درخت حوزه‌های تخصصی

Objective: The objective of this study was to evaluate the effectiveness of Bowen intergenerational family therapy on reducing marital conflicts and enhancing interpersonal forgiveness. Methodology: This research employed a quasi-experimental design with pre-test, post-test, and follow-up phases, incorporating a control group. The statistical population consisted of families who visited the counseling and psychology center in District 1 of Karaj in 2023. Eight families were selected through convenience and voluntary sampling and were randomly assigned to experimental and control groups, each comprising four families. Data were collected using the Differentiation of Self Inventory, the Forgiveness Questionnaire, and the Marital Conflict Questionnaire. The intervention, based on Bowen intergenerational therapy, was conducted over eight weekly group sessions, each lasting 90 minutes. Data analysis involved univariate and multivariate covariance analyses using SPSS software. Findings: The findings revealed that Bowen intergenerational therapy significantly impacted both marital conflicts and interpersonal forgiveness. Specifically, the experimental group showed a marked decrease in marital conflict scores from 154.1 (SD = 11.3) in the pre-test to 139.4 (SD = 10.9) in the post-test, which remained stable at 139.2 (SD = 10.3) in the follow-up phase. Similarly, interpersonal forgiveness scores increased from 78.4 (SD = 5.7) in the pre-test to 114.2 (SD = 9.9) in the post-test and remained at 111.1 (SD = 8.9) during the follow-up phase. These changes were statistically significant compared to the control group, which showed no significant changes. Conclusion: The study concludes that Bowen intergenerational family therapy is effective in reducing marital conflicts and enhancing interpersonal forgiveness. The findings align with previous research, underscoring the therapy's potential to address relational issues and improve emotional regulation within families.

 Objective: The purpose of this study was to compare personality traits, Perceived Social Support, and interpersonal relationships between two groups of prisoners: those who successfully reintegrated into society and those who re-offended.Methods: This research employed a causal-comparative method. The statistical population consisted of all individuals with a prison record in the central prison of Tehran city within the last 10 years (from 2014 to 2024). The sample size was 159 individuals (88 recidivists and 71 successfully reintegrated individuals), selected through purposive sampling in two groups: recidivists and successfully reintegrated individuals. Participants were assessed using NEO-Five Factor Inventory (NEO-FFI), The Multidimensional Scale of Perceived Social Support (MSPSS), and the Barton Communication Test Revised. The data were then entered into SPSS-22 statistical software for analysis and analyzed using analysis of variance and independent t-tests.Results: The findings revealed that among personality traits, significant differences between the two groups were observed only in the two dimensions of extraversion (P < 0.001) and conscientiousness (P < 0.001), as well as in the total score of Perceived Social Support (P < 0.003) and interpersonal relationships (P < 0.003). The comparison of means indicated that the meaning of these dimensions was higher in the successfully reintegrated group.Conclusion: Based on the findings, it can be concluded that psychological variables such as extraversion and conscientiousness personality traits, as well as Perceived Social Support and appropriate interpersonal relationships, play a crucial role in successful reintegration into society and prevent re-offending.

The present study sought to examine the effects of hope therapy and compassion therapy on rumination, depression, and erroneous beliefs within employees of organizations in Shiraz city. The statistical population included workers from Shiraz city during 2023 and 2025. The research methodology was experimental, including a design that contained both pre-test and post-test components, as well as experimental and control groups. In this pilot study, among the employees who scored one standard deviation below the mean on rumination, depression, and false beliefs questionnaires, 45 individuals were randomly selected and divided into two experimental groups and one control group. The overall count of people in each of the three groups was 15 people. The members of the initial experimental group participated in hope therapy training together over the course of 8 sessions. The second experimental group participated in compassion therapy for a total of eight sessions. In contrast, the control group did not receive any training. Ultimately, a post-test was given to all three groups. A follow-up examination was carried out after two months too. Covariance analysis was employed for data evaluation. The results showed that both hope therapy and compassion therapy helped with rumination, depression, and inaccurate beliefs among employees, with no significant difference in their effectiveness on rumination. However, compassion therapy was found to be more effective than hope therapy in addressing beliefs. Additionally, hope therapy had a greater effect on employees' depression compared to compassion therapy. It can be inferred that training in hope therapy and compassion therapy has led to decreased rumination, depression, and misguided beliefs among staff, with this enhancement remaining consistent throughout the three-month follow-up duration.

The aim of this study was to examine job stress and job burnout in native and non-native teachers. This study employed a causal-comparative design. The research focused on all native and non-native teachers of Chabahar city in the academic year 2024-2025. Out of the group, 104 individuals were chosen (52 native teachers and 52 non-native teachers) through convenience sampling. Data were gathered using the Osipow's (1987) Job Stress Questionnaire and Maslach’s (1981) Job Burnout scale. Data were examined through both descriptive statistics and multivariate analysis of variance. Based on the results, native and non-native teachers showed varying levels of job stress (p < .05). In simpler terms, non-native teachers scored higher on scales of overload, role ambiguity, role-related tasks, responsibility, and stress related to the physical environment compared to native teachers. Also, non-native teachers scored higher on burnout subscales including emotional exhaustion and depersonalization compared to native teachers (p < .01). From the findings, it can be concluded that teachers' native and non-native backgrounds can lead to a significant difference in their job stress and burnout.

The purpose of this study was to assess how socio-demographic factors affect quality of life, emotional intelligence, and organizational commitment among employees of transmittal companies in Sistan and Baluchestan Province, Iran. The sample included 268 employees from the Sistan and Baluchestan Transmittal Company who were selected through a convenience sampling method. The Quality of Life Scale created by Dueby et al. (1988), Singh's Emotional Intelligence Scale (2004), and the Organizational Commitment Scale by Khan and Mishra (2002) were employed for gathering data. The results from one way ANOVA indicated that individuals aged 31-40 years and those aged 41 years and older exhibited notably higher average mean scores for quality of life in comparison to the 22-30 years age group. However, people between 22 and 30 demonstrated notably higher average scores in emotional intelligence compared to those in the 31-40 age group and individuals aged 41 and older. The results of the independent t-test revealed that male employees achieved significantly greater average scores on quality of life compared to their female counterparts. The results from the one-way ANOVA indicated a notable difference in quality of life scores; employees with 11-20 years and those with 21 or more years of experience showed significantly higher average mean scores in quality of life compared to employees with less than 10 years of experience.