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2017 т. 7 no 2
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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. We are pleased to continue to acquaint readers with the latest developments in organizational psychology. We continue our project «Organizational Psychology in the world» — series of publications about the history and current state of Organizational Psychology (I-O) in different cities, regions, institutions. In this issue Liudmila Aksenovskaya acquaints readers with the history of the formation and development of organizational psychology in one of the oldest Russian universities — Saratov National Research State University named after N. G. Chernishevsky, one of the oldest Russian universities. In the “Research in organizational psychology” section we offer three articles. The work of Evgeny Osin and Dmitry Leontiev “Assessment of subjective experiences at work: Validation of an instrument” presents a new psychometric instrument, Experiences in Activity Questionnaire (EAQ) based on combinatorial model of optimal experience. Ekaterina Strizhova in the article “Work motivation measurements among financial sector employees consisting in the manager reserve and talent development programs” describes the findings of the key scales of motivational space, defining labor activity of employees, interested in career development. This paper has an interesting research design based on the procedure of motivational tasks and reconstruction of motivational space. The original research of the internal image and organizational loyalty in companies with different levels of social protection of employees is presented in the article “Internal image and loyalty in organizations with different level of social security of employees” by Natalia Antonova. Kseniya Volodina in the “Organizational-psychological practice” part shares her work “The use of art therapy in the activity of the practical psychologist in the organization”, in which new areas of HR management are described. In “First steps” section you could find the work “Factors of Organizational Decision-Making about the Choice of Interaction Strategies under Conditions of Uncertainty” by Milana Khachaturova and Zhanna Fedotova. The article presents the results of experimental study of affective, situational, and cognitive factors of organizational decision-making about the choice of interaction strategies under conditions of uncertainty. Two articles are presenting our new section «Organizational psychology as the persons, dialogues and discussions». One of them is a polemical collective article of authors from the USA «Has Industrial-Organizational Psychology Lost Its Way?» (translated into Russian). The second article “Open dialogue on the topic of emotional burnout”, performed in the genre of scientific correspondence by Anatoly Frumkin and Takhir Bazarov, in which authors refute the established point of view that the emergence of profes-sional burnout is related to working conditions. In the “Literary Guide” section there is our traditional editorial note about the 20 most cited and 20 most recent scientific articles about Psychological Burnout.
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8–29
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The article devoted to forming and development of organizational psychology in Saratov National Research State University named after N. G. Chernishevsky, one of the oldest Russian universities, the ninth and the last of universities, which have opened by emperor Nikolay’s II decree (in 1909). Three stages of development of psychological science and education in SSU have been distinguished: the beginning of teaching of psychology (1917), the creating of department of psychology based on biological faculty (1971) and the opening of Faculty of Psychology (2010). As shown in the article the second and the third stages are the steps of coherent forming of industrial and organizational psychology (I-OP) in Saratov State University (SSU) in terms of research and practical work and in terms of creation of system of organizational psychologists teaching. Forming I-OP in SSU has been connected with solving the problem of providing the development of Military-Industrial Complex (MIC) in USSR and transport infrastructure in region (the second stage). The laboratory of engineering psychology has been organized. The scientific supervision of Saratov psychologists’ research has been carried out by Yu. M. Zabrodin (Institute of Psychology of the Academy of Sciences USSR, IP AN USSR) and V. P. Zinchenko (Moscow State University, MSU). The main researches have been focused on the problem of psycho acoustics in space industry (A. A. Ponukalin, R. Kh. Tugushev, V. V. Kozacha) and on research of visual perception (S. I. Avgustevich). The main research methods were hardware psycho physical and psycho physiological researches. The problems of mental states of human-operator, psychological problem of ACS (Automatic Control Systems) projecting, the problem of subjective evaluation, psychological testing of entity staff, projecting of psychological recovery rooms, the problems of psychology of management have been included in the area of research. The third stage the development of I-OP in SSU has been connected with participation of psychological science in solving the modern problems of market economics development and increasing of compatibility of business organizations. The Master Program “Organizational Psychology” and the Department of Business Psychology based on Trade-Industrial Chamber of Saratov region have been opened. Since 2010 there search and practical conference “Organizational psychology: people and risks” in partnership with foreign colleagues is held. The employers are taking part in Master Program teaching process of future alumni — organizational psychologists. The the or etical and methodological basis of most researches is order approach to socio-psychological study of organizational culture authored by L. N. Aksenovskaya. The main methods of research have been methods of modeling (including computer modeling) and methods of order diagnostics. The problem of organizational culture, managerial interaction, leadership, media culture, emotional intelligence as well as the problem of innovation potential of personality and problem of job insecurity are included in area of research based on order approach.
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- Research in organizational psychology
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30–51
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The paper presents a new psychometric instrument, Experiences in Activity Questionnaire (EAQ) based on combinatorial model of optimal experience created by the second author. The 12-itemquestionnaire includes four scales measuring the subjective experiences of pleasure, meaning, effort, and void within a specific activity. We present the results of validation of this instrument in a crosssectional study using a sample of Russian production enterprise employees (N = 1142) of different levels. Confirmatory factor analysis supported the theoretically expected structure of the instrument, whose scale exhibited acceptable reliability (α = 0.70–0.92; ρ = 0.84–0.90) and theoretically expected associations with indicators of life satisfaction, job satisfaction, affect balance at work, work engagement, emotional exhaustion, and self-reported work performance. The experiences of pleasure, meaning, and effort showed stronger associations with autonomous work motivation, whereas the experience of void was more strongly related to controlled work motivation. The associations of job demands and resources with work experiences showed that optimal experience was mainly predicted by role clarity, absence of role conflict, autonomy at work, and support from supervisor. Using cluster analysis, we found four typical patterns of experiences at work with distinct profiles on other variables. Respondents with a combination of high levels of pleasure, effort, and meaning with low levels of void showed the highest levels of work well-being and performance. A negative experience profile (meaningless and unpleasant effort, void) was mostly characteristic of blue-collar employees who reported low levels of family income. The findings are in line with the predictions of the combinatorial model and support the validity of EAQ, which can be used for research, as well as diagnostic purposes.
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52–65
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The article presents the results of a study conducted in financial organizations on a sample of talent pool and internal candidates to leadership positions (according to existing HR practices in the company). Purpose was to find out the key scales of motivational space, defining labour activity of employees, interested in career development. Approach. Research design was based on the procedure of motivational tasks. Motivational task is a tool for self-appraisal of the field of motivational objectsallowing further reconstruction of motivational space. The diagnostics procedure consists in multiplevisual appraisal of 16 motivational objects (J. Nuttin) within a dimensional graphic space determined by 6 evaluation scales. Approbation of this assesment technique was conducted on a sample of financial specialists. The results of psychometric verification of validity and reliability were presentedin previous research (Strizhova, Gusev, 2011). Findings. In the result of multidimensional scaling,we received empirical scales of motivational space for employees, focused on career development:“Personal priority”, “Social importance”, “Perspectivity”. “Social importance” reflects the orientation on socially meaningful motivations. “Personal priority” describes something that is significant primarily for a person as an individual (family welfare, vacation, etc.). The “Perceptivity” is the likelihood of achieving aspirations in the existing conditions, which introduces a corrective component for the other two scales. Implications for practice. The obtained scales of motivational space are the priority factors of motivation space of the employees, focused on career development in the financial sector that need to be considered in coaching support programs — both, group and individual.
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66–85
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The purpose of the research is to identify the relationship between the parameters of the internal image of the organization and the components of organizational loyalty in companies with different levels of stability and social protection of employees. Methods. Shagzhina’s method for investigating the internal image (Shagzhina, 2008) and the methodology of J. Meyer and N. Allen for the study of organizational loyalty (Meyer, Allen, 1991) have been used. The study sample was 198 employees from three different companies. Characteristics of companies were determined through interviews with management and employees. Internal regulatory documents were also analyzed. Results. The results showed that the relationship between the parameters of the internal image and the components of organizational loyalty is mediated by organizational factors. The correlation of the internal image factors «Opportunity and attractiveness for self-actualization and development» and «Social security» with the affective component of organizational loyalty was discovered in all organizations. However, some specific connections were also found, these connections apparently were mediated by organizational characteristics. For example, strengthening the importance of the factor of the internal image of «Social Security» and its relationship with loyalty can be explained through dissatisfaction of employees in this field. Value of the results. The results of the research can be used in the practice of HR-management, organizational counseling and public to build employee loyalty and a positive internal image of the company.
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- Organizational psychology in practice
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86–101
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Currently, art therapy is seen as a very plastic, constantly developing direction of psychotherapy. The main goal of art therapy is defined as the harmonization of the client’s internal state, that is, the restoration of the person’s ability to find the optimal equilibrium state conduciveto active continuation of life. Significant advantages of art therapy before other psycho-corrective methods are noted. Polyfunctionality of art therapy allows using its techniques and exercises in solving a wide range of problems. The functions of art therapy include: diagnostic, communicative, regulatory, cognitive, correctional, developing. Based on the accumulated theoretical and practical experiencein the use of art therapy in Russia and abroad, the possibilities of using art-therapeutic techniques in the work of an organizational psychologist with staff are considered. The experience of using techniques and exercises of art therapy in psychological support of employees of the Pension Fund of the Russian Federation is presented. The work demonstrates the implementation of the functions of art therapy in all areas of the organizational psychologist: applied psychodiagnostics, psychocorrection and development, psychological education, psychological counseling. In each direction of the work, exercises and techniques are presented, which are selected in view of the goals and tasks set in the psychological accompaniment of employees. Describes the exercises and techniques of art therapy, which were interesting to the staff in the performance and effective in the psychological accompaniment of the organization’s staff as a whole. It was found that as a result of the application of art-therapeutic techniques in the work of the organizational psychologist with the staff, it was possible to optimize thesocio-psychological conditions of professional activity of employees of the Pension Fund of the Russian Federation.
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- First Steps
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102–125
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The process of organizational decision-making depends on a number of factors. We presentthe results of our experimental study based on L. Thompson, J. Wang, and B. Gunia’s level model ofdecision-making factors (Thompson, Wang, & Gunia, 2010). We considered interpersonal level of organizational decision-making process, thus, the aim of the study was to investigate the affective, situational, and cognitive factors of organizational decision-making about the choice of interaction strategies under conditions of uncertainty. Methodolgy. We describe the results of the experiment in which the process of decision-making about the choice of interaction strategies was modeled with the help of “Prisoners’ Dilemma” from the game theory. In addition, we used the adapted version of PANAS technique (Positive Affect and Negative Affect Scale) to diagnose a person’s emotional state (Osin, 2012). The study involved 120 subjects, 69 women and 51 men, employees of Russian organizations, mean age was 36.8 years. All subjects were divided into six groups of 20 examinees — one control group and five experimental groups. Findings. The results showed that the affective factor of both positive and negative valence influences the choice of the interaction strategy. The positive emotions increase the likelihood of a decision in favor of a cooperation strategy (χ2, р = 0.001), the negative emotions increase the probability of the choice of a confrontation strategy (χ2, р = 0.01). Time shortageas the situational factor influences the employees’ choice of confrontation strategy (χ2, р = 0.019). Informing the attitude, aimed at the choice of a cooperation strategy, the likelihood of a decision-makingin accordance with this attitude increases (χ2, р = 0.01). The other way, in forming the attitude, aimedat the choice of a cooperation strategy, the likelihood of a decision-making in accordance with this attitude does not change (χ2, р = 0.125). Value of the results. On the basis of these results a number of practical recommendations and a program of psychological training for employees can be formulated.
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- Organizational psychology in dialogues and discussions
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126–136
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Work is important. It’s how society gets things done, largely through organizations — commercial enterprises, nonprofits, governmental agencies, and more (Hogan & Chamorro-Premuzic, 2013). It’s where people spend much of their lives and establish a big part of their sense of self. Work groups provide social identities, hierarchies provide status, and difficult work problems provide a chance to be creative and innovate. More than any other discipline, industrial and organizational (I-O) psychology is focused on better understanding and improving this important aspect of life. There is no need to catalogue the historical contributions of I-O psychology — a high-level reminder of a few things like enhancing organizational and individual effectiveness, improving working conditions and enriching jobs, and promoting justice in the workplace more than makes the point. I-O psychology is probably more relevant than ever to work lives, organizations, and society at large. But there is a problem: We see the field losing its way, in danger of becoming less relevant and giving up ground to other professions with less expertise about people at work — but perhaps better marketing savvy and business acumen. Without a fundamental reorientation, the field is in danger of getting stuck in a minority status in organizations: technocrats who apply their trade when called upon but not really shaping the agenda or a part of the big decisions. This article summarizes our concerns with the current state of play in I-O psychology, both academic and applied. Our point is to make a case for how a return to a seemingly forgotten ideal, the scientist–practitioner model, can help the profession get back on the path to relevance, respect, and impact in the world of work.
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137–148
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We both long wanted to bring some live stream into the presentation of scientific thoughts or results. And this novelty relates to the style of presentation, for the new in science does not arise at the will of the authors, but is the result of painstaking and often long work. But to be clever at writing the resulting texts is not good and unproductive. It seems to us that if the author is really “in the topic”, he can explain everything quite popularly. This does not apply to the rigor of mathematical calculations, but the text of any scientific article or book should first of all interest the reader, do not let him goand force, if I may say so, read your opus to the end. Thus was born the style that T. Yu. Bazarov called “scientific letters to a friend”. We believe that this form of presentation does not reduce its scientific value, if it exists in principle, but it helps the reader in its development.
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- Literary guide
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149–154
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Information about the 20 most cited and 20 most recent articles on Psychological Burnout provides the analysis of English sources from the database Web of Science. All articles have been found in the interdisciplinary fields of psychology (excluding medicine psychology). All data act trivial at the time June 19, 2017. |
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