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2018 т. 8 no 2
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- Pages
- Research in organizational psychology
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8–26
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The main goal is to identify and explain the specific features of decision-making processes in organizations in the terms of power influence. The research is based on a methodological approach to the study of decision-making processes in management activity, from the standpoint of which they are treated as integral processes of its mental regulation. According to this approach, these processesare based on the comprehensive invariant structure of its main components, the integration of which determines its main features. The design of the study involved a combination of professionographic activity-analytical schemes with the technique of situational modeling and study of managerial decision-making. In addition, it combined two approaches to the analysis of experimental materials.One of them had the character of structural analysis, and the second was based on phenomenological study. Structural analysis involves comparing these processes in terms of quantitative and qualitative parameters of their main components (information basis, criteria, alternatives, rules, methods, etc.). Findings. The main directions and regularities of content transformation characteristics of the main components of the decision-making processes are revealed and interpreted. It is shown that such a transformation is not only complex, but also coordinated, since its various forms are naturally interconnected with each other and, moreover, mutually determine each other. It is proved that the dominant vector of all these transformations is deoptimization of procedural characteristics of the decisions and, consequently, a decrease in its qualitative parameters. All discovered transformations are also interpreted in a more general organizational context. Value of the results. A new phenomenon, typical for decision-making processes is also discovered and interpreted. This phenomenon (the phenomenon of “risk polarization”) is typical for decision-making processes in hierarchically organized groups. It is most typical for managerial decisions in organizations. First identified and verified a new scientific the result, consisting in the proof that the specification of the decision-making processesin terms of power influence affects not only their phenomenological manifestations, but the basic components of these processes. These components are alternatives to choice, its criteria, as well as its information basis and implementation strategies.
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27–46
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Purpose. The paper aims to show the motivational function of personality resources in the organizational context. Based on the Personality Potential model (Leontiev, 2011) and Self-Determination Theory (SDT), we hypothesized that personality resources facilitate productive motivation and engagement with the work environment, resulting in positive outcomes for the individual, as well as for the organization. We aimed to explore three research questions: 1) whether personality resources positively predict autonomous motivation and negatively predict controlled motivation, 2) whether work motivation mediates the effects of personality resources on well-being outcomes, and 3) whether personality resources and work motivation have synergistic effects on workplace well-being outcomes. Study design. We used data from two samples of employees of a Russian production enterprise using across-sectional design (Study 1, N = 4,708) and a longitudinal design with a two-year interval between measurements (Study 2, N = 372). The participants completed measures of personality resources (hardiness, dispositional optimism, generalized self-efficacy, tolerance for ambiguity), work motivation, and well-being outcomes (life satisfaction, job satisfaction, work-life balance, work engagement, organizational commitment). Findings. A single dimension of personality resources emerged as apositive predictor of autonomous motivation and a negative predictor of controlled motivation, bothin the cross-sectional and in the longitudinal perspective. The change in well-being outcomes was mainly explained by autonomous motivation at Time 1. Using a moderated mediation model, we found that work motivation partially mediated the effects of personality resources on well-being outcomes and exhibited the theoretically predicted interaction effects on work-life balance, job satisfaction, and organizational commitment. Value of the results. The results are in line with the hypothesis about the motivating function of personality resources.
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47–71
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Purpose. Exploring the context of social capital in organizations is extremely important for both practitioners and researchers. Various theoretical and practical implication and application that demonstrate peculiarities of this phenomenon are presented in the literature. But, there is a lack of details about cognitive attitudes of social capital in organizations. The purpose of this paper is todevelop a conceptual model of cognitive social capital for organizations. Methodology. Based on thesocial-psychological approach which describes social capital as a system of employees’ relationship among them, partners and clients, a theoretical framework of organizational cognitive social capital has been created and presented. Findings. First of all, drawing on a variety of literatures, it is argued that there is a conceptual model of organizational cognitive social capital which consists of the following parts: 1) components of cognitive social capital, 2) positive and 3) negative factors influenced on the development of organizational social capital, 4) objectivation of social capital expressed through promotion, positive morale and corporate culture. Secondly, four dimensions of social capital are outlined in this paper: resource, network, economic and social-psychological. Resource aspect considers social capital as an aggregation of potential and actual resources owned by people. Economic approach studies competitive advantages which gain people including in social capital interactions. Network dimension highlights the importance of social networking. However, the networks are only communication channels which should be filled up with meaningful information. So, social-psychological approach explores a comprehensive content of social capital. Finally, facets and hierarchical levels of organizational social capital are analyzed. Implications for practice. Organizational cognitive social capital can be defined as an integrated semantic field which joins employees to reach actual targets and builds up company’s image for the internal and external environment. It is based on the trust, interaction norms (reciprocity, sense of equality, fairness), commitment to company goals and values. Originality. The concept of organizational cognitive social capital is introduced.
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72–85
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Purpose.The resilience acts as a significant resource in the teaching profession under the conditions of a modern situation of uncertainty. In the article there reflected the results of the generalizing research which purpose is studying and the description of resilience as internal resource of the teachers working used conditions. When planning our work we made an assumption that the resilience used by teachers at different levels of its expressiveness, has specifics in comparison with other professional groups and also has differences with the place of residence, in connection with involvement in management work. Method. The data collected on groups of teachers, heads of the educational institutions and doctors living in Petropavlovsk-Kamchatsky and/or Vilyuchinsk(Kamchatka Krai). Data have been subjected to the statistical analysis (cluster, correlation and criteria). Findings. We have drawn conclusions that teachers with the high level of resilience rely on intelligence, planning, the life experience, autonomy more, when teachers with low level of resilience are more concentrated on emotional and financial aspect of teaching profession. The conclusion is drawn that at teacher-heads the resilience and tolerance to uncertainty is involved basically in a rational, cognitive key, and at the teachers who aren’t included in the management in an affective key. Doctors have greater risk taking in comparisen to teachers; distinctions of parameters of resilience depens on the place of residence. The conclusions drawn by us demand further check on more sizable and versatile sampling. Value of the results. Results can be applied to optimization of the professional environment of the teacher.
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- Organizational psychology in practice
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86–118
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Purpose. The goal of the study is to generate evidence on an under explored phenomenonof international business. Study design. The study is based on the analysis of publicly available videosdevoted to formal plant opening ceremonies by foreign multinational corporations in Russia. In total, 119 videos devoted to openings of 56 industrial facilities were studied. To make possible the quantitative analysis of the content of the videos a special guide was developed in order to determine the frequency of particular elements of verbal and non-verbal communications. Findings. As foreign investors and host country’s authorities have different expectations towards newly opened production facilities (foreign investors are interested in technical efficiency of newly erected facilities while host countries authorities are interested in long-term functioning of the facility), the essence of the communication during formal opening ceremony is public assurance of the other side of acceptance of the other side’sinterests. Cognitive, affective and conative elements of communication are used to demonstrate the sincerity of the expressed messages. Research limitations. The major research limitation is related to thesingle-country design of the study. The major implication for practice is the importance of orientation tours on the newly erected premises for representatives of host country’s authorities; as such tours serve as a forma pretext to express admiration by the technical level of a new facility. Originality. The paper presents the first study of public opening ceremonies of oversea plants based on analysis of videos.
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- First Steps
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119–157
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In this paper, creativity is explored in three dimensions: as a divergent thinking (J. Gilford), a self-actualization component (A. Maslow), and a flow state (M. Cikszentmihayi). Certain personal properties of the creative employee can be associated with conflict behavior, provoke its occurrence, intensity and readiness to cope. Purpose. The main goal of the research is to study the relationship between employees’ creativity extent and conflict behavior. Method. A quasi-experiment was conductedin the organizational environment. At the first stage, participants filled several forms on creativity and conflict behavior. At the second stage, the respondents participated in case solving in the dyads. The respondent’s partner was the experimenter’s assistant, instructed on inducing a conflict situation. The subjects were mid-level managers of large companies (N = 687, including 358 men and 329 women, average age 36 years). For the creativity extent analysis were selected the cases in the upper and lower 30% of the sample. Results. Creativity as divergent thinking (Guilford, 1959), a component of self-actualization (Maslow, 1999) and a flow state (Csikszentmihalyi, 1999) are statistically related. There are significant differences in the number of attempts to resolve the conflict within a higher and lower extents of creativity. There are significant differences in the fact of conflict emergence within a higher and lower extents of creativity. There is a statistical opportunity to predict the type of coping strategies based on measures of creativity. The value of the results consists, first, in a review of personal creativityat three levels; second, in created author’s methodology for assessing the flow state, which is of valuefor consulting practices in the organization; third, the results of the research allow creating a numberof practical recommendations and educational courses for managing creative employees.
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- Conferences
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158–163
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The article describes the main results of the Ninth International Scientific and Practical Conference “Organizational Psychology: People and Risks”, which was held April 26-27, 2018 at the Psychology Department of the Saratov National Research University. The conference was prepared and conducted by the master’s program “Organizational Psychology”, under the direction of the Dean of the Faculty of Psychology, Professor Liudmila Aksenovskaya. Presented reports and their discussions howed the perspectives of the research collaboration of organizational psychologists of different regions of the country, as well as the possibilities of international cooperation.
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164–168
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The Case Conference “Business in Russia: risks and prospects for development in the new environment” was held in Moscow on April 12-13, 2018. Conference, plunging business executives and management consultants into a new reality — technology, business, society. Expert opinions, consulting vision, necessary knowledge for understanding the vectors of company development.
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- Literary guide
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