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Volume 14, Issue 2 (Iranian Journal of Ergonomics 2026)
Iran J Ergon 2026, 14(2): 168-178 |
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Beki F, Rahimi H. Predicting Teachers' Job Vitality Based on The Variables of Person-Job Fit, Person-Organization Fit, Workload, and Job Engagement (Case Study: Teachers in Ardakan City). Iran J Ergon 2026; 14 (2) :168-178
URL: http://journal.iehfs.ir/article-1-1142-en.html
URL: http://journal.iehfs.ir/article-1-1142-en.html
1- Department of Education, School of Humanities, University of Kashan, Kashan, Iran
2- Department of Education, School of Humanities, University of Kashan, Kashan, Iran ,dr.hamid.rahimi@kashanu.ac.ir
2- Department of Education, School of Humanities, University of Kashan, Kashan, Iran ,
Abstract: (2410 Views)
Objectives: Job vitality is one of the most important psychological components in the workplace and is affected by several factors. The present study aimed to predict teachers' job vitality based on person-job fit, person-organization fit, workload, and job engagement.
Methods: This study is quantitative in nature and applied in purpose. The statistical population of the study consisted of teachers in schools in Ardakan City, of which 263 people were selected using convenience sampling. The data collection tools included standard questionnaires measuring job engagement, job vitality, person-job fit, person-organization fit, and workload. Based on Cronbach's alpha, the reliability of the person-organization fit questionnaire was 0.72, person-job fit 0.80, workload 0.75, job engagement 0.795, and job vitality 0.84. Data analysis was performed using SPSS (version 24) and SmartPLS software (version 3).
Results: The findings showed that all four variables of workload, person-organization fit, person-job fit, and job engagement have a significant effect on job vitality. However, job engagement (β=0.574) is the strongest positive predictor, and workload (β=-0.098) is the main factor reducing job vitality in the study population.
Conclusion: Paying attention to the fit between the person and the job and organization, enhancing job engagement, and reducing teachers' workload can serve as key strategies to improve motivation and vitality in the education system. The results of this study can also guide education managers in improving the work climate and enhancing teachers' psychological capabilities.
Methods: This study is quantitative in nature and applied in purpose. The statistical population of the study consisted of teachers in schools in Ardakan City, of which 263 people were selected using convenience sampling. The data collection tools included standard questionnaires measuring job engagement, job vitality, person-job fit, person-organization fit, and workload. Based on Cronbach's alpha, the reliability of the person-organization fit questionnaire was 0.72, person-job fit 0.80, workload 0.75, job engagement 0.795, and job vitality 0.84. Data analysis was performed using SPSS (version 24) and SmartPLS software (version 3).
Results: The findings showed that all four variables of workload, person-organization fit, person-job fit, and job engagement have a significant effect on job vitality. However, job engagement (β=0.574) is the strongest positive predictor, and workload (β=-0.098) is the main factor reducing job vitality in the study population.
Conclusion: Paying attention to the fit between the person and the job and organization, enhancing job engagement, and reducing teachers' workload can serve as key strategies to improve motivation and vitality in the education system. The results of this study can also guide education managers in improving the work climate and enhancing teachers' psychological capabilities.
Keywords: Individual-Job Fit, Job Engagement, Job Vitality, Organization-Individual Fit, Teachers, Workload
Type of Study: Research |
Subject:
Industrial and Organizational Psychology
Received: 2026/04/12 | Accepted: 2026/06/22 | ePublished: 2026/06/22
Received: 2026/04/12 | Accepted: 2026/06/22 | ePublished: 2026/06/22
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This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
