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Integrated Model of Municipal Employees' Efficiency and Performance Based on Transformational Leadership and Smart City Technologies
Maryam Shokri, Jafar Nasir Nateri,
Volume 14, Issue 1 (3-2026)
Abstract
Objectives: 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.
Results: Qualitative analysis identified 4 main themes, namely 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. Moreover, 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.

Analysis of the Role of Social Capital Development in the Improvement of the Quality of Nurses' Performance (Case Study of Markazi University of Medical Sciences and Health Services in Iran)
Amir Ehsan Zahedi,
Volume 14, Issue 1 (3-2026)
Abstract
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 present study aimed to investigate the role of social capital on key indicators of nurses' performance.
Methods: The study is considered quantitative, and the time frame includes spring and summer 2025. In addition, the population involved nurses at the University of Medical Sciences in Markazi Province, Iran, and a sample of 180 was selected using a simple random method. Data analysis performed using structural equation modeling (SEM) with the Smart PLS (version 3.0) software.
Results: The cognitive, relational, and structural dimensions of social capital positively affect 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 objectives, 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.

Developing a Structural Model of Employee Psychological Well-being Based on Occupational Stress, Personality, and Psychological Capital
Somaye Zarei Fathabadi, Maryam Khosravizad, Maryam Damorchiloo, Masoumeh Damarloo Abhari,
Volume 14, Issue 2 (6-2026)
Abstract
Objectives: Hospital environments, due to the nature of their services, are considered among the most stressful work settings, posing a serious challenge to the employees' mental health. This study aimed to design and test 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 when 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 study's main goal was to examine the impact of living environments. Data were analyzed using MAXQDA (version 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 model fitting were performed using Covariance-Based Structural Equation Modeling (CB-SEM) in LISREL (version 8.8).
Results: In the qualitative phase of the study, three main themes—personality traits, psychological capital, and job stress—were identified, along with 30 sub-themes. 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. In contrast, job stress (β = -0.33) had a negative and significant effect on psychological well-being (p < 0.001). Among these variables, psychological capital was the strongest positive predictor of psychological well-being.
Conclusion: The results of this study underscore the need to move from approaches based solely on efficiency and performance control (tool-based management) toward human-centered approaches in healthcare human resource management. This approach considers mental health, employees' lived experiences, and their psychological capital as key components in organizational decision-making and the design of workplace interventions. In this framework, strengthening psychological capital can serve as a balancing resource, reducing the negative effects of job stress and contributing to the sustainability of psychological well-being in hospital settings.

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)
Fatemeh Beki, Hamid Rahimi,
Volume 14, Issue 2 (6-2026)
Abstract
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.

The Impact of Transformational Leadership on Psychological Well-Being: The Mediating Roles of Job Satisfaction and Employees’ Work Engagement
Hamideh Abbasi, Amir Miguni,
Volume 14, Issue 3 (10-2026)
Abstract
Background and Objectives : The present study aimed to investigate the impact of transformational leadership on psychological well-being, with a focus on the mediating roles of job satisfaction and employees’ work engagement.
Methods :  This study was applied in terms of purpose and employed a descriptive-survey research design. The statistical population consisted of 200 employees of the Central Organization of the Technical and Vocational University in Tehran. Based on Cochran’s formula, 131 employees were selected using simple random sampling. Data were collected using the questionnaire developed by Abolnaser et al. (2023). The validity of the research instrument was established through face and content validity, while its reliability was confirmed using Cronbach’s alpha coefficient. Data were analyzed using Structural Equation Modeling (SEM) through SmartPLS software.
Results : The findings indicated that transformational leadership had positive and significant effects on job satisfaction, employees’ work engagement, and psychological well-being. Moreover, job satisfaction and employees’ work engagement had positive and significant effects on psychological well-being. The results also demonstrated that both job satisfaction and employees’ work engagement significantly mediated the relationship between transformational leadership and psychological well-being.
Conclusion : Overall, the findings suggest that educational organizations can enhance employees’ psychological well-being by adopting a transformational leadership style and strengthening job satisfaction and work engagement, thereby contributing to sustainable productivity.
 

Psychosocial Factors of Job Burnout Among Elementary School Teachers: The Role of Parental Expectations, Collaboration, and Respect for Teachers’ Professional Status
Kiumars Azizmalayeri, Emad Sormei,
Volume 14, Issue 3 (10-2026)
Abstract
Background and Objective: Occupational burnout is one of the major psychosocial factors affecting teachers’ occupational health and may have substantial individual and organizational consequences. This study aimed to predict occupational burnout among elementary school teachers based on psychosocial factors related to parents’ interactions with schools.
Methods: This descriptive correlational study was conducted during the 2024–2025 academic year among elementary school teachers in Borujerd, Iran. The study sample consisted of 384 teachers, determined based on the Krejcie and Morgan table. Data were collected using a researcher-developed questionnaire assessing psychosocial factors associated with the role of parents in teachers’ occupational burnout and the Maslach and Jackson Burnout Inventory. Cronbach’s alpha coefficients for the two questionnaires were 0.87 and 0.84, respectively. The content and construct validity of the researcher-developed questionnaire were also confirmed at an acceptable level. Data were analyzed using Pearson’s correlation coefficient and multiple regression analysis.
Results: Significant relationships were found between teachers’ occupational burnout and parents’ unrealistic organizational expectations, parental cooperation in educational and pedagogical activities, parents’ awareness of educational and pedagogical responsibilities, and parents’ respect for teachers’ professional status. The regression model was statistically significant, and parents’ unrealistic organizational expectations were the strongest predictor of occupational burnout, with a standardized beta coefficient of 0.63.
Conclusion: Managing parental expectations, clarifying reciprocal responsibilities, and strengthening family–school communication and collaboration may contribute to creating a supportive psychosocial environment and reducing occupational burnout among teachers.
 
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