Journal of

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The aim of this research was to study  the validity and reliability of the Gratitude Questionnaire -6 (GQ-6, Emmons, McCullough & Tsang,2002) in a sample of  high school students (100 girls and 100 boys) in Birjand. The validity of the questionnaire were evaluated with content validity, item analysis (item – total correlations), convergent validity and factor analysis. The reliability of the mentioned questionnaire, studied through: test–retest, Cronbach’s Alpha, and split – half reliability. The results indicated that the scale had satisfied item analysis, convergent validity, internal consistency, test–retest and split–half reliability. Factor analysis yielded one general factor. Taken together, the results of this study indicated that the GQ-6 possesses good psychometric qualities for use in Iran.

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Employees expect respect from their co-workers and supervisors and guarantee of job security which is appropriate for their efforts in the workplace. Also, those with overcommitment to work need to be more supported. A set of these variables are included in the effort-reward imbalance model. The objectives of this study were to assess validity of the ERI model and its effects on fatigue, emotional exhaustion, physical health and psychosomatic complaints. To test validity of ERI model, a sample of 235 personnel of an industrial company in Isfahan, Iran, was selected. To measure predictor variables, ERI questionnaire (Zurlo, Pes & Siegrist, 2010) was used. To measure criterion variables Including fatigue, emotional exhaustion, physical health and psychosomatic complaints, fatigue scale (Chalder & et al,1993),emotional exhaustion scale(Malach,1998),Physical health scale (Hilderbrandt & et al, 1991) and psychosomatic complaints scale(Driken,1969) were used respectively.  Factor analysis of ERI scale elicit four subscale namely job security, respect, effort and overcommitment with favorable stability. The results showed that there was a positive relation between two subscales of respect and job security and criterion variables. There was also a negative relation between two subscales of effort and overcommitment and criterion variables. The results of this study can be of prime importance for the improvement of personnel’s health in the industrial environments.

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The aim of the current research was to investigate the relationship between the emotional exhaustion and organizational citizenship behavior by considering organizational citizenship behavior directed at individual (OCBI) as a moderator variable. Population of the current research included personnel of Karoon Oil & Gas Production Company and of this population, 144 persons were selected through random stratified sampling method. Measurement tools of the study were organizational citizenship behavior questionnaire developed by Podsakoff et al (1990), Maslash Burnout Inventory (1981). Data was analyzed through hierarchical regression analysis.Findings indicated that there was significant negative relationship between the emotional exhaustion and organizational citizenship behavior. OCBI moderated relationship between the emotional exhaustion and organizational citizenship behavior (OCB).Namely, in high OCBI there was significant negative relationship between the emotional exhaustion and organizational citizenship behavior, but in low OCBI this relationship disappeared. Confronting the emotional exhaustion, the managers should support personnel, so that more resources could be invested on the performances by the personnel.

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Organizational downsizing brings about the change of work-related demands for the remaining employees following the modification. This change can lead to the psychological tension and psychosomatic complaints among the staff. However, goal engagement control strategies can decrease these negative outcomes. The aim of this research was to investigate the effect of control strategies and work-related demands on the psychosomatic complaints and psychological tension. Participants of the study included 624 personnel of an industrial company who were selected randomly and then responded to the research instruments namely work-related demands, control strategies, psychosomatic complaints and psychological tension scales. Findings indicated that the relation between the work-related demands and the psychosomatic complaints and that the relation between the work-related demands and the psychological tension were negative and these relations were higher in the group with more lack of goal engagement. Also, the interaction effect was significant. So the use of goal engagement control strategies in stressful situation can decrease the negative effects of work-related demands and can buffer against the psychosomatic complaints and psychological tension.

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The aim of this study is investigating the simple relationship of subjective well-being, personality and work-family conflict, and examining the mediation role of subjective well-being in relationship of these two variables through structural equation modeling. The statistical populations were workers of an Isfahanian industrial company which 217 workers were selected randomly among them. Instruments were work-family conflict questionnaire, vitality scale, life orientation test and NEO-FFI.  Results showed that relation of work-family conflict, agreeableness, conscientiousness, optimism and vitality are significant. Structural equation model also was significant and the mediation role of optimism and vitality in relation of agreeableness and conscientiousness with work-family conflict was confirmed. In fact these personality characteristics increase the level of optimism and vitality, and finally improve the psychological supply through influencing individuals' coping strategies and resource accessing. It can lead to better managing of work and family responsibilities and decreasing the conflict between these two areas.