Working women

Aim: the present paper aims at investigating the mediating role of marital conflict about work-family conflict and working women’s job burnout. Method: this research is a descriptive-correlation study. The sample includes 200 women working in Tehran hospitals in 1400, who were chosen through convenient sampling method. In order to collect data, a questionnaire about work-family conflict, job burnout, and marital conflict was used. Moreover, in order to analyze the data, Pearson’s coefficient of correlation was used and AMOS-24 and SPSS-25 were used for path analysis. Results: results showed that there is a significant positive relationship between marital conflict and job burnout (β=0.391, P˂0.001). Work-family conflict also has a significant positive relationship with marital conflict (β=0.221, P˂0.001). According to regression and path analysis, work-family conflict cannot prognosticate job burnout on its own and can express job burnout changes through marital conflict (β=0.086, P˂0.001). Conclusion: due to their traumatic workplace, working women fall under the influence of work stress, which shall lead to job burnout if marital conflict heightens.

The present research was conducted with the aim of comparing the effectiveness of reality therapy and schema therapy on the perfectionism of working women. The materials and methods of this research are Quasi-experiment with a pre-test and post-test design. The statistical population consists of working women based in Shiraz. First, a number of 150 working women completed Hill et al.'s perfectionism inventory (2004), then 45 individuals who had the higher scores compared to the rest, were selected and randomly placed in three groups of 15, including two experimental groups and one control group; and then the first experimental group was exposed to 8 sessions of reality therapy and the second experimental group was exposed to 8 sessions of schema therapy and the control group did not receive any intervention. The information obtained from covariance analysis was analyzed with the SPSS software. The findings obtained from the covariance analysis showed that both methods led to a significant reduction in the perfectionism of the participants of the experimental groups. Among the two types of therapy, schema therapy had a greater effect in reducing perfectionism; but there was no significant difference between the two methods in reducing perfectionism. Based on the results, both reality therapy and schema therapy can be used to reduce the perfectionism of working women.

This study aimed to examine the relationship between empathy and self-esteem with workplace violence against female employees in language institutes in Mashhad. The present study was descriptive-correlational, and sampling was conducted using the convenience method. The final sample included 138 employees who completed online questionnaires, including the Jolliffe and Farrington Empathy Questionnaire (2006), the Eysenck Self-Esteem Questionnaire, and the Workplace Violence against Women Questionnaire (Salehipour, 2021). Data were analyzed using Pearson correlation tests and multiple regression analysis. The results indicated that empathy (β=.332, p<0.001) and self-esteem (β=.170, p=0.037) are significant predictors of workplace violence against women. Empathy showed a stronger effect than self-esteem, highlighting the importance of developing emotional skills in the workplace. The findings of this study can contribute to the design of educational programs and organizational interventions to reduce workplace violence.Workplace violence is a prevalent and complex phenomenon that can have detrimental effects on the psychological, physical, and social well-being of employees. This phenomenon is defined as any behavior or action occurring in the workplace that aims to harm others, exert control over them, or create stress. The importance of examining this issue lies not only in its direct impacts on individuals but also in its broader implications for productivity, job satisfaction, and interpersonal relationships in the workplace (Lim et al., 2022). Workplace violence manifests in various forms, each presenting unique challenges and requiring effective management by organizations.