Samaneh Kameli, Dr Mehdi Zare Bahram Abadi, Rahim Davari,
Volume 22, Issue 86 (5-2023)
Abstract
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.
Suzan Heydarpour, Mehdi Zare Bahramabadi, Somayeh Robat Mili, Reza Ghoban Jahromi,
Volume 23, Issue 92 (2-2025)
Abstract
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
