Journal of Counseling Research

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 Aim: The study aimed to investigate the relationship between job satisfaction and quality of life and adaptability at home of employees (fixed and rotating shifts) ShirazHospitals .

Materials & Methods: The purpose of the research, was application and the method was correlation. The population consisted of all staff in Dena, madar and khodadoust hospital in 1393 to 750 cases were identified, of which 120 were selected by simple random sampling. Data collected through 3 questionnaire: Job Satisfaction (JDI, 1951), quality of life (SF36, 1992) and compatibility Bell (1961). To analyze the data, Pearson correlation and regression simultaneously, and multivariate analysis of variance was used.

Findings: The results showed that job satisfaction, quality of life and adaptability at home of employee have a direct and positive relations. As well as the adaptability at home and quality of life, there is a direct relationship. Between job satisfaction and quality of life and adaptability in the home in fixed and rotating shifts employee, significant differences were found.

Conclusion: Enhanced quality of life and job satisfaction for hospitals personnel, because of dealing with the humanitarian issues have a special importance. Teaching Skills to cope with stress to adapt to the workplace and home can be useful.

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Aim: This study aimed to evaluate the relationship between work meanings and subjective well-being through job satisfaction in Isfahan Oil Refining Company Staff. Methods: In this study, 280 stuff members at Esfahan Oil Refinery were selected through sampling of quotas. The participants took job satisfaction, subjective well-being, and work meaning questionnaires. For the data analysis, the descriptive statistics method and structural equation modeling were used.  The mediating role were tested via bootstrapping test. Findings: The results showed that job orientation and career orientation directly influence subjective well-being. Job orientation has significant negative effect on subjective well-being (p<0.05), and career orientation has significant positive effect on subjective well-being (p<0.001). Calling orientation has indirect effect on subjective well-being through job satisfaction (p<0.01). The mediating role of job satisfaction in the relationship between job and career orientation with subjective well-being was not significant. Conclusions: Overall, the findings showed that amongst different meanings of work, providing daily living expenses and to progress, has direct influence on subjective well-being, while career mission through work satisfaction has an indirect effect on subjective well-being.

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Aim: This study aimed to examine the effectiveness of career counseling based on career path design on job satisfaction, organizational commitment, and human resource productivity among employees of companies affiliated with the Teachers’ Reserve Fund.
Methods: This applied study used a quasi-experimental design with a pretest, posttest, and three-month follow-up, including a control group. The statistical population consisted of employees working in companies affiliated with the Teachers’ Reserve Fund. Among eligible employees, 60 participants were selected through convenience sampling and, after initial matching based on demographic and occupational characteristics, were assigned to experimental and control groups. The experimental group participated in an eight-session career counseling program based on career path design, with each session lasting 90 minutes and held once a week. The control group received only routine organizational programs during the same period. Data were collected using job satisfaction, organizational commitment, and human resource productivity questionnaires. The data were analyzed using mixed repeated-measures analysis of variance.
Results: The findings indicated that the interaction effect of time and group was significant for job satisfaction, organizational commitment, and human resource productivity. The mean scores of the experimental group increased from pretest to posttest in all three variables, and this improvement was largely maintained at the three-month follow-up. In contrast, the control group showed no meaningful change across the study phases.
Conclusion: The findings suggest that career counseling based on career path design can be used as an effective intervention for human resource development, increasing job satisfaction, strengthening organizational commitment, and improving employee productivity. By reconstructing career narratives, enhancing professional self-awareness, aligning individual and organizational values, strengthening career adaptability, and developing professional action plans, this intervention can improve employees’ occupational attitudes and job-related functioning.