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2016 т. 6 no 4
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- Pages
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6–7
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We are glad to introduce our readers to new issue of Organizational Psychology Journal. This issue is significant for us because it opens up the launch of a new series on «Industrial-Organizational Psychology in the world», dedicated to publishing papers about the history and current state of Organizational Psychology (I-O) in different cities, regions, institutions. This series of publications begins with an article “Industrial-Organizational Psychology in Poland: Past and current trends” (in Endlish) by Laura Dryjanska. In the «Research in organizational psychology» section we offer the article by Anna Smirnova, “The Impact of Role Conflict on Job Insecurity”. The paper set out an empirical study of the psycho-logical impact of a work-family conflict (WFC) and family-work conflict (FWC) on job insecurity experiencing. The “Organizational-psychological practice” section includes another article of Yu. Zhukov “Assessement center effectiveness: historical perspective”, dedicated to the review of the evolution of the concept of effectiveness in the psychological practice, with a particular emphasis on assessment centers validity. In conclusion, ways to improve the validity, fairness, acceptability and effectiveness of assessment centers for selection and development of personnel are discussed. The article by Antonina Lisovskaya «An absent presence»: the need to study the phenomenon of presenteeism», placed in the «Reviews» section, devoted to the new for Russian organizational psychology phenomenon. It presents the results of an extensive review of the literature on the problem of presenteeism, gives a definition of this phenomenon and explains main factors that influence on presenteeism trends among workers. The «First Steps» section in this issue is quite filled. There are a three articles: the article by Olga Lvova and Mikhail Allakhverdov «Characteristics of organizational context from Russian idioms», dedicated to the study of organizational context within the lexical approach; the article by Elena Grebenyuk «Constructionist approaches in organizational consulting», containing an analysis of the four approaches to work with organizations based on the social constructionism principles, and the article by Elena Naumtseva «Analysis of the psychometric properties of the Russian version of the questionnaire «Ready to organizational changes» (ROC) by D. Holt”. 2016 turned out to be generous regarding scientific and practical conferences dedicated to organizational and psychological themes. In the «Conferences» section Tatiana Lobanova shared her impressions of the conference «Management Consulting in the industrial sector: in terms of growth» (Kazan, 2016). Lyudmila Aksenovskaya briefly presented the 7th International scientific-practical conference «Organizational psychology: people and risks» (Saratov, October 2016). This conference was devoted to discussing the experience of reforming the Russian economy under the leadership of Peter Stolypin. Also, a detailed report about organizational psychology discussions at a conference in memory of Eugeny Klimov (MSU, Moscow, 12-15 October) were presented in the article by Anna Leonova and Olga Noskova. Finally, Natalia Ivanova and Wladimir Stroh gave brief report about the international conference «Business Psychology: Theory and Practice» (HSE, Moscow, No-vember 2016), outlining new trends in the development of business psychology in its close connec-tion to organizational psychology. In the «Literary Guide» section there is our traditional editorial note about the 20 most cited and 20 most recent scientific articles on Presenteeism.
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8–13
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The history of Industrial-Organizational (I-O) Psychology in Poland can be divided to three periods: birth and early development, advancements under socialism, and current trends. We may conclude that I-O Psychology in Poland since its birth has had to face numerous diverse challenges over time, related to the geo-political transformations and socio-economic problems. Currently, it is a vibrant field of practice and research, enriched by the unique experiences of many professors who have been adopting it for decades, combined with the creativity of early career I-O psychologists.
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- Research in organizational psychology
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14–29
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The purpose of the article is to clarify the psychological impact of a work-family conflict (WFC) and family-work conflict (FWC) on job insecurity experiencing. The cross-sectoral designdata (N = 680) collected in industrial enterprises. The average years of employees includes into research is 32.6. In the article we administered and clarify psychometric properties of a version of the Work-Family and Family-Work Conflict Scales (Netemeyer, Boles & McMurrian, 1996). The measures used in the present study are: the Utrecht Work Engagement Scale (Schaufeli & Bakker,2003), the Job Insecurity Scale by H. De Witte (2000), administered by A. Smirnova (2015a), the Job Insecurity Scale devised by J. Helgren, M. Sverke, K. Isaksson (1999), administered by A. Smirnova (2015d), the Survey of Perceived Organizational Support (SPOS) originally devised by R. Eisenberger, R. Huntington, S. Hutchinson & D. Sowa (1986), administered by A. Smirnova (2015e). Correlation analyses, exploratory and confirmatory factor analyses revealed that family-work conflict influence on job insecurity. This influence is found on employee perception of the demands of a family role asovercoming and identifying the absence of social support in treat job situation. The growing this tape of role conflict leads to experience of job insecurity grow and vice versa the growing of job insecurity experience leads to family – work conflict grow even if the work situation does not change. The work-family conflict does not influence on cognitive and affective job insecurity. The study presented here is not without limitations. The first and foremost, we did not pay sufficient attention to gender difference in role conflict. Despite on it, the findings presented in articles has its theoretical meaning in clarifying work-family and family-work conflicts and job insecurity psychological antecedents and usefulness in personnel politics creation, prevention of job insecurity in organizational change project realization and family counseling.
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- Organizational psychology in practice
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30–52
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The article reviews the evolution of the concept of effectiveness in the psychological practice, with a particular emphasis on assessment centers (AC) validity. Early AC-methods and processes were originated and developed by military psychological and psychiatric services in Europe and America before and during the WW2. The first studies of AC effectiveness were initialized after the war. There were some attempt to measure AC reliability and validity. The assessment center method, in its modern form, came into existence as a result of the AT&T Management Progress Study. At that time large scale investigations of AC-validity were successfully developed. The trinitarian view of validity (namely content, criterion-related, and construct) has dominated psychology for almost a second half of the XX century. ACs have traditionally demonstrated strong content and criterion-related validity. However, researchers have been puzzled with the lack of evidence concerning construct validity. Researcher shave consistently revealed that different behavioral ratings within simulations are more strongly related to one another (exercise effects) than the same dimension rating across simulations (dimension effects). This phenomenon was named as the AC construct-related validity paradox. Now the trinitarian doctrine has been replaced by the unitarian validity concept and we have the opportunity to reformate the problem for creating more effective ACs. Further, we examine some emerging trends in resolving similar methodological problems by other branches of the psychological practice, such as qualitative investigations and action researches. Conclusions about the validity, fairness, acceptability and efficacy of ACs for personnel selection and development are offered.
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- Reviews
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53–64
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Purpose. The paper is a review devoted to the new phenomenon in Russian organizational psychology namely presenteeism. The article consists five logically interconnected parts. In the introduction westate urgency of research topic, in the theoretical review we present basic definitions of presenteeism and approaches to its study, in conclusion we give recommendation for further study of this phenomenon in the Russian context. Results. This study provides an extensive review of the literature on the problemof presenteeism, gives a definition of this phenomenon and explains main factors that influence on presenteeism trends among workers. Practical consequences. This work can serve as a basis forfurther research in the field of presenteeism, the main findings can be used in the development oforganizational policies in companies. Value of the results. The results will allow to explore the problem, prevously unknown for Russian scientists and practitioners.
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- First Steps
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65–85
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Present research studies organizational context using lexical approach. The idea is that idiomsr eflect characteristics of context and situations. Goal. The research goal is to define characteristics of organizational context for companies representing different types of economic activity based on Russian idioms. Method. From a thesaurus of contemporary Russian idioms three experts selected 604 idioms, describing the “Work” domain. In the first study independent experts (N=10) sorted 604 idioms by similarity. Result allowed to create a similarity matrix for these idioms. In the second online study respondents (N = 845) chose from a list of idioms those, that best describe the organization they work in. Analyses of respondents’ biographical data showed seven most common types of economic activity presented in the research. We identified the most commonly used idioms for each of these types of economic activity. They were cluster analyzed (Ward’s method, Euclidean distance) to identify cluster structure of the most important characteristics of organizational context. Results. Seven clusters of organizational context emerged after statistical analysis (KL(7) = 2.99): “Hopelessness”, “Overload”, “Definitive processes”, “Role uncertainty”, “Engaging work process”, “Close interactions”, “Distrust”. Conclusions. Each type of economic activity has its own specific set of the most commonly used idioms. Those idioms are sensitive to the context differences between these types of economic activity. Results suggest that studying idioms is a heuristic approach to identifying significant characteristics of organizational context and thus, idioms are promising material for a further research in this field. Significance of the results. Results may be used to study different phenomena of organizational behavior and develop complex models that would account not only for the employee’s personality, but also important characteristics of organizational context. Consistently with the interactionist approach this allows to increase the predictive value of such models.
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86–103
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The article provides an overview of the four approaches to organizational consulting based on the principles of social constructionism. The idea of socially constructed, intersubjective reality shifts the focus on attention from the personal assessment and training to communication practices, contexts of interaction. Appreciative inquiry proposes to build the process of organizational development on the “positive core” — strengths and experiences of success. On this basis is possible to formulate the image of preferred future, create the way of its implementation. “Solution-focused corporate coaching” also relies on the knowledge and skills that brings good result. It proposes principles for asking questions and goal formulation, which help to construct the solutions. Dialogical Self Theory considers a personas a “society of mind” — multiple voices and positions in the process of interaction. In the frameworkof this concept was proposed “Team confrontation method”, revealing the dominant and the deviant positions in the team, and implementing changes on the basis of these alternative points of view. The narrative approach offers the non-expert position of the consultant, which is respectful to the local knowledge and the unique experience of people in organizations. It gives guidance on how to consider the political aspects of work, to take into account the cultural context, and to use the principles ofnarrative structuring of experience for the benefit of people and organizations. Some of the peculiarities of these approaches: communication is considered as a process of reality co-construction; recognition and appreciation of the values and strengths of people and organizations; attention to language, metaphors and communicative principles; sensitivity to the political aspects of the interaction; a focus on relationships, collaboration; the value of diversity, polyphony, dialogue; reliance on local knowledgeand skills.
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104–117
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The purpose of this paper is to analyze the psychometric properties of the questionnaire «Readiness for organizational changes» (ROC) by D. Holt. The measure consists of four scales: «Appropriateness of changes», «Management Support», «Change Efficacy», «Personal Valence». Analysis based on a study with 313 respondents from various Russian companies from the commercial and the public sector in the process of organizational change. The factorial structure of the Russian version of the ROC questionnaire were considered, the internal consistency of methodology were analyzed, differences in the level of preparedness in various age and occupational groups were verified. Results. Factor structure of the Russian version of the questionnaire corresponds to the factor structure of the original ROC questionnaire. The study confirmed the internal consistency of questionnaire items and scales the questionnaire as a whole (Cronbach’s alpha = .88). The differences in the levelof psychological readiness for organizational change for groups of different professions (the level of readiness in the subgroup of helping professions experts is higher than in the subgroup consisting of sales professionals), differences by gender (level of readiness of men are generally higher than women) and differences by the level of a position (level of readiness of line managers is higher thanlevel of ordinary workers) were found. The article presents the factors of the Russian version, text ofthe questionnaire, the key to the methodology and interpretation of the scale. The value of the results. The Russian version of the ROC questionnaire was first published in this article. The measure can be recommended for use for the study of psychological readiness for organizational change. Further use of the Russian version of ROC questionnaire can therefore be useful for exploring cross-cultural aspects of psychological readiness for organizational change.
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- Conferences
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118–126
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The article shows the basic directions of management consulting in the industrial sector on the basis of a review of case studies of consultants proposed by the conference of the National Institute of certified consultants in the summer of 2016 in Kazan. Tools used by management consultants allow client companies not only find a way out of the crisis, but also to detect the growth point for the development of its industrial production.
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127–130
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October 19 and 20, 2016 National Research Saratov N. G. Chernyshevsky State University held the seventh scientific conference “Organizational psychology: people and risks”. This year’s conference had a theme and was devoted to discussing the experience of reforming the Russian economy under the leadership of Peter Stolypin and his personality, as well as prospects for the use of experience in modernity.
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131–144
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International scientific-practical conference “The psychology of human development as asubject of labor. The development of the creative heritage of E. A. Klimov” was held in October, 12 – 15, 2016. Venue: Moscow, Department of Psychology Lomonosov Moscow State University.
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145–158
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The article presents the main results of the International scientific-practical conference «Business Psychology: Theory and Practice» (HSE, Moscow, Russia), which took place from 10 to 12 November 2016. The Conference was prepared and carried out at the initiative of the master’s program «Psychology in Business» and was an important milestone in the development of business psychology — a new area of applied psychology. The presentations and discussions are demonstrated the scientific importance and practical utility of business psychology. Currently, there is a trend to find basic theoretical approaches for business psychology as a practice. The new area of research and practice for business psychologists were outlined. Such contemporary hot topics as organizational flexibility and knowledge management are increasingly penetrate into the area of research and practice of business psychologists and became more concretized. As a consequence, a tendency to search for psychological solutions in management and organizational consulting is developing.
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- Literary guide
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159–164
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Information about the 20 most cited and 20 most recent articles on Presenteeism provides the analysis of English sources from the database Web of Science. All data act trivial at the time December 26, 2016.
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