درخت حوزه‌های تخصصی

The present study sought to examine the effects of hope therapy and compassion therapy on rumination, depression, and erroneous beliefs within employees of organizations in Shiraz city. The statistical population included workers from Shiraz city during 2023 and 2025. The research methodology was experimental, including a design that contained both pre-test and post-test components, as well as experimental and control groups. In this pilot study, among the employees who scored one standard deviation below the mean on rumination, depression, and false beliefs questionnaires, 45 individuals were randomly selected and divided into two experimental groups and one control group. The overall count of people in each of the three groups was 15 people. The members of the initial experimental group participated in hope therapy training together over the course of 8 sessions. The second experimental group participated in compassion therapy for a total of eight sessions. In contrast, the control group did not receive any training. Ultimately, a post-test was given to all three groups. A follow-up examination was carried out after two months too. Covariance analysis was employed for data evaluation. The results showed that both hope therapy and compassion therapy helped with rumination, depression, and inaccurate beliefs among employees, with no significant difference in their effectiveness on rumination. However, compassion therapy was found to be more effective than hope therapy in addressing beliefs. Additionally, hope therapy had a greater effect on employees' depression compared to compassion therapy. It can be inferred that training in hope therapy and compassion therapy has led to decreased rumination, depression, and misguided beliefs among staff, with this enhancement remaining consistent throughout the three-month follow-up duration.

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.

 Objective: The present study aimed to investigate the effectiveness of the mindfulness-based self-compassion program on distress tolerance, emotional expression, and psychological resilience in individuals with social anxiety disorder.Methods: This study was a quasi-experimental study with a pre-test and post-test design. Thirty individuals with social anxiety disorder were selected through purposive sampling in counseling centers and cyberspace, and they were randomly assigned to two experimental and control groups. At the beginning and end of the study, the two groups answered the questionnaires, including Social Phobia Inventory (SPI), Distress Tolerance Scale (DTS), Emotional Expressiveness Scale (EES), and Cognitive Flexibility Inventory (CFI). The experimental group underwent a mindful self-compassion intervention for eight weekly sessions, one session lasting 150 minutes, while the control group did not receive any treatment. Univariate analyses of covariance were employed to analyze the data using SPSS software version 27.Results: The results of ANCOVA analyses showed that there was a significant difference between the experimental and control groups in the post-test of distress tolerance, emotional expression, and psychological flexibility (p < 0.05). The results of the Bonferroni test showed that the experimental group had higher scores in the post-test of distress tolerance, emotional expression, and psychological flexibility than the control group (p < 0.05).Conclusion: Findings indicate that the mindful self-compassion program is effective in enhancing distress tolerance, emotional expression, and psychological flexibility for individuals with social anxiety disorder.

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 aim of this study was to examine job stress and job burnout in native and non-native teachers. This study employed a causal-comparative design. The research focused on all native and non-native teachers of Chabahar city in the academic year 2024-2025. Out of the group, 104 individuals were chosen (52 native teachers and 52 non-native teachers) through convenience sampling. Data were gathered using the Osipow's (1987) Job Stress Questionnaire and Maslach’s (1981) Job Burnout scale. Data were examined through both descriptive statistics and multivariate analysis of variance. Based on the results, native and non-native teachers showed varying levels of job stress (p < .05). In simpler terms, non-native teachers scored higher on scales of overload, role ambiguity, role-related tasks, responsibility, and stress related to the physical environment compared to native teachers. Also, non-native teachers scored higher on burnout subscales including emotional exhaustion and depersonalization compared to native teachers (p < .01). From the findings, it can be concluded that teachers' native and non-native backgrounds can lead to a significant difference in their job stress and burnout.