Emotional mediators of psychological capital on well-being: The role of stress, anxiety, and depression

Researchers have tried to investigate multiple factors affecting employees' social, emotional, and psychological well-being. In this study particularly, nurses' emotional and psychological well-being is considered. Of most important factors affecting well-being in place of work has known to be busy work and stress, constructive and destructive emotions, and psychological capital which. Present study considered to test a developed model of psychological capital, constructive and destructive emotions, stress, anxiety, and depression as antecedents of well-being. 296 nurses took part in the survey, using path analysis method hypotheses were tested, and the proposed model was evaluated. Results indicated that nurses' high psychological capital increases their constructive emotions, reduces destructive emotions and eventually increase their well-being. The role of destructive emotions was more prominent in increasing wellbeing as well. Furthermore, stress had an incremental influence on well-being. In general, research results emphasize the need for more attention to the components of psychological capital, and intervention and coping strategies. The conclusions of a more detailed is that to improve nurses' well-being the more emphasize should be on decreasing destructive emotions than increasing constructive ones. In addition, keeping an optimal level of stress is necessary for good functioning and improvement of overall well-being

An empirical investigation on relationship between organizational intelligence and faculty members' knowledge sharing behaviors

Universities and institutions of higher education with a professional, special, educational and cultural environment play important roles in the direction towards the effective management of knowledge and space provision for the sharing of knowledge. Faculty members are known as the main elements of the university and they are the mental and intellectual investment banks who share their knowledge under certain conditions. In addition, their knowledge sharing behaviors lead to the success and improvement of individual and organizational operations. Moreover, organizational intelligence is the capacity of the organization to create knowledge and to use it in a strategic way to coordinate and to conform itself to its surroundings. This study examines the impact of organizational intelligence on faculty members' knowledge sharing behaviors. Data collection for qualitative research includes interviews with experts and quantitative research is performed using a questionnaire. The research results show that there was a significant relationship between organizational intelligence and faculty members' knowledge sharing behaviors. Among these dimensions, “knowledge application” influenced other dimensions. On the other hand, “common outcome” had a significant relationship with the “behavioral” dimension and “special and professional activities”

The impact of emotional intelligence on faculty members' knowledge sharing behaviors

Universities and institutions of higher education with a professional, special, educational and cultural environment, play an important role in effective knowledge management and preparing the background for knowledge sharing. Faculty members are known as the main elements of the university who own mental and intellectual property. Their knowledge sharing under certain conditions along with knowledge sharing behaviors improve individual and organizational operations. Moreover, the tendency to do these actions is the most important factor in knowledge sharing behavior and emotional intelligence (EQ), as one of the social intelligence factors, can guide individual thinking and activity. This study examines the impact of emotional intelligence on faculty members' knowledge sharing behaviors. Regarding the purpose and nature, this study was functional and its methodology was exploratory and due to evaluation of the relations and impacts among variables, it was a correlational method. Data collection included interviews with experts for the qualitative part and a questionnaire for the quantitative part. The qualitative findings indicate different emotional intelligence dimensions, which includes self-awareness, social skills, coping with pressure, adaptability and overall creation. In addition, the result of EQ dimensions on knowledge sharing behavior reveal that “social skills, coping with pressure, and overall creation” share a link with faculty members' research behavior among the four dimensions of knowledge sharing behavior and that “adaptability” has no significant relationship with knowledge sharing behavior

What do Publications say about the Internet of Things Challenges/Barriers to uninformed Authors? A bibliometric Analysis

he Internet of Things (IoT) as an emerging technology has widely been discussed in the literature in recent years. There are also bibliometric analyses in this regard that illustrate the current status of IoT research. The bibliometric analyses have been used widely by researchers to provide insights into current topics and identify emerging and future research in different fields. As there are challenges or barriers to the use of IoT, it is necessary for researchers to focus on this area. Various studies have discussed IoT challenges/barriers; however, a picture from such research is not accessible in terms of bibliometrics. This research, therefore, conducts a bibliometric analysis on publications that discuss IoT challenges/barriers to identify challenges most discussed in the literature. Results show that challenges/barriers to IoT usually discussed in the literature include security, privacy, trust, standards, architecture, and energy

Effect of Social Capital Dimensions on Intellectual Capital (Case Study: Bank Hekmat Iranian)

Different operating organizations in the society can improve their performance in terms of effectiveness and efficiency by building, development, and support of social capitals. Present study addresses this issue by exploring the relationship of social capital and its dimensions, i.e., structural, cognitive, and relational capitals, with intellectual capital in employees of Bank Hekmat Iranian. The required data conform to the research model were gathered using a questionnaire distributed among the employees working in different branches of this bank. Multivariate regression and Structural Equation Modeling (Path Analysis) were applied to assessment of the assumed relationships between the variables and to test of the hypotheses. The results indicate positive and significant relationship (at 95 percent confidence level) of social capital and its dimensions with intellectual capital where the relational capital accounted for the weakest correlation with social capital. Key words: Social capital; Intellectual capital; Employees; Organizatio

Organizational Cynicism of the Nurses: A Phenomenological Study

Introduction: Organizational cynicism, as newly conceived concept of staff-manager relations, and as one of the most important attitudes of employees, has recently received considerable attention from many researchers and managers. Provided that pessimistic feelings grow among nurses with respect to the hospital they serve, their workplace suffers severe damages and hardships which lead to a substantial decline in its performances. Given the key role of nurses as valuable human resources in providing services to people, the main purpose of this study was to explore the experiences of nurses about organizational cynicism. Method: This was a qualitative research, with phenomenological approach. The participatns were selected from nurses employed in public hospitals of North Khorasan Province, Iran. Purposive sampling was used to select 19 participants. In-depth semi-structured interviews were the date collection method. In addition, data were analyzed using Colaizzi’s method. Results: The results of this study revealed 3 main themes including cognitive factors (disrespecting the nurses, injustice, hypocrisy, unexceptionable environment, nepotism, violation of the psychological contract, and incompetent authorities of the hospital), feeling factors (hospital politicization, lack of social means, and feeling an imposed forced labor on nurses), and behavior factors (not recommending the nursing profession to the others, no tendency to an early retirement, no desire to see the progress of others, criticizing and not accompanying the management decisions, and allowing to personally utilize the hospital’s facilities). Conclusion: The findings indicate that preventing the nepotisme, organizational justice, respecting nurses, and reducing political games of the hospital have a significant impact on the reduction of organizational cynicism among the nurses. As a result, the emphasis on aspects of procedural, interactional, and interactive justice could reduce organizational cynicism of nurses. On the other hand, reverence and respect for nurses will have a significant effect on reduction of organizational cynicism. Therefore, having nurses incentivized in different events, it is possible to mitigate their organizational cynicism feelings. Keywords: Nurses, Organizational culture, Qualitative researc

Explanation Ethical Leadership Components in Islamic Republic of Iran's Defense Industry Organization with a Qualitative Approach

AbstractThe purpose of the present study is to introduce those characteristics of ethical leaders. This research uses an interpretive philosophy, a qualitative approach, and a grounded strategy based on Glaser’s emergent approach. The study population was the Defense Industries Organization of the Islamic Republic of Iran. In addition, comprehensive interviews were conducted with 22 senior and ethical managers of the organization who were knowledgeable about the components and characteristics of ethical leaders. The sampling method was based on snowball sampling. Since the data were collected using interview method, the data analysis method was based on the Glaser’s coding method, and the results of interview analysis and coding in two stages of actual and theoretical coding showed that ethical leadership components included religiosity, ethical personality, being revolutionary and having analytical insights. Each of these components comprises categories that totaled 4 components, 43 categories, and 698 concepts. Overall, considering the ethical leadership components in this indigenous study, ethical leaders in this organization have characteristics that encourage Defense Industries Organization executives to achieve these benchmarks to cope with enemy threats as well as international and economic constraints and attain organizational excellence as well as modernization and transformation in the organization so that they can drive organization employees toward organizational goals with better motivation and more efforts.IntroductionEthics and ethical leadership is one of the topics that has always been of interest to individuals and organizations and has recently been extensively studied and researched as an interesting topic (Laajalahti, 2018). The abundance of research in this area is evidence of the importance of ethics (Maroto-Sánchez, 2012). On the other hand, one of the issues that has been the concern of organizations and researchers for the past four decades is leadership styles. It is also important for government and government agencies to examine the issue of organizational ethics (Joseph et al., 2009), because research results indicate that the weakness of organizational ethics will reduce the sense of responsibility in the organization, reduce productivity, increase organizational costs and lead to the spread of unethical behavior in the organization (Duh et al., 2010). Therefore, due to the importance of ethical issues in the workplace (Caza et al., 2004), ethics has become an essential element in organizations (Trevino & Nelson, 2016), because ethical leadership can influence the formation of an ethical environment in an organization, which in turn affects and reduces deviant behavior in the workplace.Theoretical frameworkExperts and scholars have examined the term leadership from various perspectives and provided various definitions of it. Mohammed et al. (2014: 89) consider the leadership as an essential and dynamic element of employee satisfaction and organizational performance that is seen as an important issue in employee job satisfaction and as a critical factor for organizational success. Ho et al. (H2016: 160) define leadership as a process of social effectiveness through which the leader seeks to create a voluntary participation of followers to achieve the organization's interests and goals. Some others have also identified the leader as a determinative, motivating, driving, mobilizing, influential person for followers to make them perform their tasks to achieve specific organizational goals (Elbaz & Haddoud, 2017).Ethical leadership, through demonstrating ethical behavior and consequently the development of ethical behavior, leads to commitment in followers (Caldwell, 2017). Ethical leadership was conceptualized by Brown, Treviño, and Harrison (Brow, et al., 2005) as follows: demonstrating normative appropriate behavior through personal actions and interpersonal relationships, and promoting such behavior for followers through empowerment, decision making, and two-way communication. Kalahan (1998) also provide a definition of theoretical normative ethics, especially virtue ethics, which focuses on the actions and practices of ethical factors, which is in line with the definition of Brown et al. (2005). The definition of ethical leadership provided by Brown, Treviño, and Harrison (Brown et al., 2005) has been accepted as the benchmark definition and has therefore been used by subsequent researchers (Brown & Treviño, 2014; Neubert et al., 2009; Piccolo et al., 2010; Stouten et al., 2012).Materials and MethodsThis research uses an interpretive philosophy, a qualitative approach, and a grounded strategy with an emergent approach, and its analysis method is based on the Glaser’s coding approach. Trustworthiness of the findings (validity and reliability) of the research was also assessed through four criteria of Guba and Lincoln that included validity, transferability, reliability, and verifiability.According to the examinations by the researchers of this study in relation to the interrelations between the concepts, it seems that in this study, the "dimensions" family in the emergent approach may best combine concepts and categories. The model of this study is embedded in the “dimension coding family”. As mentioned, the components of ethical leadership include 4 components, 43 categories, and 698 codes or concepts. The first component is religiosity, the second one is ethical personality, the third is to be revolutionary, and the last one is to have analytical insights.Case StudyThe study population is the Defense Industries Organization of the Islamic Republic of Iran. In fact, the study population consisted of the employees and experts of the Defense Industries Organization of the Islamic Republic of Iran who had theoretical and practical knowledge of the subject matter and had sufficient dominance over the examined phenomenon and had experienced ethical leadership.ConclusionEthical leadership generally consists of the components that efforts are made to achieve them. These components are in the form of traits that moral leaders possess. However, these components do not exist in all ethical leaders, but an ethical leader must possess all these components to necessarily and sufficiently benefit from these qualities, otherwise he may not fully implement ethical leadership. However, some traits per se enable one to become an ethical leader. For example, the religiosity feature can improve other features.Another component of ethical leadership is ethical character. Consistent with the results of this study, one author described the dimensions of ethical leadership as honesty, compassion, and fairness (Karami et al., 2016). Kalshoven (2011) also consider some aspects of ethical leadership as fairness, honesty, ethical guidance, democracy, and power sharing.Other characteristics of ethical leaders include being revolutionary and having analytical insights. A revolutionary leader puts the values ​​of the revolution at the forefront. With the insight and vision gained through his competencies, this leader can make the best decisions at the right time and properly guide employees and the organization as a leading person

Analyzing Contents of Emotional Labor Dimensions among Exemplar Iranian Nurses

Introduction: Since nursing profession is deeply rooted in the concept of emotions, and emotions management in order to express the expected emotion demonstration has got high importance, conducting descriptive researches in different fields of exploring latent aspects of the relevant field are deemed essential. Therefore, the main objective of the current research was to explore contents of emotional labor dimensions among exemplary nurses in public hospitals of Mashhad City, Iran. Method: This was a descriptive research drawing upon the strategy of phenomenology. Semi-structured deep interviews were used to collect the data. In order to analyze collected data, Colaizzi approach was employed. The research population included all national exemplar nurses at public hospitals of Mashhad City. They were interviewed considering purposeful sampling and its adequacy. Results: For surface acting dimension, 5 sub-categories in 2 main themes of the emotional mask, and emotional deal, and for deep acting dimension, 15 sub-categories in 5 main themes of emotional withdrawal, emotional empathy, emotional arousal, emotional sharing, and emotional reflection were achieved. Conclusion: Findings of the current research provide valuable insight regarding emotional labor performed by national exemplar nurses in the population. Thus, a correct understanding of this concept as a valid source in constructing professional knowledge of nurses can be placed as the main part of nursing competency; through which the quality of patients’ care can be promoted and life quality can be improved as a result. Keywords: Emotions, Emotional labor, Surface acting, Deep actin

Recent developments in team resilience research in elite sport

In this paper we review recent developments in team resilience research in elite sport. Although resilience has become a popular and well-researched topic from an individual (psychological) perspective, less attention has been paid to whether this construct is conceptually and operationally robust at a group level. In this review, we provide an overview of definitional aspects of team resilience followed by an outline of research in the general psychology literature, and a discussion of the findings of the first two studies of team resilience in elite sport. Recent developments in this area of sport psychology research suggest that an understanding of how teams mobilize their collective psychosocial resources to withstand stressors is essential for optimal performance