Reza Sephahvand; Mahdieh Vishlaghi; Fatemeh Alaviematin
Abstract
Perceived Overqualification is a common experience in the workplace; However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the ...
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Perceived Overqualification is a common experience in the workplace; However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the purpose of this research was to investigate the effect of Perceived Overqualification on Counterproductive Work Behaviors by considering the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion. This research is an applied one in terms of purpose and the method of data is descriptive-survey. The statistical population of this study was the employees of the Gas Company of West Azerbaijan Province. Based on simple random sampling method, 225 people were selected for the sample. The main tool for data collection was a questionnaire. Data analysis and testing of research hypotheses were performed using structural equation modeling. The results showed that employees’ perception of their Perceived Overqualification leads to their counterproductive work behaviors; In addition, the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion in this relationship was confirmed.
Niloofar Habibzadeh Shirazi; Sayyed Mohsen Allameh
Abstract
The purpose of this study was to determine the effect of personal values on burnout with the mediating effect of psychological empowerment with support of Isfahan Gas Company. The research method was descriptive and correlation type. The statistical population of this research was employees and ...
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The purpose of this study was to determine the effect of personal values on burnout with the mediating effect of psychological empowerment with support of Isfahan Gas Company. The research method was descriptive and correlation type. The statistical population of this research was employees and managers of the Gas Company of Isfahan Province, among which 214 people were formed as sample size. Data were collected by questionnaires. The content validity of the questionnaires was approved by the experts. The reliability of the questionnaire was calculated and it was desirable and 0.77. In this research, descriptive and inferential statistical tests were used and software was used for analyzing these tests. According to research findings, personal values have a negative effect on job burnout, emotional exhaustion, depersonalization, and personal performance reduction, and has a positive effect on psychological empowerment. Also, empowerment has a negative effect on job burnout. The role of empowerment mediator in the impact between personal values on job burnout was also confirmed. According to the results of this research, Gas Company of Isfahan Province may increase organizational performance by increasing passion and satisfaction of employees.
Morteza Moradi; HamidReza Jalilian
Abstract
Review of organizational cynicism is one of the most important behavioral issues that affect the performance and the efficiency of effective organizational effectiveness. Cynicism can have a variety of causes and consequences, this study aims to assess the causes and consequences of cynicism in the field ...
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Review of organizational cynicism is one of the most important behavioral issues that affect the performance and the efficiency of effective organizational effectiveness. Cynicism can have a variety of causes and consequences, this study aims to assess the causes and consequences of cynicism in the field of organizational change. Research purpose and use and the nature and descriptive-survey correlation. The study population consisted of all hospital Mehr Malayer (180) persons. Based on Morgan sampling table 123 personas as samples were selected. A questionnaire tool whose reliability was assessed by Cranach's alpha of 7.0 assessment was approved. Validity was assessed using confirmatory factor analysis. To test the hypotheses by LISREL software and structural equation modeling was used. The results of tests show, injustice caused organizational cynicism. The relationship between boss and subordinate is inversely related to organizational cynicism. Organizational cynicism on attitudes related to work organization and had negative effect. Organizational cynicism increased alienation. Organizational cynicism unethical behavior and emotional exhaustion and turnover intentions had positive effect. But the perceived support and psychological breach of contract did not have a significant effect on organizational cynicism.
