Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-2-83-94
Liswandi, Liu Wei-Te, Radna Andi Wibowo
Purpose. The purpose of this study was to determine the eustress and distress of employees during the pandemic. Method. The participants of this study were the employees who work from home during COVID-19. Semi-structured interviews were applied to 21 employees from various public institutions and private companies in the Jakarta area. This study is qualitative research; the choice of this design is to study the phenomena that occur among employees when faced with a pandemic condition and are required to change the way they work and maintain the independence of research results. Findings. Workload, poor communication, and work pressure are types of distress experienced by participants. The way how employees perceive and how to adapt these parameters of distress depends on setting work priority scales. However, they also have the influence of positive stress in sharing time with family and flextime. The participants, little by little, can divide their time and finish the work ontime. From this study, it can be concluded that most of the participants chose the work priority scale asan essential part of this issue vital in this case. With the passage of time, the workers will be more activein the way they solve problems. The pandemic will not end soon, but the ability to start a new life (new normal) is a necessary to survive.
{"title":"Understanding of employees’ performing professional duties at home: A qualitative study","authors":"Liswandi, Liu Wei-Te, Radna Andi Wibowo","doi":"10.17323/2312-5942-2022-12-2-83-94","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-2-83-94","url":null,"abstract":"Purpose. The purpose of this study was to determine the eustress and distress of employees during the pandemic. Method. The participants of this study were the employees who work from home during COVID-19. Semi-structured interviews were applied to 21 employees from various public institutions and private companies in the Jakarta area. This study is qualitative research; the choice of this design is to study the phenomena that occur among employees when faced with a pandemic condition and are required to change the way they work and maintain the independence of research results. Findings. Workload, poor communication, and work pressure are types of distress experienced by participants. The way how employees perceive and how to adapt these parameters of distress depends on setting work priority scales. However, they also have the influence of positive stress in sharing time with family and flextime. The participants, little by little, can divide their time and finish the work ontime. From this study, it can be concluded that most of the participants chose the work priority scale asan essential part of this issue vital in this case. With the passage of time, the workers will be more activein the way they solve problems. The pandemic will not end soon, but the ability to start a new life (new normal) is a necessary to survive.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"69 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67922252","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: 10.17323/2312-5942-2022-12-4-103-122
A. Diomin
Purpose. The purpose of the article is to substantiate the Precarity Index scale, present its psychometric characteristics, identify psychological and biographical correlates of precarity, and compare different types of employment at the Russian labour market. Method. The sample consistedof 495 people between 30 and 45 years who were included in four types of employment: permanent; fixed-term (one–three years); temporary (less than one year); and casual, short-term employment. Results. The precarious employment attributes have been analyzed both in foreign and domestic approaches. The key attributes are highlighted, and Precarity Index scale is proposed. It includes 13 items to assess current and expected employment characteristics. The hypotheses of construct validity and empirical validity of Precarity Index have been confirmed. Its psychological correlates are experience of job insecurity and forced employment, perception of career development barriers, and deprivation of the psychological benefits which a standard employment relationship includes. Different types of employment have different levels of precarity. Full-time permanent employment hasthe lowest level, casual (short-term) employment has the highest one. The unemployment periods in career and the frequency of job changes during the past three years are the biographical correlates of Precarity Index. Conclusions. The scale has acceptable psychometric properties, construct validity and empirical validity. The Precarity Index can be considered as employment uncertainty for specific individuals and groups, it reflects the history and current quality of their employment. It is proved that the psychological functional structure of precarious work differs from a stable work a lot. There has been made a conclusion that a finer differentiation between casual and temporary (less than one year) employment is needed; the further analysis of informal employment as a component of the Precarity index is needed. Value of results. The Precarity Index is a new instrument to measure a set of behavioural and subjective characteristics of employment. It provides a new perspective to evaluate organizations, social, age, and professional groups in terms of employment quality. The scale has an interdisciplinary potential; it may be useful for sociologists and economists, human resource managers. The emergenceof a compact scale measuring precarity is an important step in the study of human adaptation to different types of employment at the Russian labour market.
{"title":"Precarity index for psychological studies of the Russian labour market","authors":"A. Diomin","doi":"10.17323/2312-5942-2022-12-4-103-122","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-103-122","url":null,"abstract":"Purpose. The purpose of the article is to substantiate the Precarity Index scale, present its psychometric characteristics, identify psychological and biographical correlates of precarity, and compare different types of employment at the Russian labour market. Method. The sample consistedof 495 people between 30 and 45 years who were included in four types of employment: permanent; fixed-term (one–three years); temporary (less than one year); and casual, short-term employment. Results. The precarious employment attributes have been analyzed both in foreign and domestic approaches. The key attributes are highlighted, and Precarity Index scale is proposed. It includes 13 items to assess current and expected employment characteristics. The hypotheses of construct validity and empirical validity of Precarity Index have been confirmed. Its psychological correlates are experience of job insecurity and forced employment, perception of career development barriers, and deprivation of the psychological benefits which a standard employment relationship includes. Different types of employment have different levels of precarity. Full-time permanent employment hasthe lowest level, casual (short-term) employment has the highest one. The unemployment periods in career and the frequency of job changes during the past three years are the biographical correlates of Precarity Index. Conclusions. The scale has acceptable psychometric properties, construct validity and empirical validity. The Precarity Index can be considered as employment uncertainty for specific individuals and groups, it reflects the history and current quality of their employment. It is proved that the psychological functional structure of precarious work differs from a stable work a lot. There has been made a conclusion that a finer differentiation between casual and temporary (less than one year) employment is needed; the further analysis of informal employment as a component of the Precarity index is needed. Value of results. The Precarity Index is a new instrument to measure a set of behavioural and subjective characteristics of employment. It provides a new perspective to evaluate organizations, social, age, and professional groups in terms of employment quality. The scale has an interdisciplinary potential; it may be useful for sociologists and economists, human resource managers. The emergenceof a compact scale measuring precarity is an important step in the study of human adaptation to different types of employment at the Russian labour market.","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":"67923350","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: 10.17323/2312-5942-2022-12-4-144-159
Denis Denis Mochalin
Purpose. The purpose of the article is to clarify how to interpret employee engagement scores resulting from corporate employee engagement surveys. Method. The key academic papers in the field of employee engagement are addressed in the article. Consulting approaches to employee engagementare reviewed. The gap between academia and practice in studying engagement is discussed. Due to many methods offered to the companies to study employee engagement, the decision was made to analyze four techniques of major providers: two international (Gallup, Aon Hewitt) and two Russian (ECOPSY Consalting, Happy Inc). Findings. The variety of approaches to defining employee engagement in academic discourse is followed by many different methodologies to study it in practice. The review of consulting approaches to measure engagement has resulted in a suggestion to identify two types of employee engagement surveys: surveys focused at analyzing drivers of engagement and surveys focused at analyzing engagement as a multidimensional construct of relations between employees and organizations. The type of a survey that a company uses determines the interpretation of the employee engagement score. In the first case, the engagement score reflects the extent to which the environment for the development of engagement is formed but does not reflect the real level of employee engagement. In the second case, the engagement score cannot be unambiguously interpreted without taking into consideration the indicators of those components of engagement that were included in the employee engagement score and their theoretical basis. Value of the results. The theoretical contribution of the paper is to suggest a critical perspective on practical instruments of studying engagement. An attempt ismade to classify corporate engagement surveys. Implications for practice. This work can help managers and HR practitioners to interpret employee engagement scores more precisely and to make correct managerial decisions based on them.
{"title":"How to interpret employee engagement scores in companies","authors":"Denis Denis Mochalin","doi":"10.17323/2312-5942-2022-12-4-144-159","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-144-159","url":null,"abstract":"Purpose. The purpose of the article is to clarify how to interpret employee engagement scores resulting from corporate employee engagement surveys. Method. The key academic papers in the field of employee engagement are addressed in the article. Consulting approaches to employee engagementare reviewed. The gap between academia and practice in studying engagement is discussed. Due to many methods offered to the companies to study employee engagement, the decision was made to analyze four techniques of major providers: two international (Gallup, Aon Hewitt) and two Russian (ECOPSY Consalting, Happy Inc). Findings. The variety of approaches to defining employee engagement in academic discourse is followed by many different methodologies to study it in practice. The review of consulting approaches to measure engagement has resulted in a suggestion to identify two types of employee engagement surveys: surveys focused at analyzing drivers of engagement and surveys focused at analyzing engagement as a multidimensional construct of relations between employees and organizations. The type of a survey that a company uses determines the interpretation of the employee engagement score. In the first case, the engagement score reflects the extent to which the environment for the development of engagement is formed but does not reflect the real level of employee engagement. In the second case, the engagement score cannot be unambiguously interpreted without taking into consideration the indicators of those components of engagement that were included in the employee engagement score and their theoretical basis. Value of the results. The theoretical contribution of the paper is to suggest a critical perspective on practical instruments of studying engagement. An attempt ismade to classify corporate engagement surveys. Implications for practice. This work can help managers and HR practitioners to interpret employee engagement scores more precisely and to make correct managerial decisions based on them.","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":"67923491","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: 10.17323/2312-5942-2022-12-4-41-54
Alka Sharma, Anu Kohli
Purpose. The purpose of this research is to investigate the relation between psychological empowerment (meaning, self-determination, competence, and impact) and job satisfaction. It also attempts to evaluate the disparity in both psychological empowerment and job satisfaction based on demographic variables such as age, work experience, designation, and institutional affiliation. This article will greatly improve our understanding of psychological empowerment and job satisfactionin the education industry, particularly for educrats. Research design. This study’s sample consisted of 400 full-time Indian educrats working in various higher education institutions. The psychological empowerment scale developed by G. M. Spreitzer and Minnesota Satisfaction Questionnaire short form developed by D. J. Weiss, R. V. Dawis, and G. W. England were used to measure psychological empowerment and job satisfaction respectively. The significance and strength of the relationship between psychological empowerment (meaning, competence, self-determination, and impact) and job satisfaction were determined using statistical techniques such as correlation and multiple regression analysis. The ANOVA technique is used to assess the impact of various demographic variables on psychological empowerment and job satisfaction. SPSS software was used for analysis. Findings. Meaning, self-determination, and impact were found to be positively correlated with job satisfaction. However, there is no correlation between competence and job satisfaction. Further analysis revealed that all dimensions of psychological empowerment except competence predict job satisfaction. Also, significant differences are found for psychological empowerment and job satisfaction across different demographic variables. Originality. This is first of it’s kind of research which focuses on educrats’s psychological empowerment in higher education institutions.
{"title":"Relationship between psychological empowerment and job satisfaction among educrats","authors":"Alka Sharma, Anu Kohli","doi":"10.17323/2312-5942-2022-12-4-41-54","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-41-54","url":null,"abstract":"Purpose. The purpose of this research is to investigate the relation between psychological empowerment (meaning, self-determination, competence, and impact) and job satisfaction. It also attempts to evaluate the disparity in both psychological empowerment and job satisfaction based on demographic variables such as age, work experience, designation, and institutional affiliation. This article will greatly improve our understanding of psychological empowerment and job satisfactionin the education industry, particularly for educrats. Research design. This study’s sample consisted of 400 full-time Indian educrats working in various higher education institutions. The psychological empowerment scale developed by G. M. Spreitzer and Minnesota Satisfaction Questionnaire short form developed by D. J. Weiss, R. V. Dawis, and G. W. England were used to measure psychological empowerment and job satisfaction respectively. The significance and strength of the relationship between psychological empowerment (meaning, competence, self-determination, and impact) and job satisfaction were determined using statistical techniques such as correlation and multiple regression analysis. The ANOVA technique is used to assess the impact of various demographic variables on psychological empowerment and job satisfaction. SPSS software was used for analysis. Findings. Meaning, self-determination, and impact were found to be positively correlated with job satisfaction. However, there is no correlation between competence and job satisfaction. Further analysis revealed that all dimensions of psychological empowerment except competence predict job satisfaction. Also, significant differences are found for psychological empowerment and job satisfaction across different demographic variables. Originality. This is first of it’s kind of research which focuses on educrats’s psychological empowerment in higher education institutions.","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":"67924707","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: 10.17323/2312-5942-2022-12-4-69-85
Christina Morfaki
urpose. This study examined whether trait emotional intelligence (or emotional self-efficacy) can differentiate across leadership levels in a sample of senior, middle, and junior leaders, employed by a bank organization in Greece (N = 157). Method. For the objectives of this study, the Trait Emotional Intelligence Questionnaire (TEIQue) short form (Petrides, 2009) was sufficient. It includes 30 items from the full form (two items for each of the 15 facets) and can be used to measure the four components generated from the full form: emotionality, self-control, sociability, and well-being, as well as the global trait emotional intelligence. Age, gender, tenure, and education level were used as control variables. Traitemotional intelligence, age and education were significant predictors in a multinomial regression model. Findings. Regarding senior leaders, the odds were significantly higher for each unit increase in trait EI(5.58) than for middle leaders (1.92), with junior leaders as the reference category. Further, leadersscored significantly higher on trait emotional intelligence compared to the standardization sample of the TEIQue. Τhe difference is due to senior and middle leaders, though the effect size for the former was considerably larger than for the latter, whereas junior leaders did not show statistically significant differences. Trait emotional intelligence and four factors’ impacts (self-control, well-being, emotionality, and sociability) were investigated among the three hierarchical leadership levels. Value of results. The results support the notion that leadership positions require high trait emotional intelligence and that leadership needs are dependent on the leader’s level within the organization.
{"title":"Trait emotional intelligence among hierarchical levels of leadership","authors":"Christina Morfaki","doi":"10.17323/2312-5942-2022-12-4-69-85","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-69-85","url":null,"abstract":"urpose. This study examined whether trait emotional intelligence (or emotional self-efficacy) can differentiate across leadership levels in a sample of senior, middle, and junior leaders, employed by a bank organization in Greece (N = 157). Method. For the objectives of this study, the Trait Emotional Intelligence Questionnaire (TEIQue) short form (Petrides, 2009) was sufficient. It includes 30 items from the full form (two items for each of the 15 facets) and can be used to measure the four components generated from the full form: emotionality, self-control, sociability, and well-being, as well as the global trait emotional intelligence. Age, gender, tenure, and education level were used as control variables. Traitemotional intelligence, age and education were significant predictors in a multinomial regression model. Findings. Regarding senior leaders, the odds were significantly higher for each unit increase in trait EI(5.58) than for middle leaders (1.92), with junior leaders as the reference category. Further, leadersscored significantly higher on trait emotional intelligence compared to the standardization sample of the TEIQue. Τhe difference is due to senior and middle leaders, though the effect size for the former was considerably larger than for the latter, whereas junior leaders did not show statistically significant differences. Trait emotional intelligence and four factors’ impacts (self-control, well-being, emotionality, and sociability) were investigated among the three hierarchical leadership levels. Value of results. The results support the notion that leadership positions require high trait emotional intelligence and that leadership needs are dependent on the leader’s level within the organization.","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":"67924898","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_25_4_008
Yuliia I. Lobanova, G.L. Yudin
{"title":"SUBJECTIVE FACTORS OF PREFERENCES OF DIFFERENT TYPES OF TRANSPORT","authors":"Yuliia I. Lobanova, G.L. Yudin","doi":"10.38098/ipran.opwp_2022_25_4_008","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_008","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"44 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80556273","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_25_4_002
Svetlana A. Kotovskaya, A. Makhnach
{"title":"INTERRELATION OF WORKABILITY AND INDIVIDUAL PSYCHOLOGICAL CHARACTERISTICS OF THE EXTREME PROFESSIONS SPECIALISTS WITH THEIR OPTIMAL LEVEL OF RESILIENCE","authors":"Svetlana A. Kotovskaya, A. Makhnach","doi":"10.38098/ipran.opwp_2022_25_4_002","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_002","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"115 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79349834","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_006
Olga A. Kliueva
{"title":"RUSSIAN VALIDATION of the HYPERCOMPETITIVENESS SCALE (HCP) by R.M. RYCKMAN, M. HAMMER, L.M. KACZOR, J.A. GOLD","authors":"Olga A. Kliueva","doi":"10.38098/ipran.opwp_2022_24_3_006","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_24_3_006","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"2 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83233523","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_005
D. Shmidt, A.E. Vorobiova
{"title":"TYPES OF RUSSIAN INTERNET DATING SERVICES USERS: MOTIVATION AND PERSONALITY TRAITS","authors":"D. Shmidt, A.E. Vorobiova","doi":"10.38098/ipran.opwp_2022_23_2_005","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_23_2_005","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"28 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89535624","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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