پژوهش‌های روانشناختی در مدیریت

Purpose: Employee flourishing, especially among teachers, is one of the main components of mental health and professional well being in educational environments, and it is recognized as a key indicator for evaluating the positive functioning and motivation of teachers. Teacher flourishing not only affects the quality of teaching but also influences students’ motivation and learning, and ultimately the effectiveness of the educational system. Recent research shows that contemporary educational environments are facing rapid social, technological, and organizational changes, which increase the complexity of the teachers’ role and impose unprecedented psychological and emotional pressures on them. In such circumstances, paying attention to the factors that influence teacher flourishing has become even more important. One of the main factors reducing flourishing is job stress. The shift in teaching patterns from traditional classrooms to blended and digital environments, increased workload, role ambiguity, and the need for new skills have significantly increased the level of job stress among teachers. On the other hand, readiness for change plays an important mediating role in reducing the negative effects of job stress on flourishing, and personality traits such as extraversion can moderate this relationship, while neuroticism has a lesser moderating role. Extraversion, as a personality trait, is related to the intensity and quantity of the capacity for happiness, interpersonal interaction, and need for stimulation. Whereas introverts, due to their internal nature, tend to naturally have a high level of arousal and are more sensitive to stimulation, extraverts need social interactions with others and other stimulations to increase their level of arousal.Despite widespread recognition of the challenges posed by job stress in the teaching profession, the precise psychological mechanisms through which job stress undermines teachers’ well being remain insufficiently understood, particularly in the context of Iran’s education system. The present study aimed to investigate the impact of job stress on flourishing among teachers, with resistance to change as a mediator and extraversion as a moderator. Specifically, the study sought to answer whether resistance to change explains the transmission of the negative effect of job stress onto flourishing, and whether the personality trait of extraversion can attenuate the strength of this relationship.Design/Methodology/Approach: This research was applied in terms of purpose, descriptive causal in nature, and cross sectional in time. The statistical population comprised all teachers in District 1 of Isfahan, Iran (N = 168). Based on Cochran’s formula, a sample of 117 teachers was selected using simple random sampling. Data were collected using four standard questionnaires: the Job Stress Questionnaire (Hellriegel & Slocum, 1996), the PERMA Flourishing Questionnaire Butler & Kern (2016), the Resistance to Change Scale (Oreg, 2003), and the NEO Extraversion Scale McCrae & Costa (1992). Reliability was confirmed through Cronbach’s alpha and composite reliability (all values > 0.82). Convergent validity was established using average variance extracted (AVE > 0.5), and discriminant validity was confirmed using the Fornell Larcker criterion. Data were analyzed using Structural Equation Modeling with Partial Least Squares (PLS) via SPSS and SmartPLS software. Due to non normal data distribution (Kolmogorov Smirnov test), the PLS method, which is robust against violations of normality, was employed.Findings: The findings revealed that job stress has a positive effect on teachers’ resistance to change, while resistance to change has a negative effect on teachers’ flourishing. Moreover, the results indicated that job stress negatively affects flourishing through the mediating role of resistance to change.Discussion and Conclusion: The findings indicate that job stress reduces teachers’ flourishing through both direct and indirect pathways (via increased resistance to change). The indirect pathway, with full mediation by resistance, is particularly noteworthy: job stress first strengthens resistant attitudes toward change, and these attitudes subsequently block the experience of flourishing components (positive emotions, positive relationships, meaning, achievement, and engagement). This result aligns with the Job Demands Resources model (Bakker & Demerouti, 2023), which posits that chronic job stress depletes psychological resources and activates defensive strategies such as resistance. Furthermore, the moderating role of extraversion shows that this personality trait acts as a “personal resource,” helping teachers maintain higher levels of flourishing even in the presence of resistant attitudes. Extraverted teachers, by leveraging social interactions, optimism, and active feedback seeking, counteract the negative effect of resistance on flourishing. From a practical standpoint, it is recommended that job stress management and psychological empowerment programs for teachers simultaneously focus on reducing resistance to change and strengthening communication and social skills. Establishing psychological support systems, conducting workshops on coping with stress and change, and attending to individual differences in assignments and teamwork can help enhance teacher flourishing.

Purpose: In the realm of investment management, selecting an appropriate investment portfolio for holding companies constitutes one of the most critical decisions. Owing to their diversified investment activities and their strategic role in resource management, these companies require a precise analysis of various factors, particularly behavioral ones. Behavioral factors such as risk aversion, overconfidence, and fear of failure can significantly influence investment decisions. This study examines and prioritizes these factors with a focus on one of the active holding companies in the country.Design/Methodology/Approach: This research is applied in terms of purpose and descriptive survey in terms of method. The statistical population and sample are assessed at two levels: at the first level, the target holding companies were considered; at the second level, experts and investment managers within these holding companies were selected to complete the relevant questionnaires. Since this study is conducted as a case study, it does not involve a statistical sample; instead, one active holding company and its associated experts were selected as the study sample. The data were collected through academic literature, interviews with academic and executive experts, relevant questionnaires, and the documents and records of the selected company. After identifying the behavioral factors influencing investment decision making among managers in holding companies, the DEMATEL technique was applied to determine the direct relations among the criteria. Through the direct relation matrix, the causal relationships were identified, specifying which behavioral factors influence others and which ones are influenced. Subsequently, the prioritization of these factors was determined using pairwise comparisons based on the Analytic Network Process (ANP). For this purpose, a questionnaire designed to assess the relative importance of the criteria was employed. After collecting the completed questionnaires, the collective expert judgment was calculated using the geometric mean. In this step, following the construction of the network model in Super Decisions software and establishing the interrelations among criteria, the DANP method was applied to determine the weights of the factors. The aggregated judgments were entered into the initial supermatrix as pairwise comparisons. The weighted supermatrix was then raised to a sufficiently large power (Z) until convergence and stability were achieved. To conduct the analysis, the first phase of the study involved identifying behavioral factors affecting investment decisions in holding companies through semi structured interviews with experts. The interviews were analyzed in stages using a qualitative content analysis approach. The results were compared with the existing literature to determine the final set of behavioral factors.Findings: The findings indicate that among the cognitive biases, self attribution (A2), overconfidence (A3), and the gambler’s fallacy (A5) have a causal nature, while the remaining criteria are effect type. Overconfidence (A3) is the most influential criterion, affecting all six other cognitive factors, whereas limited attention (A4) is the most influenced (effect type) factor. Among emotional biases, regret aversion (B3), increased risk taking (B5), and loss aversion (B6) were found to be causal. Loss aversion (B6) influences all six other emotional subcriteria and is one of the most influential factors. Calendar effects (B2) are the most influenced subcriterion, affected by five other factors except herd behavior (B1). The causal relationships among the subcriteria of other behavioral characteristics reveal mutual influence between the secure anxious (C1) and conservative daring (C2) traits, with C1 exerting a slightly stronger effect on C2, thus rendering C1 a causal factor. Ultimately, the results of the data analysis show that among the main criteria, cognitive bias—with a weight of 0.3573—represents the most significant behavioral factor affecting portfolio selection in holding companies. Emotional bias (0.3381) and other behavioral characteristics (0.2281) follow in order of importance. Among the subcriteria, the secure anxious trait holds the highest importance (0.1212), followed by conservative daring (0.1069) and loss aversion (0.0642).Discussion and Conclusion: The findings suggest that cognitive and emotional factors play a more important role than personality traits in investment decision making in holding companies. Among other behavioral characteristics, managers’ levels of confidence or anxiety and their conservative or risk seeking tendencies exert the greatest influence on portfolio selection. The results demonstrate that the behavioral factors of decision makers in holding companies do not act independently; rather, they influence the portfolio selection process through a causal and interconnected network. Some biases and personality traits function as causal factors, while others act as outcomes, with varying intensities of influence. This highlights the necessity of adopting a systemic and network based perspective toward managerial behavior in investment decision making. From a managerial standpoint, the findings suggest that improving the quality of investment decisions in holding companies cannot be achieved solely by enhancing financial analytical tools. Instead, it requires managing behavioral risks, designing collective decision making mechanisms, and employing scenario analysis to mitigate anxiety and cognitive biases.

Purpose: The purpose of this research was to understand the phenomenon of political maneuvering conducted by managers in public organizations. This study addresses the increasingly political nature of public-sector institutions in Iran, where pressures arising from political appointments, bureaucratic structures, ambiguous rules, and informal power relations contribute to the intensification of political behavior. Although political maneuvering plays a significant and often disruptive role in management processes, previous studies have mostly focused on general political behavior rather than the deeper and more destructive aspects of maneuvering in public systems. Furthermore, the political dynamics of Iranian Public organizations, with their structural complexities, informal networks, and persistent lobbying, have not received adequate academic attention. By exploring political maneuvering through the perspectives of managers in Kermanshah Province, the study aims to identify the causal conditions that trigger it, the processes that sustain it, the contextual factors that enable it, the intervening conditions that modify its intensity, and the consequences that result from such behaviors. Ultimately, the research seeks to develop a grounded model that explains how political maneuvering emerges and affects organizational life in public institutions.Design/Methodology/Approach: This study uses a qualitative research methodology based on the principles of Grounded Theory, following the systematic coding approach of Strauss and Corbin. The statistical population consisted of managers in public organizations in Kermanshah Province. Through theoretical sampling, 15 semi-structured interviews were conducted until theoretical saturation was reached, which occurred around the twelfth interview and was confirmed with three additional interviews. All interviews were recorded, transcribed, and analyzed using open, axial, and selective coding. Through this process, a total of 35 subcategories were extracted and organized into broader conceptual themes. To ensure the trustworthiness of the findings, the study employed several validation strategies, including participatory validation, peer review, and inter-coder reliability checks. Additional qualitative criteria—credibility, transferability, dependability, confirmability, and auditability—were also considered to reinforce methodological rigor. The final result was the construction of a paradigmatic model that identified the relationships among causal conditions, contextual factors, intervening variables, political strategies, and the consequences of political maneuvering.Findings: The findings revealed that political maneuvering is a multi-layered and evolving process shaped through six major components. The central phenomenon includes coalition networking, forming relationships with influential individuals and power centers, capturing or concealing information, engaging in illegal or non-transparent behavior, developing influence mechanisms, and performing disruptive actions within the organization. The study identified several causal conditions that fuel political maneuvering. These include individual factors such as ambition, need for power, Machiavellian tendencies, self-monitoring, personal helplessness, and fear of losing one’s position. Job-related factors also play a role, including role ambiguity, lack of recognition, unclear responsibilities, weak promotion pathways, and perceptions of increased political behavior in the organization. Organizational factors such as weak structures, unfair resource distribution, ineffective evaluation systems, lobbying, and hidden communications further intensify political maneuvering. Contextual factors that facilitate political maneuvering include weak organizational culture, a hypocritical work environment, rigid rules that limit transparency, political appointments, unequal power distribution, and the dominance of bargaining-oriented thinking. Intervening conditions such as gender dynamics, moral obligations, personality types, organizational silence, personal needs, and pressure tactics shape how political maneuvering occurs. Managers used several strategies, including unmeritocratic appointments, flattery, spying, bold political actions, selective information sharing, and forming informal coalitions to increase influence or weaken opponents. The consequences of political maneuvering were predominantly negative, including reduced innovation, increased sabotage, weakened effectiveness, administrative corruption, heightened conflicts, erosion of trust, and decreased employee morale. These outcomes collectively harm organizational performance and lower the quality of public service delivery.Discussion and Conclusion: The study concludes that political maneuvering is not simply an individual choice but a behavior shaped by organizational weaknesses, political pressures, and cultural norms. The interaction of causal, contextual, and intervening conditions creates an environment where political maneuvering becomes common and normalized. Although some managers may gain short-term benefits, the long-term consequences are harmful. Political maneuvering erodes trust, disrupts cooperation, reduces transparency, undermines meritocracy, and contributes to inefficiency within public organizations. The grounded model developed in this research clarifies how political maneuvering emerges, develops, and affects organizational outcomes. The study highlights the need for transparent appointment systems, objective evaluation mechanisms, ethical leadership development, and cultural reforms to minimize political pressures and reduce destructive behaviors in public-sector organizations.

Purpose: This research endeavors to identify and delineate effective strategies, grounded in a comprehensive approach and the rich principles of Islamic teachings, for the proactive management and fundamental prevention of negative emotions and thoughts that frequently arise within the complex landscape of workplace relationships. Beyond merely identifying issues, the ultimate aim of this study is to present an operational framework capable of simultaneously addressing three critical domains: firstly, the enhancement and assurance of employees’ mental health and well-being; secondly, the strengthening and deepening of healthy, constructive, and mutually respectful interpersonal relationships in the workplace; and thirdly, ultimately, the significant improvement and increase of the overall effectiveness and efficiency of the organization. This research seeks to assist organizations in fostering a more conducive, humane, and consequently, more successful work environment by extracting practical guidelines from Islamic sources.Design/Methodology/Approach: The study employed a qualitative descriptive-analytical approach. In the first phase, internationally validated tools for assessing negative emotions in the workplace were reviewed and analyzed to extract a comprehensive set of emotional and cognitive negative components related to workplace interactions. In the second phase, field data were collected through semi-structured interviews with 20 employees from public sector organizations, and the data were analyzed using thematic analysis. Following the extraction and categorization of negative emotions, management strategies were identified based on Islamic teachings through consultation of authoritative sources, including the Holy Quran, Nahj al-Balagheh, and other reputable Shia ethical and narrative texts.Findings: This research conducted an in-depth examination and analysis of negative emotions arising from workplace relationships, revealing that these emotions can be broadly categorized into three main groups:1. Hostile Emotions: This category encompasses feelings such as anger, hatred, and jealousy, which frequently manifest in response to undesirable interactions, unhealthy competition, or a sense of injustice within the work environment. These emotions can rapidly damage professional relationships and foster a tense atmosphere.2. Occupational Stressors: This group includes factors directly related to the nature of the job and its surrounding environment. Elements such as excessive and unreasonable workload, inappropriate and unsupportive managerial behavior, and pervasive fear of task failure contribute to the exacerbation of negative emotions.3. Pessimistic Attitudes: This category comprises thought patterns and attitudes that cast a negative light on the workplace. Such elements include feelings of ostracism and being overlooked by colleagues or management, distrust of others’ motives and intentions, and a propensity for conspiratorial thinking and suspicion regarding surrounding events. These attitudes can significantly impact an individual’s mental well-being and team dynamics.Subsequently, through a rigorous review and analysis of Islamic sources and texts, it was determined that effective strategies exist for managing these negative emotions. These strategies are applicable at both the preventive stage (prior to the full onset of emotions) and the therapeutic stage (after emotions have developed). Furthermore, the efficacy of these strategies has been validated at both the individual level (personal responsibilities and actions) and the organizational level (policies and managerial interventions). These findings indicate that the integration of Islamic teachings with modern management approaches can provide a potent toolkit for cultivating a healthier and more constructive work environment.Discussion and Conclusion: This study shows that Islamic teachings provide an ethics-based framework for managing emotions and negative reactions in human interactions. At the individual level, cultivating moral virtues helps prevent negative emotions, improving well-being and workplace relationships. At the organizational level, fostering a culture of awareness, fairness, and mutual respect—supported by ethical policies and leadership—reduces conflict and stress. Integrating Islamic principles with modern management approaches enhances employees’ quality of life, emotional regulation, and psychological safety. This synergy creates a human-centered, sustainable work environment where valued employees are more engaged and innovative. The study advocates for embedding spiritual and ethical values into organizational management to promote a healthier, more productive workplace.

Purpose: The auditing profession, by ensuring financial transparency and strengthening public trust, constitutes one of the fundamental pillars of economic stability. However, the significant rise in auditors’ turnover in recent years has emerged as a serious challenge to audit quality and the stability of capital markets. This phenomenon produces consequences at three levels: at the individual level, it leads to weakened professional identity and psychological strain; at the organizational level, it results in reduced human capital and increased costs; and at the systemic level, it threatens the quality of financial reporting and public trust. Previous studies have been predominantly quantitative and have focused mainly on external factors such as workload, work–life conflict, and stress. Consequently, the existential, identity-related, and meaning-oriented dimensions of leaving the profession have remained underexplored. In the Iranian auditing literature as well, phenomenological studies in this domain are nearly absent. Adopting an interpretive phenomenological approach, the present study examines the lived experience of 20 former auditors to answer the question: “What are the dimensions and meanings of leaving the auditing profession as experienced by those who have lived through it?” Design/Methodology/Approach: This qualitative study employed an interpretive phenomenological approach, drawing on van Manen’s (2016) framework, to explore in depth the lived experience of leaving the auditing profession. The sample consisted of 20 former auditors (14 men and 6 women) with 5 to 29 years of professional experience, selected through purposive and snowball sampling. Data were collected through semi‑structured, in‑depth interviews lasting 45 to 60 minutes. The data were analyzed using a three-stage coding process—open, axial, and selective—supported by MAXQDA software. To enhance the credibility and dependability of the findings, strategies such as member checking, triangulation, peer debriefing with two independent researchers, and thorough documentation of the research process were employed. Findings: The interpretive phenomenological analysis of the lived experiences of 20 former auditors (14 men and 6 women with 5 to 29 years of experience) revealed four core categories that together depict a four‑stage existential transition underlying the decision to leave the auditing profession. The first stage, Entering with Hope, reflects participants’ strong initial motivations, expectations of rapid advancement, enthusiasm for learning, and perception of auditing as a prestigious career path. The second stage, Erosion of Hope, captures the cumulative pressures of long and unpredictable working hours, intense stress, task monotony, limited opportunities for creativity, value conflicts, structural inefficiencies, and the perceived ineffectiveness of individual effort—all of which collectively undermined their professional identity and job satisfaction. This stage represented the primary barrier to remaining in the profession. The third stage, Crisis of Meaning and the Moment of Crossing, marks the emotional and existential turning point at which participants decided to leave. They described simultaneous feelings of guilt, fear of the unknown, and attachment to the familiar work environment. However, confronting critical situations and recognizing their need for work that was more meaningful and aligned with their personal values ultimately propelled them through this threshold. The fourth stage, Reconstruction of Meaning, unfolded after departure, when individuals rebuilt their professional identities, expressed satisfaction with their new career paths, applied their auditing skills in more dynamic and creative roles, and reported a renewed sense of “making a real impact” and “feeling alive.” Overall, the findings indicate that leaving the auditing profession is not merely a reaction to workload pressures but a multilayered existential process involving rupture and the reconstruction of work‑life meaning. Discussion and Conclusion: Drawing on a phenomenological approach, the present study proposes a four‑stage model that captures the dynamic process of leaving the auditing profession: Entering with Hope, Erosion of Hope, Crisis of Meaning, and the Moment of Crossing, and Reconstruction of Meaning. This model illustrates that leaving the profession is not merely a job‑related decision triggered by workload pressures; rather, it represents a profound existential transition characterized by identity disruption, value conflicts, and experiences of moral distress, ultimately leading to a redefinition of one’s professional identity and greater satisfaction in a new career path. The findings align with established theories of job burnout (Maslach & Leiter, 2016), meaning crisis (Kleinbaum & Klein, 2006), and professional re‑meaning‑making (Yano & Schwartz‑Shea, 2015), and—beyond prior quantitative research—highlight the existential and identity‑based dimensions of this phenomenon. Overall, the study concludes that leaving the auditing profession can be understood as a form of positive existential transformation. Nevertheless, to mitigate its prevalence, organizations must implement timely interventions focused on psychological support, improved work–life balance, and greater flexibility in career pathways.

Purpose: One leadership style that effectively adapts to today’s dynamic environment through flexible and adaptive behaviors is the chameleon leadership style. Chameleon leaders possess the ability to modify their behavior and adjust to new situations to achieve their objectives. By aligning their approach with situational demands, they can lead effectively in various contexts. These leaders are characterized by their capacity for rapid adjustment in response to changing circumstances. A chameleon leader may also influence others through manipulative behaviors and superficiality, affecting them in complex ways. This leadership style has a dual nature, meaning it can generate both positive and negative outcomes. Accordingly, the present study aims to identify the causes of the inclination toward, and the consequences of using, the chameleon leadership style in knowledge based organizations. Design/Methodology/Approach: This study is exploratory in purpose and utilizes both qualitative and quantitative methods, following an inductive–deductive philosophical approach. The statistical population included experts selected through purposive sampling and based on the principle of theoretical saturation. The data collection tool in the qualitative phase was a semi structured interview, whose validity and reliability were confirmed using content validity, theoretical validity, and intra coder and inter coder reliability methods. In the quantitative phase, data were collected using a questionnaire whose validity and reliability were verified through content validity and test–retest reliability. Qualitative data were analyzed using content analysis, while quantitative data were analyzed through the fuzzy cognitive map method.‌‌‌‌‌Findings: The results indicate that ambiguous and unpredictable environmental conditions, high emotional intelligence in managers, and a desire for popularity among managers are among the most significant drivers of the inclination toward the chameleon (sun worshipper) leadership style. Additionally, expanding the organization’s competitive capacity, increasing its adaptive capability, and enhancing crisis management competency were identified as the most important consequences of this leadership style.Discussion and Conclusion: Knowledge based organizations operate in highly dynamic and competitive environments. In such contexts, the chameleon leadership style owing to its high degree of flexibility enables leaders to respond rapidly to changes and adjust their strategies and approaches accordingly, thereby guiding the organization toward success. The findings of this study are presented in both qualitative and quantitative dimensions. The qualitative results reveal the causes of the inclination toward, and the consequences of adopting, the chameleon leadership style in knowledge based organizations. The identified causes include: managers’ possession of quantum thinking, ambiguous and unpredictable environmental conditions, the institutionalization of a dual capacity organizational culture, managers’ tendency toward emperor building (imperialism), pursuit of profit and self interest, steering the organization toward competitive intelligence, high emotional intelligence among managers, the desire to strengthen organizational resilience, managers’ tendency toward popularity seeking, and the dominance of a visionary personality trait in managers. The identified consequences include: enhanced organizational adaptive capacity, improved crisis management competency, prevention of monotony and stagnation, increased bargaining power in problem solving, the emergence of administrative opportunism, strengthened organizational flexibility, enhanced organizational agility, introduction of opportunities for growth and development, expansion of competitive capacity, and the creation of a climate of paranoia and skepticism toward the manager.

The present study aimed to investigate the effect of knowledge-based human resource management (HRM) on teachers’ quality of work life with the mediating role of psychological well-being. This descriptive-correlational study was conducted among 906 primary school teachers in District 1 of Kermanshah during the 2024–2025 academic year. A total of 280 participants were selected using simple random sampling. Data were collected using three standardized questionnaires: the Quality of Work Life Questionnaire by Ilgan et al. (2014), the Knowledge-Based HRM Questionnaire by Kiananto et al. (2017), and the Psychological Well-Being Questionnaire by Ryff et al. (1989). Data analysis was performed using Pearson correlation and path analysis in LISREL software. The results showed that knowledge-based HRM had a significant and positive effect on quality of work life (β=0.32, t=2.44) and psychological well-being (β=0.76, t=10.43). Additionally, psychological well-being positively affected quality of work life (β=0.65, t=4.20). Knowledge-based HRM also had an indirect, positive, and significant effect on quality of work life through psychological well-being (β=0.49, t=3.89). The findings emphasize the importance of knowledge-based HR strategies in enhancing teachers’ psychological well-being and improving their quality of work life.

Purpose: Affective Artificial Intelligence (Affective AI) is reshaping consumer–brand interactions by using emotion recognition and voice modulation to create personalized and empathetic experiences. While its potential for enhancing engagement and loyalty is widely acknowledged, serious concerns regarding privacy, technical limitations, and ethics remain. The purpose of this study is to identify the antecedents and consequences of adopting Affective AI in smart marketing, with an emphasis on the psychological, technological, and social mechanisms that drive consumer acceptance and the risks that may undermine its effectiveness. By exploring both positive and negative outcomes, this research addresses a critical gap in marketing literature where the emotional dimension of AI-enabled technologies has received limited attention.

Purpose: Today is an era in which managers face countless challenges. Meanwhile, self-regulated learning emerges as an inevitable necessity. Managers who ignore this principle may face problems and lose their job opportunities. Therefore, it is necessary to include self-regulated learning as a central principle in managers' strategies and plans. Therefore, the current research has been carried out to provide a fuzzy cognitive map of the mechanisms and consequences of self-regulated learning using the method (FCM).Design/Methodology/Approach: The present study is a mixed research in terms of method and is applied in terms of purpose and is classified as a descriptive survey research in terms of data collection and as a deductive-inductive research in terms of research philosophy. The statistical population of this study is experts and scholars familiar with the subject under study, of whom 25 were selected as sample members using a purposive sampling method. The reason for selecting the population and statistical sample is that the concept of self-regulated learning has a theoretical concept with a scientific origin in management and human resources, and the selection of the sample should be done in such a way that all theoretical and practical dimensions of this concept are also examined by the statistical sample; Therefore, a set of experts who had relevant knowledge, expertise, work experience in the relevant field, and relevant activities were selected as sample members of this study. Given the familiarity of the sample members in the qualitative section with the research topic and approach through in-depth interviews, and to increase the accuracy and coherence of the research findings, it was decided to use the same experts in the quantitative section. In the qualitative section, the data collection tool was an interview, and in the quantitative section, a questionnaire; in such a way that first, qualitative data was collected using the opinions of 25 experts until theoretical saturation of information, and then, it was analyzed using MaxQDA software and content analysis and labeling methods. Content analysis is a systematic method for extracting and interpreting key concepts from qualitative data. In the present study, this method was used to identify the mechanisms and consequences of self-regulated learning to provide a basis for modeling with fuzzy cognitive mapping. Content analysis, focusing on extracting conceptual structures, is more suitable than quantitative or other qualitative methods. Its implementation steps include data collection, initial labeling, concept classification, and final extraction, which ultimately prepare the qualitative data for fuzzy analysis. The validity and reliability of the data collection tool in the interview section were confirmed using the content validity ratio and Cohen's Kappa test. Also, in the questionnaire section, it was confirmed using content validity and test-retest reliability. In the next stage, the quantitative data were analyzed using the fuzzy cognitive mapping method. Fuzzy cognitive mapping is an analytical method for identifying the main dimensions of a concept, which extracts its most important components using centrality indices. This method also examines and explains the interactions and connections between variables, relying on causal relationships between them.Findings: In this study, the results can be presented in both quantitative and qualitative sections. In the qualitative part of the research, self-regulated learning mechanisms were identified, which include: cognitive self-regulation, behavioral self-regulation, motivational self-regulation, metacognition, causal attributions, avoiding procrastination, critical thinking, rethinking, questioning, and effective communication. Also, a set of consequences of using self-regulated learning was identified, which includes: strengthening leadership skills, improving self-efficacy, learning strategies, self-awareness, strengthening problem-solving skills, self-assessment, developing creative thinking, taking responsibility, increasing performance, and increasing motivation. The results of the quantitative part of the research also confirm that among the 20 factors identified, cognitive self-regulation was recognized as the most important self-regulated learning mechanism with the highest degree of centrality (27.05), followed by behavioral self-regulation, motivational self-regulation, and metacognition, respectively, as the most important consequences of self-regulated learning. Also, according to the research findings, strengthening leadership skills with a centrality degree of (24.86) has been identified as the most important outcome of self-regulated learning, followed by improving self-efficacy, learning strategies, and self-awareness, respectively, as the most important mechanisms of self-regulated learning.Discussion and Conclusion: The results of this study show that the most important learning mechanism for self-regulation is cognitive self-regulation, and its most important consequence is strengthening leadership skills.

Purpose: The present study aimed to investigate the effect of conscious silence on defensive silence, emphasizing the mediating role of perceived job insecurity and self-censorship in employees of state-owned banks in Tehran province. Method: This is an applied and descriptive-survey study. The statistical sample consisted of 328 bank employees (out of a total of 1075 people) who were selected using the Cochran formula. Data collection was carried out using standard questionnaires of conscious silence (Rumingog and Stanning, 2013), perceived job insecurity (Francis and Barling, 2005), self-censorship (Hayes et al., 2010), and defensive silence (Van Dyne, 2013). Results: Data analysis was carried out using structural equation modeling and SPSS 21 and Smart PLS 3 software. The results showed that conscious silence has a direct and significant effect on the perception of job insecurity (0.90), self-censorship (0.73), and defensive silence (0.33). Also, conscious silence has a significant effect on defensive silence through the perception of job insecurity (0.29) and self-censorship (0.48). The perception of job insecurity (0.32) and self-censorship (0.66) also have a positive and significant effect on defensive silence. Recommendation: It is suggested that in order to reduce conscious silence, secure and anonymous reporting systems be implemented in organizations so that employees can provide feedback and express their concerns without fear of negative consequences.

Resilience is a complex, broad, and multidimensional concept that encompasses many concepts and components, and therefore can be examined from multiple aspects and with diverse approaches at different individual, organizational, and social levels. One of the approaches that has recently received serious and widespread attention in addressing resilience, especially at the individual level, is the cognitive approach. At the same time, given the great breadth and diversity in the definitions and quality of cognitive elements and processes, there are still many scientific-research gaps in the field of theories, patterns, and cognitive models of resilience. The aim of the present study is to identify the mechanisms and cognitive factors affecting resilience with a philosophical approach and to arrive at a model to describe and explain the relationships between the dimensions and cognitive elements of resilience. This research was conducted in two stages using a mixed method and an inductive approach. In the first step, which is based on content analysis of texts and the background of the subject, the cognitive elements and components of resilience were extracted, and in the second step, using structural-interpretive equations, a cognitive model of resilience was obtained. The results of the MICMAC analysis show that among the cognitive dimensions of resilience, the dimension of "looking at existence" is the main dimension that has the greatest impact on other dimensions (independent variable), and the dimension of looking at difficulties and adversities is the dimension that accepts the greatest impact from other dimensions (dependent variable). There is no autonomous variable, and therefore, addressing resilience from a cognitive perspective requires a holistic view of the problem, and any change in any of the cognitive dimensions changes other cognitive dimensions and all cognitive mechanisms of resilience.

Entrepreneurship begins with the birth of an idea. Feedback given during this fragile stage can change how original that idea becomes, yet the impact of different tones of verbal feedback is still poorly understood. Guided by self-determination theory, this study tests how praise, critique, and unpredictable feedback alter the originality of new-venture ideas produced by potential entrepreneurs.Purpose. The aim of this study is to show that such low-cost, “soft” interventions can still raise or lower the novelty of the ideas that novice founders put on paper. We test whether three simple kinds of comments—praise, critique, and unpredictable messages—change the originality of early venture-ideas, and we explain what this means for training programs that cannot afford long coaching or cash rewards.Method. An experimental design with four feedback conditions was conducted. 145 engineering-students who had shown interest in launching a firm volunteered. Random assignment secured baseline equivalence on gender, age, and prior creativity scores. Each participant worked alone on a three-phase ideation task that asked for solutions to poverty, unemployment, and pollution. After every phase the participant watched a 30-second video that gave only one kind of feedback: Praise (“Excellent idea, keep doing this”), Critique (“Your idea is weak, explore deeper”), Unpredictable feedback (praise and critique in no clear order), and Neutral message (“Message received”).The speaker, length, and enthusiasm were identical in all clips so that only the verbal content varied. Two trained judges, blind to condition, rated every idea on a seven-point originality scale. Inter-rater agreement was high (intraclass correlation=0.82; Cronbach’s α=0.86). Originality scores were not normally distributed; therefore, Kruskal–Wallis tests compared groups, and Friedman tests examined change across phases. Linear slopes and Cohen’s d values illustrated practical size.Results. Across the three phases, clear and consistent patterns emerged. Participants who heard praise showed a steady fall in originality (slope=–0.50 points per phase; d=–0.64). Although the praise had a neutral tone, many listeners read it as a sign that the evaluator wanted to steer them, so their sense of autonomy dropped and they searched a narrower idea space. In contrast, the group that received critique recorded the largest rise in originality (slope=+0.50; d=+0.66). The critical words offered no extra guidance, yet their negative valence made participants feel a gap in competence. They responded by looking further afield for new angles that could close this gap. The unpredictable group first hesitated but then achieved a modest gain in novelty (slope = +0.25; d = +0.32). Because the link between effort and evaluation was unclear, external control weakened and the students relied more on self-assessment. The neutral message led to no systematic change. A Kruskal–Wallis statistic of 26.4 (p < 0.001) confirmed that the four distributions differed, and by the third phase the critique group outscored the praise group by roughly one full originality point. Theoretical implications. The findings add a simple three-path model to self-determination theory. Verbal comments act through (a) perceived control, (b) perceived competence challenge, and (c) unpredictability. Even polite praise can look controlling when it hints at a fixed standard. Pure critique does not give solutions, yet it signals that competence is in doubt and invites extra effort. Unpredictable comments blur any stable outside standard, so people turn inward for clues. Treating unpredictability as a separate dimension extends current feedback taxonomies and helps explain mixed results in past creativity studies. Practical implications. Incubators, accelerators, hackathons, and university courses often rely on quick words to keep large cohorts moving. The present evidence advises mentors to use praise with care, because it may push idea generators to play safe. A direct but respectful challenge such as “Try a less obvious cause” can stimulate wider search without money or equipment. Adding a small dose of randomness—alternating warm support with probing questions—may also prevent early fixation on the first acceptable solution.Conclusion. Very short spoken comments, offered at no financial cost, can meaningfully guide or misguide the originality of early venture ideas. Praise that listeners read as controlling may dampen novelty, while a neutral-tone critique can sharpen it by revealing a competence gap. A measure of unpredictability can help as well. Training programs can leverage these low-effort interventions to cultivate more original concepts before any funding pitch is written.

هدف از پژوهش حاضر، بررسی رابطه بهروزی ذهنی معلمان و میزان فشار روانی دانش‌آموزان با نقش میانجی کیفیت ارتباط معلم و دانش‌آموز می‌باشد. این پژوهش از نوع توصیفی همبستگی است. جامعۀ آماری پژوهش، شامل دو بخش دانش‌آموزان پایۀ ششم دورۀ ابتدایی و معلمان آن‌ها در شهر ملارد در سال تحصیلی 1403-1402 است. برای محاسبۀ حجم نمونه از تعداد متغیرهای مشاهده‌پذیر استفاده شد که برای دانش‌آموزان 37 بوده است و بر اساس این روش، تعداد نمونه باید بین 185 و 555 باشد. در این پژوهش، تعداد نمونه 377 است. به منظور ارزیابی متغیرها از پرسشنامه‌های فشار روانی تحصیلی زاجاکوا و همکاران (2009)، پرسشنامۀ بهروزی ذهنی کییز و ماگیارمو (۲۰۰۳) و پرسشنامۀ کیفیت ارتباط معلم و دانش‌آموز موری و زوواک (2011) استفاده شد. تجزیه‌و تحلیل داده‌ها با استفاده از آزمون همبستگی پیرسون و مدل‌سازی معادلات ساختاری در محیط نرم­ افزارهای SPSS-26 و Lisrell انجام شد. یافته‌ها نشان داد بهروزی ذهنی معلمان بر میزان فشار روانی دانش‌آموزان تأثیر منفی و معنا‌داری داشت؛ اما تأثیر بهروزی ذهنی معلمان بر کیفیت ارتباط معلم و دانش‌آموز مثبت و معنا‌دار بود. همچنین، نتایج نشان داد بهروزی ذهنی معلمان از طریق کیفیت ارتباط معلم و دانش‌آموز بر میزان فشار روانی دانش‌آموزان تأثیری معنادار می‌گذارد.

بروز رفتارهای ضد‌بهره‌وری در سازمانها و از طرف دیگر لزوم توجه به سلامتی کارکنان در محیط کار از پدیده های بسیار حیاتی در سازمان‌های امروزین است که در این تحقیق نقش هوش معنوی و اعتیاد به کار به عنوان نوعی نگرش و رفتار‌کاری در این زمینه مورد بررسی قرار خواهد گرفت. هدف تحقیق حاضر بررسی نقش دو عامل هوش معنوی و اعتیاد به کار در بروز پدیده رفتارهای ضد‌بهره‌وری و سلامتی پرستاران و کادر پزشکی درمحیط کار می‌باشد.از نظر هدف این تحقیق کاربردی و از نظر روش اجرا توصیفی – همبستگی و از نوع پیمایشی و مبتنی بر پرسشنامه استاندارد می باشد. جامعه آماری تحقیق پرستاران و کادر پزشکی بیمارستان‌ها می‌باشد که با روش نمونه گیری در دسترس 406 نفر در این پژوهش مشارکت کردند. برای تجزیه و تحلیل داده ها از روش تحلیل مسیر با کمک نرم افزار SPSS و Smart-PLS استفاده شد.داده های آماری تحقیق نشان داد که هوش معنوی بر رفتارهای ضد‌بهره‌وری تاثیر منفی داشته و بر سلامتی در محیط کار و اعتیاد به کار تاثیر مثبت و معنی داری دارد. همچنین اعتیاد به کار با بر رفتارهای ضد‌بهره‌وری تاثیر معنی‌داری نداشته در حالیکه بر سلامتی در محیط کار تاثیر منفی و معنی‌داری دارد. به مدیران و مسئولان بیمارستان‌ها و سیاست‌گذاران بخش سلامت پیشنهاد می‌شود مولفه هوش معنوی و اعتیاد به کار را به‌عنوان دو متغیر بسیار تأثیرگذار در توسعه رفتارهای کار محور مؤثر و افزایش سلامت کارکنان در محیط کار در نظر بگیرند.

این پژوهش با هدف بررسی ارتباط بین چندوظیفگی (انجام هم‌زمان چند کار)، تاب‌آوری و خلاقیت در میان کارکنان ادارۀ تعاون، کار و رفاه اجتماعی استان مرکزی انجام شده است. از نظر هدف، این پژوهش در زمرۀ پژوهش‌های کاربردی قرار می‌گیرد. طرح پژوهش از نوع مقطعی بود و از تکنیک معادلات ساختاری برای تجزیه‌وتحلیل اطلاعات استفاده ‌شد. جامعۀ آماری شامل کلیۀ کارکنان این اداره بود و پژوهش به صورت میدانی و با استفاده از پرسشنامه انجام شد. با استفاده از روش نمونه‌گیری در دسترس در نهایت تعداد 175 پرسشنامه کامل شد که تجزیه‌وتحلیل نیز بر اساس همین تعداد پرسشنامه انجام شده است. در این مطالعه، برای ارزیابی روابط میان متغیرهای مدل و تحلیل داده‌ها از نرم‌افزار لیزرل استفاده شد. نتایج تحلیل داده‌ها نشان داد چندوظیفگی کارکنان تأثیری مثبت بر خلاقیت و تاب‌آوری آنان دارد. همچنین، تاب‌آوری کارکنان با خلاقیت آن‌ها رابطه‌ای مثبت و معنادار دارد. علاوه بر این، ذهن‌آگاهی به ‌عنوان یک متغیر تعدیل‌کننده، ارتباط بین چندوظیفگی با تاب‌آوری و خلاقیت را تحت تأثیر قرار می‌دهد. از سوی دیگر، نقش میانجی‌گری تاب‌آوری در رابطۀ میان چندوظیفگی و خلاقیت کارکنان نیز تأیید شد. این یافته‌ها بر اهمیت توجه به چندوظیفگی و تقویت تاب‌آوری و ذهن‌آگاهی در بهبود خلاقیت کارکنان تأکید دارد.

سازمان‌ها امروزه با وجود رقابت بی‌وقفۀ جهانی، نوآوری‌های فناورانه، تجدید ساختار سازمانی و محیط کسب‌وکار آشفته، به کارکنان تاب‌آور نیاز دارند که بتوانند با تغییرات بی‌سابقه مواجه شوند. هدف از این پژوهش تحلیل نقش میانجی‌گری خودکارآمدی و تاب‌آوری روان‌شناختی در رابطۀ کمال‌گرایی و انگیزش کارکنان در امور آب ‌و فاضلاب شهرستان خمینی‌شهر است. پژوهش حاضر از نظر هدف، کاربردی و ازنظر روش، توصیفی است. جامعۀ مورد مطالعه در این پژوهش تمامی کارکنان و مسئولان امور آبفای شهرستان خمینی‌شهر به تعداد 110 نفر هستند. روش کار به صورت تمام‌شماری است. ابزار گردآوری اطلاعات در این پژوهش چهار پرسشنامۀ استاندارد است که روایی آن‌ها به شیوۀ صوری و سازه‌ای و پایایی آن‌ها نیز بر اساس آلفای کرونباخ تأیید شده است. به منظور تجزیه‌وتحلیل داده‌ها، از روش معادلات ساختاری با نرم‌افزار 3 PLS استفاده شد. نتایج نشان داد کمال‌گرایی بر انگیزش کارکنان با میانجی‌گری خودکارآمدی و تاب‌آوری روان‌شناختی تأثیر ندارد. همچنین، نتایج نشان داد کمال‌گرایی بر انگیزش کارکنان تأثیر دارد. کمال‌گرایی بر خودکارآمدی و تاب­آوری کارکنان تأثیر ندارد. از طرفی، خودکارآمدی بر انگیزش کارکنان تأثیر دارد. در نهایت، تاب‌آوری روان‌شناختی بر انگیزش کارکنان تأثیر ندارد. افرادی که در بخش‌های پرچالش سیستم مشغول به کار هستند، به منظور تقویت اعتمادبه‌نفس و توان ترمیم، باید به صورت مستقیم توسط مدیریت حمایت شوند. چرخش شغلی در بخش مشترکان بین قسمت‌های پذیرش، خرید انشعاب و وصول مطالبات ممکن است فرسایش نیروی بخش وصول مطالبات را تا حدی زیاد کاهش دهد و باعث افزایش انعطاف‌پذیری کارکنان این قسمت شود.

هدف از پژوهش حاضر، بررسی تأثیر مداخلۀ آموزشی توانمندسازی روان‌شناختی بر شکوفایی شخصی و شیفتگی شغلی مدیران و معلمان مدارس است. پژوهش از نظر هدف، کاربردی به روش نیمه‌آزمایشی با طرح پیش‌آزمون - پس‌آزمون و پیگیری یک‌ماهه با گروه کنترل است. کلیۀ مدیران و معلمان مدارس ابتدایی شهرستان دهدشت در سال تحصیلی 1402-1403 جامعۀ پژوهش حاضر را تشکیل می‌دهند. از بین این جامعه، 30 نفر به روش نمونه‌گیری در دسترس با کمک نرم‌افزار تعیین حجم نمونۀ G Power 3 انتخاب شدند. اعضای نمونه پرسشنامه‌های شیفتگی شغلی باکر (2008) و شکوفایی شخصی سلیمانی و همکاران (2015) را تکمیل کردند. برای تجزیه‌وتحلیل داده‌ها از روش‌های آمار توصیفی و استنباطی شامل تحلیل واریانس اندازه‌گیری مکرر به کمک نرم‌افزار SPSSV19 استفاده شد. نتایج نشان داد مداخلۀ توانمندسازی روان‌شناختی باعث ارتقای شکوفایی شخصی (01/0>P) و شیفتگی شغلی (05/0>P) در مدیران و معلمان مدارس شد؛ به این معنا که گروه آزمایش پس از دریافت مداخلۀ توانمندسازی روان‌شناختی، نمرات بالاتری در شیفتگی شغلی و شکوفایی شخصی در هر دو مرحلۀ پس‌آزمون و پیگیری اخذ کردند؛ از این رو، بر اساس نتایج این مطالعه، می‌توان گفت برنامۀ آموزشی توانمندسازی روان‌شناختی در شیفتگی شغلی و شکوفایی شخصی مدیران و معلمان مدارس مؤثر است. متخصصان حوزه‌های علوم‌تربیتی، روان‌شناسی، مشاورۀ شغلی و سایر متخصصان حوزۀ تعلیم و تربیت می‌توانند از نتایج این پژوهش بهره ببرند.

هدف این پژوهش تبیین مفهوم شبکه ­سازی تاریک با استفاده از چارچوب کوه یخ است. این پژوهش از نظر هدف، بنیادی و از لحاظ ماهیت، اکتشافی و در زمرۀ پژوهش‌های توصیفی پیمایشی است. جامعۀ پژوهش مدیران شرکت توزیع برق استان قم هستند که با نمونه‌گیری هدفمند، 16 نفر از آن‌ها انتخاب شدند. تحلیل داده ­ها نشان داد تجربیات دربرگیرندۀ درماندگی آموخته ­شده، اهمیت ارتباط ­گیری با افراد ذی­نفوذ، اهمیت نزدیکی به مراکز تصمیم­ گیری و اهمیت دسترسی به اطلاعات است. مقولۀ استعاره ­های سطحی شامل بدجنس، فراموش ­شدگی، شبکۀ نامرئی، از پشت خنجر زدن، شکست ­خوردگی، دیوانه ­بازی، سایه ­گزینی، سیاست ­بازی، همه­ فن ­حریف، کاسه ­لیسی و کثافت ­کاری است. تجمعات شبک ه­ای، جلسات محرمانه، روابط خانوادگی، شرکت در مراسمات و مذاکرات پنهانی در ذیل مقولۀ فعالیت ­ها است. تعاملات شامل اغفال، زدوبند، تصویرپردازی مثبت، انحصارگرایی، ترور شخصیت و رفاقت ظاهری است. در مقولۀ شخصیت­ پردازی غیراستعاری برون‌گرایی، خودشیفتگی، بی­ ملاحظه ­گری، رابطه ­گرایی، فرصت ­طلبی و مذاکره ­کنندۀ قوی قرار دارند. ارزش ­ها دربرگیرندۀ پیشرفت فردی، ذهنیت کمیابی، رفیق­ بازی و ناکامی دیگران است. در رابطه با فیلتر شناختی می­ توان گفت آنچه دیده می ­شود ارتباطات بین­ فردی و آنچه دیده نمی ­شود نیت پنهانی غیراخلاقی است. جهان ­بینی در شبکه ­سازی تاریک فردگرایی و استعارۀ مفهومی «تارهای کثیف نامرئی» و داستان مفهومی «هرگز تنها راه نرویم تا من به مقصد برسم» است.

پژوهش حاضر به منظور بررسی تأثیر رهبری سوءاستفاده‌گر، نقض قرارداد روان‌شناختی، و شایعه‌پراکنی برروی بدبینی کارکنان دانشگاه‌های دولتی انجام شد. در این راستا، نقش میانجی‌گری شایعه‌پراکنی برای اثرگذاری متغیرهای مستقل بر متغیر وابسته نیز بررسی شده است. جامعۀ آماری این پژوهش کارکنان دانشگاه دولتی هرات به تعداد ۲۴۸ نفر بود. به منظور دست‌یابی به اهداف پژوهش، داده‌های لازم با استفاده از ابزار پرسشنامه از ۱۴۸ نفر از این کارکنان به روش نمونه‌گیری تصادفی جمع‌آوری شد. داده‌های جمع‌آوری‌شده با استفاده از تکنیک مدل‌سازی معادلات ساختاری در نرم‌افزار آموس تجزیه‌وتحلیل شد. نتایج پژوهش نشان داد مدل ارائه‌شده برازندگی خوبی با داده‌ها دارد و تأیید می‌شود. آزمون فرضیه ­های پژوهش نیز نشان داد هر دو متغیر رهبری سوءاستفاده‌گر و نقض قرارداد روان‌شناختی به‌ طور مستقیم بر بدبینی کارکنان اثرگذار هستند. به علاوه، نتایج پژوهش نقش میانجی‌گری شایعه‌پراکنی در محل کار برای هر دو متغیر مستقل را نیز تأیید کرده است. بنابراین، در کل نتایج نشان‌دهندۀ اثرات مستقیم و غیرمستقیم رهبری سوءاستفاده‌گر و نقض قرارداد روان‌شناختی بر بدبینی کارکنان و نیز نقش میانجی‌گری جزئی شایعه‌پراکنی در رابطۀ بین این متغیرها بود.

پژوهش حاضر با هدف مدل‌سازی رهبری مبتنی بر علوم اعصاب در سازمان‌های آموزش‌محور انجام شده است. این پژوهش از لحاظ هدف، کاربردی و از نظر اجرا، پژوهش آمیختۀ کیفی ـ کمّی محسوب می‌شود. در مرحلۀ اول کیفی، از 37 مقالۀ منتخب با روش کدگذاری، ابعاد و مؤلفه‌های اولیه استخراج شدند. در مرحلۀ دوم کیفی، ابتدا 15 نفر به صورت نمونه‌گیری هدفمند از مدیران حوزۀ ستادی ادارۀ کل آموزش‌وپرورش استان لرستان و اساتید دانشگاه برای پنل دلفی خبرگان انتخاب شدند. اجماع نظری خبرگان طی دو مرحلۀ دلفی و فازی‌سازی داده‌ها حاصل شد. پایایی و روایی در بخش کیفی با نظر خبرگان دلفی تأیید شد و در پرسشنامۀ کمّی از روش روایی صوری ـ محتوایی و برای تعیین پایایی از ضریب آلفای کرونباخ استفاده شد. در بخش کمّی، از جامعۀ آماری 1222 نفر، با استفاده از فرمول کوکران و روش تصادفی طبقه ­ای، 292 نمونه انتخاب شدند. برای بررسی و تحلیل داده‌ها از روش مدل‌یابی معادلات ساختاری استفاده شده است. یافته‌های پژوهش نشان می‌دهد الگوی رهبری مبتنی بر علوم اعصاب از 17 مؤلفۀ آینده‌نگری، اثربخشی سازمانی، مدیریت هیجانات، تفکر سطح بالا و... تشکیل شده است. نتایج این پژوهش نشان می‌دهد تمامی مؤلفه‌های رهبری مبتنی بر علوم اعصاب تأیید می‌شوند و به طور کلی مدل از برازش مناسب برخوردار است.