A strong organizational culture is diagnosed when its values are shared by its employees. The person-organization fit related to values received more attention as organizations become more interested in attracting and retaining the best employees. According to Locke's motivation model (1997), goal choice, its difficulty and specificity are influenced by individual personality and values. Further, we considered that the goal and efficiency mechanisms (direction, effort and persistence) are being moderated by person-organization fit, values level. The hierarchical regression revealed a higher level of work motivation for employees perceiving a higher level of P-O fit, when they choose their work objectives. A motivational model that integrates P-O fit is proposed and implications for organizational practice are discussed.
{"title":"The role of fit between individual values and organizational values on mechanisms of work motivation","authors":"Carmen Nicula","doi":"10.24837/PRU.2009.2.332","DOIUrl":"https://doi.org/10.24837/PRU.2009.2.332","url":null,"abstract":"A strong organizational culture is diagnosed when its values are shared by its employees. The person-organization fit related to values received more attention as organizations become more interested in attracting and retaining the best employees. According to Locke's motivation model (1997), goal choice, its difficulty and specificity are influenced by individual personality and values. Further, we considered that the goal and efficiency mechanisms (direction, effort and persistence) are being moderated by person-organization fit, values level. The hierarchical regression revealed a higher level of work motivation for employees perceiving a higher level of P-O fit, when they choose their work objectives. A motivational model that integrates P-O fit is proposed and implications for organizational practice are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47564921","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Following working evolutions of the last decades (delocalization, implantation, globalization), the companies are trying to adapt themselves and develop more and more innovating products. They are trying to anticipate the effects of those mutations in order to develop new organizational models, based on flexibility and structural transversality (Bobillier-Chaumon, 2003). This study determines the way Romanian and French employees construct, gain and transfer new abilities and, most importantly, how they are employing their work and abilities in order to maintain the organization (Engestrom & Middleton, 1998; Rabardel & Samurcay, 2006; Wisner, 1985). We conducted 24 interviews (with Romanian and French employees of a French multinational company) and 2 half-days of workshops in order to understand the nature of the activity in place (processus, vocabulary, working rules, instructions). Our first results focus on the link between the collective and the knowledge transfer, as well as the adjustment of their actions and interventions.
{"title":"Build, share and transfer new skills in transnational enterprises: issues and constraints","authors":"Raluca Oprea Ciobanu","doi":"10.24837/pru.v7i2.436","DOIUrl":"https://doi.org/10.24837/pru.v7i2.436","url":null,"abstract":"Following working evolutions of the last decades (delocalization, implantation, globalization), the companies are trying to adapt themselves and develop more and more innovating products. They are trying to anticipate the effects of those mutations in order to develop new organizational models, based on flexibility and structural transversality (Bobillier-Chaumon, 2003). This study determines the way Romanian and French employees construct, gain and transfer new abilities and, most importantly, how they are employing their work and abilities in order to maintain the organization (Engestrom & Middleton, 1998; Rabardel & Samurcay, 2006; Wisner, 1985). We conducted 24 interviews (with Romanian and French employees of a French multinational company) and 2 half-days of workshops in order to understand the nature of the activity in place (processus, vocabulary, working rules, instructions). Our first results focus on the link between the collective and the knowledge transfer, as well as the adjustment of their actions and interventions.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45838603","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The present study investigated how knowledge sharing within teams is related to employees’perceptions of the work environment. Questionnaires measuring error management, leadermemberexchange (LMX), psychological safety, and knowledge sharing were administered to159 Dutch and Romanian employees from 51 teams in 8 organizations. Hierarchical regressionanalysis showed that error management and LMX were significantly related to knowledge sharingand that these relationships were mediated by psychological safety. The results for the Dutchand the Romanian samples were not significantly different. It was concluded that, to stimulateknowledge sharing, managers should create safety feelings within teams by being more lenientwhen subordinates make errors and by building trustful relationships with their subordinates
{"title":"Stimulating Knowledge Sharing by Error Management and Leader-Member Exchange: Psychological Safety as a Mediator","authors":"P. Berg","doi":"10.24837/PRU.V8I2.417","DOIUrl":"https://doi.org/10.24837/PRU.V8I2.417","url":null,"abstract":"The present study investigated how knowledge sharing within teams is related to employees’perceptions of the work environment. Questionnaires measuring error management, leadermemberexchange (LMX), psychological safety, and knowledge sharing were administered to159 Dutch and Romanian employees from 51 teams in 8 organizations. Hierarchical regressionanalysis showed that error management and LMX were significantly related to knowledge sharingand that these relationships were mediated by psychological safety. The results for the Dutchand the Romanian samples were not significantly different. It was concluded that, to stimulateknowledge sharing, managers should create safety feelings within teams by being more lenientwhen subordinates make errors and by building trustful relationships with their subordinates","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42349740","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The paper discusses the cultural adaptation of the Job Stress Survey in Romania, describing thetranslation and adaptation process, the structure of the Romanian normative sample and thepsychometric characteristics of the Romanian form of the measure. Also, conclusions drawn arediscussed regarding implications of the normative sample, in terms of comparisons betweencertain criterion groups contained in the normative sample, as well as in terms of comparisons ofthe Romanian and US data regarding the experience of occupational stress.
{"title":"Adaptarea Job Stress Survey (JSS) în România: Implicaţii privind manifestări ale stresului ocupaţional în România","authors":"Dragoș Iliescu, Raluca Livinți, H. Pitariu","doi":"10.24837/pru.v8i1.424","DOIUrl":"https://doi.org/10.24837/pru.v8i1.424","url":null,"abstract":"The paper discusses the cultural adaptation of the Job Stress Survey in Romania, describing thetranslation and adaptation process, the structure of the Romanian normative sample and thepsychometric characteristics of the Romanian form of the measure. Also, conclusions drawn arediscussed regarding implications of the normative sample, in terms of comparisons betweencertain criterion groups contained in the normative sample, as well as in terms of comparisons ofthe Romanian and US data regarding the experience of occupational stress.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42459789","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Romania, a former communist country and a recent member to the European Union, and TheNetherlands, one of the oldest EU members with a long history of democracy, were compared onnational and organizational culture variables. A total of 1,182 Dutch and Romanian participantscompleted questionnaires that measured (a) Hofstede’s four national culture dimensions ofpower distance, uncertainty avoidance, individualism, and masculinity, (b) what they perceivedcurrently in their jobs (actual practices) and what they wished for in an ideal job (values) on fivedimensions of organizational culture: autonomy, interdepartmental coordination, externalorientation, human resource orientation, and improvement orientation, and (c) practices andvalues for transformational leadership. The results showed that the Netherlands scored higher onindividualism, and lower on power distance and masculinity, than did Romania. The Dutchperceived higher levels of how autonomy, interdepartmental coordination, human resourceorientation, and improvement orientation is actually practiced in organizations, and lowerpractices levels for external orientation and transformational leadership than did the Romaniansample. With respect to values, the Dutch scored higher on autonomy and lower oninterdepartmental coordination, external orientation, human resource orientation, improvementorientation, and transformational leadership than did the Romanians. The finding that Romaniansare lower on most practices and higher on most values suggests that Romanians desire changeand that East and West European countries within the EU will grow closer to one another otherover time.
{"title":"Comparing the Cultures of Romania and The Netherlands: When East Meets West","authors":"Peter Van der Berg","doi":"10.24837/pru.v8i2.416","DOIUrl":"https://doi.org/10.24837/pru.v8i2.416","url":null,"abstract":"Romania, a former communist country and a recent member to the European Union, and TheNetherlands, one of the oldest EU members with a long history of democracy, were compared onnational and organizational culture variables. A total of 1,182 Dutch and Romanian participantscompleted questionnaires that measured (a) Hofstede’s four national culture dimensions ofpower distance, uncertainty avoidance, individualism, and masculinity, (b) what they perceivedcurrently in their jobs (actual practices) and what they wished for in an ideal job (values) on fivedimensions of organizational culture: autonomy, interdepartmental coordination, externalorientation, human resource orientation, and improvement orientation, and (c) practices andvalues for transformational leadership. The results showed that the Netherlands scored higher onindividualism, and lower on power distance and masculinity, than did Romania. The Dutchperceived higher levels of how autonomy, interdepartmental coordination, human resourceorientation, and improvement orientation is actually practiced in organizations, and lowerpractices levels for external orientation and transformational leadership than did the Romaniansample. With respect to values, the Dutch scored higher on autonomy and lower oninterdepartmental coordination, external orientation, human resource orientation, improvementorientation, and transformational leadership than did the Romanians. The finding that Romaniansare lower on most practices and higher on most values suggests that Romanians desire changeand that East and West European countries within the EU will grow closer to one another otherover time.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47121713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"EUGEN AVRAM (Editor) (2008). Psychology in a Positive World. Resources for Personal, Organizational, and Social Development. Bucuresti: Editura Universității din Bucuresti","authors":"Roxana Vaida","doi":"10.24837/pru.v7i1.408","DOIUrl":"https://doi.org/10.24837/pru.v7i1.408","url":null,"abstract":"","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47386134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"MARIAN POPA (2008). Introduction to Work Psychology. Iasi: Editura Polirom","authors":"M. Chraif","doi":"10.24837/pru.v7i1.409","DOIUrl":"https://doi.org/10.24837/pru.v7i1.409","url":null,"abstract":"","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43075361","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aims at investigating Romanian employees’ intuitive beliefs concerning the causes of workplacestress as well as the solutions for reducing it. Another objectives aim to measure the gender differences at the levelof these beliefs and the relation between these beliefs and the tenure. Atotal of 104 employees (50% women) whooccupy various hierarchic levels in different organizations completed a questionnaire derived from the questionsused in Rydstedt, Devereux, & Furnham’s study (2004). The questionnaire contains items for the causes of workplacestress as well as for the solutions for reducing it. Factor analysis provided a solution with 6 factors for causesand 5 factors for solutions. Age difference and conflict, gender differences, and supervisor attitude and job satisfactionare the factors that reveal significant differences between men and women. Also, results show a negativesignificant correlation between the tenure in organization and the factor named excess information and hierarchy.Identifying its own employees’ beliefs regarding stress can contribute to the organizational strategies developmentfor the reduction and control of occupational stress.
{"title":"Lay Theories of Workplace Stress – Evidence from a Romanian Exploratory Study","authors":"I. Macsinga, C. Trifa","doi":"10.24837/PRU.2011.2.298","DOIUrl":"https://doi.org/10.24837/PRU.2011.2.298","url":null,"abstract":"This study aims at investigating Romanian employees’ intuitive beliefs concerning the causes of workplacestress as well as the solutions for reducing it. Another objectives aim to measure the gender differences at the levelof these beliefs and the relation between these beliefs and the tenure. Atotal of 104 employees (50% women) whooccupy various hierarchic levels in different organizations completed a questionnaire derived from the questionsused in Rydstedt, Devereux, & Furnham’s study (2004). The questionnaire contains items for the causes of workplacestress as well as for the solutions for reducing it. Factor analysis provided a solution with 6 factors for causesand 5 factors for solutions. Age difference and conflict, gender differences, and supervisor attitude and job satisfactionare the factors that reveal significant differences between men and women. Also, results show a negativesignificant correlation between the tenure in organization and the factor named excess information and hierarchy.Identifying its own employees’ beliefs regarding stress can contribute to the organizational strategies developmentfor the reduction and control of occupational stress.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41319370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In activity, the error is often evaluated in a negative manner, as the absence of succes. But the error may also have a positive role in that it reveals the characteristics of the activity: so, its knowledge can be a way to control the action, as shown, in particular, the regulatory model for which the action is regulated based on differences in purpose. It is precisely from this model that will be organized this paper. It sugests this can be a framework for analysing the error by showing the work of particular significance. The introduction refers to some general knowledge on the study of error. The second chapter justifies the need to coordinate the study of error to that of activity. The following sections are organized around several themes that mark out the analysis for this coordination: setting goals, assessing the error with the issues of detection and diagnosis, the possible exploitation of the error. A final section addresses the role of the operator characteristics in the production and the management of the error. The conclusion discusses the interest of exploiting the dual character of error for the analysis of activity and on how this exploitation.
{"title":"The error as a defect and as a mean of controlling the activity in work situation","authors":"J. Leplat","doi":"10.24837/PRU.2009.1.343","DOIUrl":"https://doi.org/10.24837/PRU.2009.1.343","url":null,"abstract":"\u0000In activity, the error is often evaluated in a negative manner, as the absence of succes. But the error may also have a positive role in that it reveals the characteristics of the activity: so, its knowledge can be a way to control the action, as shown, in particular, the regulatory model for which the action is regulated based on differences in purpose. It is precisely from this model that will be organized this paper. It sugests this can be a framework for analysing the error by showing the work of particular significance. The introduction refers to some general knowledge on the study of error. The second chapter justifies the need to coordinate the study of error to that of activity. The following sections are organized around several themes that mark out the analysis for this coordination: setting goals, assessing the error with the issues of detection and diagnosis, the possible exploitation of the error. A final section addresses the role of the operator characteristics in the production and the management of the error. The conclusion discusses the interest of exploiting the dual character of error for the analysis of activity and on how this exploitation. \u0000","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45248878","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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