Job satisfaction

Objective: The aim of the study was to investigate the effect of organizational support on life satisfaction and job satisfaction of female coaches in Isfahan with the mediating role of work-family conflict. Methods:  It was a descriptive – field study and a practical one. The research population was female coaches in Isfahan and 206 coaches in sport complexes were selected through convenience sampling. Cammann’s questionnaire (1983) was used to evaluate job satisfaction, and Diener et al.'s (1985) questionnaire was used to measure life satisfaction. Netemeyer et al.’s questionnaire (1996) was used to assess work-family conflict, and organizational support scale of Eizenberger et al. (1996) was used for measuring organizational support. The reliability of questionnaire was confirmed by Cronbach’s alpha; and content, face and structural validity were also conducted to investigate the questionnaire validity. To measure the validity and fitness of the model, structural equation modeling by AMOS20 has been applied. Results: The findings demonstrated that “Organizational support” had a significant effect on “work-family conflict” (β= -0.37), “Job satisfaction” (β= 0.54), “Life satisfaction” (β= 0.48). In addition, “work-family conflict” had a significant effect on “Job satisfaction” (β= -0.31), and “Life satisfaction” (β= -0.26). Moreover, the Sobel test confirmed the role of the mediating variable. The fit indices also confirmed the research model fitness. Conclusion: According to the role of organizational support in decreasing the work-family conflict as well as the effect of work-family conflict on job satisfaction and life satisfaction, to pave the way for presence of females in sport field, sports organizations should plan their strategies by focusing on the concepts and results of this research.

Aim: Due to the employment of female partners in the workforce, the number of couples who are both employed has increased recently. This problem has an impact on marital life and even job performance, even if it helps to improve family income. This study aimed to investigate the path analysis model of interpersonal trust, controlling behaviors, marital distress and job satisfaction in the dual-earner couples. Methods: The research is the correlational and structural equations type, and the statistical population of the research includes dual-earner couples working in the city of Isfahan in 1402, from which 120 people were selected by convenience sampling method. To measure the variables, the interpersonal trust scale (Johnson George and Swap, 1982), the controlling behavior scale (Graham Kwan and Archer, 2005), the marital distress questionnaire (Schneider, 1979) and the job satisfaction scale (Judge and Bono, 2000) were used. For data analysis, Pearson's correlation coefficient and structural equation modeling were used using SPSS software version 25 and Smart-Pls software version 3. The mediation analysis was done by bootstrap test. Results: The findings show that based on the value of 0.465 for the index G.O.F., the path analysis model of interpersonal trust, controlling behaviors, marital distress and job satisfaction is suitable, and the bootstrap test and confidence interval showed that controlling behaviors mediates the relationship between interpersonal trust and marital distress, and marital distress mediates the relationship between interpersonal trust and controlling behaviors with job satisfaction. Conclusion: It is recommended that in order to lessen marital misery and enhance work satisfaction, couples should get training aimed at fostering trust and reducing controlling tendencies.

This study aimed to investigate the relationship between job satisfaction and rganizational citizenship behavior and personality traits city staff Lorestan. The research objective of the application and the method of data collection, descriptive, correlative to-be conducted in 1394. The study population of 500 municipal employees Lorestan 217 employees were selected using Cochran formula The selection of the sample, simple random sampling method was used. Datas were collected using standard questionnaires and through statistical tests t, Friedman test and Spearman correlation were analyzed. The main results showed that job satisfaction and organizational citizenship behavior and personality traits among municipal staff Lorestan 0.99 there is a significant level of confidence.

Objective: The purpose of the study was to ascertain the association of family functioning with job satisfaction and job security in female teachers of secondary schools in Isfahan City. Methods: The sample consisted of 103 female teachers of secondary schools in Isfahan City, selected through convenience sampling. To collect the data, the Family Assessment Instrument Questionnaire (FAD) by Epstein et al. (1983), the Minnesota Job Satisfaction Questionnaire (MSQ) by Weiss et al. (1967), and the Job Security Questionnaire (JSQ) by Nisi et al. (2008), were used to collect the data. Pearson correlation coefficient and Structural Equation Modeling using SPSS – IBM 22 and Smart PLS 3 were run to analyze the data. Results: Job satisfaction was positively associated with family functioning and its subscales. Job security was significantly positively associated with general family functioning and its subscales. Eventually, the results of structural equation modeling indicated that general family functioning was positively associated with job security (p<.05), but it did not have any significant association with job satisfaction. Conclusion:  It is concluded that family functioning has a unique effect on the job security of female teachers, but it does not have a significant effect on satisfaction.

Women in developing countries have competed to initiate an identity and make a capacity for themselves and show their abilities at work environment. The study was intended to examine whether cross - cultural differences exist with regard to job satisfaction, quality of work Life and emotional intelligence between Indian and Iranian female university employees. This study is a causal – comparative study. The sample size including 93 female employees from University of Sistan and Baluchestan and 70 employees from Delhi University that were randomly chosen for this research and they completed the measures of Job Satisfaction, Quality of Work Life and Emotional Intelligence. For analysing the data One – Way MANOVA was performed. The findings illustrated that there was significant cross – cultural differences on job satisfaction, job and career, homework interface, working conditions, sensitivity, maturity, and competency with regard to gender. The significant finding was that Iranian female employees felt more entitled than did Indian female employees.

Management is an effective and goal-oriented process that guides an organization. This guidance involves five sequential functions: planning, organizing, leading, coordinating, and controlling and evaluating. The fundamental knowledge of management, or the management process, has been present even in ancient civilizations such as those of the Iranians, Egyptians, Sumerians, and others. In Islamic civilization, we have had grand and civilizational management systems. Today, the successful implementation of an HSE (Health, Safety, and Environment) management system depends on the participation of all employees. Given that job satisfaction can influence employee performance, this study aims to model the relationship between job satisfaction and the HSE performance of Pars Oil and Gas Company employees. The statistical population of this research consists of all employees of Pars Oil and Gas Company (N = 5300). Using Cochran's formula and simple random sampling, 360 employees were selected as the sample. The data collection tool was a questionnaire, and to ensure its validity, the opinions of several university faculty members were used. Cronbach's alpha coefficient was applied to confirm the reliability, yielding values of 0.79 for job satisfaction and 0.83 for HSE performance. The results indicate a positive and significant relationship between job satisfaction and HSE performance (P-value < 0.01). The regression results show that, in two steps, the indices of job natureand security and safety, which had the highest impact on HSE performance, were included in the analysis. In the first step, the job nature index explains 59% of thevariance in the response variable (HSE performance), and in the second step, with the inclusion of the security and safety index, this figure increases to 63%

The purpose of this research was to examine the mediating role of psychological resilience in the relationship between dimensions of job burnout with organizational commitment and job satisfaction among teachers. This research was descriptive and correlational in nature. The statistical population included all teachers in District 2 of Zahedan city in 2025, from which 223 individuals (144 women and 79 men) were selected through Stratified random sampling. To collect data, the Maslash (1985) burnout questionnaire, Smith et al.'s (1969) job satisfaction questionnaire, Allen and Meyer's(1991) organizational commitment questionnaire, and Connor and Davidson's(2003) resilience questionnaire were used. For data analysis, SPSS-26 software (for descriptive statistics and Pearson correlation coefficient) and Smart PLS-4 (for path analysis ) were used. Results showed that there is a negative and significant relationship between dimensions of job burnout (emotional exhaustion and depersonalization) with psychological resilience, organizational commitment, and job satisfaction, while personal accomplishment has a positive and significant relationship with these variables. Path analysis indicated that psychological resilience plays a significant mediating role in the relationship between dimensions of job burnout (personal accomplishment, depersonalization, and emotional exhaustion) and job satisfaction, but does not have a significant mediating role in the relationship between these dimensions and organizational commitment. The research model was able to explain 68 percent of the variance in job satisfaction, 46 percent of the variance in organizational commitment, and 46 percent of the variance in psychological resilience.

Purpose: The purpose of this study was to investigate the relationship between job interest and economic conditions with the social status of physical education teachers (Case study of Hamadan province) . Method: The present study is a descriptive survey and field study. In order to collect data, a researcher-made questionnaire was used. After confirming its validity by experts, the reliability was confirmed with the participation of 11 university professors, with a Cronbach's alpha coefficient of 0.87. The research population consisted of 800 physical education teachers in Hamadan province. The statistical sample was estimated to be 367 people using Morgan table and finally 235 questionnaires were returned and examined. Research data were analyzed using SPSS software . Results: The results showed that there is a significant difference between the mean of job interest components and economic factor in the sample with the average of the population. Conclusions: In other words, the interest of teachers is higher than average, and the economic factor and receiving high benefits have not led to the choice of teaching job.

Research on stress-causing variables in the teaching profession often documents an interplay between teacher burnout and its correlates. This study brings forth concerns about the contribution of teacher/school climate, job satisfaction and self-efficacy as the hypothesized predictors of occupational burnout among EFL teachers. Using multiple regression analyses, a descriptive correlational model was examined against the survey data collected from a sample of 198 Iranian EFL teachers. The results showed significant inverse relations between dimensions of teacher/school climate and dimensions of burnout, showing teacher/school climate as a significant negative predictor of burnout (p <.05, R2=.20, β=-.447). The results also revealed the significant role of teacher satisfaction and teacher self-efficacy in predicting aspects of burnout (p <.05). The two variables were also found as mediator of the effect of teaching climate on dimensions of burnout, showing a perspective of interaction between contextual factors and individual resources. Given the effects of teacher/school contextual stressors and their direct or indirect influence on teachers’ vulnerability to burnout syndrome, the implications of the findings are discussed in view of teacher training and intervention programs.

The concepts of work-related satisfaction, happiness, and burnout have received increasing attention in psychological research. As the field of translation studies is interdisciplinary, it has consistently drawn inspiration from various fields in the humanities, including psychology. Since sworn translators play a crucial role in translation communities, the present article aimed to look into job-related satisfaction, happiness, and burnout utilizing a qualitative interview-based approach and Iranian sworn translators as participants. The findings revealed that sworn translations involved challenges and occasionally unpleasant aspects; nonetheless, the majority of participants reported feeling satisfaction and happiness in terms of the job in general, the translation process, and their income. Furthermore, this profession has led several participants to experience fatigue, stress, nervousness, sleep disturbances, and indigestion, but the most frequent manifestations of burnout are mental exhaustion and pain in the neck, arms, hands, and eyes. These findings can be helpful for sworn translators and policymakers seeking solutions or preventing negative consequences.

Introduction: Work conscientiousness is a fundamental component of professional ethics and is a sense of internal commitment to comply with the requirements that have been agreed upon in relation to work. In this regard, the present research, titled the model for measuring the level of work conscientiousness as a fundamental component of professional ethics and organizational factors affecting it. Material and Methods: The method used in this research is descriptive-analytical and the statistical population in the present study is all employees of the Ilam Province Red Crescent Society, which are 272 people, 160 of whom were selected using the Morgan table and a simple systematic sampling method. The instrument used in this study was a researcher-made questionnaire. Data analysis was carried out using SPSS software and using descriptive statistics and Pearson correlation and multivariate regression tests, as well as the structural equation modeling method with Amos software. Results: Based on the findings of the study, among the individual factors, the variables of age and education level have a significant relationship with work conscientiousness. Also, among the independent factors, there was a significant difference between organizational justice and organizational alienation with work conscientiousness. Also, the results of factor analysis showed that organizational justice, awareness of role ambiguity, organizational alienation, and job satisfaction, respectively, have the greatest impact on explaining the main variable of the study. Conclusion: A number of factors affecting work conscientiousness, such as an individual's personality, have their own complexities that, if needed, are less likely to be changed and manipulated. However, a number of factors affecting work conscientiousness are acquired and can be inhibited as they have been learned.