Organizational Psychology

The model of interrelation between work engagement and personal resources (hardiness, optimism, selfefficacy, ambiguity tolerance – elements of PsyCap construct), different components of job satisfaction (satisfaction of compensation packet; satisfaction of work condition and organizing of the workplace; satisfaction of management; satisfaction of work team; satisfaction of the process and the content of the work), and general life satisfaction are described at this paper. The research was conducted at Russian industrial company from energetics sector (N = 4708). There systems of interrelation and correlation of mentioned variables for employees from different stages of organizational hierarchy were described.

The purpose of this study is to explore the relationship among Emotional Intelligence (EI), and work performance of executives. Samples of 160 male executives within the age range of 35 to 55yrs. from BHEL (Haridwar) were selected on random basis. Emotional intelligence scale constructed by Hyde, Pethe and Dhar was used and work performance of the executives was measured by the Performance rating scale constructed by Singh and Pestonjee. Correlation was used for testing the results. The findings of the study revealed that Emotional intelligence has a positively related with the work performance among executives.

The concept of «workaholism» is quite popular and is often used in everyday language, causing there are many misconceptions and stereotypes about workaholics. The purpose of this article is classification and synthesis of theoretical concepts and empirical data on the workaholism that has accumulated to date. The article discusses the concept of «workaholism», perspectives on workaholism, measures, and especially workaholics motivation and consequences. The results showed that workaholism has positive implications for the employee or the organization as well as negative, but in the long-term effects of the negative consequences are more significant.

The article gives an overview of quantitative research into assessment centers (AC), special emphasis is placed on issues of predictive validity. It is contended that there is a gap in AC predictive validity studies, namely lack of consideration of the temporal aspect and scarcity of longitudinal projects. Empirical study involved 167 employees of large Russian companies who participated in ACs twice within a 6.5-year interval. Results are considered in two aspects: test-retest reliability of AC and dynamics of competency development. Stability of AC scores over the 6.5-year period was found to be 0.47. For comparison, testretest reliability of a general ability test within the same time interval was 0.63. Some peculiarities of competency development also came into light. In particular: competencies of managers develop in a faster pace than those of specialists; length of service in the previous position can have a negative long-term effect on competency development; number of trainings attended has a positive, yet moderate association with scores on some competencies.

This article describes results of the study aimed at research the link (connection) between person's career orientations and his subjective well-being. This study was developed to enlarge existed beliefs about individual psychological factors of work-life balance. Overall selection includes 90 people (40% were female participants and 60% were male participants). It consists of three parts: undergraduate students, young professionals, well experienced employees. The correlation analysis found that these variables are interconnected with different degree. First of all, that fact attracts attention that the most part of career orientations are poorly connected with the subjective well-being.