List of Articles employees

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  1 - The Moderating Role of Meaning at Work in the relationship between Self Leadership with Affective Capital and Affective-Collective Investment
  Maryam Rostam Pour Mohsen Golparvar
  The meaning at work through impact on individual and work goals has a significant impact on the relationship between different variables in work environments. This research was conducted with the aim of determining the moderating role of meaning at work on the relations More

  The meaning at work through impact on individual and work goals has a significant impact on the relationship between different variables in work environments. This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Isfahan city. Among them, 243 employees were selected using convenience sampling. Research instruments were self-leadership questionnaire (Houghton et al, 2012), meaning at work questionnaire (Steger et al, 2012), affective capital questionnaire (Golparvar, 2017) and affective-collective investment questionnaire (Golparvar, 2018). Data were analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. Results revealed that there is positive significant relationship between self-leadership with meaning at work, affective capital and affective-collective investment. Results of hierarchical regression analysis indicated that meaning at work moderates the relationship between self-leadership with affective capital and affective-collective investment. This means that when meaning at work is high, there is a positive significant relationship between self-leadership with affective capital and affective-collective investment (p<0.01), but when meaning at work is low, there is not a significant relationship between self-leadership with affective capital and affective-collective investment (p¬>0.05). The results show that meaning at work have high power to impact the relationship between self-leadership with affective capital and affective-collective investment Manuscript profile
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  2 - Investigating the Mediating Role of Organization-Based Self-Esteem in the Effect of Conscientiousness & Agreeableness on Task Performance & Organizational Citizenship Behavior in Employees of the National Iranian Drilling Company
  Mohammad Bagher  Kajbaf sima parizadeh Sahar  Savadkouhi Saba Gheysari
  20.1001.1.18808436.1400.25.4.11.7
  The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of conscientiousness & agreeableness on task performance and organizational citizenship behavior. The sample of study was 234 employees of the National Iranian More

  The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of conscientiousness & agreeableness on task performance and organizational citizenship behavior. The sample of study was 234 employees of the National Iranian Drilling Company who were selected using stratified random sampling. In this study, was used standard questionnaires such as personality characteristics (NEO), job performance, organizational citizenship behavior, & organization-based self-esteem, & for analyzing data, was used Path Analysis Method. The research model test showed the good fitted of the model. Examination of the direct effects indicated that conscientiousness & agreeableness have a significant & positive effect on task performance, organizational citizenship behavior, & organization-based self-esteem, & organization-based self-esteem has a significant & positive effect on task performance, & organizational citizenship behavior. Also, the indirect effects test showed that organization-based self-esteem has mediating role in the effect of conscientiousness & agreeableness on task performance & organizational citizenship behavior. Accordingly, with regard to variables such as conscientiousness, agreeableness & increase of organization-based self-esteem, the rate of task performance, & employees’ organizational citizenship behavior could be increased. Manuscript profile
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  3 - The Moderating Role of Meaning at Work in the Relationship between Self Leadership with Affective Capital and Affective-Collective Investment
  Mohsen Golparvar Maryam Rostampour
  20.1001.1.18808436.1399.24.3.3.0
  This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Is More

  This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Isfahan city. Among them, 243 employees were selected using convenience the sampling method and responded to Self-Leadership Scale, Meaning at Work Scale, Affective Capital Scale, and Affective-Collective Investment Scale. Data analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. Results revealed that there was a positive significant relationship between self-leadership and meaning at work, affective capital and affective-collective investment. The results of hierarchical regression analysis indicated that meaning at work moderated the relationship between self-leadership and affective capital and affective-collective investment. This means that when meaning at work is high, there is a positive and significant relationship between self-leadership and affective capital and affective-collective investment (p<0.01), but when meaning at work is low, there is not a significant relationship between self-leadership and affective capital and affective-collective investment (p­>0.05). The results showed that meaning at work had high power to impact the relationship between self-leadership and affective capital and affective-collective investment. Manuscript profile
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  4 - Comparison of anger rumination and interpersonal conflict in employees with and without depressive disorder symptoms
  Mehdi  Zohravand Zahra  Rezaei parviz sabahi
  <p>The aim of the present study was to compare the rumination of anger and interpersonal conflict in the workplace between employees with and without depression symptoms. The present research method was descriptive and causal-comparative and practical in terms of its pu More

  <p>The aim of the present study was to compare the rumination of anger and interpersonal conflict in the workplace between employees with and without depression symptoms. The present research method was descriptive and causal-comparative and practical in terms of its purpose. The target population was all the employees of Arak University, Islamic Azad University of Arak Branch and Payam Noor University of Arak in 1400. Based on available sampling method, 112 people were selected and placed in two groups of 56 people with and without depression symptoms. The data were analyzed through multivariate variance analysis and SPSS-23 statistical software. The results showed that there is a significant difference between the components of thoughts of anger, thoughts of revenge, memories of anger and conflict with colleagues between the two groups with and without depression symptoms. So that the group with depression symptoms had obtained higher scores of all these components than the group without depression symptoms. There was no significant difference between these two groups between the two components of knowing the causes and conflict with the supervisor (p&lt;0.05). It can be said that by identifying factors affecting depression in the workplace (such as anger and conflicts in the workplace), depression in employees can be prevented.</p> Manuscript profile