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

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.