Pub Date : 2022-01-01DOI: 10.17323/2312-5942-2022-12-1-27-42
Zaheer Muhammad, Hafeez Hira, A. Muhammad, Raza Muhammad
Purpose. In organizations, employee’s work stress is seen as the main problem behind dissatisfaction which ultimately leads towards turnover intention. This research is specific to knowledge workers of private schools registered in the Federal Capital Territory of Pakistan during COVID-19 and empirically examined the influence of perceived work stress on turnover intention and work satisfaction, including investigating the mediation effect of work satisfaction on the association of perceived work stress with turnover intention. Finally, the conditional direct and indirect effect of males and females is also measured. Design. Data were gathered from private school’s teachers of the Federal Capital Territory of Pakistan in the form of a survey and the final sample of 269 teachers was used to test the hypotheses through structural equational modeling. Findings. Perceived work stress positively influenced the turnover intention of knowledge workers but work satisfaction reduces the greater impact of stress on turnover intention and seems to be partially mediated the association of perceived work stress and turnover intention. Finally, gender differences exposed that work satisfaction decreases the greater effect of stress on turnover intention among females strongly than males although the direct effect was already weaker among male teachers than females. Practical Implications. This research will assist decision-makers to better understand the consequences of perceived work stress and work satisfaction. Moreover, management can formulate strategies for the retention of employees to minimize the turnover of knowledge workers that are contributing to the welfare of society. Organizations need to emphasize the work satisfaction of employees on priority in any circumstances to utilize their full efforts for better performance as the turnover intention is the main cause of perceived work stress. Work satisfaction minimizes the influence of perceived work stress on turnover intention among knowledge workers especially in the current scenario where almost every organization is affected by the COVID-19 pandemic and official work has been transmitted from physical to online medium which is generating uncertainties globally. Value of results. This research paper thrusts the knowledge about the antecedents of individual’s work satisfaction, stress and intention to quit in the field of education.
{"title":"The ramification of COVID-19: How work satisfaction mediates the perceived work stress with turnover intention and gender differences among knowledge workers of developing country","authors":"Zaheer Muhammad, Hafeez Hira, A. Muhammad, Raza Muhammad","doi":"10.17323/2312-5942-2022-12-1-27-42","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-27-42","url":null,"abstract":"Purpose. In organizations, employee’s work stress is seen as the main problem behind dissatisfaction which ultimately leads towards turnover intention. This research is specific to knowledge workers of private schools registered in the Federal Capital Territory of Pakistan during COVID-19 and empirically examined the influence of perceived work stress on turnover intention and work satisfaction, including investigating the mediation effect of work satisfaction on the association of perceived work stress with turnover intention. Finally, the conditional direct and indirect effect of males and females is also measured. Design. Data were gathered from private school’s teachers of the Federal Capital Territory of Pakistan in the form of a survey and the final sample of 269 teachers was used to test the hypotheses through structural equational modeling. Findings. Perceived work stress positively influenced the turnover intention of knowledge workers but work satisfaction reduces the greater impact of stress on turnover intention and seems to be partially mediated the association of perceived work stress and turnover intention. Finally, gender differences exposed that work satisfaction decreases the greater effect of stress on turnover intention among females strongly than males although the direct effect was already weaker among male teachers than females. Practical Implications. This research will assist decision-makers to better understand the consequences of perceived work stress and work satisfaction. Moreover, management can formulate strategies for the retention of employees to minimize the turnover of knowledge workers that are contributing to the welfare of society. Organizations need to emphasize the work satisfaction of employees on priority in any circumstances to utilize their full efforts for better performance as the turnover intention is the main cause of perceived work stress. Work satisfaction minimizes the influence of perceived work stress on turnover intention among knowledge workers especially in the current scenario where almost every organization is affected by the COVID-19 pandemic and official work has been transmitted from physical to online medium which is generating uncertainties globally. Value of results. This research paper thrusts the knowledge about the antecedents of individual’s work satisfaction, stress and intention to quit in the field of education.","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":"67920990","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: 10.17323/2312-5942-2022-12-3-138-153
Anastasiia A Kozhina, L. Vinokurov
The relevance of the work is due to the lack of a Russian-language tool that would be designed to measure work alienation and adequate for research in the field of labor psychology. Purpose. The purpose of the work is to adapt and test the Work Alienation Assessment Questionnaire in the context of Russian-language culture. Method. The adaptation sample consisted of 230 employees of socionomic professions at the age of 20 to 27 years. As part of the adaptation of the Work Alienation Assessment Questionnaire (Fragebogen zur arbeitsbezogenen Entfremdung und Aneignung, FAEA) (Aigner etal., 2015), an asymmetric translation was made from German into Russian. As additional methods tocheck the validity of the questionnaire scales, we used the subscale “work” of the subjective alienation questionnaire, the scale of satisfaction of basic needs at work, the work engagement scale. Findings. The questionnaire scales show high reliability and consistency, as well as high retest reliability with a measurement interval of one month. The factor structure is fully consistent with the author’s model. A one-factor structure was obtained for the scale “Alienation and appropriation of work: work in general” and the scale “Alienation and appropriation of work: concrete job”. For the scale “Alienation and assignment of work — satisfaction of needs”, a three-factor structure was confirmed separately for thespheres of work, organization, and relations. Value of results. Checking the competitive, constructive, and criterial validity of the questionnaire scales is confirmed and consistent with the author’s version. The customized questionnaire is a reliable and valid measurement tool for assessing work alienation.
这项工作的相关性是由于缺乏一种俄语工具，这种工具可以用来衡量工作异化，并足以用于劳动心理学领域的研究。目的。本研究的目的是在俄语文化背景下对工作异化评估问卷进行调整和测试。方法。适应样本由230名年龄在20 - 27岁的社会专业人员组成。作为《工作异化评估问卷》(Fragebogen zur arbeitsbezogenen entfremung and Aneignung, FAEA)改编的一部分(艾格纳等)。， 2015)，从德语到俄语的不对称翻译。作为检验问卷量表效度的补充方法，我们使用了主观异化问卷的子量表“工作”、工作基本需求满意度量表、工作投入量表。发现。问卷量表具有较高的信度和一致性，重测信度较高，测量间隔为1个月。因子结构与笔者的模型完全一致。在“工作的异化和占有:一般工作”和“工作的异化和占有:具体工作”两个尺度上得到了一个单因素结构。对于“工作的异化和分配-需求的满足”量表，在工作、组织和关系领域分别确定了一个三因素结构。结果的价值。对问卷量表的竞争效度、建构效度和标准效度的检验得到确认，并与作者的版本一致。定制问卷是评估工作异化的一种可靠有效的测量工具。
{"title":"Adaptation of the work alienation measurement questionnaire for the russian-speaking sampling","authors":"Anastasiia A Kozhina, L. Vinokurov","doi":"10.17323/2312-5942-2022-12-3-138-153","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-3-138-153","url":null,"abstract":"The relevance of the work is due to the lack of a Russian-language tool that would be designed to measure work alienation and adequate for research in the field of labor psychology. Purpose. The purpose of the work is to adapt and test the Work Alienation Assessment Questionnaire in the context of Russian-language culture. Method. The adaptation sample consisted of 230 employees of socionomic professions at the age of 20 to 27 years. As part of the adaptation of the Work Alienation Assessment Questionnaire (Fragebogen zur arbeitsbezogenen Entfremdung und Aneignung, FAEA) (Aigner etal., 2015), an asymmetric translation was made from German into Russian. As additional methods tocheck the validity of the questionnaire scales, we used the subscale “work” of the subjective alienation questionnaire, the scale of satisfaction of basic needs at work, the work engagement scale. Findings. The questionnaire scales show high reliability and consistency, as well as high retest reliability with a measurement interval of one month. The factor structure is fully consistent with the author’s model. A one-factor structure was obtained for the scale “Alienation and appropriation of work: work in general” and the scale “Alienation and appropriation of work: concrete job”. For the scale “Alienation and assignment of work — satisfaction of needs”, a three-factor structure was confirmed separately for thespheres of work, organization, and relations. Value of results. Checking the competitive, constructive, and criterial validity of the questionnaire scales is confirmed and consistent with the author’s version. The customized questionnaire is a reliable and valid measurement tool for assessing work alienation.","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":"67922388","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: 10.17323/2312-5942-2022-12-3-154-167
N. Chernyavskaya, O. Usacheva, N. Temnikova, Natalya Metshanova, E. Filippova
Purpose. The purpose of the study is to determine the specifics of the feminine management style, to describe the main features of the communicative behavior of women leaders. To achieve this goal, interviews with six female heads of transport companies were reviewed. The analysis assumed the identification of key ideas in the respondents’ statements related to the speakers’ understanding of their experience in managing the company, as well as evaluating themselves in the position of a leader. Methodology. The methodological basis of the study is the methods of thematic and comparative analysis. The theoretical basis of this article consists of works on gender leadership issues by both domestic and foreign authors. Findins. Thematic analysis of empirical data allowed us to identify six key ideas that make up the semantic “framework” of respondents’ statements. These topics are “Leadership self-determination”, “Leadership and gender”, “Recipes for female leadership”, “Leadership as the ability totransform the world”, “Leadership as power over people”, “Career and personal life”. The composition of the headings and the content of these topics indicate that women managers are aware of the features of their management model. On the one hand, the female leadership style involves the use of typically male communication strategies (result orientation, rationalism, clear hierarchy in the company). On the other hand, the behavior of female leaders includes other traits, that are different from masculine: establishing emotional contact with subordinates and clients, empathy. Consequently, the specificity of the feminine management style is not only in the use of tactical and strategic thinking, but also in the use of developed emotional intelligence. A woman leader is characterized by a combination of two instruments for influencing colleagues and partners — authority and feminine charm. The value of the results. The study revealed the personal qualities of women that allow them to take leading positionsin traditionally male areas of production: an urgent need for social and professional success; internal willingness to compete with men; the ability to create and manage a functional team of professionals; flexibility in the choice of methods of influence and decision-making.
{"title":"Communicative and psychological portrait of a female leader","authors":"N. Chernyavskaya, O. Usacheva, N. Temnikova, Natalya Metshanova, E. Filippova","doi":"10.17323/2312-5942-2022-12-3-154-167","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-3-154-167","url":null,"abstract":"Purpose. The purpose of the study is to determine the specifics of the feminine management style, to describe the main features of the communicative behavior of women leaders. To achieve this goal, interviews with six female heads of transport companies were reviewed. The analysis assumed the identification of key ideas in the respondents’ statements related to the speakers’ understanding of their experience in managing the company, as well as evaluating themselves in the position of a leader. Methodology. The methodological basis of the study is the methods of thematic and comparative analysis. The theoretical basis of this article consists of works on gender leadership issues by both domestic and foreign authors. Findins. Thematic analysis of empirical data allowed us to identify six key ideas that make up the semantic “framework” of respondents’ statements. These topics are “Leadership self-determination”, “Leadership and gender”, “Recipes for female leadership”, “Leadership as the ability totransform the world”, “Leadership as power over people”, “Career and personal life”. The composition of the headings and the content of these topics indicate that women managers are aware of the features of their management model. On the one hand, the female leadership style involves the use of typically male communication strategies (result orientation, rationalism, clear hierarchy in the company). On the other hand, the behavior of female leaders includes other traits, that are different from masculine: establishing emotional contact with subordinates and clients, empathy. Consequently, the specificity of the feminine management style is not only in the use of tactical and strategic thinking, but also in the use of developed emotional intelligence. A woman leader is characterized by a combination of two instruments for influencing colleagues and partners — authority and feminine charm. The value of the results. The study revealed the personal qualities of women that allow them to take leading positionsin traditionally male areas of production: an urgent need for social and professional success; internal willingness to compete with men; the ability to create and manage a functional team of professionals; flexibility in the choice of methods of influence and decision-making.","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":"67923457","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_011
Natalya Y. Stoyukhina
{"title":"V.N. KOLBANOVSKY ON PSYCHOTECHNICS: TO THE 120TH ANNIVERSARY OF HIS BIRTH","authors":"Natalya Y. Stoyukhina","doi":"10.38098/ipran.opwp_2022_25_4_011","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_25_4_011","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"32 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72640397","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: 10.17323/2312-5942-2022-12-2-183-197
Qi-Liang Lee, Chee-Seng Tan, Sanggari Krishnan
Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.
{"title":"The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance","authors":"Qi-Liang Lee, Chee-Seng Tan, Sanggari Krishnan","doi":"10.17323/2312-5942-2022-12-2-183-197","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-2-183-197","url":null,"abstract":"Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.","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":"67922336","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: 10.17323/2312-5942-2022-12-4-55-68
Aakansha Singh, H. Gujral, Suniti Chandiok
Purpose. The present research aims to study the relationship between emotional intelligence and leadership styles — transformational leadership, transactional leadership, and laissez-faire leadership. Design. The sample was taken from IT professionals of the NCR region of India, and standardized instruments used for data collection include “The assessing emotions scale” and “Multifactor leadership questionnaire”. The collected data was analyzed using SmartPLS 2.0 and SPSS 23. Findings. Findingsrevealed that there exists a relationship between emotional intelligence and leadership. The results indicated that all the three leadership styles: transformational leadership, transactional leadership, and laissez-faire leadership, are affected by emotional intelligence. The most substantial relationshipof emotional intelligence was discovered with transformational leadership and the weakest with transactional leadership. Practical implication. This study suggests that the organizations should recruit managers with high emotional intelligence level to improve performance and provide training to improve the emotional intelligence level of employees. Originality and value of results. There is previous research focusing on a leader’s emotional intelligence and leadership styles on organizational performance. However, the current area of interest is the role of emotional intelligence in leadership styles.
{"title":"Leadership styles: The role of emotional intelligence inIndian IT companies","authors":"Aakansha Singh, H. Gujral, Suniti Chandiok","doi":"10.17323/2312-5942-2022-12-4-55-68","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-55-68","url":null,"abstract":"Purpose. The present research aims to study the relationship between emotional intelligence and leadership styles — transformational leadership, transactional leadership, and laissez-faire leadership. Design. The sample was taken from IT professionals of the NCR region of India, and standardized instruments used for data collection include “The assessing emotions scale” and “Multifactor leadership questionnaire”. The collected data was analyzed using SmartPLS 2.0 and SPSS 23. Findings. Findingsrevealed that there exists a relationship between emotional intelligence and leadership. The results indicated that all the three leadership styles: transformational leadership, transactional leadership, and laissez-faire leadership, are affected by emotional intelligence. The most substantial relationshipof emotional intelligence was discovered with transformational leadership and the weakest with transactional leadership. Practical implication. This study suggests that the organizations should recruit managers with high emotional intelligence level to improve performance and provide training to improve the emotional intelligence level of employees. Originality and value of results. There is previous research focusing on a leader’s emotional intelligence and leadership styles on organizational performance. However, the current area of interest is the role of emotional intelligence in leadership styles.","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"22 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"67924761","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_006
N. Bakanova
{"title":"ASPECTS OF DEVELOPING SERVICES TO SUPPORT MANAGEMENT ACTIVITIES ON THE BASIS OF INFORMATION RESOURCES OF ORGANIZATIONAL MANAGEMENT SYSTEMS. Part 1","authors":"N. Bakanova","doi":"10.38098/ipran.opwp_2022_23_2_006","DOIUrl":"https://doi.org/10.38098/ipran.opwp_2022_23_2_006","url":null,"abstract":"","PeriodicalId":42215,"journal":{"name":"Organizatsionnaya Psikologiya","volume":"10 1","pages":""},"PeriodicalIF":0.2,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76666779","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: 10.17323/2312-5942-2022-12-1-175-200
Василиса Дайнеко
В литературе по организационной психологии в последние десятилетия в связи с активным распространением идей позитивной психологии в организационном контексте возникли новые тенденции. Многочисленные исследования закладывают фундамент так называемой позитивной организационной доктрины, включая новые концепции — позитивного организационного поведения и позитивного организационного видения. Мнения учёных относительно статуса этих концепций разошлись. Одни убеждены в тождественности этих концепций, другие подчёркивают существенные различия между ними. Цель. Цель статьи — проанализировать разнообразные точки зрения на сходство и различия концепций, входящих в позитивное организационную доктрину, прояснить содержательные особенности каждой из них, найти основания для преодоления противоречий, возникших в дискурсе позитивной организационной психологии. Метод. Для достижения указанной цели использовался теоретический анализ литературных источников и систематизация результатов эмпирических исследований. Результаты. Рассмотрены исследовательские подходы в рамках позитивной организационной доктрины, выдвинутые Ф. Лютансом (концепция позитивного организационного поведения) и К. Камероном (концепция позитивного организационного видения). Несмотря на некоторые преимущественно «внешние» различия, этим двум концепциям присуще глубокое внутреннее сходство. Обе концепции возникли в начале 2000-х годов, выделившись из таких научных областей, как позитивная психология, организационное поведение, просоциальное организационное поведение и психология сообществ. Концепции сосредотачиваются на изучении процессов, которые позволяют развивать способности и позитивные качества сотрудника, обучать человека навыкам позитивного организационного поведения. Однако если позитивное организационное поведение исследует процессы на индивидуальном уровне, то позитивное организационное видение анализирует эти процессы преимущественно на организационном уровне. Это различие, в свою очередь, отражается и на использовании различных исследовательских методов. Ценность результатов. Выводы, полученные в ходе теоретического анализа позитивной организационной доктрины, дают обобщающую картину и расширяют наши представления о современном состоянии и об исследовательском потенциале концепций позитивного организационного поведения Ф. Лютанса и позитивного организационного видения К. Камерона.
{"title":"Позитивная организационная доктрина: позитивное организационное поведение Ф. Лютанса и позитивное организационное видение К. Камерона","authors":"Василиса Дайнеко","doi":"10.17323/2312-5942-2022-12-1-175-200","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-1-175-200","url":null,"abstract":"В литературе по организационной психологии в последние десятилетия в связи с активным распространением идей позитивной психологии в организационном контексте возникли новые тенденции. Многочисленные исследования закладывают фундамент так называемой позитивной организационной доктрины, включая новые концепции — позитивного организационного поведения и позитивного организационного видения. Мнения учёных относительно статуса этих концепций разошлись. Одни убеждены в тождественности этих концепций, другие подчёркивают существенные различия между ними. Цель. Цель статьи — проанализировать разнообразные точки зрения на сходство и различия концепций, входящих в позитивное организационную доктрину, прояснить содержательные особенности каждой из них, найти основания для преодоления противоречий, возникших в дискурсе позитивной организационной психологии. Метод. Для достижения указанной цели использовался теоретический анализ литературных источников и систематизация результатов эмпирических исследований. Результаты. Рассмотрены исследовательские подходы в рамках позитивной организационной доктрины, выдвинутые Ф. Лютансом (концепция позитивного организационного поведения) и К. Камероном (концепция позитивного организационного видения). Несмотря на некоторые преимущественно «внешние» различия, этим двум концепциям присуще глубокое внутреннее сходство. Обе концепции возникли в начале 2000-х годов, выделившись из таких научных областей, как позитивная психология, организационное поведение, просоциальное организационное поведение и психология сообществ. Концепции сосредотачиваются на изучении процессов, которые позволяют развивать способности и позитивные качества сотрудника, обучать человека навыкам позитивного организационного поведения. Однако если позитивное организационное поведение исследует процессы на индивидуальном уровне, то позитивное организационное видение анализирует эти процессы преимущественно на организационном уровне. Это различие, в свою очередь, отражается и на использовании различных исследовательских методов. Ценность результатов. Выводы, полученные в ходе теоретического анализа позитивной организационной доктрины, дают обобщающую картину и расширяют наши представления о современном состоянии и об исследовательском потенциале концепций позитивного организационного поведения Ф. Лютанса и позитивного организационного видения К. Камерона.","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":"67921287","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: 10.17323/2312-5942-2022-12-4-160-182
Nadezhda Kalinichenko
According to M. Crozier, a leading French specialist in the field of sociology of organizations, “in the modern competitive struggle, first of all, the struggle is not for the possession of resources, material values, but for the ability to innovate” (Crozier, Tilliette, 1995). The role of personality “as an objectand subject of change” in the process of innovations in organizations is enormous but received littleattention in the context of information technologies usage and had not been examined in sufficient detail. Purpose. The purpose of the study is to investigate the contribution of components of the innovative potential of a worker and innovative disposition as factors that can explain patterns of organizational behavior associated with computer systems utilization. Methodology. The construction of multipleregression models for the core constructs of the technology acceptance model (perceived usefulnessand perceived ease of use) with the inclusion of variables-indicators of personal innovativeness andseveral external variables identified in the extended technology acceptance model (subjective norms, job relevance, voluntariness, image, output quality, result demonstrability, computer self-efficacy) met the purpose of the study. Findings. The analysis of regression equations found the specifics of motivational attitudes of our sample representing competent users: only some predictors make a significant contribution in the main components of the model (“job relevance” and “subjective norms” as antecedents of perceived usefulness, “image” and “desire for change” as antecedents of perceivedease of use). Conclusions. A stable personal disposition that characterizes the innovative potential of a worker in relation to software adoption and usage is the “Desire for change”, which turned out to be avaluable empirical finding that contributes to development of promising research directed on deeper understanding of prerequisites that form the motivation to accept computer systems with varied user experience.
{"title":"Personal innovativeness in the extended technology acceptance model","authors":"Nadezhda Kalinichenko","doi":"10.17323/2312-5942-2022-12-4-160-182","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-160-182","url":null,"abstract":"According to M. Crozier, a leading French specialist in the field of sociology of organizations, “in the modern competitive struggle, first of all, the struggle is not for the possession of resources, material values, but for the ability to innovate” (Crozier, Tilliette, 1995). The role of personality “as an objectand subject of change” in the process of innovations in organizations is enormous but received littleattention in the context of information technologies usage and had not been examined in sufficient detail. Purpose. The purpose of the study is to investigate the contribution of components of the innovative potential of a worker and innovative disposition as factors that can explain patterns of organizational behavior associated with computer systems utilization. Methodology. The construction of multipleregression models for the core constructs of the technology acceptance model (perceived usefulnessand perceived ease of use) with the inclusion of variables-indicators of personal innovativeness andseveral external variables identified in the extended technology acceptance model (subjective norms, job relevance, voluntariness, image, output quality, result demonstrability, computer self-efficacy) met the purpose of the study. Findings. The analysis of regression equations found the specifics of motivational attitudes of our sample representing competent users: only some predictors make a significant contribution in the main components of the model (“job relevance” and “subjective norms” as antecedents of perceived usefulness, “image” and “desire for change” as antecedents of perceivedease of use). Conclusions. A stable personal disposition that characterizes the innovative potential of a worker in relation to software adoption and usage is the “Desire for change”, which turned out to be avaluable empirical finding that contributes to development of promising research directed on deeper understanding of prerequisites that form the motivation to accept computer systems with varied user experience.","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":"67923796","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: 10.17323/2312-5942-2022-12-4-208-234
Alexander Karnyshev, E. Ivanova, O. Karnysheva
The appearance in organizations in order to protect the environment and improve human health of natural algorithms of activity and nature-like technologies actualizes the methodological role of analysis of such strategies on the basis of isomorphisma. A multidisciplinary approach to isomorphism, as a matrix for bringing human beings closer to the social, animal and plant world on the basis of natural resources, is particularly important in regions that are monuments to the naturaland cultural heritage of mankind, which Baikal has been advocating since 1996. The algorithms of such analysis will primarily affect the interrelated isomorphic parameters of personality and organization, which are the most significant in their interaction with nature. For a systematic consideration of the problem, it is advisable to combine the main analysis with the search (use) of developments in natural sciences that can function as specific sources of human and organization communication with the natural world; in our case, the provisions of biomimicry: nature as a model, as a measure and as amentor. The analysis also touches on the significant “mechanisms” of adaptation of organizations and people to the implementation of innovative tasks of ensuring natural life and environmental safety — imitative, normative, and forced isomorphism. The core of the interdisciplinary psychological analysisis the socio-psychological concept of one of the authors of the article on the relationship of isomorphic parameters of the community (organization) and personality, modified for environmental activities. It (the relationship) concerns four aspects: firstly, the genetic memory and mental attitudes of people about “oikos” — home, homeland, as the main place of their being; secondly, the unity of the targets of organizations with the motivation of their members to protect nature and promote health; thirdly, ensuring environmental friendliness of actions when implementation of social roles and proactive behavior in formal and informal organizations; fourth, achieving an understanding by members oforganizations and the public of the importance of feedback not only for determining development prospects, but also for assessing the level of activity of subjects in overcoming environmental problems.
{"title":"Isomorphism as an interdisciplinary-psychological matrix of analysis of the attitude to nature and health in organizations (on the example of the Baikal region)","authors":"Alexander Karnyshev, E. Ivanova, O. Karnysheva","doi":"10.17323/2312-5942-2022-12-4-208-234","DOIUrl":"https://doi.org/10.17323/2312-5942-2022-12-4-208-234","url":null,"abstract":"The appearance in organizations in order to protect the environment and improve human health of natural algorithms of activity and nature-like technologies actualizes the methodological role of analysis of such strategies on the basis of isomorphisma. A multidisciplinary approach to isomorphism, as a matrix for bringing human beings closer to the social, animal and plant world on the basis of natural resources, is particularly important in regions that are monuments to the naturaland cultural heritage of mankind, which Baikal has been advocating since 1996. The algorithms of such analysis will primarily affect the interrelated isomorphic parameters of personality and organization, which are the most significant in their interaction with nature. For a systematic consideration of the problem, it is advisable to combine the main analysis with the search (use) of developments in natural sciences that can function as specific sources of human and organization communication with the natural world; in our case, the provisions of biomimicry: nature as a model, as a measure and as amentor. The analysis also touches on the significant “mechanisms” of adaptation of organizations and people to the implementation of innovative tasks of ensuring natural life and environmental safety — imitative, normative, and forced isomorphism. The core of the interdisciplinary psychological analysisis the socio-psychological concept of one of the authors of the article on the relationship of isomorphic parameters of the community (organization) and personality, modified for environmental activities. It (the relationship) concerns four aspects: firstly, the genetic memory and mental attitudes of people about “oikos” — home, homeland, as the main place of their being; secondly, the unity of the targets of organizations with the motivation of their members to protect nature and promote health; thirdly, ensuring environmental friendliness of actions when implementation of social roles and proactive behavior in formal and informal organizations; fourth, achieving an understanding by members oforganizations and the public of the importance of feedback not only for determining development prospects, but also for assessing the level of activity of subjects in overcoming environmental problems.","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":"67924599","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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