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Introduction: In every job, impulsivity and tension are factors that researchers need to measure with appropriate instruments. The aim of this study was to translating and measuring the psychometric properties of the “Job Impulsivity and Tension Scale” among Employees of Isfahan Gas Transmission Company.
Methods: In this methodology study, after obtaining permission from the designers of scale, its translation process was carried out in seven stages. To assess psychometric, content validity and face validity were measured. For construct validity through exploratory and confirmatory factor analysis, two samples of 190 people and 188 employees of Isfahan Gas Transmission Company were selected randomly. Concurrent validity along with the “General Health Questionnaire” (GHQ-28), the “Fatigue Scale”, the “Pittsburgh Sleep Quality Index” (PSQI), and the “Euphoret Sleepiness Scale” (ESS), was measured. Reliability was verified by Cronbach's alpha, Gamma coefficient and test retest. Data were analyzed using SPSS version 21 software.
Results: The face was confirmed and the content validity ratio was, in all phrases, beyond the acceptable value of 0.59 for 11 specialists. In construct validity, the exploratory and confirmatory factor analysis confirmed the existence of two independent factors of impulse and tensions. Concurrent validity results showed that there was a positive, positive and significant relationship between scores. Reliability coefficients were confirmed by Cronbach's alpha and split-plot method.
Conclusions: The Persian version of the “Job Impulsivity and Tension Scale" has an appropriate validity and reliability. It is suggested to be used in related research.
 

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Introduction: Jobs have different characteristics that they can have different outcomes and effects on employee. The purpose of this study was to determine the Correlation of job characteristics with positive (optimism, vitality and positive affect) and negative (tension and impulsivity) components of psychological well-being among employees of Isfahan Gas Transmission Company.
Methods: This is a descriptive-correlational study. The sample consisted of 283 employees of Isfahan Gas Transmission Company who were selected by simple random sampling. Research Instruments included the "Work Organization Assessment Questionnaire" (WOAQ), the "Life Orientation Test" (LOT), the "Subjective Vitality Scale" (SVS), The "Positive Affect and Negative Affect Scale" (PANAS), the "Job Impulsivity and Tension Scale" responded. Concurrent validity of the instruments was assessed and confirmed. Cronbach's alpha reliability coefficients, Guttman, split and test-retest reliability were measured. SPSS .21 was used for data analysis.
Results: There is a significant correlation between job characteristics with positive (optimism, vitality and positive affect) and negative (stress and impulsivity) dimensions of psychological well-being. Also, five dimensions of relationship quality with manager, service compensation, workload, quality of relationship with colleagues, and physical environment quality of organizational performance assessment questionnaire (WOAQ), criterion variables namely positive affect (R2= 0.21), vitality (R2= 0.16), optimism (R2 = 0.14), stress (R2 = 0.17), and impulsivity (R2= 0.21) predicted
Conclusions: With the increase of job characteristics except workload, the positive) components of psychological well-being increase and the negative dimension decreases. It is recommended that managers pay attention to optimal relationships with employees, accurate evaluations of their services, and the physical environment of the work.
 

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Introduction: Job-related well-being is one of the most important variables related to work. The aim of this study was to determine the effect of “Memory Specificity Training” on the job-related well-being” of employed students of the University of Isfahan.
Methods: The present study is a quasi-experimental study. The sample consisted of 36 employed students of the University of Isfahan in 2020. Samples were selected by convenience method and after obtaining a score above 26 from 30 in the "Montreal Cognitive Assessment" and by simple random lottery method in 2 intervention groups and controls, each group of 18 people, were assigned. The participants answered the demographic questionnaire and the “Job-Related Well-Being Scale”, which consisted of two dimensions: contented-anxious and depressed-enthusiastic, twice in the pre-test and post-test replied. The validity of the instruments was examined using face validity and concurrent validity.  Reliability was confirmed by internal consistency method by calculating Cronbach's alpha coefficient as well as split-half coefficient and Guttman coefficient. The intervention group underwent 5 sessions of “Job-Related Well-Being”. The data were then analyzed in SPSS. 22.
Results: The mean of anxiety (F= 24.678 and P= 0.001) and the mean of depression (F= 26.386 and P= 0.001) in the experimental group decreased compared to the control group and the intervention was effective. 
Conclusions: “Job-Related Well-Being” has had the effect of reducing the contented-anxious and depressed-enthusiastic, dimensions and increasing job-related well-being. It is recommended to use “Job-Related Well-Being” to reduce anxiety and depression, increase comfort and enthusiasm, and finally work-related well-being.
 

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Introduction: In any job, performing job tasks requires different psychological demands, physical demands and workload, which can lead to physical and psychological problems in the employee. Therefore, the aim of the current research was to predict the health (organizational stress, health complaints, exhaustion and fatigue) of employees from the psychological demands of the job, physical demands, workload, and opportunities for development, possibilities for professional development and financial rewards in a company affiliated to the Ministry of Oil in Isfahan.
Methods: The participants of this descriptive-correlation study were 362 employees of a company affiliated to the Ministry of Oil in Isfahan, who were selected randomly using a table of numbers. Research instruments include, demographic questionnaire, "Psychological Job Demands Scale", "Physical Demands Scale", "Workload Scale", "Opportunities for Development Scale", 
"Possibilities for Professional Development Scale", "Financial Rewards Scale", "Organizational Stress Questionnaire", "Perceived Health Complaints Scale", "Maslach Burnout Inventory-General Survey” and “Chalder Fatigue Scale”. The validity of the instruments was measured using the face and concurrent validity. Reliability was confirmed by internal consistency method by calculating Cronbach's alpha coefficient and stability by retest method. Data analysis was done in SPSS. 20 software.
Results: Psychological demands, physical demands and workload, positively in the order of organizational tension (β=17.01, β=29.02, β=22.03, P<0.05), health complaints (β=15.01, 17 β=/02, β=03.23, P<0.05), burnout (β=19.01, β=12.02, P<0.05) and fatigue (β=22.01, β=02.15) , β=03.17, P<0.05) and opportunities for development, possibilities for professional development and financial reward, negatively in the order of organizational burnout (β=1-0.18, β=2-0.15, 12/ β=3-0, P<0.05), health complaints (β=1-0.14, β=2-0.17, β=3-0.15, P<0.05), fatigue (0.11 β=-1, β=2-0.13, β=3-0.15, P<0.05) and fatigue (β=1-0.14, β=2-0.16, β=3-0.18 =β, P < 0.05).
Conclusions: Employee health is improved by increasing psychological demands, physical demands and work load, and by increasing opportunities for development, possibilities for professional development, and financial rewards. Therefore, in order to improve the health of employees, psychological demands, physical demands and workload should be reduced and opportunities for development, possibilities for professional development and financial rewards should be increased.