زهرا منصورخانی

This study aimed to investigate the mediating role of organizational envy in the relationship between quality of work life, job burnout, and organizational productivity among employees at Zahedan University of Medical Sciences. A descriptive-correlational design was employed using structural equation modeling (SEM). A total of 165 employees were selected through convenience sampling. Data were collected using validated questionnaires: the Organizational Envy Questionnaire (Valizadeh & Azarbayejani, 2009), the Job Burnout Questionnaire (Reis & Xanthopoulou, 2015), the Quality of Work Life Questionnaire (Lopez et al., 2007), and the Organizational Productivity Questionnaire (Hersey & Goldsmith, 2002). Data were analyzed using Smart PLS–4 software, incorporating Pearson correlation, reliability and validity tests (Cronbach’s alpha, composite reliability, AVE, HTMT), and bootstrapping for mediation analysis. Organizational envy showed significant negative correlations with organizational productivity ( r = -0.43, p < 0.01) and quality of work life ( r = -0.18, p < 0.05), but was not significantly related to job burnout. Quality of work life significantly predicted reduced burnout ( β = -0.417, p < 0.001), lower envy ( β = -0.252, p < 0.05), and increased productivity (β = 0.299, p = 0.001). Organizational envy significantly reduced productivity ( β = -0.384, p < 0.001), yet it did not mediate the relationship between quality of work life and either burnout or productivity. Based on the findings, enhancing the quality of work life directly contributed to reducing job burnout and increasing organizational productivity, underscoring its strategic importance in human resource development.

Objective: This study aimed to investigate the influence of mothers' personality traits and parenting styles on behavioral problems in adolescent girls, mediated by the family's emotional climate. Methods: The sample consisted of 150 participants selected via multi-stage cluster random sampling from schools. Data were gathered using the Quay Revised Behavior Problem Checklist (RBPC), NEO Personality Inventory, Baumrind's Parenting Styles Questionnaire and Hillburn Family Emotional Climate Questionnaire. Analysis was performed using Smart PLS-3. Results: Findings revealed that among personality traits, openness positively impacted family emotional climate, while the assertive parenting style also enhanced it. In contrast, the authoritarian style had a negative effect. Conscientiousness and extraversion negatively affected behavioral problems, while openness positively influenced them. Additionally, the family emotional climate negatively impacted behavioral issues. However, the indirect effect of personality traits and parenting styles on behavioral problems via family emotional climate was not significant. Conclusion: These insights can aid in improving family emotional climate and addressing behavioral challenges in adolescent girls by focusing on mothers' personality traits and parenting approaches.

This study examined the influence of time management practices and workplace bullying on organizational commitment amongst employees at Zahedan University of Medical Sciences. This study employed a descriptive-correlational research design. A convenience sample of 195 participants (93 women and 102 men) was recruited. Data collection utilized questionnaires that measured time management, workplace bullying, and organizational commitment. Pearson correlation coefficients and stepwise multiple regression analyses were conducted using SPSS software version 26. Analysis revealed significant positive correlations between organizational commitment and short-range planning skills and total time management scores. Conversely, negative correlations emerged between organizational commitment and victimization experiences, instances of fighting, and overall workplace bullying. Stepwise multiple regressions indicated that workplace bullying scores entered the model first, explaining 12.4% of the variance in organizational commitment. Short-range planning scores entered the second step, explaining an additional 2.3% of the variance. Interestingly, however, both bullying and short-range planning emerged as negative predictors of organizational commitment. These findings suggest that fostering short-range planning skills and addressing workplace bullying could be beneficial in enhancing employee organizational commitment. Future research could investigate potential interventions to improve time management and mitigate bullying behaviors within similar organizational contexts.