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2017 т. 7 no 3
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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 arepleased to continue to acquaint readers with the latest developments in organizational psychology. In the “Research in organizational psychology” section we offer two articles. In the article by Konstantin Bagrationi “Socio-psychological conditionality of the collective mindfulness in organizations”, the results of theoretical and empirical study of the organizational and socio-psychological determination of collective mindfulness are outlined. It turned out that the collective mindfulness is linked with the degree of collectivism in the organizational culture. At the same time, a high level of collective mindfulness is combined with a low level of reflexivity, which may indicate the unwillingness of employees to be engaged in the reflexive activities, despite the existence of the necessary organizational circumstances. In the article “Employer brand perception by workers with different social identity” by Natalia L. Ivanova and Darya Moshinskaya the employer brand perception by workers with different social identity has been explored. The main parameters of perception are «general characteristics of the company», «socialtrust», «conditions and benefits», «opportunities for professional development.» In the “Organizational-psychological practice” the article “Organizational diagnosis: How it works in the client-centered management counseling” by Mikhail Ivanov is presented. The proposed approach to the organization diagnosing differs from the generally accepted ones, that it pay great attention to there construction of the organization’s history and, in particular, to individual differences in the vision of the organization among its managers and owners, and also to their individual histories. Methodological distinction of the approach is connected not so much with the methods used, as with the dialogic position of the consultant in each interview. This position defines the minimal formalization of diagnostics, free discussion with each manager of a given set of topics. In the “First steps” section you could find the work “The relationship between perceived corporate culture, it’s attractiveness and employees’ organizational identification” by Roksana Nesmeianova and Sergey Lipatov and “Comparative research of organizational culture in Russian and American universities: Order diagnostics of international cooperation departments” by Ksenia Nesterova. In the “Conferences” section there is information about upcoming events of 2018. ICIOP 2018: 20th International Conference on Industrial and Organizational Psychology; The 33rd Annual Conferenceof the Society for Industrial and Organizational Psychology (SIOP); Tools of organizational psychologists; Annual conference of the community of organizational psychologists of Latvia (LOPB). In the “Literary Guide” section there is our traditional editorial note about the 20 most cited and 20most recent scientific articles about the employer and the workplace branding. Please Enjoy Reading! |
- Research in organizational psychology
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8–36
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Purpose. The scientific novelty of this work lies in its emphasis on the theoretical andempirical study of the organizational and socio-psychological determination of collective mindfulness, which is traditionally given the role of a reference point in the study of management practices that allow teams and organizations to operate in an almost “error-free” mode in conditions of uncertainty. Methodology. Tools for studying the level of collective mindfulness and its socio-psychological and organizational determinants within teams and enterprises are being proposed. Overall, 402 managers (201 men and 201 women) aged 23 to 45 years participated in the survey: 144 managers were from consulting sphere (39 men and 105 women), where as 88 people from the information technology sphere (65 men and 23 women) and 170 people from the oil and gas industry (97 men and 73 women). Findings. The processes of collective mindfulness are determined by the degree of organizational collectivism within the organizational cultures of the enterprises studied (r vary from .529 to .627 at p < .001) and are determined by the support of management and colleagues (r vary from .522 to .613 for p < .001and p < .01). It should be noted that despite the respondents’ high scores on the scales of “collectivemindfulness”, the subjects scored low scores on the scales of “team reflexivity”, which may indicate the unwillingness of employees to participate in reflexive practices, despite the presence of the necessary organizational conditions. Values of the results. This paper should also function as an invite for further research along this line. To become a really valuable tool tough, further improvements in the methodology would be required. This could be an interesting field for psychologists and sociologists alike.
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37–50
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In this paper we discuss the employer brand perception by workers with different socia lidentity. Purpose. The main aim is to identify these features. The employer brand concept has been developed, methods for studying employer brand perception have been analayzed from the social psychology prospect. Study design. The research procedure included three parts: employer brand characteristics perception study (author’s modification of Employer brand image perception study by K. Akamova), Social identity components structure study (the classical Schwartz value questionnaire) and the study of cognitive component of social identity through the methods of M. Kuhn and T. McPartland. Findings. The study involved 131 respondents who were divided into groups with basic and business social identity characteristics upon cognitive and value-motivational component and highlighted the main parameters of HR-brand perception, which are: “characteristics of the company”, “social trust”, “compensation & benefits”, and “professional development opportunities”. The study also revealed similarities in perception of such parameters as “characteristics of the company”, “compensation &benefits”, and “professional development opportunities” of employees with different features of socialidentity; a significant difference of “social trust” perception parameter was found out as well: it is moreimportant for people with basic social identity features. Significant differences was not found out ingroups of people with actualized basic and business social identity features in terms of parameters those relate to “characteristics of the company”, “compensation and benefits”, as well as “developmentopportunities”, i.e. these parameters are equally important for both groups. Implications for practice.The practical significance of the work lies in the possibility of creating special measures for the employer brand development and management in terms of interaction and impacting on employees with different social identity features in order to build the most effective model of communication.
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- Organizational psychology in practice
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51–66
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To consulting organizations without diagnostics is impossible and unacceptable. This is, perhaps, recognized by all consultants, regardless of the school and the direction of consulting that they represent. Diagnostics begins with the first acquaintance with the client and his organizationand continues until completion of work with him. No matter how much information about client receives consultant, it will always be incomplete. But client-centered approach also assumes a separate mandatory stage of counseling — organizational diagnostics. In some cases, this stage is sold as a separate service, that is, an independent consulting product. Such diagnostics necessarily includes feedback — a joint discussion with the client about the written report and expert assessment of the consultant’s actual state of the client organization. According to the method of counseling, our approach to diagnosing the organization differs from the generally accepted ones, that we pay great attention to the reconstruction of the organization’s history and, in particular, to individual differences in the vision of the organization among its managers and owners, and also to their individual histories. Methodological distinction of the approach is connected not so much with the methods used, as with the dialogic position of the consultant in each interview. This position defines the minimal formalization of diagnostics, free discussion with each manager of a given set of topics.
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- First Steps
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67–84
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This arti cle deals with the problem of the relationship between perceived corporate culture and employee’s organizational identification. The existence of given interrelation is confirmed by many empirical studies, however, its nature and features are not fully clarified. It is well known that it is influenced by different variables, both strengthening and weakening it. Purpose. This paper gives ashort theoretical review of this issue and reports the results of conducted empirical research. The aim of this study was to clarify the nature of the relationship between perceived corporate culture andemployee’s organizational identification, and to verify the function of such variable as attractiveness of organizational culture — whether it is a moderator or a mediator. Study design. Participants were 67 for-profit employees with the education level not less than medium-special. It was a one-stagestudy. Participants were asked to complete a questionnaire consisting of four parts. The data was mathematically processed using a correlation analysis and a partial correlation analysis. Findings. According to the results of this study, the level of subdivision identification positively correlates withthe level of organizational identification. This data also demonstrates that statistically significant correlation between perceived corporate culture and organizational identification is mediated by the attractiveness of corporate culture. Thus, when an employee perceives corporate culture, establishedin his organization, as an attractive one, his positive identification is likely to form. A further perspective of this research area development is to create a complex conceptual model, which can take into account the strength and the direction of influence of all identified variables, mediating given interrelation.
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85–119
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The article presents the results of comparative research of organizational culture of international cooperation departments of University of Wyoming and Saratov State University. Purpose. The purpose of the research is a detection of cultural similarities and distinctions of departments that are responsible for success of internationalization, as well as the further development of organizational changes program for development and strengthening of cooperation between universities. In the context of research the hypothesis that the organizations with similar sphere of activities have similar type of organizational culture was made. Study design. This research is carried by methodology of order diagnostics of organizational culture directed to the identification of the development level of three suborders of organizational culture — "Family", "Army", and "Church". In this article, results of diagnostics at three managerial levelsand comparative analysis are stated. Findings. According to the results of diagnostics, it was revealed that the dominating suborder in the both cultures is «family». Following the results of the comparative analysis, in the majority of questions ethical meanings of the leaders coincide, and that is a favorable factor for creation of constructive dialogue of cultures between departments of universities. Value of the results. The special importance of this research consists in application of the order approach to diagnostics of the foreign organization that confirms universality of this methodology and possibilityof its application for researches of creation organizational cultures in globalization conditions.
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- Conferences
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120–123
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The 20th International Conference on Industrial and Organizational Psychology will be held in 2018 in Austria (Vienna, June 14–15). The purpose of the conference is to bring together leading scientists and researchers to share experience and research results on all aspects of industrial and organizational psychology. The conference will also be an interdisciplinary platform for researchers, practitioners and educators to present and discuss the latest innovations, trends and concerns as well as practical challenges encountered and solutions adopted in the fields of Industrial and Organizational Psychology. |
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124–127
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The 33rd Annual Conference of the Society for Industrial and Organizational Psychology (SIOP) will be held in 2018 in Chicago (April 19–21). The SIOP 2018 is focused on highlighting multidisciplinary approaches to science for a smarter workforce.
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128–131
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On October 6, 2017, the community of organizational psychologists of Latvia holds an annual conference on the actual topic «Tools of organizational psychologists». The purpose of the conference is to determine the current situation using psychological methods in organizational psychology in Latvia, to introduce existing methods and to help specialists understand how to choose the most appropriate method for a particular organization.
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- Literary guide
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132–137
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Information about the 20 most cited and 20 most recent articles on the employer and the workplace branding provides the analysis of English sources from the database Web of Science. All articles havebeen found in the psychological and interdisciplinary fields (primarily marketing). All data is actual atthe time September 07, 2017.
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