https://jcoc.sbu.ac.ir/ Career and Organizational Counseling en daily 1 Mon, 22 Dec 2025 00:00:00 +0330 Mon, 22 Dec 2025 00:00:00 +0330 https://jcoc.sbu.ac.ir/article_106707.html AbstractAim:The Present Study Aimed To Investigate The Effectiveness Of The Job Excellence Training Program On Job Motivation And Job Engagement. Method: This Experimental Research Employed A Pretest-Posttest-Three-Month Follow-Up Design With Two Experimental And Control Groups. The Statistical Population Included All Employees Of The Production And Operations Departments Of An Industrial Company In Shiraz. From This Population, 40 Participants Were Selected By Convenience Sampling And Randomly Assigned Into Two Groups Of 20 Individuals Each. Measurement Tools Included The Job Motivation Questionnaire (Herzberg, 2004) And The Job Engagement Questionnaire (Utrecht, 2002), Which Were Administered At Pretest, Posttest, And Follow-Up Stages For Both Groups. The Experimental Group Received The Job Excellence Training Program Consisting Of Eight Ninety-Minute Sessions Over Eight Weeks, While No Intervention Was Conducted For The Control Group. Data Were Analyzed Using Multivariate And Univariate Analysis Of Covariance (MANCOVA And ANCOVA) In SPSS-24 Software. Results: The Findings Indicated That The Job Excellence Training Significantly Increased Job Motivation And Job Engagement (P < 0.01).Conclusion: Based On These Results, It Is Recommended That Managers Implement Job Excellence Training Programs For All Employees To Enhance Job Motivation And Engagement .Key words:Job crafting, Job Engagement, Job Motivation https://jcoc.sbu.ac.ir/article_106775.html Aim: The present study aimed to examine the relationship between self-compassion and cognitive empowerment with quality of work life, emphasizing the mediating role of health anxiety among nurses employed in hospitals in Sabzevar during the first half of 2025. Methods: The research method was descriptive-correlational with a structural equation modeling approach. The statistical population consisted of all nurses working in hospitals in Sabzevar during the first half of 2025, from whom 290 individuals were selected through convenience sampling. Data were collected using standardized questionnaires on self-compassion (Reis et al., 2011), cognitive empowerment (Nejati, 2013), quality of work life (Walton, 1973), and health anxiety (Salkovskis et al., 2002). Data analysis was performed using Pearson correlation tests and structural equation modeling in Statistical Package for the Social Sciences version 22 and Analysis of Moment Structures version 22. Results: The findings indicated that both self-compassion (r = 0.25, p < 0.01) and cognitive empowerment (r = -0.13, p < 0.05) were significantly associated with quality of work life. Moreover, bootstrap results confirmed that health anxiety played a significant mediating role in the relationships between self-compassion (B = 0.04, p < 0.05) and cognitive empowerment (B = -0.14, p < 0.01) with quality of work life. Conclusion: The results of this study provide a foundation for designing psychological interventions and educational programs aimed at improving quality of work life and reducing health anxiety in hospital settings. https://jcoc.sbu.ac.ir/article_106989.html Aim: This research aimed to design a localized model for the development of skills training management centers, career counseling, and specialized job placement in Iranian universities, with an emphasis on addressing the structural gaps between higher education and the labor market. Methods: Using a qualitative grounded theory method, the necessary data were collected from 18 semi-structured interviews with center managers, academic experts, entrepreneurs, and career counselors until theoretical saturation was achieved and analyzed in three stages of open coding (63 codes), axial coding (11 categories), and selective coding using MAXQDA software. Results: The final model introduced "Development of Centers for Skill Training Management, Career Counseling, and Specialized Employment Services" as the core phenomenon. This is explained through causal conditions (need for practical and specialized training, development of soft skills and entrepreneurship), contextual factors (insufficient infrastructure, cultural and organizational barriers, misalignment with the labor market), intervening conditions (financial constraints, inefficient policies, lack of specialized manpower), strategies (need for technology and innovation, planning and evaluation), and consequences (development of soft skills and entrepreneurship, collaboration with industry and employers). This model explains the paradigmatic relationships between causal and intervening factors that guide the development of centers through innovative strategies to employment-generating outcomes. Conclusion: The proposed model, despite being consistent with global literature and localized for Iran, requires empirical evaluation and policy support for its success to serve as a practical roadmap to facilitate students' transition to the labor market. https://jcoc.sbu.ac.ir/article_106782.html Emotional agility is about the ability of employees to direct their emotions and adapt to challenging situations in the workplace. This skill is very important for enhancing flexibility, productivity, and overall well-being among employees. The present study was conducted to design a model for improving emotional agility in human resources in government institutions (Case Study: Iran and Iraq). This study is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the present study is experts consisting of managers, employees, and experts of government organizations in Iran and Iraq, of which 27 people were considered as research samples using purposive sampling and based on the principle of theoretical adequacy. The data collection tool consists of an interview in the qualitative part and a questionnaire in the quantitative part, whose validity and reliability were confirmed using content and theoretical validity methods, as well as intra- and inter-coder reliability. In this research, a content analysis and coding method using Maxqda software was employed for qualitative data analysis. Also, fuzzy TISM method was used for quantitative analysis. The results of the research include presenting a model for improving the emotional agility of human resources in government organizations in Iran and Iraq in four axes: formation context, improvement mechanisms, dimensions and consequences. https://jcoc.sbu.ac.ir/article_106774.html AbstractAim: The present study aimed to investigate the effectiveness of Islamic lifestyle model training in improving self-worth and life satisfaction among employed women at Mobarakeh Steel Company in Isfahan.Methods: This study employed a quasi-experimental design with a pretest–posttest control group. The statistical population comprised all employed women at Mobarakeh Steel Company in 2024. A total of 30 participants were selected through convenience sampling and randomly assigned to an experimental group (n= 15) and a control group (n= 15). The experimental group participated in eight weekly 120-minute sessions based on the Islamic lifestyle model training program, while the control group received no intervention. Data were collected using the Self-Worth Questionnaire developed by Doosti and Hosseini-Nia (2020) and the Satisfaction with Life Scale developed by Diener et al. (1985). Data analysis was conducted using SPSS-21 software and multivariate analysis of covariance (MANCOVA).Results: The findings of the multivariate analysis of covariance indicated that Islamic lifestyle model training led to a statistically significant increase in self-worth and life satisfaction among employed women in the experimental group compared to the control group (p < 0.05).Conclusion: Based on the findings, Islamic lifestyle model training appears to be an effective intervention for enhancing self-worth and life satisfaction among employed women at Mobarakeh Steel Company. https://jcoc.sbu.ac.ir/article_106995.html Aim: The aim of this study was to develop a model for utilizing artificial intelligence in the recruitment and selection of physical education teachers. Methods: This qualitative study employed grounded theory with the Strauss and Corbin approach. The statistical population consisted of experts in physical education, human resource management, and educational technology in Iran, with no fixed number. Purposive sampling using theoretical saturation technique was conducted, involving interviews with 20 experts. Data collection tools included semi-structured interviews (with focus groups) and document analysis. To ensure validity and reliability, the Lincoln and Guba evaluation method was applied. Results: The findings identified four causal conditions: recruitment and identification of candidates using artificial intelligence, evaluation and selection of candidates with AI tools, ensuring fairness and reducing bias in the recruitment and hiring process, and increasing efficiency, monitoring, and improvement of the recruitment and hiring process. Contextual conditions included educational infrastructure and facilities, teachers' competencies and characteristics, school organizational culture and management, and social environment and student interactions. Intervening conditions included managerial limitations and inefficiencies, as well as environmental and technological challenges. Based on the extracted concepts and final codes, the strategic dimension was labeled as optimization strategies for AI-based recruitment and hiring. Conclusion: Ultimately, the model's consequences included efficiency and effectiveness in recruitment, inclusivity in hiring, and productivity and sustainability of human resources. It is recommended that educational organizations invest in AI infrastructure and manager training to implement this model, thereby enhancing equity and efficiency in the recruitment of physical education teachers. https://jcoc.sbu.ac.ir/article_106808.html Objective: The aim of this research is to examine the role of effective leadership on subjective career success mediated by career excellence and perceived organizational support.Method: This applied research is descriptive in nature and correlational, using structural equation modeling. The statistical population of the study consisted of fourth-grade teachers in Khorramshahr (290 individuals), from which 277 were selected through stratified random sampling using the Krejcie and Morgan table. Data were collected using questionnaires on effective leadership Sahatchi & Azizpour, subjective career success Shoqeili et al, career excellence Slemp & Wellabrodrick and perceived organizational support Eisenberger. The data were analyzed using Pearson correlation and structural equation modeling through SPSS 23 and Lisrel 8.8.Findings: The results of structural equations showed that effective leadership has a positive and direct effect on career-subjective success (0.63), effective leadership on career excellence (0.61), effective leadership on perceived organizational support (0.52), career excellence with career-subjective success (0.49), perceived organizational support on subjective career success (0.59). Also, effective leadership has a significant and indirect effect on subjective career success with the mediating role of career excellence with a coefficient of (0.29) and effective leadership has a significant and indirect effect on subjective career success with the mediating role of perceived organizational support with a coefficient of (0.30).Conclusion: Based on the findings, to create subjective career success, it is recommended to implement an effective leadership style and to provide the conditions for career excellence and perceived organizational support. 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_106748.html Objective: In some organizations, due to various reasons, including laws and regulations, incorrect organizational behavior and culture, as well as poor management and incompetence of managers towards their employees, disorderly situations arise in the organization. The continuation of this situation and the lack of efforts to improve the situation leads to strong reactions and protests from employees, which is civil disobedience in human resources. The existence of disorders and negative behaviors of human resources, such as their protests, can spread over time to other active human resources in the organization and create a tense atmosphere. Therefore, the present study was conducted with the aim of recognizing and understanding civil disobedience of human resources in government organizations: analyzing the influencing factors and consequences. Method: This study is applied in terms of purpose and in terms of data collection method, it is a survey and exploratory type and has a deductive-inductive research philosophy. The statistical population of the study is experts, including senior managers and managers in the field of human resources of government organizations, whose sample members were selected using the purposive sampling method and based on the principle of theoretical saturation. The data collection tool in the qualitative part is an interview and in the quantitative part is a questionnaire. The validity and reliability of the tools were analyzed using content validity and intra-coder and inter-coder reliability for the interview and content validity and test-retest reliability for the questionnaire, respectively. In this study, the content analysis and coding method was https://jcoc.sbu.ac.ir/article_106749.html Objective: Organizational Stockholm Syndrome emerges when employees, under sustained exposure to chronic pressure, structural injustice, and authoritarian leadership, gradually develop a cognitive and emotional attachment to the very source of their distress and may even begin to defend it. The purpose of this study is to explore bank employees’ lived experiences of Organizational Stockholm Syndrome and to propose two conceptual models: a pathology model and a coping strategies model. Method: This study is fundamental in purpose and qualitative in nature, employing a descriptive phenomenological approach. Participants consisted of 15 employees and middle managers from public and private banks, selected through purposive and snowball sampling based on the principle of theoretical saturation. Findings: Data analysis led to the identification of one core theme and six main themes, including structural pressure, rationalization of abuse, defensive silence, ethical conflict, unintended attachment, and defense of harmful organizational structures. In addition, five lived coping themes aimed at reducing unhealthy dependency were identified. Conclusion: Organizational Stockholm Syndrome represents a convergence of structural pressure, abusive practices, job insecurity, and ethical suspension, which collectively push employees toward survival-oriented mechanisms. The proposed models can facilitate early identification of this phenomenon and support the design of effective preventive and corrective interventions. https://jcoc.sbu.ac.ir/article_106788.html Introduction: The present study aimed to predict teachers’ quality of work life based on career path adaptability and personality traits, with psychological capital as a mediating variable. Method: This correlational study was conducted using structural equation modeling. The statistical population consisted of teachers in schools of Sabzevar during the 2025–2026 academic year. Convenience sampling was employed, and 370 valid questionnaires (205 females and 165 males) were collected. Research instruments included the NEO Five-Factor Inventory (NEO-FFI; Costa & McCrae, 1985), the Career path Adapt-Abilities Scale (CAAS; Savickas & Porfeli, 2012), the Psychological Capital Questionnaire (PCQ; Luthans, 2007), and the Teacher Quality of Work Life Questionnaire (QSWL; Ilgan, 2014). Data were analyzed using SPSS and SmartPLS software. Findings: Findings indicated that career path adaptability and positive personality traits had significant direct effects on quality of work life, whereas neuroticism had a negative effect. Furthermore, psychological capital played a mediating role in these relationships. The overall model fit, as assessed by the GOF index, was 0.61, and all hypothesized paths were statistically significan (t ≥ 1.96; P ≤ 0.05). Conclusion: The results suggest that enhancing psychological capital and strengthening positive aspects of personality traits can improve teachers’ capacity to cope with occupational changes and enhance their quality of work life. https://jcoc.sbu.ac.ir/article_106816.html Aim: In an era where artificial intelligence, as a transformative force, is redefining organizational boundaries, psychological contracts serve as invisible yet robust threads connecting employee engagement and trust. Therefore, the aim of this study is to investigate the impact of psychological contracts on employee engagement and trust: testing the moderating role of artificial intelligence acceptance. Methods: This study is descriptive-correlational research. The statistical population comprised 546 employees working at Hakim Sabzevari University, from which a sample of 209 individuals was selected through stratified random sampling according to Cochran's formula. Participants responded to questionnaires on psychological contract, organizational trust, employee engagement, and artificial intelligence, respectively. Results: The findings revealed that psychological contracts play a significant and effective role in enhancing organizational trust (P-Value: 5.7; Effect Size: 0.49) and employee engagement (P-Value: 4.47; Effect Size: 0.34). Furthermore, artificial intelligence acceptance demonstrated a positive and significant moderating role in the relationship between psychological contracts and employee engagement (P-Value: 2.26; Effect Size: 0.11). Conclusion: The findings of this study assist university managers and policymakers in designing more appropriate strategies to enhance employee trust and engagement by developing a deeper understanding of the effects of psychological contracts and artificial intelligence. https://jcoc.sbu.ac.ir/article_106864.html Objective: Organizational trauma disrupts the orderly pursuit of organizational goals and places the organization in a state of entropy. This study aimed to systematically review research conducted in Iran on the antecedents, consequences, and management approaches related to organizational trauma. Methods: A systematic review was conducted to qualitatively and descriptively analyze Iranian studies published in Persian databases. The review process was designed in accordance with the PRISMA reporting guidelines. After applying the inclusion criteria and removing duplicate records, 32 articles were included in the final analysis. Extracted data were analyzed through conceptual coding and thematic categorization. Findings: The antecedents of organizational trauma were identified across nine primary domains, originating from both internal and external organizational sources. Within internal sources, managerial inefficiency and the erosion of cultural–ethical values were most frequently reported. Externally, individual-level human resource problems represented the most prevalent factors. The consequences of organizational trauma were observed at both individual and structural levels, where their effects may reinforce the underlying causal conditions. Management strategies were identified at three levels: individual (enhancing psychological well-being), interpersonal (improving social interactions), and structural (strengthening managerial practices). Conclusion: The Iranian research literature predominantly conceptualizes organizational trauma in relation to managerial weaknesses, erosion of organizational values, dysfunctional structures, and broader socio-contextual factors. If left unaddressed, organizational trauma may push organizations toward critical thresholds and impair their functioning. The findings of this review provide an analytical foundation for research policy development and for advancing future studies within the context of Iranian organizations. https://jcoc.sbu.ac.ir/article_106865.html Organizational happiness is recognized across many cultures as a key component of human interaction and employee experience, and its importance becomes even more pronounced in complex and high-pressure environments such as airports. Given the critical role of employee happiness and well-being in enhancing operational performance and passenger-centered service quality, the present study aimed to develop a model of organizational happiness at Baghdad International Airport. This research is applied in purpose and employs a mixed-methods design. In the qualitative phase, the grounded theory approach was used to conceptualize the components of organizational happiness, and semi-structured interviews were conducted with 12 managers, supervisors, and key staff members. Through three-stage coding, a comprehensive set of concepts was extracted and categorized into major and subcategories related to individual, interpersonal, structural, and environmental factors. In the quantitative phase, a researcher-made questionnaire derived from the qualitative findings was administered through a survey to assess the goodness of fit of the proposed conceptual model. The structural equation modeling results confirmed the adequacy of the model and supported all research hypotheses. The findings provide valuable insights for improving the work environment, strengthening employees’ psychological capital, enhancing operational efficiency, and promoting service quality at Baghdad International Airport. https://jcoc.sbu.ac.ir/article_106866.html Abstract Purpose: This study aimed to evaluate the Supported Employment Centers of Isfahan Province based on the supported employment model from the perspectives of job coaches, employers, and individuals with disabilities. Method: This descriptive–survey research included all employed individuals with disabilities affiliated with the Supported Employment Centers of the State Welfare Organization of Isfahan Province, as well as job coaches and associated employers. The sample was selected through convenience sampling and consisted of 69 individuals with disabilities, 7 job coaches, and 32 employers. Data were collected through three researcher-made questionnaires tailored to each group, with content validity confirmed by experts and reliability assessed using Cronbach’s alpha and rated satisfactory. Data analysis was performed using descriptive statistics and the Friedman test in SPSS-26. Findings: Results indicated that among job coaches, “job coach performance” had the highest mean, while “mental health” had the lowest. Among individuals with disabilities, the highest satisfaction was reported for “on-the-job support services,” whereas the lowest satisfaction related to “post-employment follow-ups.” Employers evaluated the “employment process” of individuals with disabilities positively but rated “motivations for hiring” and “future outlook” lower. Conclusion: The findings show that Supported Employment Centers in Isfahan Province play a significant role in enhancing vocational abilities and facilitating supported employment for individuals with disabilities. However, sustained post-employment support, psychosocial assistance, and improved coordination with employers require considerable strengthening. Accordingly, revising job-coach training programs, enhancing inter-organizational collaboration, and creating structural incentives for employers are recommended. https://jcoc.sbu.ac.ir/article_106897.html Objective: The present study aimed to design a model of the antecedents and consequences of boredom in the workplace in government organizations. Method: This research is applied in terms of purpose and descriptive and exploratory in terms of data collection method, and it is also classified as mixed research in terms of typology. The statistical population of the research includes professors of Lorestan University and senior managers of government organizations in Lorestan province, 25 of whom were selected using purposive sampling method and based on the principle of theoretical adequacy. In the qualitative part, the data collection tool is a semi-structured interview, whose validity and reliability were confirmed using content validity and intra-coder and inter-coder methods, respectively. In the quantitative part, the data collection tool is a questionnaire, which was confirmed using content validity and test-retest reliability. Also, the data obtained from the interview were identified using MaxQDA software and the coding method, the antecedents and consequences of boredom in the workplace. In the quantitative part of the research, a causal relationship model was presented using the fuzzy cartographic method. Findings: The results of the study indicate that among the antecedents, lack of job autonomy, with the highest degree of centrality, was identified as the most important antecedent, and also among the consequences, increased evasion and evasion of responsibility by employees, with the highest degree of centrality, was identified as the most important consequence of boredom in the workplace. https://jcoc.sbu.ac.ir/article_106898.html Introduction: In recent years, the increase in educational attainment and economic recession has led to the growth of perceived overqualification among employees; a condition in which individuals believe that their abilities, education, and skills exceed the requirements of their current job. This situation brings various negative individual and organizational consequences, including increased stress, emotional exhaustion, and reduced job and life satisfaction. Objective: This study aimed to examine the mediating role of perceived person-environment fit in the relationship between perceived overqualification and employees’ psychological and behavioral outcomes, including stress, emotional exhaustion, job satisfaction, and life satisfaction. Method: This descriptive-correlational study collected data through standardized questionnaires from 358 employees working in organizations based in Tehran. The data were analyzed using path analysis. Findings: The results indicated that perceived overqualification is significantly associated with stress, emotional exhaustion, job satisfaction, and life satisfaction. Furthermore, perceived person-environment fit plays a mediating role in these relationships. Conclusion: Overall, enhancing person–environment fit can mitigate the negative effects of perceived overqualification. Paying attention to employees’ perceptions of fit with their work environment can be an effective strategy for improving their psychological well-being and satisfaction. https://jcoc.sbu.ac.ir/article_106921.html Aim: The present study was conducted with the aim of identifying and analyzing the factors creating and the consequences of employee psychological safety in the workplace. Methodology: In terms of objective, the present study is an applied research, and in terms of data collection, it belongs to the exploratory type of research. Furthermore, this research is a mixed-methods study, both qualitative and quantitative, based on the deductive-inductive philosophy. The statistical population of the research consists of experts who were selected using a purposeful sampling method based on the principle of theoretical saturation. The data collection instrument in the qualitative section is an interview, whose validity and reliability were confirmed using content validity, theoretical validity, and the inter-coder and intra-coder reliability assessment methods. Qualitative data were analyzed using the content analysis method, and quantitative data were analyzed using the fuzzy cognitive map method. Result: The results of this research indicated that the architecture of positive human resource management in the organization, the establishment of brainstorming sessions in the organization, and the dominance of an empowering leadership style in the organization were identified as the most significant factors creating employee psychological safety in the workplace. Moreover, strengthening employees’ risk-taking ability, stimulating intellectual curiosity and increasing employee self-efficacy, and encouraging positive and constructive employee voice were identified as the most significant consequences of employee psychological safety in the workplace. Conclusion: Psychological safety is recognized as a positive and appropriate phenomenon in an organization. When employees possess psychological safety, they express their feelings, https://jcoc.sbu.ac.ir/article_106966.html Objective: This study aimed to model the impact of compensation satisfaction on job satisfaction and future hope, considering the mediating role of perceived justice among employees of the Khorasan Razavi Regional Water Company. Method: The present study was applied in purpose and survey-analytical in method. The statistical population consisted of all 400 employees of the company. Using Cochran's formula and simple random sampling, a sample of 196 individuals was selected. Data were analyzed using SPSS and Smart-PLS software. Findings: The results indicated that compensation satisfaction has a positive and significant effect on both job satisfaction and future hope. Furthermore, perceived justice not only has a direct positive effect on these two variables but also acts as a mediating variable in the relationship between compensation satisfaction and job satisfaction/future hope. Conclusion: The findings emphasize the importance of designing fair and transparent compensation systems in public organizations. Enhancing compensation satisfaction, by strengthening the perception of justice, can lead to improved job satisfaction and employees' optimism about the future. Therefore, managers should establish performance-based and equitable reward systems to foster increased productivity and organizational commitment. Keywords: Compensation Satisfaction, Job Satisfaction, Future Hope, Perceived Justice. https://jcoc.sbu.ac.ir/article_106971.html The present study aimed to model the quality of life of employed women based on perceived job security, job stress, and hardiness, with the mediating role of depression. The research was conducted using a correlational design and structural equation modeling among employed women in Tehran. The statistical population consisted of female employees working in formal, contractual, and corporate sectors, of whom 288 participants were selected as the study sample. Data were collected using the World Health Organization Quality of Life Questionnaire (1996), the Job Security Scale (1376), the Osipow Occupational Stress Questionnaire (1987), the Kobasa Hardiness Scale (1982), and the depression subscale of the DASS-21 (1995). The findings indicated that perceived job security was a significant positive predictor of quality of life, whereas depression and hardiness showed significant negative direct effects on quality of life. Job stress also demonstrated a significant association with quality of life. Path analysis further revealed that depression played a significant mediating role in the relationship between perceived job security and hardiness with quality of life; however, this mediating role was not supported for the relationship between job stress and quality of life. The final model explained 52% of the variance in quality of life. The quality of life of employed women appears to depend not merely on occupational pressures but also on access to job-related resources and adaptive personal characteristics. Perceived job security and adaptive personality traits improve quality of life through reducing depression, whereas job stress primarily influences individuals’ subjective evaluation of life directly. https://jcoc.sbu.ac.ir/article_107004.html Objective: With the growing use of artificial intelligence (AI) in workplaces, understanding how this technology interacts with intra organizational social relationships has become increasingly important for explaining innovative behaviors. Therefore, this study examines the effect of AI on employees’ innovative work behavior and investigates the moderating role of organizational guanxi in this relationship. Method: This study employed a quantitative cross sectional design. The statistical population consisted of employees of the Imam Khomeini Relief Foundation, from which 220 participants were selected using stratified random sampling. Data were collected through a questionnaire and analyzed using CB SEM and PLS SEM. Findings: The results showed that artificial intelligence has a positive and significant effect on innovative work behavior (β = 0.147, p < 0.005). In addition, the interaction effect of AI and organizational guanxi on innovative work behavior was positive and significant (β = 0.392, p < 0.001), indicating a strengthening moderating role of guanxi. The coefficient of determination for innovative work behavior was R² = 0.685 and the predictive relevance index was Q² = 0.453, indicating satisfactory explanatory and predictive power of the model. The CB SEM results also confirmed acceptable model fit and the significance of structural relationships. Conclusion: The findings suggest that the influence of AI on employees’ innovative behavior becomes stronger in organizational environments characterized by trust based social relationships and effective interpersonal interactions. Accordingly, the implementation of AI technologies in organizations should be accompanied by strengthening social capital and expanding employees’ relational networks. https://jcoc.sbu.ac.ir/article_107017.html The present study aimed to explore the outcomes of career construction counseling for students seeking a change of academic field. The research approach was qualitative, employing interpretive phenomenology. The study population consisted of students seeking a field change in Qazvin city during the academic year 2024–2025, who were selected through criterion‑based purposive sampling. Data were collected using the career construction interview, which continued until data saturation was achieved with 12 participants. The data were analyzed using the method of Braun and Clarke (2006). During the thematic analysis of the "My Career Story" interview, 5 main themes, 16 sub‑themes, and 48 initial concepts were identified. The main and sub‑themes are as follows: self‑knowledge (discovering expressed interests and clarifying self-concept), Self-reflection (narratability, autobiographical writing, and awareness of psychological and social resources), Future-oriented reflection (vision and planning for the future, commitment to the future, and possible selves), reconstruction of agency (sense of empowerment and control, willingness and tendency to change, vicarious self‑efficacy, and adaptability), and decision‑making (trigger for action, identifying the similarity of the decision‑making challenge to the hero's challenge, tendency to action, and adapting the solution of the third memory to the client's problem). Constructivist career counseling, including the My Career Story interview, assessment, and feedback, supports students seeking academic major changes. It enhances self-knowledge, reflection on life narratives, agency, and future orientation, helping students move from indecision to informed, purposeful career choices. This approach effectively aids school and career counselors. 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_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_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