University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 Validation and standardization of two job- personality questionnaires, DISC Personality Profiler and Hogan Personality Inventory, among personnels of IRANs Refinery and Distribution of Petroleum Products Company Validation and standardization of two job- personality questionnaires, DISC Personality Profiler and Hogan Personality Inventory, among personnels of IRANs Refinery and Distribution of Petroleum Products Company 1 20 24249 10.22108/cbs.2018.100399.0 FA Narjes Fasihizadeh Department of Psychology, faculty of Educational Sciences and Psychology, , University of Isfahan , Isfahan, Iran Sayed Hamid Reza Oreyzi Samani Department of Psychology, faculty of Educational Sciences and Psychology, , University of Isfahan , Isfahan, Iran Hamed Shahbazi Assistant Professor of Mechanics, University of Isfahan, Isfahan, Iran Journal Article 2016 11 16 Most of the present personality measurement instruments of the country are for judging about the people in clinical contexts and they are not so much applicable in organizational contexts. Therefore, this study was conducted to investigate psychometric attributes of DISC Personality Profiler (Carlson Learning Institution, 1994) and Hogan Personality Inventory (HPI, Hogan, Hogan, 1995) and their concurrent criterion validity with Myers Briggs Type Indicator (Myers, Brigs,1962) and HEXACO(Ashton, Lee,2000) in two independent studies. Samples were 230 personnel in the first, and 300 personnel in the second study selected via simple randomized technique from Isfahan Refinery and Distribution of Petroleum Products Company. Data were analyzed with percentile rank, Pearson correlation and confirmatory factor analysis .The results confirm concurrent validity of DISC and HPI. Normalization of two primary personality instruments in organizational environment. These results show that these instrument can be used in HR significant practices namely personnel selection, classification and effective succession planning. Most of the present personality measurement instruments of the country are for judging about the people in clinical contexts and they are not so much applicable in organizational contexts. Therefore, this study was conducted to investigate psychometric attributes of DISC Personality Profiler (Carlson Learning Institution, 1994) and Hogan Personality Inventory (HPI, Hogan, Hogan, 1995) and their concurrent criterion validity with Myers Briggs Type Indicator (Myers, Brigs,1962) and HEXACO(Ashton, Lee,2000) in two independent studies. Samples were 230 personnel in the first, and 300 personnel in the second study selected via simple randomized technique from Isfahan Refinery and Distribution of Petroleum Products Company. Data were analyzed with percentile rank, Pearson correlation and confirmatory factor analysis .The results confirm concurrent validity of DISC and HPI. Normalization of two primary personality instruments in organizational environment. These results show that these instrument can be used in HR significant practices namely personnel selection, classification and effective succession planning.

https://cbs.ui.ac.ir/article_24249_e16b49fefb5ae75d3d4e453477eaa525.pdf

University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 Role of Voluntary Learning in the Effect of Organization-based Self-esteem and Role-based Self-efficacy on Perception of Employability Role of Voluntary Learning in the Effect of Organization-based Self-esteem and Role-based Self-efficacy on Perception of Employability 21 38 25364 10.22108/cbs.2020.122678.1407 FA Mehdi Yazdanshenas Department of Business Management, Faculty of Management and Accounting, Allameh Tabataba`i University, Tehran, Iran. Narges Validad Department of Business Management, Faculty of Management and Accounting, Allameh Tabataba`i University, Tehran, Iran. Journal Article 2020 04 23 The purpose of this study was to investigate the effects of organization-based self-esteem and role-based self-efficacy on perception of employability. In this research, the moderating role of voluntary learning was considered as well. This research was an applied survey by purpose and a descriptive-correlation one by method. Statistical population consisted of all of the Tavanir staff in Tehran that includes 420 employees and among them 200 employees were selected randomly as the research sample. Research tools consisted of three questionnaires of Edmondson`s voluntary learning questionnaire (1999), Wittekind`s employability questionnaire (2010), Pierce and Gardner`s organization-based self-esteem questionnaire (2004), and Parker`s role-based self-efficacy questionnaire (1998). The validity of these questionnaires was tested through construct validity and content validity and their reliability was examined by alpha Cronbach coefficient as well as composite reliability. Research hypotheses and model were tested according to structural equation modeling. Findings confirmed the positive and significant effect of organization-based self-esteem and role-based self-efficacy on perception of employability. In this regard, in addition to confirming the direct impact of voluntary learning on the perception of employability, its moderating role in the impact of organizational self-esteem and role-based self-efficacy on the perception of employability was also confirmed. Finally, it can be said that paying attention to voluntary learning and the dimensions of employees' self-concept and promoting them can lead to important and positive results in terms of employees' perception of employability. The purpose of this study was to investigate the effects of organization-based self-esteem and role-based self-efficacy on perception of employability. In this research, the moderating role of voluntary learning was considered as well. This research was an applied survey by purpose and a descriptive-correlation one by method. Statistical population consisted of all of the Tavanir staff in Tehran that includes 420 employees and among them 200 employees were selected randomly as the research sample. Research tools consisted of three questionnaires of Edmondson`s voluntary learning questionnaire (1999), Wittekind`s employability questionnaire (2010), Pierce and Gardner`s organization-based self-esteem questionnaire (2004), and Parker`s role-based self-efficacy questionnaire (1998). The validity of these questionnaires was tested through construct validity and content validity and their reliability was examined by alpha Cronbach coefficient as well as composite reliability. Research hypotheses and model were tested according to structural equation modeling. Findings confirmed the positive and significant effect of organization-based self-esteem and role-based self-efficacy on perception of employability. In this regard, in addition to confirming the direct impact of voluntary learning on the perception of employability, its moderating role in the impact of organizational self-esteem and role-based self-efficacy on the perception of employability was also confirmed. Finally, it can be said that paying attention to voluntary learning and the dimensions of employees' self-concept and promoting them can lead to important and positive results in terms of employees' perception of employability.

https://cbs.ui.ac.ir/article_25364_e4a3ad551bf0eda2e44798e7fd1d55af.pdf

University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 Designing & Testing Model of the Relationship between Entrepreneurial Leadership & Turnover Intention of Employees with Mediating Role of Affective Commitment & Moderating Role of Person-Organization Fit Designing & Testing Model of the Relationship between Entrepreneurial Leadership & Turnover Intention of Employees with Mediating Role of Affective Commitment & Moderating Role of Person-Organization Fit 39 56 25365 10.22108/cbs.2020.123557.1418 FA Sima Parizadeh Ph.D. Student in Industrial & Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran Fariba Pahlevani MA. in Industrial & Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran Kiomars Beshlideh Professor of Industrial & Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran Journal Article 2020 07 15 The turnover intention is a satisfaction & consciously, voluntarily & measured desire to leave the organization. The turnover intention imposes direct and indirect costs on the organization that can cause a disruption in the organization's performance. One of the variables that has an important role in prediction of turnover intention of employees is the entrepreneurial leadership. The aim of this study was to investigate the role of entrepreneurial leadership in turnover intention of employees with mediating role of affective commitment and moderating role of person-organization fit. Statistical population includes all 570 employees of a manufacturing company in Ahwaz. The sample of study was 183 employees who were selected using Morgan table. For collecting data, was used standard questionnaires such as entrepreneurial leadership (Thornberry, 2006), turnover intention (Cammann et al, 1979), affective commitment (Allen & Meyer, 1990), & person-organization fit (Scroggins, 2003), & for analyzing data, were used structural equation modeling & regression analysis (AMOS-22 & SPSS-22). Based on the results, the final model had good fitness (RMSEA= 0.06, CFI=0.94, GFI= 0.96). Also, the findings indicated that entrepreneurial leadership had an indirect effect on turnover intention by mediating role of affective commitment, & person-organization fit moderated the relationship between affective commitment & turnover intention. According to the results of the present study, it is recommended to managers of organizations that for reducing the turnover intention of employees pay attention to important variables such as entrepreneurial leadership, affective commitment & person-organization fit, until by this way to reduce the rate of turnover intention of employees, exorbitant costs of hiring and training new employees, decreased productivity, & the loss of experienced and skilled employees. The turnover intention is a satisfaction & consciously, voluntarily & measured desire to leave the organization. The turnover intention imposes direct and indirect costs on the organization that can cause a disruption in the organization's performance. One of the variables that has an important role in prediction of turnover intention of employees is the entrepreneurial leadership. The aim of this study was to investigate the role of entrepreneurial leadership in turnover intention of employees with mediating role of affective commitment and moderating role of person-organization fit. Statistical population includes all 570 employees of a manufacturing company in Ahwaz. The sample of study was 183 employees who were selected using Morgan table. For collecting data, was used standard questionnaires such as entrepreneurial leadership (Thornberry, 2006), turnover intention (Cammann et al, 1979), affective commitment (Allen & Meyer, 1990), & person-organization fit (Scroggins, 2003), & for analyzing data, were used structural equation modeling & regression analysis (AMOS-22 & SPSS-22). Based on the results, the final model had good fitness (RMSEA= 0.06, CFI=0.94, GFI= 0.96). Also, the findings indicated that entrepreneurial leadership had an indirect effect on turnover intention by mediating role of affective commitment, & person-organization fit moderated the relationship between affective commitment & turnover intention. According to the results of the present study, it is recommended to managers of organizations that for reducing the turnover intention of employees pay attention to important variables such as entrepreneurial leadership, affective commitment & person-organization fit, until by this way to reduce the rate of turnover intention of employees, exorbitant costs of hiring and training new employees, decreased productivity, & the loss of experienced and skilled employees.

https://cbs.ui.ac.ir/article_25365_b0e45ac293a2d31c3e173bb0a31d3a27.pdf

University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 Evaluation of the effectiveness of human givens therapy (HGT) on reducing depression, anxiety and irrational beliefs of divorced women Evaluation of the effectiveness of human givens therapy (HGT) on reducing depression, anxiety and irrational beliefs of divorced women 57 76 25074 10.22108/cbs.2020.124296.1425 FA Roohallah Karami Department of Counseling and Psychology, Faculty of Humanities, Hormozgan University, Iran Eghbal Zarei Department of Counseling and Psychology, Faculty of Humanities, Hormozgan University, Bandar Abbas, Iran Seyed Reza Fallah Chay Department of Counseling and Psychology, Faculty of Humanities, Hormozgan University, Bandar Abbas, Iran Maryam Sadeghifard Department of Counseling and Psychology, Faculty of Humanities, Hormozgan University, Bandar Abbas, Iran Journal Article 2020 08 04 This study aimed to investigate the effectiveness of human givens therapy (HGT) on reducing anxiety, depression, and irrational beliefs of divorced women. This study is a quasi-experimental study with pre-test and post-test with the control group and follow-up test. The statistical population of this study includes all divorced women in Shahrekord. The sample consisted of 30 divorced women who were selected by the available sampling method by referring to family courts, counseling centers, or by referring to the health center and were randomly divided into experimental and control groups. HGT was performed in 7 weekly sessions. Beck Anxiety Inventory (1990), Beck Depression Inventory (1978), and Jones Irrational Belief Inventory (1967) were used to collect data. Repeated analysis of variance and Bonferroni post hoc test was to analyze the data used. The results of repeated analysis of variance test showed that treatment of human givens (HGT) in divorced women was effective on anxiety (F = 30.87, P <0.001), depression (F = 22.38, P <0.001), and irrational beliefs (F = 2323.02, P <0.001). And this treatment was able to reduce their depression, anxiety, and irrational thoughts significantly. Also, the results of the Bonferroni test showed that the effect of human givens therapy (HGT) was after four months maintained. From the findings of the present study, it appears that HG was able to reduce the anxiety, depression, and irrational beliefs of divorced women by focusing on changing mental patterns and emphasizing inherent resources. This study aimed to investigate the effectiveness of human givens therapy (HGT) on reducing anxiety, depression, and irrational beliefs of divorced women. This study is a quasi-experimental study with pre-test and post-test with the control group and follow-up test. The statistical population of this study includes all divorced women in Shahrekord. The sample consisted of 30 divorced women who were selected by the available sampling method by referring to family courts, counseling centers, or by referring to the health center and were randomly divided into experimental and control groups. HGT was performed in 7 weekly sessions. Beck Anxiety Inventory (1990), Beck Depression Inventory (1978), and Jones Irrational Belief Inventory (1967) were used to collect data. Repeated analysis of variance and Bonferroni post hoc test was to analyze the data used. The results of repeated analysis of variance test showed that treatment of human givens (HGT) in divorced women was effective on anxiety (F = 30.87, P <0.001), depression (F = 22.38, P <0.001), and irrational beliefs (F = 2323.02, P <0.001). And this treatment was able to reduce their depression, anxiety, and irrational thoughts significantly. Also, the results of the Bonferroni test showed that the effect of human givens therapy (HGT) was after four months maintained. From the findings of the present study, it appears that HG was able to reduce the anxiety, depression, and irrational beliefs of divorced women by focusing on changing mental patterns and emphasizing inherent resources.

https://cbs.ui.ac.ir/article_25074_4ac04cd3e4690b7a9736fc17a0d39c4a.pdf

University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 A Survey on the Relationship between Personal and Organizational Spirituality with Job Engagement: Meaning of Work Mediating Role A Survey on the Relationship between Personal and Organizational Spirituality with Job Engagement: Meaning of Work Mediating Role 77 90 25366 10.22108/cbs.2020.121525.1384 FA Iman Hakimi Assistant Professor, Faculty of Business Management & IT Management, Payame Noor University, Tehran, Iran Journal Article 2020 02 25 Humans can find personal significance through work, and so work can be considered as the foundation and center of human life. Therefore, the purpose of the present study is to investigate how the personal and organizational spirituality of nurses can improve the perception of meaningful work and job engagement. The statistical population of the study consisted of all nurses working in Rafsanjan University of Medical Sciences in 2019, which 270 of them were selected applying cluster random sampling. The research instruments included individual spirituality questionnaire, organizational spirituality questionnaire, utrecht work engagement questionnaire and meaning of work questionnaire. Data was analyzed using Lisrel 8.8 software and by structural equation modeling approach.Findings indicate that although individual spirituality does not enhance nurses' experiences of meaningful work, this construct (Z=.29, T= 4.05), together with organizational spirituality (Z=.31, T= 4.27), can be considered as antecedents of job engagement. Finally, the evidence confirms the relative mediating role of meaning of work in the relationship between organizational spirituality with job engagement in the study population (= 5.09, T 1.96). According to the findings of this study, if managers of health centers seek to enhance the meaning of work experience and job engagement as a result of it in their nursing staff, they should first focus on spiritual orientation in organizational culture and then on improving the spiritual health of their staff. Humans can find personal significance through work, and so work can be considered as the foundation and center of human life. Therefore, the purpose of the present study is to investigate how the personal and organizational spirituality of nurses can improve the perception of meaningful work and job engagement. The statistical population of the study consisted of all nurses working in Rafsanjan University of Medical Sciences in 2019, which 270 of them were selected applying cluster random sampling. The research instruments included individual spirituality questionnaire, organizational spirituality questionnaire, utrecht work engagement questionnaire and meaning of work questionnaire. Data was analyzed using Lisrel 8.8 software and by structural equation modeling approach.Findings indicate that although individual spirituality does not enhance nurses' experiences of meaningful work, this construct (Z=.29, T= 4.05), together with organizational spirituality (Z=.31, T= 4.27), can be considered as antecedents of job engagement. Finally, the evidence confirms the relative mediating role of meaning of work in the relationship between organizational spirituality with job engagement in the study population (= 5.09, T 1.96). According to the findings of this study, if managers of health centers seek to enhance the meaning of work experience and job engagement as a result of it in their nursing staff, they should first focus on spiritual orientation in organizational culture and then on improving the spiritual health of their staff.

https://cbs.ui.ac.ir/article_25366_a028d4cd66f9d6ce995cf6e45fd7569d.pdf

University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 9 1 2019 05 22 The effect of Mindfulness on Attention and Comprehension in Children with Specific Learning Disability with Impairment in Reading The effect of Mindfulness on Attention and Comprehension in Children with Specific Learning Disability with Impairment in Reading 91 104 25196 10.22108/cbs.2020.124500.1433 FA Shahrooz Nemati Associate Professor Psychology and Educational Sciences, University of Tabriz, Tabriz, Iran Rahim Badri Professor Psychology and Educational Sciences, University of Tabriz, Tabriz, Iran Zahra Khani-Salavat MA. in Psychology and Educational Sciences, University of Tabriz, Tabriz, Iran Journal Article 2020 08 16 The current research aimed to study the effectiveness of mindfulness training on attention and comprehension in children with a specific learning disability with impairment in Reading. To assess the impact of mindfulness therapy the quasi-experimental design titled pre-test post-test with a control group was used. In the same vein, 30 specific learning disabilities with impairment in reading students were selected through connivance sampling method from the special learning disability educational and rehabilitation centers in the city of Tabriz in 2017-2018. The Close test and Continuous Performance Test were used to gathering the data in pre and post-test. The experimental group was consisted of 15 participants and was matched with 15 typical students in the control group. Analysis with covariance (MANCOVA) revealed a significant difference between experimental and control groups. The experimental group had been improved in attention and comprehension as a result of the intervention. Results indicated that the program was successful in improved attention and comprehension as a dependent variable. it also could be used with other basic psychological processes related to specific learning disability and other neurodevelopmental disorders groups. The current research aimed to study the effectiveness of mindfulness training on attention and comprehension in children with a specific learning disability with impairment in Reading. To assess the impact of mindfulness therapy the quasi-experimental design titled pre-test post-test with a control group was used. In the same vein, 30 specific learning disabilities with impairment in reading students were selected through connivance sampling method from the special learning disability educational and rehabilitation centers in the city of Tabriz in 2017-2018. The Close test and Continuous Performance Test were used to gathering the data in pre and post-test. The experimental group was consisted of 15 participants and was matched with 15 typical students in the control group. Analysis with covariance (MANCOVA) revealed a significant difference between experimental and control groups. The experimental group had been improved in attention and comprehension as a result of the intervention. Results indicated that the program was successful in improved attention and comprehension as a dependent variable. it also could be used with other basic psychological processes related to specific learning disability and other neurodevelopmental disorders groups.

https://cbs.ui.ac.ir/article_25196_fc2c5b5a94c92ecf2a792552b5fcb4cb.pdf