درخت حوزه‌های تخصصی

Aim : The aim of this study was to design and validate a serious game-based cognitive behavioral therapy (CBT) for adolescent girls with social anxiety, using a structured scenario-writing protocol based on Hoffman's Social Self-Appraisal Therapy Model. Method: The research employed a multi-phase approach encompassing scenario preparation, expert evaluation, face validity testing, usability assessment, and pilot implementation. Content validity was evaluated by ten psychologists and counselors utilizing the Content Validity Index (CVI) and Content Validity Ratio (CVR) metrics. Face validity was assessed utilizing the Story World Absorption Scale (SWAS) with a cohort of 10 adolescent participants. A pilot study including an additional cohort of 10 adolescents evaluated alterations in social anxiety utilizing the Liebowitz Social Anxiety Scale for Children and Adolescents (LSAS-CA). Usability and player experience were examined through the MEEGA+ instrument.   Results: The results demonstrated strong validity and efficacy of the serious game. Content validity was confirmed (overall CVI > 0.79, CVR > 0.62), along with robust face validity - evidenced by attention and transportation scores exceeding 0.81 (Kappa coefficients = 0.85, 0.81) and emotional engagement and mental imagery scores above 0.61 (Kappa coefficients = 0.78, 0.72). Additionally, a significant T-test result (t(9) = 16.74, p < 0.025) further supported these findings. Based on the MEEGA+ evaluation, the game was classified as 'good quality,' with θ scores ranging from 57.5 to 63.5 across usability and player experience subscales   Conclusion: The results revealed that the CBT-based serious game is both experientially effective and clinically promising. For adolescents with social anxiety, it provides a scalable and entertaining intervention tool, especially in situations where access to conventional therapy is restricted.

Objective: The objective of this study was to evaluate the effectiveness of Bowen intergenerational family therapy on reducing marital conflicts and enhancing interpersonal forgiveness. Methodology: This research employed a quasi-experimental design with pre-test, post-test, and follow-up phases, incorporating a control group. The statistical population consisted of families who visited the counseling and psychology center in District 1 of Karaj in 2023. Eight families were selected through convenience and voluntary sampling and were randomly assigned to experimental and control groups, each comprising four families. Data were collected using the Differentiation of Self Inventory, the Forgiveness Questionnaire, and the Marital Conflict Questionnaire. The intervention, based on Bowen intergenerational therapy, was conducted over eight weekly group sessions, each lasting 90 minutes. Data analysis involved univariate and multivariate covariance analyses using SPSS software. Findings: The findings revealed that Bowen intergenerational therapy significantly impacted both marital conflicts and interpersonal forgiveness. Specifically, the experimental group showed a marked decrease in marital conflict scores from 154.1 (SD = 11.3) in the pre-test to 139.4 (SD = 10.9) in the post-test, which remained stable at 139.2 (SD = 10.3) in the follow-up phase. Similarly, interpersonal forgiveness scores increased from 78.4 (SD = 5.7) in the pre-test to 114.2 (SD = 9.9) in the post-test and remained at 111.1 (SD = 8.9) during the follow-up phase. These changes were statistically significant compared to the control group, which showed no significant changes. Conclusion: The study concludes that Bowen intergenerational family therapy is effective in reducing marital conflicts and enhancing interpersonal forgiveness. The findings align with previous research, underscoring the therapy's potential to address relational issues and improve emotional regulation within families.

The present research aimed to examine how emotional quotient mediates the link between work gratification and career life quality for employees at Sistan and Baluchestan University in Zahedan, Iran. The statistical population for this study comprised all staff at Sistan and Baluchestan University, and a sample of 155 employees was selected using convenience sampling. Participants completed the Work Gratification Questionnaire created by Brayfield & Rothe (1951), the Emotional Quotient Questionnaire by Chadha (2001), and the Career Quality of Life Scale established by Van Laar, Edwards, & Easton (2007). The results showed that work gratification significantly and positively influenced all dimensions of quality of work life. Emotional quotient did not notably affect the components of career quality of life. Work gratification did not exert an indirect influence through emotional intelligence on the career quality of life. Emotional quotient did not significantly influence the relationship between work gratification and career quality of life for staff in the University of Sistan and Baluchestan.

The purpose of this study was to assess how socio-demographic factors affect quality of life, emotional intelligence, and organizational commitment among employees of transmittal companies in Sistan and Baluchestan Province, Iran. The sample included 268 employees from the Sistan and Baluchestan Transmittal Company who were selected through a convenience sampling method. The Quality of Life Scale created by Dueby et al. (1988), Singh's Emotional Intelligence Scale (2004), and the Organizational Commitment Scale by Khan and Mishra (2002) were employed for gathering data. The results from one way ANOVA indicated that individuals aged 31-40 years and those aged 41 years and older exhibited notably higher average mean scores for quality of life in comparison to the 22-30 years age group. However, people between 22 and 30 demonstrated notably higher average scores in emotional intelligence compared to those in the 31-40 age group and individuals aged 41 and older. The results of the independent t-test revealed that male employees achieved significantly greater average scores on quality of life compared to their female counterparts. The results from the one-way ANOVA indicated a notable difference in quality of life scores; employees with 11-20 years and those with 21 or more years of experience showed significantly higher average mean scores in quality of life compared to employees with less than 10 years of experience.