Relationship among Occupational Adjustment , Psychological Empowerment and Job Burnout in Faculty Members

Rahimi-Dadkan, N; Nastiezaie, Naser

doi:10.18869/acadpub.rme.8.4.19

Cited by 6 publications

(9 citation statements)

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“…For example, Rajaeepoor et al reported a higherthan-average psychological ability in their study of the faculty members of Isfahan University of Medical Sciences (1). Rahimi-Dadkan and Nastiezaie also reported the psychological empowerment of the faculty members of the University of Sistan and Baluchestan as higher than average (8).…”

Section: Discussionmentioning

confidence: 95%

“…Empowerment is an internal feeling and a management technique that can be applied among all organizations as a means of dealing with the needs of modern global careers (7). Psychological empowerment includes five cognitive domains, including (a) sense of meaning (sense of value), (b) sense of competence (occupational self-efficacy), (c) self-determination (occupational authority), (d) impact (understanding people's ability to influence professional strategies, performances and results) and (e) trust (8). Empowerment in educational situations is comprised of opportunities for instructors to achieve independence, make choices, be held accountable and participate in decisionmaking.…”

Section: Introductionmentioning

confidence: 99%

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The Psychological Empowerment of Faculty Members: Across-Sectional Study in Kermanshah University of Medical Sciences

Mirzaei-Alavijeh

Rajati

Hatamzadeh

et al. 2019

Int J Health Life Sci

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Background: Faculty members' abilities directly affect academic performances. Objectives: The present study was conducted to examine psychological empowerment and its relationship with professional variables among the faculty members of Kermanshah University of Medical Sciences. Methods: This descriptive-analytical cross-sectional study was conducted among 165 faculty members of Kermanshah University of Medical Sciences (KUMS) in 2018. The participants were selected through simple random sampling with probability proportional to size. Data were collected using a self-report questionnaire and were analyzed in SPSS-16 by the independent t-test, the one-way ANOVA and Pearson correlation test at the significance level of 95%. Results: The mean age of the participants was 40.16 ± 8.12 years, ranging from 26 to 60 years. The mean score of psychological empowerment was 47.44 [SD: 6.16]; that is, the participants obtained 79% of the maximum score for psychological empowerment. Age and work experience were significantly correlated with the meaning (P < 0.01) and impact (P < 0.05) domains of psychological empowerment. Conclusions: The findings showed that the meaning and impact domains of psychological empowerment correlated significantly and positively with age and work experience among the faculty members. Developing programs to promote psychological empowerment in younger faculty members is thus recommended.

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Section: Discussionmentioning

confidence: 95%

Section: Introductionmentioning

confidence: 99%

The Psychological Empowerment of Faculty Members: Across-Sectional Study in Kermanshah University of Medical Sciences

Mirzaei-Alavijeh

Rajati

Hatamzadeh

et al. 2019

Int J Health Life Sci

View full text Add to dashboard Cite

show abstract

“…Moreover, as second/foreign language education is a relational job involving several social, psychological, and emotional interactions ( Strachan, 2020 ), EFL teachers must have occupational adjustment (OA, hereafter) as well. The concept of OA refers to those behaviors that produce a good performance and a positive attitude toward one’s role in a profession ( Rahimi-Dadkan and Nastiezaie, 2016 ). It is a complex construct comprising an employee’s perceived sense of achievement, altruism, safety, autonomy, comfort, status, and adjustment ( Coetzee and Stoltz, 2015 ).…”

Section: Introductionmentioning

confidence: 99%

“…It is a complex construct comprising an employee’s perceived sense of achievement, altruism, safety, autonomy, comfort, status, and adjustment ( Coetzee and Stoltz, 2015 ). Research indicates that OA influences teachers’ job satisfaction and performance and reduces their stress, tension, and occupational conflicts ( Rahimi-Dadkan and Nastiezaie, 2016 ).…”

Section: Introductionmentioning

confidence: 99%

“…As a concept related to organizational settings, OA is defined as the degree of compatibility between a person and a workplace ( Kuerer et al, 2007 ). It contains one’s behaviors at work that bring about good performance and create positive attitudes toward a job ( Rahimi-Dadkan and Nastiezaie, 2016 ). In layman terms, OA or work adjustment concerns one’s abilities, interests, and tendencies to be compatible with a specific job.…”

Section: Introductionmentioning

confidence: 99%

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A Theoretical Analysis of the Preventive Role of English as a Foreign Language Teachers’ Occupational Adjustment and Psychological Hardiness in Their Job Burnout

2022

Front. Psychol.

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Teaching has long been considered as one of the most challenging professions worldwide due to the involvement of numerous linguistic, socio-political, social, and psych-emotional factors. Because of these factors, english as a foreign language (EFL) teachers are psychologically, emotionally, and physically pressed in their job. These damaging pressures often result in negative academic outcomes for teachers, students, and educational systems. Despite dire consequences, few studies (if any) have examined the role of psycho-emotional factors in improving teaching performance and reducing negative emotions at the workplace. To fill this gap, this mini-review article aimed to present a theoretical analysis of three constructs of occupational adjustment, psychological hardiness, and burnout. In so doing, the definitions, conceptualizations, dimensions, and empirical studies related to each variable were presented. The study ends with the existing research gaps and offers some implications for EFL teachers and other stakeholders by increasing their knowledge of emotions in occupational environments and the consequences that such emotions can have for an organization.

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Job adjustment predictive factors of healthcare midwives in health system reform in Iran

Moradali,

Hajian,

Majd

et al. 2023

Arch Public Health

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Background Possessing sensitive and multiple responsibilities in the country's health system, particularly after the implementation of the health reform in Iran, midwives must be able to optimally perform their duties in their new job as healthcare providers. This study aimed to identify the factors that predict job adjustment for Iranian midwives working in healthcare. Methods In this cross-sectional study, 310 midwives were recruited from 209 health centers in the Iranian province of West Azerbaijan using the census method and asked to complete research questionnaires. Data were collected using job adjustment, job satisfaction, and organizational commitment scales. SPSS version 25 was used to perform ANOVA and calculate multiple linear regression coefficients for data analysis. In addition, the AMOS software was employed for path analysis and the identification of predictive variables. Results The mean age of the participants was 37.67 ± 7.1 years. Most participants (35.5%) were interested in their occupation as a midwife, and 27.1% were very interest. They had a moderate to strong tendency (76.1%) to remain in their new profession. In addition, 58.1% of participants experienced moderate job adjustment. For healthcare midwives, "desire to remain in the midwifery profession" and "organizational commitment" were significant predictors of job adjustment. "Desire to remain in the midwifery profession" directly affected midwives' job adjustment, while "interest in the new profession" had an indirect effect. Furthermore, "adequacy of income to expenses," "job satisfaction," and "organizational commitment" through the mediating role of "desire to remain in the profession" can, directly and indirectly, influence their job adjustment. Conclusion To better prepare midwives for their role as healthcare providers, organizational managers should focus their efforts and plan primarily on providing incentives to increase the longevity of staying in the profession of midwifery increase job adjustment, job satisfaction, and organizational commitment, thereby improving the quality-of-service delivery.

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Relationship among Occupational Adjustment , Psychological Empowerment and Job Burnout in Faculty Members

Cited by 6 publications

References 0 publications

The Psychological Empowerment of Faculty Members: Across-Sectional Study in Kermanshah University of Medical Sciences

The Psychological Empowerment of Faculty Members: Across-Sectional Study in Kermanshah University of Medical Sciences

A Theoretical Analysis of the Preventive Role of English as a Foreign Language Teachers’ Occupational Adjustment and Psychological Hardiness in Their Job Burnout

Job adjustment predictive factors of healthcare midwives in health system reform in Iran

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