Background: Background studies show that mindfulness training and emotional intelligence have been effective in job stress, work-family conflict and well-being, but it is not yet clear which of these interventions are more effective and more stable over time.
Aims: The aim of this study was to compare the effectiveness of mindfulness and emotional intelligence training methods on job stress, work-family conflict and well-being.
Methods: The present research is of applied type in terms of objective employing a quasi-experimental design with pretest-posttest and three-month follow-up. The statistical population consisted of staff in Sazeh Gostar Saipa Co. in 2019. From among the statistical population, 90 were chosen through available sampling method, and assigned randomly (lottery) across two experimental groups of training mindfulness and training emotional intelligence, plus control group. Assessment tools include; The British Institute of Health and Safety Questionnaire (1993), the Work-Family Conflict Questionnaire (2000) and the Reef Well-being Questionnaire (1989). One experimental group received the Kabat-Ziin model-based mindfulness intervention (2015) and the other experimental group received the emotional intelligence training package based on the model of Salovy et al. (2016) in eight 60-minute sesions. The control group did not receive any intervention. Data analysis was performed through mixed ANOVA method.
Results: The results showed that the training of mindfulness and emotional intelligence has been effective on job stress, family conflict, well-being of employees (P <0.05). Mindfulness training has a greater effect on job stress and well-being of employees compared to emotional intelligence training (P <0.05).
Conclusion: It seems that the method of teaching mindfulness and emotional intelligence can be used as a preventive and remedial in the field of well-being in society.

Background: Psychological aspects of job enrichment are crucial topics in sports psychology and mean increasing the motivation, satisfaction, commitment, and performance of employees by providing opportunities for learning, creativity, responsibility, and effective communication in the organization. Work-family conflict is an important issue for both managers and employees. Work-family conflict can lead to a lack of progress, job displacement, and job change. Job enrichment allows managers to organize their work schedules and take responsibility for their tasks. However, there is no valid tool to measure these structures in Iran.
Aims: The present study was conducted with the aim of investigating the psychometric characteristics of job enrichment scales and work-family conflict in sports managers.
Methods: This research was a descriptive study and it is in the category of instrumental research. The statistical population included physical education directors of universities across Iran in 2019. The sample of this study was 333 people selected by the convenient sampling method. Job enrichment and work-family conflict questionnaires were used to collect data. Data were analyzed by confirmatory factor analysis using Amos software.
Results: The findings showed that the reliability of the work-family conflict and job enrichment questionnaire in the present study was obtained using Cronbach's alpha, α=0.904 and α=0.926, respectively, which indicated the appropriate internal reliability of the items. The results showed that the correlation of all the items with the total score was at the optimal level. By removing each item, there was no significant difference in Cronbach's alpha coefficient of the test.
Conclusion: The results of this research showed the favorable reliability of the findings obtained from two questionnaires on work-family conflict and job enrichment. Furthermore, based on the results, favorable convergent and divergent validity were reported. Research in larger samples and other populations is suggested.