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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 COVID-19的后果:工作满意度如何调节发展中国家知识型员工的工作压力感知、离职倾向和性别差异
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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.
目的。在组织中,员工的工作压力被视为不满背后的主要问题,最终导致离职倾向。本研究针对2019冠状病毒病期间在巴基斯坦联邦首都直辖区注册的私立学校知识工作者,实证检验了感知工作压力对离职倾向和工作满意度的影响,包括调查工作满意度在感知工作压力与离职倾向之间的中介作用。最后,还测量了男性和女性的条件直接效应和间接效应。设计。以调查的形式从巴基斯坦联邦首都地区的私立学校教师中收集数据,并通过结构方程模型使用269名教师的最终样本来检验假设。发现。感知工作压力正向影响知识型员工的离职倾向,但工作满意度更大程度地降低了压力对离职倾向的影响,并在感知工作压力与离职倾向之间存在部分中介作用。最后,性别差异表明,工作满意度对压力对离职倾向的影响在女性中更大,但在男性教师中直接影响已经弱于女性。实际意义。本研究将有助于决策者更好地理解感知工作压力和工作满意度的后果。此外,管理层可以制定保留员工的策略,以尽量减少对社会福利有贡献的知识工人的流失率。在任何情况下,组织都需要强调员工的工作满意度,以充分利用他们的努力来获得更好的绩效,因为离职倾向是感知工作压力的主要原因。工作满意度将感知到的工作压力对知识型员工离职意愿的影响降至最低,尤其是在目前的情况下,几乎每个组织都受到COVID-19大流行的影响,官方工作已经从实体媒介转移到在线媒介,这在全球范围内产生了不确定性。结果的价值。本研究旨在探讨教育领域中个人工作满意度、压力与离职意向的前因。
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引用次数: 2
Adaptation of the work alienation measurement questionnaire for the russian-speaking sampling 工作疏离感测量问卷在俄语抽样中的改编
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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。
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引用次数: 0
Communicative and psychological portrait of a female leader 女性领导者的沟通和心理肖像
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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.
目的。本研究的目的是确定女性化管理风格的具体特征,描述女性领导者沟通行为的主要特征。为了实现这一目标,对六位运输公司女性负责人的采访进行了审查。分析假设在受访者的陈述中识别出与说话者对他们管理公司经验的理解有关的关键思想,以及在领导者的位置上评估自己。方法。本研究的方法论基础是主题分析法和比较分析法。本文的理论基础包括国内外作者关于性别领导问题的著作。Findins。对经验数据的专题分析使我们能够确定构成受访者陈述的语义“框架”的六个关键思想。这些主题分别是“领导力的自我决定”、“领导力与性别”、“女性领导力的秘诀”、“领导力作为改变世界的能力”、“领导力作为控制他人的力量”、“事业与个人生活”。标题的构成和这些题目的内容表明,女性管理人员意识到她们管理模式的特点。一方面,女性领导风格涉及使用典型的男性沟通策略(结果导向、理性主义、公司明确的等级制度)。另一方面,女性领导者的行为还包括其他不同于男性的特征:与下属和客户建立情感联系,同理心。因此,女性管理风格的特殊性不仅体现在战术和战略思维的运用上,还体现在发达的情商的运用上。女性领导者的特点是结合了两种影响同事和伙伴的工具——权威和女性魅力。结果的值。这项研究揭示了女性的一些个人特质,这些特质使她们能够在传统上由男性主导的生产领域占据领先地位:对社会和职业成功的迫切需求;与男性竞争的内在意愿;具备创建和管理专业团队的能力;灵活选择影响和决策的方法。
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引用次数: 1
V.N. KOLBANOVSKY ON PSYCHOTECHNICS: TO THE 120TH ANNIVERSARY OF HIS BIRTH V.n.科尔巴诺夫斯基论心理技术:纪念他诞辰120周年
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 10.38098/ipran.opwp_2022_25_4_011
Natalya Y. Stoyukhina
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引用次数: 0
ARTIFICIAL INTELLIGENCE: OPPORTUNITIES AND LIMITATIONS 人工智能:机遇与局限
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 10.38098/ipran.opwp_2022_24_3_005
V. Ryabov, Evgeniy A. Trofimov
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引用次数: 0
USER MOTIVATION AND PSYCHOLOGICAL VULNERABILITIES IN REMOTE WORKING 远程工作中的用户动机与心理脆弱性
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 10.38098/ipran.opwp_2022_25_4_009
Yulia V. Bessonova
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引用次数: 0
MORAL AND LEGAL CONSCIOUSNESS OF FRIEDRICH-JOSEPH HAASS. PART 1. THE FIRST HALF OF THE PROFESSIONAL PATH AND SOCIAL SERVICE 哈斯的道德与法律意识。第1部分。前半部分的专业路径和社会服务
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 10.38098/ipran.opwp_2022_25_4_001
Natal'ja V. Borisova
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引用次数: 0
Позитивная организационная доктрина: позитивное организационное поведение Ф. Лютанса и позитивное организационное видение К. Камерона 积极的组织主义:积极的组织行为f . lutansa和积极的组织愿景c . cameron
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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.
在组织心理学文献中,在过去几十年里,积极心理学思想在组织环境中不断传播,出现了新的趋势。许多研究为所谓的积极组织主义奠定了基础,包括积极组织行为和积极组织愿景的新概念。科学家们对这些概念的地位有不同的看法。一些人相信这些概念是一致的,另一些人强调了它们之间的根本差异。目标。本文的目的是分析积极组织主义概念的相似之处和不同之处,澄清每一个概念的实质特征,找到解决积极组织心理学话语中出现的矛盾的理由。方法。为了实现这一目标,使用了文学来源的理论分析和经验研究结果的系统化。结果。研究方法是由f . lutance提出的积极组织主义(积极组织行为的概念)和c . cameron(积极组织愿景的概念)提出的。尽管有一些主要的“外部”差异,但这两个概念具有深刻的内在相似之处。这两个概念都起源于20世纪初,从积极心理学、组织行为、社会组织行为和社区心理学等科学领域中脱颖而出。概念集中在研究过程中,使人们发展员工的能力和积极品质,教育人们积极组织行为的技能。但是,如果积极的组织行为在个人层面上研究过程,积极的组织愿景主要在组织层面上分析这些过程。这反过来又反映在不同的研究方法的使用上。结果的价值。从积极组织主义的理论分析中得出的结论概括了我们对积极组织主义概念的现状和研究潜力的看法。
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引用次数: 1
The mediating role of job satisfaction and work engagement in the relationship between self-reported person-job fit and job performance 工作满意度和工作投入在自我报告个人-工作契合度与工作绩效关系中的中介作用
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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.
目的。为合适的工作找到合适的人是最大化员工工作绩效的关键。虽然文献一致发现个人-工作适合度(P-J适合度)与工作绩效之间存在正相关关系,但很少关注这种关系的潜在机制。本研究提出平行中介模型,探讨工作满意度和工作投入在自我报告P-J契合度与工作绩效关系中的假设中介作用。方法。来自马来西亚多个组织服务部门的361名员工回答了P-J适合度量表、工作满意度调查、乌得勒支工作投入量表和个人工作绩效问卷。发现。Pearson相关分析显示,4个变量均呈正相关。运用PROCESS宏观的中介分析发现,P-J契合度通过工作投入间接与工作绩效相关,但与工作满意度无关。然而,进一步的分析支持在控制工作投入时工作满意度的中介作用。对实践的启示。研究结果表明,工作投入比工作满意度发挥更大的作用。更适合工作的员工对工作的投入程度更高,而高水平的工作投入反过来又与工作绩效呈正相关。结果的值。组织可以考虑提高员工的工作投入水平或降低降低工作投入水平的因素,以提高高P-J契合度员工的工作绩效。
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引用次数: 0
Personal innovativeness in the extended technology acceptance model 扩展技术接受模型中的个人创新性
IF 0.2 Q4 PSYCHOLOGY, APPLIED Pub Date : 2022-01-01 DOI: 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.
法国组织社会学领域的权威专家M. Crozier认为,“在现代的竞争斗争中,首先,竞争的不是对资源、物质价值的占有,而是创新能力的竞争”(Crozier, Tilliette, 1995)。个性“作为变革的客体和主体”在组织创新过程中的作用是巨大的,但在信息技术使用的背景下却很少受到关注,也没有得到足够详细的研究。目的。本研究的目的是调查员工创新潜能的组成部分和创新倾向的贡献,作为可以解释与计算机系统使用相关的组织行为模式的因素。方法。对技术接受模型的核心构念(感知有用性和感知易用性)构建多元回归模型,纳入个人创新指标变量和扩展技术接受模型中识别的几个外部变量(主观规范、工作相关性、自愿性、形象、输出质量、结果可论证性、计算机自我效能),达到了研究目的。发现。对回归方程的分析发现了我们的样本中代表称职用户的动机态度的细节:只有一些预测因素在模型的主要组成部分中做出了重大贡献(“工作相关性”和“主观规范”作为感知有用性的前因,“形象”和“改变的愿望”作为感知使用的前因)。结论。在软件采用和使用方面,一个稳定的个人性格特征是员工创新潜力的“改变的欲望”,这被证明是有价值的经验发现,有助于有前途的研究的发展,这些研究旨在更深入地理解形成接受具有不同用户体验的计算机系统的动机的先决条件。
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引用次数: 1
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Organizatsionnaya Psikologiya
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