Journal of Counseling Research

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Aim: The Covid Pandemic has 19 different psychological effects such as stress, anxiety, fear, etc., and various family consequences on employed people. This study was designed and conducted to identify the psychological consequences and family challenges caused by coronary conditions in employed people. Methods: This study was conducted with a qualitative approach and phenomenological method. The statistical population was employed people in Tehran in 1399, which included criteria such as having worked in that job for a year and working in governmental, non-governmental, service, health, freelance and .... organizations. The statistical sample includes 16 people who were purposefully and accessibly selected. Semi-structured interviews were used to collect information. claizi's descriptive phenomenological approach was used to analyze the data. Results: The findings of this study were identified in the form of main categories and sub-categories. In reviewing the results from the 3 general questions extracted from the research, 16 main categories of negative emotions, occupation, recreation, vitality, order, stress, care, opportunity, education, communication and physical problems, negative impact, tolerance, positive impact, no problem And telecommuting was achieved. Conclusion: The results of this study showed that the corona virus pandemic in Iran is a new and unpredictable experience for all people that has negative and different psychological effects on the working community. Therefore, it is suggested that psychological interventions be performed to improve mental health and reduce the psychological consequences of the working community.

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Aim: The purpose of this study was to determine the effectiveness of strengths-based career counseling on career exploration, career self-efficacy and dysfunctional career thoughts regulation among unemployed graduates. Methods: study was a quasi-experimental research with a pre-post-follow up design and a control group. Research population consisted of all unemployed female graduates in city of Islamabad Gharb in 2018. Convenient sampling method was employed and through inclusion criteria, 28 individuals were selected and then randomly assigned to experimental and control groups (14 in each group). The intervention involved four 90-minute weekly sessions using strengths-based career counseling. The control group did not receive any intervention. Career exploration survey, career self-efficacy scale and dysfunctional career thoughts scale were used to collect data. Data was analyzed using ANCOVA statistical method. Findings: The results showed that there is a significant difference at the post-test stages between experimental and control group in career exploration (P <0.001; F = 68.66; P <0.001; F = 102.99), career self-efficacy (P <0.001; F = 34.31; P <0.001; F = 47.94) and dysfunctional career thoughts (P <0.001; F = 7.89; P <0.001; F = 88.22). Also this difference is stable over the time, at the follow up in three month. Conclusion: It is recommended that executive directors and education officials conduct strengths-based career counseling for students on a large scale.

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Aim: The aim of this study was to compare job adaptation indicators for men and women in crisis. Methods: The present research method is mixed (qualitative-quantitative). Families living in city of Sarpolzahab who remained in their city after the Kermanshah earthquake and adapted to the conditions of their area of ​​residence were the sample population. Cluster random sampling method was used to select the sample members. Five districts were selected from the total number of families living in city of Sarpolzahab, in which 380 families were selected as the research sample. A researcher-made questionnaire was used to measure job adaptation to crisis. The construction and adjustment of this questionnaire was obtained through statistical themes from qualitative data. In the present study, the total validity coefficient of the job matching questionnaire with crisis was 0.886. Multivariate analysis of variance was used to analyze the data and Tukey post-hoc test results were reported in more detail. Findings: The findings showed that the components of professional adaptation (professional occupations based on ability and skill, professional occupations based on knowledge and professional occupations based on motivation) did not differ significantly between men and women. Conclusion: Based on the findings of the present study, it can be concluded that due to the crisis, women and men, due to their gender roles, the necessary adaptation happened in the crisis and no significant difference was found between them in terms of job adaptation.

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Abstract
Aim: The aim of this study was to compare the effectiveness of three methods of career counseling (cognitive-social, cognitive information processing, constructivism) and acceptance and commitment counseling on students' affective capital on ninth grade students. Method: The research method was quasi-experimental with pre-test and post-test design for five groups. The study population was all ninth grade female students in one of the education districts of Isfahan in the 99-98 academic year. The sample consisted of 100 female students who were selected by available and multi-stage sampling based on entry and exit criterias. And were assigned to four experimental groups and one control group (20 people in each group). The research tool was the Emotional Capital Questionnaire (Golparvar, 2016). While the control group did not receive any training, none of the eight experimental groups received training related to each method. All groups were evaluated by research tools before and after the trainings. Results: The collected data were analyzed at two levels of descriptive (mean and standard deviation) and inferential statistics (multivariate analysis of covariance). The results showed that in comparison with control group there were no effects on feeling energy and positive affect by methods. Constructivism and acceptance and commitment had significant effects on happiness (P <0.01), but there was no significant difference between the two methods. Conclusion: According to the results, it can be said that the constructivism and acceptance and commitment are appropriate methods to increase the happiness of female students.

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Aim: This study aimed to explain the relationship between personality model and life satisfaction with the mediating role of coping styles and sources of control among Iranian and Armenian students. Methods: The present study population included all Iranian and Armenian students who were studying in Iranian and Armenian universities in the 2009-2010 academic years. For sampling, 768 Iranian and 768 foreign students were selected using a random sampling method. Data were obtained using the NEO (1985) five-factor personality questionnaire, Carver's stress coping (1989), Rutter's control source (1996), and the life satisfaction of Diner et al. (1985). Correlation and structural equation modeling were used to analyze the data. Findings: The results showed that all direct paths in the model except the effect of the agreement on the source of control were significant. Also, all indirect paths except the path of the effect of the agreement on life satisfaction through the source of control and the path of the effect of conscientiousness on life satisfaction were significant with the mediating role of the negative emotion-oriented style. Finally, there was a significant relationship between personality traits and control source, coping styles, and satisfaction in Iranian and Armenian students (P <0.05) and the assumed model had a good fit.
Conclusion: As a result, people should use the source of internal control, conscientiousness, flexible personality, and problem-oriented coping style to increase life satisfaction.

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Aim: The aim of this study was to investigate the lived experience of employees of services division from their job and employment status. Methods: The research method utilized was qualitative and descriptive phenomenology. The study population was all employees of Services Division working at the University of Guilan. Participants in the study were also selected in a purposeful and criterion-focused manner. Their number was also selected according to the theoretical saturation of 9 people. The data collection tool was also a semi-structured interview. Results: Findings were analyzed using the Colaizzi method. As a result of the analysis, 5 main themes and 21 subcategories were obtained. The first main theme was injustice, which included the sub-categories of unfair judgment, feeling of discrimination, feeling of injustice, high work pressure, high work expectations, and lack of support. The second main theme of low self-esteem with sub-categories was lack of credibility, not being seen, being humiliated, not being valued, not being respected and not being understood. The third main theme was the lack of motivation for progress, which includes the categories of helplessness and despair from changing the existing situation, lack of promotion and job promotion. The fourth main theme was not benefiting from job privileges, which included the subcategories of insufficient salary, delay in receiving salary, lack of loans, lack of supplementary insurance, lack of leave, and the fifth main theme was lack of job satisfaction, which included the subcategories of lack of motivation, Job insecurity and instability. Conclusion: The findings of the present research showed that service sector employees do not have a positive psychological experience of their job situation. These findings can be used for managers of recruitment companies and employers.

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Aim: The purpose of the current study was to investigate the mediating role of job search self-efficacy, complexity perception, and luck readiness variables in the relationship between career adaptability and employability among Iranian job seekers. Methods: Data gathered using volunteer sampling and recruited a sample of 719 Iranian job seekers. The data was analysed using structural equation modeling. They were administered Career Adapt-Abilities Scale, Job Search Self-Efficacy Scale, Complexity Perception Index, Luck Readiness Index, and Employability Scale. Finding: The results showed that the effect coefficients of career adaptability on job search self-efficacy (γ = 0.75 and p< 0.001), complexity perception (γ = 0.64 and p< 0.001), luck readiness (γ = 0.88 and p< 0.001), were statistically significant. Furthermore, the effect coefficients of job search self-efficacy (β = 0.39 and p< 0.001), complexity perception (β = 0.17 and p< 0.001), and luck readiness (β = 0.6 and p< 0.001) on employability, as an endogenous dependent variable, were statistically significant. Career adaptability was also indirectly related to employability through these variables. Conclusion: In general, according to the findings of this study based on the existence of an indirect relationship between career adaptability and employability, it should be noted that in order to increase employability, it is necessary not only to pay attention to adaptability, but also to strategies for increasing job search self-efficacy, perception of complexity based on an open thinking system, and readiness for luck.
 

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Aim: Considering the prevalence of career problems in the helping professions, the aim of the present study was to investigate the career problems of social workers. Methods: This qualitative study was conducted using thematic analysis approach. The population included all the social workers of Shahrekord city, 17 of whom were selected through purposeful sampling until theoretical data saturation was reached. For collecting the information, semi-structured interviews were used. Atride-Sterling network theme analysis method was used to analyze the data. Findings: Social workers perceive career problems in three overarching themes: Intrapersonal problems, interpersonal problems and transpersonal problems. Intrapersonal problems included two organizing themes of emotional-sentimental problems (anxiety, general depression, burnout and violence), and physical problems. In the field of interpersonal problems, the themes of the organizer include: career problems transfer into the family and home, communication problems with clients (collapse of work and personal boundaries with clients, inability to manage clients' high expectations and cultural, educational and social problems of clients), problems related to lack of organizational commitment (feeling of discrimination and low conscientiousness of colleagues), problems related to the policy of the organization (change and diversity of the policy of the organization and the contradiction of the policy of the organization with the needs of clients). The reports of the social workers in the context of transpersonal problems also indicated that the problems related to the nature of the job (high volume of work, high challenge of work), problems related to working conditions (high noise, inappropriate ergonomics and pollution of the work environment) financial and welfare problems and the interference of living environment problems with job duties were the factors that led to career problems in this profession. Conclusion: Based on the research findings, it can be concluded that social work is a very challenging job and social workers are among the most vulnerable groups of society who experience many problems in various fields, where the involved related organizations can help them reduce these problems by using career counselors and psychologists, in addition to better comprehensive planning

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 Aim: The transition from university to work is one of the most sensitive periods in the lives of the educated, which can be a challenging or a relatively calm developmental stage. Therefore, the quality the type of this transition can affect the future career path as well as other life transitions. The purpose of the current research is to identify the challenges of the transition of students from university to work in the form of developing a native theoretical model. Methods: This research was conducted qualitatively using the grounded theory in 1401 .Semi-structured interviews were conducted with 16 undergraduate and graduates of the University of Isfahan using the method of purposive sampling, considering the rule of saturation. Findings: The results indicated the identification of 52 concepts and 15 categories. The model of the challenges of transitioning from university to work were compiled into 1. Causal conditions: Weakness in basic skills, self-awareness, psychological capitals, incompatibility of the individual characteristics with the field, low adaptability, lack of work experience; 2. Contextual conditions: Lack of environmental support, geographical location, imbalance between the supply and demand of the field in society; 3. Intervening conditions: Networking behavior; 4. Strategies: Skill training in a job unrelated to the field, education without a goal in postgraduate studies, willingness to migrate; and 5. The consequences: Individual, and social consequences. Conclusion: The results indicate that the challenges of students' transition from university to work are classified into two general categories: Challenges related to lack of preparedness (intrapersonal) and environmental factors (extra-personal). Therefore, the successful transition from university to work can be seen as dependent on two general factors: Intrapersonal (preparedness) and extra-personal (environment. ( The sum of these factors is effective in preparing students for transition .Specialists can help in preparing and the successful transition of students from university to work and in preventing unemployment and its resulting harms.

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Aim: The present study was conducted with the aim of studying the mediating role of organizational support in the relationship between self-efficacy and work immersion. Methods: The research method was correlational and structural equations were used. The statistical population included all the employees of the oil company in 1400-1401 and among them, 320 people were selected as a sample using a simple random sampling method. The data collection tool included the questionnaire on the experience of flow at work (Talabighi, 2013), the occupational self-efficacy questionnaire of Riggs and Knight (1994), and the organizational support questionnaire by Eisenberg (1986). Structural equation modeling was used for data analysis using AMOS and SPSS software. Findings: The results showed that job self-efficacy has a direct and positive effect on organizational support and the experience of work immersion (P ≤ 0.001). Also, organizational support had a direct and positive role in explaining the variance of job self-efficacy (P ≤ 0.001). Conclusion: Organizational support plays a mediating role in the relationship between work immersion experiences and job self-efficacy (P ≤ 0.001). Based on the results of the research, organizations may facilitate the effect of proactive employee behavior by implementing human resource practices and by facilitating transformational leadership behaviors, so it can inspire researchers and practitioners who want to create, strengthen, and facilitate optimal experiences at work.

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Aim: The present study was conducted with the aim of employment pathology in undergraduate counseling graduates. Methods: The present study is qualitative and has been done by content analysis method. The study population was undergraduate counseling graduates in which 15 people were selected as a sample by targeted and snowball methods. Sampling continued until the data reached saturation. Semi-structured interviews were used to collect data. After the initial coding, the topics were analyzed and the categories were categorized. Findings: The analysis of the findings of the semi-structured interview led to the extraction of 2 main themes, 6 sub-themes and 23 sub-themes on employment challenges from 88 codes. The main themes are intrapersonal challenges and extrapersonal challenges; Intrapersonal challenges include two sub-themes: personality issues and cognitive issues, and interpersonal challenges include four sub-themes: economic issues, educational issues, socio-cultural issues, and professional issues. Conclusion: Findings obtained from the sub-themes of cognitive and personality issues show that it is important to know the different dimensions of the field of study at the time of choosing it and personality traits in choosing and finding a suitable job appropriate to their field of study. The results obtained from the sub-topics of external challenges also show that the unhealthy economic situation and livelihood problems on the failure to achieve a job commensurate with education, poor quality and non-practical education in the undergraduate course, lack of diversity in related jobs, the difficulty of the counseling profession and the time consumption are obstacles that make it difficult for graduates of this field at the undergraduate level to be employed in more suitable jobs.

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      Aim: The purpose of this study is to identify and determine the level of factors affecting career networking behavior. Methods: This research is mixed research with a qualitative-quantitative approach. Library search was used to examine the theoretical foundations, semi-structured interviews were used to collect data, and questionnaires were used to collect the ideas of academic experts. Theme analysis was used to identify factors. In the qualitative part, 15 people were selected from the managers of government organizations in Qom province with the purposeful sampling method in order to identify the factors. In the qualitative part, 14 people were selected from the professors of Farabi Campus and Qom University with the snowball sampling method in order to validate the factors and also compare the factors two by two. Results: Based on the findings of the present research, 31 codes were categorized into 8 factors. The validity of all the factors was confirmed with the Lawshe’s coefficient and the interpretive structural modeling method was used in order to level 8 factors. Finally, 8 factors were prioritized in 5 levels; Customized appointments and mendacious personal branding on the first level, creating toxic communication networks on the second level, distrust of employees to mechanisms on the third level, decision-making by advocacy groups on the fourth level, inefficient supervision, unclear rules and regulations and senior management style were placed at the fifth level. Conclusion: Based on the findings of the research, each of the factors related to career networking can lead to the success of employees in career promotion. Therefore, it is necessary for the managers of the organization to maintain effective human resources by using appropriate mechanisms in order to improve the growth and development of competent employees.

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Aim: Administrative corruption prevention in Iran lacks models based on psychological research. This study aimed to design and validate the "administrative corruption prevention model based on psycho-contextual etiology and representation of the impacts of administrative corruption on citizens' lives". Methods: In the first phase (identification of the perception of public employees about the psychological and contextual factors that prevent corruption), data were collected using phenomenological method and semi-structured interviews with 14 public employees working in public sector organizations in Tehran, who were selected using convenience sampling and considering saturation principle. In the second phase (identification of the citizens’ perception about the effects of corruption on their lives), data were gathered through semi-structured interviews with 15 Tehran residents, who were recruited via convenience sampling and considering conceptual saturation. In the third phase (determining the dimensions and components of the model), using delphi method and surveying eight experts, who were selected via the purposive sampling, the model was assessed and modified. Results: The results of data analysis in the first phase led to formation of six main themes: cognitive characteristics, emotional patterns, personality characteristics, behavioral strategies, familial background, and organizational context. In the second phase, two main themes emerged: negative individual consequences and negative collective consequences. The third phase showed that the agreement of the expert panel with the whole model was 92.61% and with each component was 88% or higher, confirming the validity of the model. The model was finalized with five dimensions and 13 components. The dimensions are: ‘appropriate selection and appointment’, ‘individual and group counseling interventions’, ‘behavioral strategies training’, ‘organizational culture modification and promotion’, and ‘monitoring and feedback’. Conclusion: A set of individual and contextual components have a potential role in self-control towards committing corruption. The presented model can be used and evaluated in designing and implementing preventive programs

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Aim: The main purpose of the current research was to explore the commitment-oriented development model of the organization. Method: The current research was conducted in terms of qualitative methodology, based on the Grounded Theory method, and through Purposed sampling. The research community was formed by the employees of20 knowledge-based companies. Using a semi-structured interview, data was collected and after theoretical saturation was achieved, 17people were limited to the interview. To analyze the data, the grounded theory method was used, and in the analysis of the data obtained from the research, coding was done in three consecutive steps; Open coding, selective coding, and theoretical coding. Findings: In the present study, the findings indicate the identification of 300 primary codes, 80 open codes, 12 core codes, and 4 selective codes, which are generally in 4 axes of commitment-oriented organizational culture (commitment-oriented behavior, belief and values), commitment-oriented organizational structure (commitment-oriented supervision and selection, organizational role and organizational justice), commitment-oriented organizational policy (participation and realization of integrated commitment) And the commitment-oriented organizational climate (growth-willing, participation and support) is categorized. Conclusion: The results of the findings indicate that the development of commitment-oriented development in the organization can be implemented in various dimensions of the structure, policy, culture, and organizational atmosphere

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Aim: The aim of this research is to present a theory to guide a comprehensive and quality counselor training program in Iran. Methods: By adopting a qualitative approach and grounded theory method, data were collected through semi-structured interviews, in the context of counselor training programs in Iran with purposeful sampling; open, central and selective coding was used to analyze the interviews. Results: The findings identified the core category of "personal growth and continuous professional development of the counselor and improvement of the quality of counseling". Other important categories and subcategories were "cognitive excellence" (strengthening critical thinking, strengthening creativity), "enhancing professional performance" (strengthening appropriate evaluation and effectiveness, continuous growth and development of communication and counseling skills) and "intern-oriented active learning" (educational and professional interactions, developmental assignments, continuous self-improvement). Conclusions: As a result of this research, a middle-range theory was formulated to facilitate the guidance of a comprehensive counselor training program, which helps the beneficiaries to ensure the quality and adequacy of this program, also improve the rate of graduates who are ready to enter the counseling profession field and reduce the waste of resources. Policy makers and administrators of various counselor training programs can use this theory as a reference to provide a rich and supportive educational and training environment to help the personal growth and continuous professional development of future counselors; This will ultimately lead to the improvement of the quality of education and counseling services.
 

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Aim: Psychological counseling, supervision and consultation in the online setting have become widespread. The aim of this study was to design, develop and validate a career empowerment program for online counselors and its effectiveness on job self-efficacy. Methods: The present research was conducted in two stages. In the first stage, career empowerment sessions were developed after reviewing the literature and existing concepts in online counseling. Then, 5 psychology and counseling experts determined the content validity of the sessions. In the second stage, a semi-experimental design with pre-test, post-test and a control group, with a follow-up 2 months was used. The statistical population included online counselors in Tehran (Iran) in winter of 2024, who were evaluated by two-stage sampling. In the first stage, screening was done based on subjective sampling. In the second stage, based on the simple random method, 20 people were selected from among the qualified counselors with the inclusion and exclusion criteria of the study and were randomly assigned to the experimental and control groups (10 individuals each). The career empowerment program was administered to the experimental group for 7 sessions, and after 2 month, a follow-up was done. Data was collected using job self-efficacy questionnaire of Riggs and Knight (1994). Findings: The results indicated that career empowerment program has acceptable content validity. Furthermore, the results of training intervention showed that career empowerment program significantly increase the symptoms of job self-efficacy in online counselors (F=21/433, sig=0.001) and this effect was also significant in the follow-up phase. Conclusion: Career empowerment program can be considered as a valid and effective program for increase job self-efficacy in online counselors

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Aim: One of the main challenges for psychology and counseling students to start their careers is the lack of skills in managing meetings and communicating with clients. On the other hand, most of the academic units in universities are assigned to the theoretical part and practical courses are neglected; meanwhile, the role of the internship unit for psychology and counseling students cannot be ignored. The purpose of this research was to identify the necessary standards for completing internship courses from the point of view of psychology and counseling graduate students. Methods: The present research was conducted using a qualitative method utilizing thematic analysis. The studied sample were 13 psychology and counseling masters and doctoral students in Tehran. Targeted sampling was used. A semi-structured interview was conducted, then it was transcribed verbatim, and the data was analyzed using the seven-step Colaizzi method. Findings: In this study, 3 main themes were identified, including the necessary criteria for the supervising professor, the necessary criteria for the educational-therapeutic environment and student assignments, and 11 sub-themes were identified. Conclusion: The results of the research show that improving the quality of internships for psychology and counseling students requires strengthening the three elements of the supervising professor, the appropriate educational-therapeutic environment, and the active participation of the student. This can pave the way for better training of future therapists by providing quality supervision, adequate facilities, and educational and professional support.
 

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Aim: The present research is an analysis of the lived experience of successful students in making career decisions. Methods: The research method is quantitative and qualitative. In the quantitative part, Bezo Taylor's Career Decision Questionnaire (1983) was used to identify successful students in career decision-making, and in the qualitative part, in-depth interviews were used to investigate the experiences of successful students in career decision-making. The statistical population of this research includes all female students in the 11th ,12th grades in the academic year of 1401-1402 in Kermanshah city, and the sampling method in the first stage, which was conducted with the aim of identifying successful students in making career decisions, is random. 200 students completed the career decision questionnaire. In the second step, students' grades were calculated using spss_22 software, and those who scored higher than one standard deviation were identified as successful students in making career decisions, and 15 of them were interviewed in depth. In the last two interviews, no new information was obtained and the data reached saturation. Findings: After examining and coding the data of each group in three stages of open, central and selective coding, a total of 43 concepts were obtained in relation to the experiences of successful students in making career decisions, which were categorized into 10 central categories. And finally, they were classified into 3 categories: self-knowledge, environmental factors, and occupation. Conclusions: According to the findings of the research, it can be said that the student's knowledge of himself, the job he is considering, and the environment in which he is located, play a strong and influential role in his career decision. Paying attention to the concepts resulting from the review of experiences can be useful to help other students in making career decisions.

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Aim: This study aimed to investigate the effect of intervention based on social cognitive model of career self-management on intention and identity of academic entrepreneurship in isfahan university postgraduate students. Method: This was a quasi-experimental with pretest-posttest with control group and Random assignment. The study population consisted of all the isfahan university postgraduate students between 2022 and 2023. Thirty volunteer were selected with convenience sampling and divided randomly into experimental and control groups (fifty persons). Participants completed academic entrepreneurial intentions scale (Goethner et al, 2012) and entrepreneur identification of academic’s scale (Guo et a, 2019). The experimental group received intervention based on social cognitive model of career self-management in ten sessions and 90 minutes for each session. The data were analyzed by multivariate analysis of covariance. Findings: The results showed this intervention increased the postgraduate students’ academic entrepreneurship identity and intention (p(01/0 > . Conclusion: So intervention based on social cognitive model of career self-management increase student’s intention in academic entrepreneurship pathway and help them to building and developing the academic entrepreneurship identity and do these through increased the process and coping self-efficacy, adaptive career behaviors, career designing and exploration activity, facilitation the contextual and environmental effects.