درخت حوزه‌های تخصصی

The aim of the present study was to investigate the relationship between burnout and self-concept among educational supervisors. The sample of the present study consisted of 92 educational supervisors in Zahedan city who were selected using simple random sampling and participated in the study. Burnout and self-concept scales were used to collect data. Pearson correlation coefficient test was used to analyze the data. The results showed that emotional exhaustion had a negative and significant relationship with health and gender appropriateness, self-confidence, self-acceptance, beliefs and guilt, but emotional exhaustion had a positive and significant relationship with feelings of shame and guilt. However, emotional exhaustion had no significant relationship with abilities, self-worth, present, future and past, beliefs and guilt, sociability and emotionality. The results showed that depersonalization had a negative and significant relationship with physical health and gender appropriateness, self-acceptance, beliefs and guilt, but a positive and significant relationship was observed between depersonalization and feelings of shame and guilt. Depersonalization was not related to abilities, self-confidence, self-worth, present, future and past, self-esteem, and emotionality. The results showed that there was a positive and significant relationship between personal functioning and self-esteem. However, personal functioning had no significant relationship with the other subscales of self-concept.

Job burnout results in decreased productivity and the depletion of human resources, leading to detrimental impacts on individuals, families, and society. This study aimed to explore the relationships among five key variables: stress, depression, anxiety, job burnout, and teachers' working memory. The study population comprised teachers from Zabul city during the 2022-2024 academic years. A sample of 120 teachers was selected using cluster random sampling for descriptive and correlational analyses. Working memory was assessed using the Working Memory Questionnaire (Daneman & Carpenter, 1980). Stress, anxiety, and depression were measured using the Depression, Anxiety, and Stress Scale (DASS-21). Job burnout was evaluated with the Maslach and Jackson's 1980 Burnout Inventory (MBI). The study utilized descriptive statistics and Pearson's correlation coefficient, as well as step-by-step regression analysis, to examine the relationships among stress, depression, anxiety, job burnout, and working memory. The findings indicated a strong correlation among these variables. Regression analysis showed that burnout was the most significant predictor of teachers' working memory compared to the other three variables.

This study aimed to examine the relationship between empathy and self-esteem with workplace violence against female employees in language institutes in Mashhad. The present study was descriptive-correlational, and sampling was conducted using the convenience method. The final sample included 138 employees who completed online questionnaires, including the Jolliffe and Farrington Empathy Questionnaire (2006), the Eysenck Self-Esteem Questionnaire, and the Workplace Violence against Women Questionnaire (Salehipour, 2021). Data were analyzed using Pearson correlation tests and multiple regression analysis. The results indicated that empathy (β=.332, p<0.001) and self-esteem (β=.170, p=0.037) are significant predictors of workplace violence against women. Empathy showed a stronger effect than self-esteem, highlighting the importance of developing emotional skills in the workplace. The findings of this study can contribute to the design of educational programs and organizational interventions to reduce workplace violence.Workplace violence is a prevalent and complex phenomenon that can have detrimental effects on the psychological, physical, and social well-being of employees. This phenomenon is defined as any behavior or action occurring in the workplace that aims to harm others, exert control over them, or create stress. The importance of examining this issue lies not only in its direct impacts on individuals but also in its broader implications for productivity, job satisfaction, and interpersonal relationships in the workplace (Lim et al., 2022). Workplace violence manifests in various forms, each presenting unique challenges and requiring effective management by organizations.

One of the important challenges of organizational behavior is bullying in the workplace. The aim of the present study is to describe, analyze, and combine the analyses presented in the field of variables related to bullying in the workplace, and the meta-analysis method was used. The statistical population of this study included all scientific research articles and thesis available on the IranDoc website in Iran from 2011 to 2014. Among the studies conducted, 16 studies were selected for review based on the inclusion criteria. The data from these 16 studies were statistically analyzed based on the Pearson r correlation coefficient and the t-statistic for the Hedges' g fixed and random effects model. All statistical analyses were performed using CMA2 software. The findings showed that the average overall and combined effect size for the fixed effects model was 0.07 g=0.05, which was significant (P<0.05) and for the random effects model was 0.10 g=0.05, which was not significant (P<0.05). Therefore, the average effect size of the factors cannot be interpreted. Among the 48 factors identified, the discriminant effect size of 45 factors was significant. The factors that have the greatest impact on workplace bullying (P<0.05) include authoritative leadership (g=-1.28), demand balance (g=-1.01), fairness (g=1.01), excessive self-interest (g=1.44), contextual factors (g=1.56), jealousy (g=1.35), moral climate (g=-1.96), and moral leadership (g=-1.13).