Document Type : Research Article (Qualitative)

Authors

1 PhD student, Educational Management, Garmsar Branch, Islamic Azad University, Garmsar, Iran

2 Associate Professor, Department of Educational Sciences, Garmsar Branch, Islamic Azad University, Garmsar, Iran.

3 Associate Professor, Department of Educational Management, Islamic Azad University, Garmsar Branch, Garmsar, Iran

10.22034/ijes.2023.2007107.1437

Abstract

Purpose: The aim of this study was to identify the factors that reduce the cheerfulness of teachers in Semnan province and to provide a model.
Methodology: Research in terms of applied purpose; In terms of data type, it was qualitative and in terms of implementation method, it was thematic analysis. The statistical population included school teachers, senior education directors and university professors who were sampled by snowball method. The instrument used was a semi-structured interview which was analyzed by data analysis method. To determine the internal cheerfulness of the findings, the data were matched with theoretical and background bases and interviews with experts were used. To confirm the accuracy of the data, the study method was used by the research members to determine the external validity of the findings.
Findings: Theoretical saturation and triangulation techniques were used. Data analysis resulted in identifying 91 basic themes, 15 organizing themes and 5 comprehensive themes that were divided into two main categories of main and secondary themes. Together, these themes formed a coherent model for reducing the cheerfulness of teachers in Semnan province. Finally, the reasons for the decrease in teachers' cheerfulness, including 5 categories of comprehensive themes, including individual factors, organizational factors, cultural factors, extra-organizational factors and job factors were obtained.
Conclusion: Paying special attention to the factors that reduce the cheerfulness of teachers and addressing them in order to eliminate the factors that reduce the cheerfulness of teachers, can restore some cheerfulness to the teacher community.

Keywords

Main Subjects

Achor S. (2011). The happiness advantage: The seven principles of positive psychology that fuel success and performance at work. Random House.
Adabi M, Hahiha A, Khorshid A. (2020). designing a model of organizational happiness of faculty members: a model based on the data theory of the foundation. Strategic Knowledge, 10 (40): 115-138.]in Persian [
Adnan Bataineh K. (2019). Impact of Work-Life Balance, Happiness at Work, on Employee Performance. International Business Research, 12(2): 99-112.
Argyle M, Lu L. (2013). The happiness of extroverts. Personality and individual differences, 11, 1011-1017.
Bakker, A. B. (2005). Flow among music teachers and their students: The crossover of peak experiences. Journal of vocational behavior, 66(1): 26-44.
Corlatean T. (2019). Right to Happiness–A Challenge for International Organizations and Governments. Available at SSRN 3459597
Daniel C O. (2019). The Effects of Human Capital Development on Organizational Performance. International Journal of Scientific Research and Management, 7(1).
Dutton V M, Edmunds L. (2007). A model of workplace happiness. SELECTION AND DEVELOPMENT REVIEW, 23(3):9.
Eysenck M. (2014); Always be happy, translated by Challenger, New Generation Thought Publications.
Findler F, Schönherr N, Lozano R, et al. (2019). The impacts of higher education institutions on sustainable development: A review and conceptualization. International Journal of Sustainability in Higher Education, 20(1): 23-38.
Fisher C D. (2010). Happiness at work. International journal of management reviews, 12(4), 384-412.
Frey B S, Stutzer A. (2018). Economics of happiness. Springer International Publishing.
Ghaffari A, Sadeghi S A, Montazerolzohoor F, Mahmoudi, M T. (2016). Investigating the factors affecting the level of vitality of primary school teachers. Razi Journal of Preschool Sciences, 23: 119-134. ]in Persian [
Guerci M, Hauff S, Gilardi S. (2019). High performance work practices and their associations with health, happiness and relational well-being: are there any tradeoffs? The International Journal of Human Resource Management, 1-31.
Helliwell J F, Huang H, Wang S. (2017). The social foundations of world happiness. World happiness report, 8.
Hosie P, Willemyns M, Sevastos P. (2012). The impact of happiness on managers' contextual and task performance. Asia Pacific Journal of Human Resources, 50(3): 268-287.
Im S, Chung Y, & Yang J. (2018). The Mediating Roles of Happiness and Cohesion in the Relationship between Employee Volunteerism and Job Performance. International journal of environmental research and public health, 15(12): 2903.
Johnston C S, Luciano E C, Maggiori C, et al. (2013). Validation of the German version of the Career Adapt-Abilities Scale and its relation to orientations to happiness and work stress. Journal of Vocational Behavior, 83(3): 295-304.
Kline R B. (2015). Principles and practice of structural equation modeling. Guilford publications.
Martínez-Martí M L, Ruch W. (2017). The relationship between orientations to happiness and job satisfaction one year later in a representative sample of employees in Switzerland. Journal of Happiness Studies, 18(1): 1-15.
Oerlemans W G, Bakker A B. (2018). Motivating job characteristics and happiness at work: A multilevel perspective. Journal of Applied Psychology, 103(11): 1230.
Saari L M, Judge T A. (2004). Employee attitudes and job satisfaction. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance. With the Society of Human Resources Management, 43(4): 395-407.
Sachs J D, Layard R, Helliwell J F. (2018). World happiness report.2018 (No. id: 12761).
Samaei Esfahani A, Pourdanesh S, Danesh H. (2018). Social factors affecting the social vitality of teachers. Sociology of Education, 6: 186-200. ]in persian [
Shojaie P, Bagheri Mo, Nikbakht A and Mohseni M. (2020). Modeling the factors affecting organizational happiness with a comprehensive structural interpretive modeling approach. Organizational Behavior Studies, 2 (34): 129-158. ]in Persian [
Stiglbauer B, Selenko E, Batinic B, Jodlbauer S. (2012). On the link between job insecurity and turnover intentions: Moderated mediation by work involvement and well-being. Journal of Occupational Health Psychology, 17(3): 354.
Yamato S, Nakamura Y. (2018). The penetration situation of the Happy Workplace Program, a workplace health promotion program in Thailand. Journal of Japan Society of Sports Industry, 28(3): 235-240.