index were obtained based on expert opinion. Results: In the first phase, the results show the themes extracted from scientific sources to determine the training topics of the employee performance management system, as well as the training package developed for 4 hours with 6 sections, including introduction to the performance management system and how to reach a mutual agreement on performance and development agreements, participation in goal setting and goal determination using the OKR method, how to receive feedback, how to perceive and use coaching, and participating in performance review sessions and performance appraisal. In the validation phase of the training package, the content validity ratio and content validity index were 1, and the validity of the employee training package was confirmed. Conclusion: The designed training package can provide the basis for increasing employee participation. It also provides the basis for acquiring the skills needed and achieving more desirable performance, and can be a useful guide for organizational consultants, instructors, and managers of organizations. https://jcoc.sbu.ac.ir/article_107370.html Objective: This study aimed to explore the lived experiences of individuals recovered from substance use disorders regarding career hope. Method: This qualitative study adopted a descriptive phenomenological approach. The target population comprised individuals recovered from substance use disorders in Khomeinishahr, Isfahan Province, Iran, in 2021. Participants were required to obtain a high score on the Career Hope Scale (Juntunen & Wettersten, 2006). An initial sample was recruited through convenience sampling, followed by purposive sampling to select 11 eligible participants. Although data saturation was reached after nine interviews, two additional interviews were conducted to ensure content saturation. Data were collected through in-depth semi-structured interviews and analyzed using Colaizzi’s method. Findings: Analysis identified 15 primary concepts, 7 subthemes, and 3 main themes. The findings indicated that acceptance of individuals in recovery by society and significant others facilitates continued recovery by strengthening positive self-concept and self-worth. Consequently, motivation and effort increase, providing a foundation for personal growth. Conclusion: Educational programs promoting acceptance of individuals in recovery, stigma reduction, and stronger financial and emotional support may enhance career hope among individuals recovering from substance use disorders. https://jcoc.sbu.ac.ir/article_107385.html Objective: This study aimed to examine the relationships among workplace spirituality, job motivation, and perceived job competence among elementary school teachers in District 15 of Tehran and to investigate the mediating role of job motivation in the relationship between workplace spirituality and perceived job competence. Method: This applied, descriptive-correlational study employed structural equation modeling using the partial least squares approach. The statistical population consisted of 3,100 elementary school teachers in District 15 of Tehran during the 2025–2026 academic year, of whom 341 were selected through convenience sampling. Data were collected using the Workplace Spirituality Questionnaire (Milliman et al., 2003), Herzberg’s Job Motivation Questionnaire (2004), and Harter’s Perceived Job Competence Questionnaire (1985). Results: Positive and significant relationships were found between workplace spirituality and perceived job competence (β = 0.42, p < 0.01), workplace spirituality and job motivation (β = 0.49, p < 0.01), and job motivation and perceived job competence (β = 0.37, p < 0.01). The coefficients of determination were 0.48 for job motivation and 0.53 for perceived job competence. The goodness-of-fit index was 0.631. The Sobel test confirmed a significant indirect effect of workplace spirituality on perceived job competence through job motivation (Z = 3.06, p = 0.002). Conclusion: Workplace spirituality and job motivation were significantly related to perceived job competence, and job motivation played a mediating role. Given the correlational and cross-sectional design, the findings indicate statistical relationships rather than causal relationships. https://jcoc.sbu.ac.ir/article_107386.html The present study aimed to identify the psycho-professional coping strategies employed by psychologists and counselors during the 12-day Iran-Israel war. This study was grounded in a qualitative approach and utilized an interpretive phenomenological method. The research field comprised psychologists and counselors practicing in Tehran city between June 13 and June 24, 2025. Purposeful snowball sampling was employed, and data saturation was achieved by the twelfth interview. Data were collected using a researcher-developed semi-structured interview. For data analysis, Interpretative Phenomenological Analysis (IPA) based on the approach of Smith, Flowers, and Larkin (2022) was applied, and MAXQDA software was utilized for data management and to facilitate the coding process. The findings led to the identification of two main themes and seven sub-themes: Intrapersonal strategies (including emotional-cognitive regulation, physical regulation, meaning-making, and gradual revision of the mental image of war) and Interpersonal and professional strategies (including social support, professional self-care, and organizational support). Overall, the most significant interpretive contribution of the present study is the understanding of coping as a process of "multi-level reconstruction of agency" within the context of the 12-day Iran-Israel war. Consequently, the continuity of psychological services during wartime depends not solely on the therapist's personal skills or resilience but also on the degree of systematic support provided to the therapists themselves. https://jcoc.sbu.ac.ir/article_107432.html Aim: The purpose of this study was to validate and examine the effectiveness of an adapted group wisdom-based therapy on job burnout and meaning in life of teachers. Method: This semi-experimental study was conducted using a pretest-posttest design with a control group and a 2-month follow-up. The statistical population consisted of all elementary school teachers teaching first grade in Arak city during the 2025-2026 academic year. A total of 30 teachers were selected through convenience sampling and then randomly assigned to the experimental group (n = 15) and the control group (n = 15). The experimental group received 7 sessions of 90-minute adapted group wisdom-based therapy. Data were collected using the Maslach burnout inventory (MBI; Maslach et al., 1986) and the meaning in life questionnaire (MLQ; Steger et al., 2006). A two-month follow-up period with no intervention was conducted to evaluate the stability of the results, and participants were reassessed at the end of this period. Data analysis included repeated measures analysis of variance, Bonferroni post-hoc test, and independent samples t-test, performed using SPSS version 29. https://jcoc.sbu.ac.ir/article_107433.html Aim: Aiming to root out information flow deviations, the present research focuses on designing and explaining the formation model of the “Information Charlatanism” phenomenon in government organizations of Lorestan province, using the Fuzzy Total Interpretive Structural Modeling approach. Method: This applied-exploratory research was conducted using a mixed-methods (qualitative-quantitative) approach. The statistical population consists of 26 experts (senior government executives and university professors) who were selected through purposive sampling until theoretical saturation was reached. Data collection tools included interviews and questionnaires with confirmed validity and reliability. Data analysis was performed using content analysis in MAXQDA software for the qualitative section, and the TISM approach for the quantitative section. Findings: The research findings encompass the factors affecting the formation of the Information Charlatanism phenomenon in government organizations of Lorestan province. Conclusion: The research results indicate that the contexts for the formation of information charlatanism include: knowledge management weakness, information asymmetry, siloed and hierarchical structures, and narcissistic leadership. Intervening factors include a lack of psychological safety, perceived injustice, and organizational politicization. The dimensions of this phenomenon manifest in the form of data-centric exclusivity, deliberate overcomplication to project expertise, and selective reporting to cover up performance deviations. Ultimately, its consequences lead to the undermining of innovation and continuous improvement, strategic blindness in the decision-making system, and the institutionalization of negative learning and behavioral deviations within the organization.