Mohammad Reza Omidi, Hadi Meftahi, Nabi Omidi,
Volume 11, Issue 1 (5-2023)
Abstract
Objectives: Employees in the oil and gas industry face various anxieties. The occurrence of corona disease and its rapid spread may increase the anxiety level of these people. The aim of this study is to investigate the mediating role of burnout in the relationship between corona anxiety and work stress.
Methods: The present study is a descriptive survey conducted in 1400. The statistical population of this research is all operational employees of Engineering and Construction Company of Oil Industries; Cochran formula was used to obtain a sample size of 310 people; the main instrument used to collect information is Corona Anxiety Scale Questionnaire, Job Burnout Questionnaire and Questionnaire. In this research, path analysis in SMART PLS software was used to analyze and test the research hypotheses.
Results: Corona anxiety has a significant effect on job burnout with coefficients (T=11.22 = 0.42, R^2) and job stress with coefficients (T=9.24 = 0.48, R^2). The effect of burnout on job stress is also significant with coefficients (T=9.24 = 0.38, R^2). The VAF effect coefficient for the effect of corona anxiety on job stress with the mediating role of burnout is equal to 0.51 and its significance coefficient is 7.52. Therefore, the mediating role of job burnout between the two variables corona anxiety and job stress was confirmed.
Conclusion: Corona anxiety has a direct and indirect negative effect on employees, and the level of corona anxiety in different industries should be reduced to improve employee performance.
Nadere Seyedahmadi, Alireza Heidari, Parviz Askari,
Volume 11, Issue 1 (5-2023)
Abstract
Objectives: The present study aimed to assess the effect of stress inoculation treatment (SIT) on occupational stress, COVID anxiety, resilience, and sleep quality of healthcare workers.
Methods: The current study was conducted based on a pre-test-post-test design with the control group. The research community consisted of healthcare workers in Ahvaz, and the research participants included 40 cases who were selected by purposeful sampling based on inclusion and exclusion criteria. The research instruments were the COVID-19 anxiety scale, resilience scale, sleep quality scale, and job stress scale. The data were analyzed in SPSS software using univariate and multivariate covariance analysis.
Results: The results of the present study demonstrated F ratios of univariate analysis of covariance for sleep quality (F=304.08 and P<0.001), COVID anxiety (F=212.99 and P<0.001), resilience (F=152.37 and P<0.001) and job stress (F=124.59 and P<0.001).
Conclusion: Due to the effectiveness of stress inoculation training on the studied variables, this training seems necessary for the health and treatment staff.
Ali Salmaninejaad, Maryam Hasani, Sahar Rezaian,
Volume 11, Issue 2 (9-2023)
Abstract
Objectives: Psychological load, such as workload, not only disrupts work performance but can also directly affect employee safety leadin to accidents. However, despite this issue, not much effort has been made to develop an assessment tool to measure the psychological burden related to the occupational safety and health of employees. Therefore, the present study was designed to validate the psychological burden scale of workers by Kim et al. (2018) from the perspective of occupational health and safety.
Methods: The statistical population of the research consisted of all the workers employed in the Eastern Alborz Company of Shahroud city, and 349 workers participated in the research using a simple random sampling method. In the present study, the mental load scale by Kim et al. (2018), the Copenhagen psychosocial scale (COPSOQ), and the occupational stress scale (HSE) were used. The data were analyzed using Pearson's correlation coefficient tests and confirmatory factor analysis using SPSS version 22 statistical software and Lisrel version 8.5.
Results: The results showed that all the components of workers' psychological burden including the overall score and the psychosocial scale and occupational stress scale have a positive and significant relationship. The results of the confirmatory factor analysis also indicated a good fit of the model in determining the factors in the initial form as proposed by Kim et al. (2018). To determine the reliability of the scale, the value of Pearson's correlation coefficient was obtained at 0.82 in the test and retest phases. Additionally, the results of this study showed that 26.1 percent of workers experienced low psychological burden, 49.6 percent experienced moderate psychological burden, and 24.4 percent experienced severe psychological burden.
Conclusion: Based on the results of the current research, the workers' mental burden scale (Kim et al., 2018) is a valid and reliable tool that can be used to evaluate the psychological burden of workers in research and intervention studies.
Mohammad Babamiri, Ramin Rahmani, Rashid Heydari Moghadam, Mehraneh Shabani,
Volume 11, Issue 2 (9-2023)
Abstract
Objectives: In work environments, job stress is the main factor that can make employees lose control and provide the opportunity for the occurrence of aggression in employees. Therefore, this study investigated the role of the effort-reward imbalance model in the occurrence of bullying in the workplace.
Methods: This study was descriptive-analytical in nature. The research population consisted of employees of one of the petrochemical plants located in the south of the country. The samples (n=202) were selected using the census sampling method. In this research, two self-report questionnaires, namely the Effort-Reward Imbalance Scale and the Questionnaire of bullying actions, were used to measure the variables. Data analysis was performed using SPSS 18 software using Pearson’s correlation coefficient and linear regression.
Results: The mean scores of the participants’ age and work experience in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were female and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-quarters of the participants were public service employees, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).
Conclusion: Employees who feel imbalanced between inputs and outputs in the job, as well as those who have the characteristic of excessive responsibility, are more likely to display negative behaviors in the form of bullying in the workplace.
Roholah Hosseini, Mojtaba Chekideh,
Volume 11, Issue 3 (12-2023)
Abstract
Objectives: Human resources are the most important capital and strategic factor in any organization, especially hospitals. Managers need to employ suitable strategies to decrease and remove job stressors to utilize this capital more effectively for enhancing the quality of hospital services. Reducing occupational plays a significant role in improving the morale and motivation among the hospital's human resources. In this research, management strategies were investigated to reduce occupational stress among human resources in Imam Reza Hospital, Zarandiya, Iran.
Methods: The current applied research was conducted based on the descriptive-analytical method. The data were collected using the field survey method. The statistical population of the research included all experts working at the Imam Reza Hospital. The samples (n=28) were selected using a snowball sampling method. The data collection tool in this research was a researcher-made matrix questionnaire in the context of the research problem. The data were analyzed by the Taxonomy technique.
Results: According to the data analysis based on the calculation of the importance coefficient of the research indicators, self-confidence with Wj = 28.1% and employee motivation and morale with Wj = 27.1% were identified as effective indicators, Moreover, based on the data analysis obtained in this research with the Taxonomy technique, among different management strategies to reduce job stress, strengthening the work environment by intimacy (confidence interval [CI]=0.469), transparency of job goals (transparency in roles and tasks, CI=5.521), and participatory management (CI=3.798) were prioritized.
Conclusion: Based on the results of this research, hospital managers need to develop and execute strategies focused on creating a more intimate work environment, transparent roles, and a collaborative management approach to alleviate employee occupational stress.
Mahnaz Rahimi, Mohammad Hassani, Hassan Ghalavandi,
Volume 11, Issue 4 (1-2024)
Abstract
Objectives: Improving employees’ welfare and supporting them has led to the success of the organization. Employees who feel supported by the company will work harder to improve their output and meet the objectives of the company. Finding factors affecting employee well-being has helped organizations to improve performance and achieve success. Therefore, this research has sought to test a model of causal factors affecting employees' well-being with the mediation of self-efficacy among the employees of Razi University of Kermanshah.
Methods: The current applied research was conducted using a descriptive-survey method for data collection. The data collection tool was a questionnaire, which was examined for face validity, convergent validity, and differential validity of the variables. Data analysis was done using a structural equation modeling approach with a partial least squares method through Smart PLs3 software. The statistical population (n=490) included all employees of Razi University of Kermanshah, among whom, 215 individuals were selected as a sample using Morgan's table.
Results: The findings showed that perceived organizational support and role ambiguity were effective on employees' well-being both directly and through the mediation of self-efficacy.
Conclusion: According to the research findings, it can be concluded that ambiguity in employee roles lead to higher emotional burnout and lower well-being, while perceived organizational support can enhance both work engagement and well-being.
Salman Khazaei, Mobin Faghih Soleimani, Saman Khosronejad, Ali Safdari, Ensiyeh Jenabi, Shokoufeh Eskandari, Erfan Ayubi,
Volume 12, Issue 1 (4-2024)
Abstract
Objectives: Various causal pathways play a role in the occurrence of depression in healthcare workers. This study aimed to assess the effect of perceived stress and insomnia on depression in healthcare workers using path analysis in Hamadan, Iran.
Methods: In this cross-sectional study, healthcare workers from Shahid Beheshti and Sina hospitals in Hamedan in 2023 were recruited. Perceived stress with two subscales of perceived helplessness and perceived self-efficacy, as well as insomnia and depression, were investigated using validated questionnaires. The path analysis was applied to assess the association.
Results: In total, 235 healthcare workers (35.7% nurses) were included. Gender, age, monthly working hours, and number of night shifts per month had a significant impact on depression (P<0.05). Path analysis demonstrated that except for the effect of perceived self-efficacy on insomnia, all standardized regression weights for relationships were statistically significant (P<0.05). The effect size of perceived helplessness on depression was the strongest compared to other relationships (standardized regression weight = 0.40). The direct effect of perceived helplessness and perceived self-efficacy on depression or insomnia as a mediator had a good fit to the data.
Conclusion: As evidenced by the obtained results, with the implementation of intervention and preventive programs to reduce stress and improve sleep, the occurrence of depression in healthcare workers is expected to decrease significantly.
Zahra Gomari, Mohsen Nazarzadeh Zare,
Volume 12, Issue 2 (7-2024)
Abstract
Objectives: The emergence of presenteeism in the organizational environment can have significant negative consequences. A key point in this regard is that the quality of leader-member exchange can influence the increase or decrease of presenteeism. Additionally, organizational commitment has a significant relationship with presenteeism. Therefore, the present study aims to analyze the relationship between leader-member exchange and organizational presenteeism among university employees through the mediating role of organizational commitment.
Methods: This descriptive-correlational method was conducted using the structural equation modeling technique. The research population consisted of all 145 male and female employees of Malayer University, and due to their small number, a census method was used to select the samples. The required data were collected using three questionnaires, namely Leader-Member Exchange, Organizational Presenteeism, and Organizational Commitment. The gathered data were analyzed in SPSS version 23 and SMART PLS version 3 software packages using descriptive statistics and inferential statistics.
Results: The research findings showed that leader-member exchange had a significant negative path coefficient (-0.271) on organizational presenteeism, leader-member exchange had a significant positive path coefficient (0.585) on organizational commitment, and organizational commitment had a significant negative path coefficient (-0.286) on organizational presenteeism, all at the 0.01 level of significance. Additionally, the indirect effect of leader-member exchange on organizational presenteeism through the mediating role of organizational commitment was significant, with a Sobel test statistic of 2.627 at the 0.05 level of significance.
Conclusion: Overall, the results of this study indicate that improving leader-member exchange as well as increasing organizational commitment can lead to a reduction in organizational presenteeism in an academic environment.
Ali Zoghi, Hamid Rahimi,
Volume 12, Issue 3 (12-2024)
Abstract
Objectives: The phenomenon of work-family conflict in organizations leads to important consequences, such as job burnout, emotional burnout, reduced job performance, and decreased individual well-being. Based on this, the aim of the present study was to investigate the effect of work-family conflict on the emotional burnout of teachers in Qom City with the moderating role of organizational support.
Methods: The research was conducted based on structural equation modeling, and the statistical population included all teachers in Qom, totaling 3,864 people, of whom 390 were selected as a sample using the Cochran formula and stratified random sampling method. Three questionnaires of work-family conflict, emotional burnout, and organizational support were used. Research data analysis was performed using SPSS version 26 and Pls software at descriptive (frequency, percentage, mean, and standard deviation) and inferential levels (structural equation model).
Results: The path coefficient of the variables showed that work-family conflict on emotional burnout (Beta=0.625, t=19.45, P=0.000) had a positive and significant effect, and perceived organizational support had a negative and significant effect on emotional burnout (Beta=0.127, t=-2.97; P=0.004).
Conclusion: Organizational support can have a moderating role in the relationship between work-family conflict and burnout. Therefore, the more the individual and his/her environmental conditions can control work-family conflict, and the more support the individual perceives from the organization, the less emotional burnout the individual will experience. Therefore, in addition to the courses it holds to increase teachers' knowledge in specialized fields, the education organization can also hold courses aimed at preparing them psychologically to deal with such stressful situations, which are sometimes unavoidable given today's life and improve their self-control and self-management skills to manage these situations.
Manizhe Afrashte Fard,
Volume 12, Issue 3 (12-2024)
Abstract
Objectives: Presenteeism is defined as a global phenomenon that causes problems for workers who are present at work but are not fully efficient due to illness, boredom, unwellness, or other medical conditions. The purpose of this study was to investigate the relationship between presenteeism and the levels of labor productivity and job stress among the employees of a company affiliated with the Ministry of Petroleum.
Methods: The study subjects (n=59) were randomly selected from among the official employees of a provincial gas company according to the Cochran formula. The data of the study were collected using the Stanford Presenteeism Scale (SPS-6) and Health and Work Questionnaire (HWQ). The one-sample t-test was used to check the significance of presenteeism among employees. Data analysis was performed in SPSS version 26 software.
Results: In this research, it was found that 27 individuals (46%) participating in the project were presentees, while 32 people (54%) were not. The results showed that there was a statistically significant relationship between presenteeism and the subcategories of productivity (r=0.003) and the subcategories of job stress (r=0.016).
Conclusion: In this research, it was found that higher levels of presenteeism led to lower productivity of the workforce and higher levels of job stress, which imposes high costs on the organization.
Ali Afshari,
Volume 12, Issue 3 (12-2024)
Abstract
Objectives: Job satisfaction is one of the most basic components of mental health, dynamism, efficiency, and creativity of employees in any job or profession. The present study aimed to determine the relationship between self-efficacy, self-regulation, and locus of control with job satisfaction in rotating shift employees of Imam Khomeini Hospital in Urmia.
Methods: The research method is correlational. The statistical population in this study included all male employees working rotating shifts at Imam Khomeini Hospital in Urmia, 150 of whom were selected as a sample based on the stratified random sampling method according to the Morgan table. This study used the Hoffman and Kashdan Emotional Self-Regulation Questionnaire, the Scherrer Self-Efficacy Questionnaire, the Rutter Locus of Control Test, and the Smith, Kendall, and Hewlett Job Satisfaction Questionnaire as data collection tools. Pearson correlation analysis and multiple regression analysis with SPSS25 were used to analyze the hypotheses.
Results: The study showed that there was a relationship between self-efficacy and job satisfaction (0.001). There is also a positive relationship between self-regulation and job satisfaction and locus of control with job satisfaction (0.001). In the components of emotional self-regulation, the relationship of all three elements of concealment, compromise, and tolerance with job satisfaction was confirmed (0.001).
Conclusion: In short, self-efficacy, self-regulation, and internal locus of control are three important factors in determining the level of job satisfaction of employees. Cultivating these characteristics in people can help increase job satisfaction and, as a result, improve the performance and productivity of organizations.
Kamyar Rostamabadi, Yadollah Hamidi, Mohammad Babamiri, Leili Tapak, Zahra Toosi,
Volume 12, Issue 4 (2-2025)
Abstract
Objectives: Health centers are the first level to provide care, and job performance is important to achieving the goals of the health systems. One of the factors that affects job performance is organizational culture. Therefore, the present study aimed to determine the relationship between organizational culture and employee job performance.
Methods: The present cross-sectional study (descriptive-analytical) was conducted on 210 employees in one of the health centers of Kermanshah province using the census method in the years 2021-2022. Standard questionnaires were used to collect information, including the Denison Standard Organizational Culture Questionnaire and the Employee Job Performance Evaluation Questionnaire. The collected information was entered into SPSS (version 25) software and analyzed with statistical tests. A significance level of less than 0.05 was considered.
Results: There is a direct and significant relationship between the dimensions of organizational culture and employee job performance (P<0.05). Age and work experience had an inverse relationship with the dimensions of employee job performance (quality of work and initiative). Gender had a significant relationship with the organizational leadership dimension, and marital status had a significant relationship with initiative (P<0.05).
Conclusion: Organizational culture has a direct and significant relationship with the dimensions of employee job performance; therefore, by improving organizational culture, we can witness effective and sustainable changes in job performance. In addition, some demographic variables are also related to the level of employee job performance, and organization managers should pay attention to these variables when hiring.
Nabi Omidi, Maryam Shokri, Hadi Meftahi, Mohammadreza Omidi, Farshid Modiri,
Volume 13, Issue 2 (8-2025)
Abstract
Objectives: Hidden withdrawal profiles, as subtle behavioral patterns in the workplace, can significantly influence key indicators of human resource performance. This study aimed to analyze the impact of these profiles on "turnover intention", "career intentions", and "job performance" among employees of Bustan Hospital in Ahvaz, Iran.
Methods: This applied, descriptive-survey research included 240 hospital staff members. Using Cochran's formula, 146 completed questionnaires were analyzed. Data were collected using standardized and validated instruments in the field of organizational behavior. Statistical analyses were conducted using SPSS and SmartPLS software; moreover, measurement validity and reliability were confirmed through KMO, Bartlett, AVE, CR, and Rho-A indices.
Results: Path analysis results indicated a significant positive relationship between hidden withdrawal profiles and turnover intention (β=0.636, t=13.297); however, there were significant negative effects on career intentions (β=-0.482, t=9.519) and job performance (β=-0.803, t=21.079). All t-values exceeded 1.96, and P-values were below 0.001.
Conclusion: Hidden withdrawal behaviors play a critical role in reducing performance and increasing turnover tendencies. The findings highlight the need for early identification of such behavioral patterns and the implementation of psychological and managerial interventions to enhance motivation and employee retention.
Simindokht Kalani, Mandana Katebi, Farzin Emamifar,
Volume 13, Issue 2 (8-2025)
Abstract
Objectives: The interaction between work and family roles can result in various outcomes, including work-family conflict or enrichment. The way individuals manage the boundaries between these two domains plays an essential role in shaping the quality of this interaction, with work-related rumination being a common manifestation of role integration. The present study aimed to assess the relationship of work-related rumination with work-family conflict and enrichment.
Methods: This cross-sectional study included 330 employees from an industrial organization in Isfahan, selected via convenience sampling. Participants completed questionnaires measuring work-family conflict, work-family enrichment, work-related rumination, positive and negative work reflection, the Irritation scale, as well as the subscales of excessive commitment and Wok Obsession/Inability to Recover. Data were analyzed using stepwise regression analysis.
Results: Among the nine types of work-related rumination, cognitive Irritation (P<0.001), affective rumination (P<0.001), and negative reflection (P<0.001) predicted work-family conflict and together explained 56% of its variance. Problem-solving pondering (P<0.001), positive reflection (P<0.001), and negative reflection (P=0.003) predicted work-family enrichment and explained 12% of its variance.
Conclusion: Work-related rumination does not necessarily have a negative impact on work–family relations and may lead to different outcomes depending on its nature. Certain types of rumination may facilitate the transfer of beneficial work experiences to the family domain. These results highlight the importance of examining the consequences of specific forms of work-home integration rather than broadly rejecting any integration.
Roholah Hosseini , Soheila Azami,
Volume 13, Issue 4 (1-2026)
Abstract
Objectives: The UK Health and Safety Institute believes that the factors that cause occupational stress can be examined through a set of management standards, such as demand, change, support from officials, support from colleagues, communication, control, and role domains. The current study aimed to investigate the seven domains that cause occupational stress and their relationship with the occupational performance of Health Deputy Staff of Medical Sciences in Saveh, Iran, during the COVID-19 pandemic.
Methods: This was an applied and cross-sectional study. The census method was used in the present study. The study sample consisted of 316 individuals selected from the Health Deputy staff of Saveh University of Medical Sciences, Saveh, Iran, in 2022. To investigate the management of occupational stress and the staff performance, the standard questionnaires for occupational stress assessment (HSE) and the Patterson performance assessment were used. Data were analyzed using SPSS software (version 26).
Results: The results of this study showed that with the increase in the total score of occupational stress as well as the domains of role, demand and changes, the total score of staff's occupational performance increased significantly (P < 0.001), while this relationship for the variables of the communication domain (P = 0.06), the support of officials (P = 0.82), the support of colleagues (P = 0.28) and control (P = 0.18) were not significant. After adjusting for the confounding effects of seven domains on job performance, the role variable had the most significant impact on changes in staff's performance scores (P < 0.001).
Conclusion: The demand domain score suggests that high work pressure and longer working hours significantly impact staff stress. Therefore, it is recommended that the workload and schedule be adjusted to the capacity, working conditions, and staff's abilities through an organizational planning review.
Farzin Emamifar, Simindokht Kalani,
Volume 13, Issue 4 (1-2026)
Abstract
Objectives: The rapid integration of artificial intelligence (AI) in workplace environments has transformed job structures, automated tasks, and altered employees' work experiences. This study aimed to examine the relationship between employees' attitudes toward AI and occupational depression, with the mediating roles of perceived job insecurity and perceived job fit.
Methods: In this descriptive–correlational study, 261 employees of the Telecommunication Company of Kerman Province, Iran, were selected using convenience sampling and completed the Schepman & Rodwav (2020) Attitudes Toward Artificial Intelligence Scale, Nassasira (2020) Job Insecurity Questionnaire, Shafi Abadi and Rezaei (1997) Occupational Self-Concept Questionnaire, and Bianchi and Schonfeld (2020) Occupational Depression Inventory. The conceptual model was tested using partial least squares structural equation modeling.
Results: Positive attitudes toward AI were associated with a significant reduction in occupational depression (b = -0.12, P = 0.038), decreased job insecurity (b = -0.501, P < 0.001), and increased job fit (b = 0.471, P < 0.001). Job insecurity showed a positive relationship with occupational depression (b = 0.417, P < 0.001), whereas job fit showed a negative relationship (b = -0.243, P < 0.001). Job insecurity (b = -0.209, P < 0.001) and job fit (b = -0.114, P = 0.002) mediated the relationship between attitudes toward AI and occupational depression.
Conclusion: A positive attitude toward AI reduces occupational depression by decreasing job insecurity and increasing job fit. These findings highlight the importance of fostering positive attitudes toward AI through training, role redesign, and transparent communication within organizations to strengthen employees' psychological security and perceived job fit.
Maryam Shokri, Jafar Nasir Nateri,
Volume 14, Issue 1 (3-2026)
Abstract
Background and Objective
With the rapid expansion of smart city initiatives, municipal employees' productivity challenges have become a critical organizational and service delivery issue. This study aimed to design an integrated model of transformational leadership, smart city technologies, and organizational ergonomics to enhance the efficiency and performance of municipal employees in smart cities.
Methods
This mixed-methods study consisted of qualitative and quantitative phases. In the qualitative phase, in-depth interviews were conducted with 18 elite experts and senior managers, and data were analyzed using Braun and Clarke's six-phase thematic analysis (256 initial codes, 41 sub-themes, 4 main themes). In the quantitative phase, the conceptual model was tested through a researcher-developed questionnaire administered to 238 employees from Tehran Municipality District 8 (96.36% response rate). Data analysis was performed using PLS-SEM in Smart PLS 4 software with 5000 bootstrap subsamples.
Result
Qualitative analysis identified 4 main themes: transformational leadership, smart city technologies, organizational ergonomics, and employee efficiency/performance. Quantitative results demonstrated excellent model fit (R²=0.78, Q²=0.56, SRMR=0.051, NFI=0.95). All three dimensions had significant positive effects on efficiency; transformational leadership exhibited the strongest effect with a path coefficient of 0.46 (t=8.47, f²=0.42), identified as the primary predictor.
Conclusion
The integrated model of transformational leadership, smart city technologies, and organizational ergonomics provides an effective framework for analyzing and enhancing municipal employees' efficiency in smart cities. This approach is expected to improve service efficiency and citizen satisfaction. The findings underscore the need to shift from purely technology-driven approaches to a systemic, human-centered perspective integrating leadership, technology, and job design.
Amir Ehsan Zahedi,
Volume 14, Issue 1 (3-2026)
Abstract
Background and Objectives: Nurses, as the largest professional group in the health system, are affected by the level of communication and sharing networks in their work environments due to their constant contact with patients and other members of the treatment team. The aim of the study is to investigate the role of social capital on key indicators of nurses' performance.
Methods: The study is quantitative. The time frame of the study is spring and summer 2025. The population is nurses at the University of Medical Sciences of Markazi Province, and a sample of 180 selected using a simple random method. Data analysis performed using structural equation modeling (SEM) using Smart PLS 3.0 software.
Results: Cognitive, relational, and structural dimensions of social capital have a positive effect on nurses' participation and social cohesion. The cognitive dimension has the greatest effect on social participation with a coefficient of 0.541. Social participation and cohesion also have a positive effect on nurses' retention and satisfaction. Social participation has a greater effect on retention with a coefficient of 0.641.
Conclusion: Explaining common goals, creating an atmosphere based on trust, mutual respect, and social support in the workplace, designing structures such as interdisciplinary work teams, and professional nursing networks can help increase social participation and cohesion among nurses and ultimately lead to increased job satisfaction and a desire to stay in the organization.
Fatemeh Beki, Hamid Rahimi,
Volume 14, Issue 2 (6-2026)
Abstract
Purpose: Job vitality is one of the most key psychological components in the workplace that is affected by several factors. The present study aimed to predict teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement.
Method: 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 of job engagement, job vitality, person-job fit, person-organization fit, and workload. Through Cronbach's alpha coefficient, the reliability of the person-organization fit questionnaire obtained equal to 0.72, person-job fit 0.80, workload 0.75, job engagement 0.795, and job vitality 0.84. Data analysis was performed using SPSS24 and Smart PLS software’s.
Result: 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, according to the findings, 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 with job and organization, enhancing job engagement, and reducing teachers' workload can be used as key strategies to improve motivation and vitality in the education system, and the results of this study can also be a guide for education managers to improve the work climate and enhance the psychological capabilities of teachers.
Somaye Zarei Fathabadi, Maryam Khosravizad, Maryam Damarchiloo, Masumeh Damatlu Abhari,
Volume 14, Issue 2 (6-2026)
Abstract
Background and Objective: Hospital environments, due to the nature of their services, are considered among the most stressful work environments, which pose a serious challenge to the mental health of employees. This study was conducted with the aim of designing and testing a structural model of psychological well-being among the clinical and administrative staff of Milad Hospital in Tehran. Given the study's focus on a specialized medical center, the results are more generalizable to similar hospital environments, and caution should be exercised in generalizing them to other sectors of the healthcare system.
Methods: This study employed a mixed-methods (sequential exploratory) approach. In the qualitative phase, using interpretive phenomenology and 16 in-depth interviews with experts, the main goal of this study was to examine the impact of living environments, analyzed using MAXQDA 2020. In the quantitative phase, based on the qualitative findings, a 30-item questionnaire was developed and distributed among 300 hospital employees. Data analysis and fitting of the final model were performed using Covariance-Based Structural Equation Modeling (CB-SEM) in LISREL 8.8 software.
Results: In the qualitative phase of the study, three main themes—personality traits, psychological capital, and job stress—were identified, along with a total of 30 sub-themes. The results of the quantitative model testing indicated that the conceptual model demonstrated a good fit (χ²/df = 2.36, CFI = 0.93, RMSEA = 0.063). The findings confirmed that psychological capital (β = 0.48) and personality traits (β = 0.41) had positive and significant effects, while job stress (β = -0.33) had a negative and significant effect on psychological well-being (p < 0.001).
Conclusion: The results of this study emphasize the necessity of moving from approaches merely based on efficiency and performance control (tool-based management) toward human-centered approaches in healthcare human resource management.
