Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-3-36-56
Usman Zafar, Asif Mahmood
Being ostracized and resulting in interpersonal or organizational deviance is a pinching topic in research as well as in the practical world. Purpose. The present study analyses the relationship between workplace ostracism and two types of workplace deviance, i.e., interpersonal deviance (workplace incivility, workplace bullying, violence, workplace harassment, social undermining, organizational mobbing) and organizational deviance (work behavior deviated from certain norms), and examines theunexplored moderating role of self-esteem between these relationships. Study design. The respondents of the study were various managerial level employees from the food and textile sectors of Pakistan. Data from 380 employees were collected through a closed-ended, self-administered five-point Likert scaleusing employee intercept convenience-based sampling technique due to unavailability of the samplingframe. The partial least squares structural equation modelling (SEM) approach was utilized through SmartPLS software for quantitative results. Findings. Findings of the study revealed that ostracism isa significant factor in interpersonal and organizational deviance, but it seemed that organizational deviance is more strongly affected by ostracism. The subsequent results also justify that self-esteem is avaluable factor for these circumstances of deviance and ostracism. These findings direct the practitioners to nurture a positive work environment to mitigate the negative impact of ostracism. Value of results. Furthermore, off the job, social interactions and activities may bring employees closer to each other, reducing the chances of ostracism and raising self-esteem in employees.
{"title":"Role of workplace ostracism and self-esteem on workplace deviance","authors":"Usman Zafar, Asif Mahmood","doi":"10.17323/2312-5942-2022-12-3-36-56","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-3-36-56","url":null,"abstract":"Being ostracized and resulting in interpersonal or organizational deviance is a pinching topic in research as well as in the practical world. Purpose. The present study analyses the relationship between workplace ostracism and two types of workplace deviance, i.e., interpersonal deviance (workplace incivility, workplace bullying, violence, workplace harassment, social undermining, organizational mobbing) and organizational deviance (work behavior deviated from certain norms), and examines theunexplored moderating role of self-esteem between these relationships. Study design. The respondents of the study were various managerial level employees from the food and textile sectors of Pakistan. Data from 380 employees were collected through a closed-ended, self-administered five-point Likert scaleusing employee intercept convenience-based sampling technique due to unavailability of the samplingframe. The partial least squares structural equation modelling (SEM) approach was utilized through SmartPLS software for quantitative results. Findings. Findings of the study revealed that ostracism isa significant factor in interpersonal and organizational deviance, but it seemed that organizational deviance is more strongly affected by ostracism. The subsequent results also justify that self-esteem is avaluable factor for these circumstances of deviance and ostracism. These findings direct the practitioners to nurture a positive work environment to mitigate the negative impact of ostracism. Value of results. Furthermore, off the job, social interactions and activities may bring employees closer to each other, reducing the chances of ostracism and raising self-esteem in employees.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67923650","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-4-9-28
V. Tolochek
The first article discusses the history, scientific traditions, approaches to the study of professional career in foreign and domestic psychology. Several little-studied and debatable aspects of the problem are defined as open questions. Purpose. The purpose of the study: the study of professional career as a historically evolving phenomenon. Hypotheses: 1. In different conditions of the social environment (historical, geographical, economic, professional and technological, corporate culture of the organization, etc.), the professional career phenomenon manifests itself in different ways in its general, special and individual properties. 2. Representatives of different social groups perceive the professional career phenomenon in different ways. 3. In the subject’s professional picture of the world, professional career can take on different forms and meanings (depending on age, social experience, professional qualifications, etc.). Methods. A historical-theoretical analysis and a subject-categorical analysis were used. Findings. In conclusion of the first article, it is stated that the phenomenon of “professional career” is usually considered outside the aspects of its historical evolution; the few “classical” approaches that have previously developed are historically transitory, but act as prototypes for subsequent concepts; by the middle of the twentieth century. The interval of professional and official promotion of a person has expanded; to the beginning of the XXI century. The forms of professional activity and employment of people and the manifestation of the professional career phenomenon have expanded; social technologies for career management are being developed, aimedat helping representatives of different social groups; the possibility of different “starting positions” and career trajectories for different people is substantiated. The expansion of concepts describing the manifestations of the phenomenon requires critical analysis and methodological “audit”. Binarythinking remains an ideological and methodological barrier, dividing the phenomenon into oppositeparts, the study of a career within the framework of the paradigm of individual rather than joint activity; the role of negative circumstances, life and professional crises remains outside the subject field. It is believed that a constructive methodology will be an appeal to the “systemic triads” approach, suitablefor developing spatial, temporal, and other aspects of the problem; to the resource approach (the topics of “phase transitions”, active interaction of a person with the conditions of the social environment).
{"title":"Professional career as a phenomenon: open questions. Part 1","authors":"V. Tolochek","doi":"10.17323/2312-5942-2022-12-4-9-28","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-9-28","url":null,"abstract":"The first article discusses the history, scientific traditions, approaches to the study of professional career in foreign and domestic psychology. Several little-studied and debatable aspects of the problem are defined as open questions. Purpose. The purpose of the study: the study of professional career as a historically evolving phenomenon. Hypotheses: 1. In different conditions of the social environment (historical, geographical, economic, professional and technological, corporate culture of the organization, etc.), the professional career phenomenon manifests itself in different ways in its general, special and individual properties. 2. Representatives of different social groups perceive the professional career phenomenon in different ways. 3. In the subject’s professional picture of the world, professional career can take on different forms and meanings (depending on age, social experience, professional qualifications, etc.). Methods. A historical-theoretical analysis and a subject-categorical analysis were used. Findings. In conclusion of the first article, it is stated that the phenomenon of “professional career” is usually considered outside the aspects of its historical evolution; the few “classical” approaches that have previously developed are historically transitory, but act as prototypes for subsequent concepts; by the middle of the twentieth century. The interval of professional and official promotion of a person has expanded; to the beginning of the XXI century. The forms of professional activity and employment of people and the manifestation of the professional career phenomenon have expanded; social technologies for career management are being developed, aimedat helping representatives of different social groups; the possibility of different “starting positions” and career trajectories for different people is substantiated. The expansion of concepts describing the manifestations of the phenomenon requires critical analysis and methodological “audit”. Binarythinking remains an ideological and methodological barrier, dividing the phenomenon into oppositeparts, the study of a career within the framework of the paradigm of individual rather than joint activity; the role of negative circumstances, life and professional crises remains outside the subject field. It is believed that a constructive methodology will be an appeal to the “systemic triads” approach, suitablefor developing spatial, temporal, and other aspects of the problem; to the resource approach (the topics of “phase transitions”, active interaction of a person with the conditions of the social environment).","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67924510","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-4-29-40
Md. Rahat Khan, M. Roy, S. Chowdhury
Purpose. The study aimed to measure the impact of manufacturing employees’ high workpressure on the urge for their family-life balance, and the impact of high work-life pressure and the urge for family-life balance on manufacturing employees’ concern for mental health during COVID-19 pandemic from an emerging economy perspective. Methodology. The study has picked 20 items underthree different variables such as work-life, family-life, and mental health. The structured questionnaire has been developed based on the literature survey and divided into two parts. The initial part hascontained demographic information and the second part has contained measure items of the model. The questionnaire has been designed through Google Docs and distributed via Facebook messenger, E-mail, WhatsApp, IMO, etc. 400 data was collected through the snowball sampling technique and 201 data (response rate 50.25%) was found usable for the research. The exploratory factor analysis, confirmatoryfactor analysis, and structural equation modeling were run to test the proposed research framework with the help of MS Excel 2007, SPSS 22.0, and AMOS 23.0. Finding. The findings revealed that highwork-life pressure had a positive significant impact on the urge for family-life balance and both the highwork-life pressure and urge for family-life balance had a positive significant impact on manufacturing employees’ concern for mental health during the COVID-19 pandemic. Originality. The novelty of thisresearch is the manufacturing employees’ context during the COVID-19 pandemic.
{"title":"The impact of work-family balance on manufacturing employees’ mental health during pandemic","authors":"Md. Rahat Khan, M. Roy, S. Chowdhury","doi":"10.17323/2312-5942-2022-12-4-29-40","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-29-40","url":null,"abstract":"Purpose. The study aimed to measure the impact of manufacturing employees’ high workpressure on the urge for their family-life balance, and the impact of high work-life pressure and the urge for family-life balance on manufacturing employees’ concern for mental health during COVID-19 pandemic from an emerging economy perspective. Methodology. The study has picked 20 items underthree different variables such as work-life, family-life, and mental health. The structured questionnaire has been developed based on the literature survey and divided into two parts. The initial part hascontained demographic information and the second part has contained measure items of the model. The questionnaire has been designed through Google Docs and distributed via Facebook messenger, E-mail, WhatsApp, IMO, etc. 400 data was collected through the snowball sampling technique and 201 data (response rate 50.25%) was found usable for the research. The exploratory factor analysis, confirmatoryfactor analysis, and structural equation modeling were run to test the proposed research framework with the help of MS Excel 2007, SPSS 22.0, and AMOS 23.0. Finding. The findings revealed that highwork-life pressure had a positive significant impact on the urge for family-life balance and both the highwork-life pressure and urge for family-life balance had a positive significant impact on manufacturing employees’ concern for mental health during the COVID-19 pandemic. Originality. The novelty of thisresearch is the manufacturing employees’ context during the COVID-19 pandemic.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67924691","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}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_24_3_09
B. Ananiev
{"title":"ON THE SOCIAL USEFULNESS OF A MUSICIAN (FROM A PSYCHOPHYSIOLOGICAL POINT OF VIEW)","authors":"B. Ananiev","doi":"10.38098/ipran.opwp_2022_24_3_09","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_24_3_09","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"29 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88620531","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-228-247
Владимир Толочек
В цикле двух статей обсуждаются методология и идеологемы профессионального отбора. Рассматриваются тенденции исторических изменений состояния разных социальных объектов (людей, социальных групп, организаций, институтов), предметных областей психологии и дисциплинарной методологии, понимания психологами содержания социального запроса. Цель. Цель исследования — критически проанализировать теории и практики решения задач профессионального отбора. Предметом исследования является профессиональный отбор как научная и научно-практическая проблема. Методы. В ходе исследования были использованы историко-теоретический анализ и ретроспективный анализ результатов эмпирических исследований. Гипотезы: 1) постановка научных и научно-практических задач определяется взаимодействием ряда факторов — эволюцией социальных объектов, актуального и латентного социального запроса, состоянием методологи и методов дисциплины и другими; 2) адекватная методологическая рефлексия состояния социальных объектов, форм социального запроса, состоянием методологи и методов дисциплины способствует успешности решения дисциплинарных научных и научно-практических задач, неадекватная — её снижает. Выводы. В заключение второй части статьи констатируется, что главными для психологов должны стать вопросы не сиюминутной занятости людей и не заполнения вакантных рабочих мест. Постоянными задачами должны выступать психологическое сопровождение профессионального становления субъекта в продолжение профессиональной жизни человека, изучение эффектов совместной деятельности, поиски условий порождения и использования интрасубъектных ресурсов. Приоритетным предметом изучения должны выступать не отдельный человек как субъект, а рабочие группы и команды (в которых возможны синергетические эффекты, вследствие перераспределения рабочих функций, вследствие актуализации дополнительности личностных, интеллектуальных и иных качеств и социальных ролей). Следует изучать не только «действительное», измеримое «здесь и теперь», но и потенциально «возможное». Требуют своего решения задачи управления и развития человеческих ресурсов не только в границах отдельных компаний, но и в масштабе сети организаций, отрасли, региона, страны.
{"title":"Профессиональный отбор: парадигмы ХХ и ХХI столетий. Часть вторая","authors":"Владимир Толочек","doi":"10.17323/2312-5942-2022-12-1-228-247","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-228-247","url":null,"abstract":"В цикле двух статей обсуждаются методология и идеологемы профессионального отбора. Рассматриваются тенденции исторических изменений состояния разных социальных объектов (людей, социальных групп, организаций, институтов), предметных областей психологии и дисциплинарной методологии, понимания психологами содержания социального запроса. Цель. Цель исследования — критически проанализировать теории и практики решения задач профессионального отбора. Предметом исследования является профессиональный отбор как научная и научно-практическая проблема. Методы. В ходе исследования были использованы историко-теоретический анализ и ретроспективный анализ результатов эмпирических исследований. Гипотезы: 1) постановка научных и научно-практических задач определяется взаимодействием ряда факторов — эволюцией социальных объектов, актуального и латентного социального запроса, состоянием методологи и методов дисциплины и другими; 2) адекватная методологическая рефлексия состояния социальных объектов, форм социального запроса, состоянием методологи и методов дисциплины способствует успешности решения дисциплинарных научных и научно-практических задач, неадекватная — её снижает. Выводы. В заключение второй части статьи констатируется, что главными для психологов должны стать вопросы не сиюминутной занятости людей и не заполнения вакантных рабочих мест. Постоянными задачами должны выступать психологическое сопровождение профессионального становления субъекта в продолжение профессиональной жизни человека, изучение эффектов совместной деятельности, поиски условий порождения и использования интрасубъектных ресурсов. Приоритетным предметом изучения должны выступать не отдельный человек как субъект, а рабочие группы и команды (в которых возможны синергетические эффекты, вследствие перераспределения рабочих функций, вследствие актуализации дополнительности личностных, интеллектуальных и иных качеств и социальных ролей). Следует изучать не только «действительное», измеримое «здесь и теперь», но и потенциально «возможное». Требуют своего решения задачи управления и развития человеческих ресурсов не только в границах отдельных компаний, но и в масштабе сети организаций, отрасли, региона, страны.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67920937","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-153-174
Татьяна Татаринова, Владислав Доминяк
В настоящее время наблюдается дефицит отечественных исследований, посвящённых психологической собственности сотрудников (organization-based psychological ownership). Цель. Цель настоящего исследования — изучение соотношения психологической собственности и вовлечённости персонала в организацию с возможностью реализации мотивов, оценкой удовлетворённости организационной культурой, лояльностью, организационным гражданским поведением и намерением остаться в организации. Дизайн исследования. Выборку составили 106 работников российских организаций (без соотнесения с конкретными организациями), 65 женщин и 41 мужчина. Респондентам предлагалось заполнить следующие методики: опросник «Организационная лояльность» Л. Портера в адаптации В. И. Доминяка, опросник «Возможность реализации мотивов» В. И. Доминяка и Е. А. Родионовой, авторский инструмент для оценки вовлечённости в организацию, авторская анкета для оценки психологической собственности по отношению к организации, опросник «Шкала экстраролевого поведения» Б. Г. Ребзуева, опросник «Шкала ролевого поведения» Л. Вильямса и С. Андерсона, опросник «Инструмент для измерения организационной культуры» К. Камерона и Р. Куинна. Полученные данные были обработаны при помощи таких математико-статистических методов, как: корреляционный анализ с применением коэффициентов корреляции Пирсона и Спирмена, множественный регрессионный анализ, а также моделирование структурными уравнениями. Результаты. Результаты исследования показали, что существуют связи между изучаемыми нами переменными. Мы получили модель, согласно которой предиктором психологической собственности, вовлечённости и лояльности является возможность реализации мотивов профессиональной деятельности; психологическая собственность определяет лояльность и вовлечённость в организацию; вовлечённость определяет организационное гражданское поведение, а лояльность — намерение остаться в организации. Ценность полученных результатов. Полученная модель, как и освещение темы психологической собственности, составляет научную новизну данной работы.
目前，国内对工作人员心理财产(组织-基础心理心理)的研究不足。目标。本研究的目标是研究心理财产与人员参与组织的关系，并可能实现动机、评估组织文化满意度、忠诚、组织公民行为和留在组织中的意图。研究设计。共有106名俄罗斯组织工作人员(与具体组织无关)、65名女性和41名男性。受访者应填写下列方法:问卷“组织上忠诚”波特l v . i .доминяк调整期,问卷“可能实现动机”v . i .доминяк迪奥e .版权,版权评估工具参与组织为问卷评估自己心理兑组织问卷“экстраролев行为量表”b . g .ребзуев问卷“角色扮演行为”威廉姆斯l和s . anderson量表c . cameron和r . quinn的“组织文化工具”问卷。这些数据是用诸如皮尔森和酒精相关系数相关分析、多重回归分析和构造方程建模等数学统计方法处理的。结果。研究结果表明，我们研究的变量之间存在联系。我们有一种模式，认为心理财产、参与和忠诚的先导有可能实现职业活动的动机;心理财产决定了组织的忠诚和参与;参与决定了组织的公民行为，忠诚决定了留在组织中的意图。结果的价值。由此产生的模型，以及对心理所有权主题的描述，构成了这项工作的科学创新。
{"title":"Психологическая собственность в организационном контексте: о предпосылках, коррелятах и последствиях","authors":"Татьяна Татаринова, Владислав Доминяк","doi":"10.17323/2312-5942-2022-12-1-153-174","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-153-174","url":null,"abstract":"В настоящее время наблюдается дефицит отечественных исследований, посвящённых психологической собственности сотрудников (organization-based psychological ownership). Цель. Цель настоящего исследования — изучение соотношения психологической собственности и вовлечённости персонала в организацию с возможностью реализации мотивов, оценкой удовлетворённости организационной культурой, лояльностью, организационным гражданским поведением и намерением остаться в организации. Дизайн исследования. Выборку составили 106 работников российских организаций (без соотнесения с конкретными организациями), 65 женщин и 41 мужчина. Респондентам предлагалось заполнить следующие методики: опросник «Организационная лояльность» Л. Портера в адаптации В. И. Доминяка, опросник «Возможность реализации мотивов» В. И. Доминяка и Е. А. Родионовой, авторский инструмент для оценки вовлечённости в организацию, авторская анкета для оценки психологической собственности по отношению к организации, опросник «Шкала экстраролевого поведения» Б. Г. Ребзуева, опросник «Шкала ролевого поведения» Л. Вильямса и С. Андерсона, опросник «Инструмент для измерения организационной культуры» К. Камерона и Р. Куинна. Полученные данные были обработаны при помощи таких математико-статистических методов, как: корреляционный анализ с применением коэффициентов корреляции Пирсона и Спирмена, множественный регрессионный анализ, а также моделирование структурными уравнениями. Результаты. Результаты исследования показали, что существуют связи между изучаемыми нами переменными. Мы получили модель, согласно которой предиктором психологической собственности, вовлечённости и лояльности является возможность реализации мотивов профессиональной деятельности; психологическая собственность определяет лояльность и вовлечённость в организацию; вовлечённость определяет организационное гражданское поведение, а лояльность — намерение остаться в организации. Ценность полученных результатов. Полученная модель, как и освещение темы психологической собственности, составляет научную новизну данной работы.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67921237","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-9-26
Tran Huy Phuong
Purpose. The current study investigates the impact of high-performance work system (HPWS) on intrapreneurial behavior (IPB) with mediating effects of self-efficacy and relational psychological contract. In addition, boundaryless career orientation is expected to moderate the relationship between HPWS and IPB. Design. Employees were asked to indicate the extent to which they understood and experienced each HR practice within their firms. The final list of HPWS consists of 13 practices detailed in Appendix 1. The Employee Intrapreneurship Scale (EIS) consists of eight items, measuring two dimensions of IPB, namely strategic renewal behavior and venture behavior. Quantitative research design was applied with data collected from 283 employees using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings. The results confirmed the direct impact of HPWS on IPB as well as the indirect impacts of both relational psychological contract and self-efficacy. Mobility Preference moderated the above relationship while Boundaryless Mindset did not. Theoretical implications. This research confirms the relationship between HPWS and IPB and the mechanisms through which HPWS influences IPB. Practical implications. Building a long-term trust-based relationship between employees and the firm is vital in fostering IPB. Value of results. This study explores the role of general self-efficacy and relational psychological contract as mediators of the link between HPWS and IPB. In addition, it introduces boundaryless career orientation as a moderator of the HPWS-IPB linkage.
{"title":"High performance work system and intrapreneurial behavior: the role of relational psychological contract, self-efficacy and boundaryless career orientation","authors":"Tran Huy Phuong","doi":"10.17323/2312-5942-2022-12-1-9-26","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-9-26","url":null,"abstract":"Purpose. The current study investigates the impact of high-performance work system (HPWS) on intrapreneurial behavior (IPB) with mediating effects of self-efficacy and relational psychological contract. In addition, boundaryless career orientation is expected to moderate the relationship between HPWS and IPB. Design. Employees were asked to indicate the extent to which they understood and experienced each HR practice within their firms. The final list of HPWS consists of 13 practices detailed in Appendix 1. The Employee Intrapreneurship Scale (EIS) consists of eight items, measuring two dimensions of IPB, namely strategic renewal behavior and venture behavior. Quantitative research design was applied with data collected from 283 employees using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings. The results confirmed the direct impact of HPWS on IPB as well as the indirect impacts of both relational psychological contract and self-efficacy. Mobility Preference moderated the above relationship while Boundaryless Mindset did not. Theoretical implications. This research confirms the relationship between HPWS and IPB and the mechanisms through which HPWS influences IPB. Practical implications. Building a long-term trust-based relationship between employees and the firm is vital in fostering IPB. Value of results. This study explores the role of general self-efficacy and relational psychological contract as mediators of the link between HPWS and IPB. In addition, it introduces boundaryless career orientation as a moderator of the HPWS-IPB linkage.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67921336","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-2-198-212
Laxmipriya Das, S. Mohanty
There is limited literature on organizational citizenship behavior (OCB) studies. It is vital to do a bibliometric analysis to understand the study of OCB. The Scopus database was searched using a bibliometric study from the oldest publication in 1991 to the most recent issue in 2020. Purpose. A purpose of this bibliometric study is to evaluate researchers’ contributions to OCB literature, leading journals on OCB studies, applications of OCB in various countries, and applications of OCB in different sectors, and the number of publications and total citations in the OCB study from 1991 to 2020. Method. To evaluate and interpret OCB, this study used a bibliometric method. This research is basedon the Scopus database, Google Scholar, Mendeley, and literature. There were 120 papers in the Scopus database from 1991 to 2020. Findings. Various pioneering researchers made significant contributions tothe OCB literature. The most productive journal was the Journal of Applied Psychology. According to the cite score 2019 analysis, the journal with the highest cite score was the Annual Review of Psychology.The leading countries in the OCB study are the United States and China. The education sector has gained more importance for the highest number of articles. The highest number of publications and citations are received in 2012 and 2001. Value of results. This study provides information and scope for future research. This research will enable the researchers and institutions in understanding the OCB study.
{"title":"A bibliometric study of organizational citizenship behavior","authors":"Laxmipriya Das, S. Mohanty","doi":"10.17323/2312-5942-2022-12-2-198-212","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-2-198-212","url":null,"abstract":"There is limited literature on organizational citizenship behavior (OCB) studies. It is vital to do a bibliometric analysis to understand the study of OCB. The Scopus database was searched using a bibliometric study from the oldest publication in 1991 to the most recent issue in 2020. Purpose. A purpose of this bibliometric study is to evaluate researchers’ contributions to OCB literature, leading journals on OCB studies, applications of OCB in various countries, and applications of OCB in different sectors, and the number of publications and total citations in the OCB study from 1991 to 2020. Method. To evaluate and interpret OCB, this study used a bibliometric method. This research is basedon the Scopus database, Google Scholar, Mendeley, and literature. There were 120 papers in the Scopus database from 1991 to 2020. Findings. Various pioneering researchers made significant contributions tothe OCB literature. The most productive journal was the Journal of Applied Psychology. According to the cite score 2019 analysis, the journal with the highest cite score was the Annual Review of Psychology.The leading countries in the OCB study are the United States and China. The education sector has gained more importance for the highest number of articles. The highest number of publications and citations are received in 2012 and 2001. Value of results. This study provides information and scope for future research. This research will enable the researchers and institutions in understanding the OCB study.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"1 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67922357","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}
Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-3-70-91
K. Barannikov, F. Ismagilova
The article presents the study of the interaction between managers and their young subordinates where both sides discuss the subordinate’s mistake. Purpose. The purpose of the study is to determine the psychological characteristics of such an interaction. Method. As a research method four focus groups for managers and their young subordinates have been used. All participants (N = 34) work in different branches at the Ural commercial and industrial company (Ekaterinburg, Kazan, Naberezhnye Chelny, Ufa, Tyumen and Perm). Each focus group was conducted remotely and lasted for 1.5 hours. The following variables were recorded for analysis: 1) the type of behavior of young subordinates (proactive or reactive); 2) interaction strategies (“win —win” or “win — lose”), 3) willingness of subordinates to acquire new knowledge through error analysis; 4) consistency of the positions of the leader and subordinate; 5) both sides’ mistakes in planning, organization of work and control. The total number of collected statements in the focus groups of managers turned out to be twice as high as the statements of young professionals. Findings. Two significant differences were revealed in the positions of managers and subordinates. They are the following: a) a different understanding of what kind of behavior is expected from a young employee — proactive or reactive; b) different attitudes towards compliance with organizational norms and standards. In addition, managers have shown that they do not have, or at least are not able to explicitly formulate their strategy for dealing with their subordinate’s mistakes. At the same time, they expect a “win — win” interaction strategy from him. Young subordinates also do not have sufficient competence to implement the win — win strategy when discussing their mistakes with the manager. The recommendations formulated based on the results of the study emphasize the importance of prescribing a strategy that is clear to managers for their work with the mistakes of a subordinate and an attentive attitude to his skills in planning, organizing and controlling work. As one of the effective tools, an algorithm for joint error analysisis proposed that allows you to transfer the conversation from an emotional plane to a constructive one. Practical value of the results and perspectives of the study. At the stage of professional growth, young specialists form the prerequisites for a strategy of systematic concealment of mistakes. This strategy’s psychological indicators are not only the fear of possible punishment, but also the lack of effective communicative, organizational, and operational competencies in both participants in the interaction “manager — specialist». In addition to the recommendations, this study allowed us totest the scenario of a focus group in organizational conditions, which can be used by organizational psychologists, consultants, personnel managers to identify contradictions in critical interactions abouterrors in the w
{"title":"Interaction between manager and young professionals about their professional mistakes: An analysis using the focus group method","authors":"K. Barannikov, F. Ismagilova","doi":"10.17323/2312-5942-2022-12-3-70-91","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-3-70-91","url":null,"abstract":"The article presents the study of the interaction between managers and their young subordinates where both sides discuss the subordinate’s mistake. Purpose. The purpose of the study is to determine the psychological characteristics of such an interaction. Method. As a research method four focus groups for managers and their young subordinates have been used. All participants (N = 34) work in different branches at the Ural commercial and industrial company (Ekaterinburg, Kazan, Naberezhnye Chelny, Ufa, Tyumen and Perm). Each focus group was conducted remotely and lasted for 1.5 hours. The following variables were recorded for analysis: 1) the type of behavior of young subordinates (proactive or reactive); 2) interaction strategies (“win —win” or “win — lose”), 3) willingness of subordinates to acquire new knowledge through error analysis; 4) consistency of the positions of the leader and subordinate; 5) both sides’ mistakes in planning, organization of work and control. The total number of collected statements in the focus groups of managers turned out to be twice as high as the statements of young professionals. Findings. Two significant differences were revealed in the positions of managers and subordinates. They are the following: a) a different understanding of what kind of behavior is expected from a young employee — proactive or reactive; b) different attitudes towards compliance with organizational norms and standards. In addition, managers have shown that they do not have, or at least are not able to explicitly formulate their strategy for dealing with their subordinate’s mistakes. At the same time, they expect a “win — win” interaction strategy from him. Young subordinates also do not have sufficient competence to implement the win — win strategy when discussing their mistakes with the manager. The recommendations formulated based on the results of the study emphasize the importance of prescribing a strategy that is clear to managers for their work with the mistakes of a subordinate and an attentive attitude to his skills in planning, organizing and controlling work. As one of the effective tools, an algorithm for joint error analysisis proposed that allows you to transfer the conversation from an emotional plane to a constructive one. Practical value of the results and perspectives of the study. At the stage of professional growth, young specialists form the prerequisites for a strategy of systematic concealment of mistakes. This strategy’s psychological indicators are not only the fear of possible punishment, but also the lack of effective communicative, organizational, and operational competencies in both participants in the interaction “manager — specialist». In addition to the recommendations, this study allowed us totest the scenario of a focus group in organizational conditions, which can be used by organizational psychologists, consultants, personnel managers to identify contradictions in critical interactions abouterrors in the w","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"122 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67923777","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}
Pub Date : 2022-01-01DOI: 10.38098/ipran.opwp_2022_23_2_009
V. Dozortsev, A. Venger
{"title":"ON THE PROBLEM OF HUMAN OPERATORS’ TRUST IN ARTIFICIAL INTELLIGENCE","authors":"V. Dozortsev, A. Venger","doi":"10.38098/ipran.opwp_2022_23_2_009","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_23_2_009","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"314 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78282468","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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