Organizational Psychology

We are pleased to continue to acquaint readers with the latest developments in organizational psychology in 2018-3 issue of Organizational Psychology Journal.

In the “Research in organizational psychology” section we present two research reports. The findings of the article «Structural model of the ingroup conflict in work groups» ( Andrey Sidorenkov, Vadim Dorofeev) proved that in the measurement of conflict and conflict management in production groups it is necessary to take into account different levels and types of conflict, as well as the size ofthe group. The model of the cognitive social capital of an organization as a complex socio-psychological phenomenon is revealed in the article “Social-psychological model of an organizational cognitive social capital: forming factors and objectivation” (Ludmila Pochebut, Vera Chiker, Natalia Volkova).

The “Organizational-psychological practice” section presents the article by Dmitry Dolganov “An Analysis of Labor Motivation in the Industrial Sector: a Dynamic Approach”. The paper shows that the psychographic test allows to measure work motivation, to evaluate motivation both as a general and dynamic phenomenon and to indicate the levels of motivation.

The Russian government initiative to change the retirement age in 2018, which is actively discussed bythe public, confirms the thesis that there is no full support for citizens of preretirement age in order to preserve their efficiency and health. The article “Psychological support before and after retirement: A theoretical review” in the “Review” section is dedicated to this problem (German Nikiforov, NataliaVodopianova, Olga Gofman).

In the “First Steps” section you will find the article by Tang Fei and Andrey Onuchin “Hierarchical intergenerational workplace interactions in Chinese and Russian contexts: a study using experimental visual methods”, which revealed differences in the interpretation of observed business interaction between ethnic cultures (countries) and between generations.

In the “Conferences” section you can find report by Tatyana Lobanova based on the results of an International conference of management consultants (ICMCI) in 2018 in Iran. According to the author, there are many common problems and solutions peculiar to the development of the management consultancy process in Russia. Many of them have been covered in the speeches of representatives of the countries of the Asia-Pacific basin on the specifics of organizational consulting.

And in the “Literary Guide” section you will find a review by Michail Ivanov on the book «Labor interests. Psychological aspects” (author Tatyana Lobanova) and our editorials note on the 20 most citedand 20 most recent English-language articles about organizational conflicts.

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Purpose. The article presents the results of studying the factor structure of intra-group conflict in different small work groups on the basis of two dimensions — conflict levels (interpersonal, micro-group and group) and conflict types (job and subject). Method. 41 small groups (N = 323 employees) with different profiles of activity were studied: social services to the population, banking, design and production, trade, etc. The study was conducted through two questionnaires (a questionnaire of types of interpersonal conflict and a questionnaire of types of group and micro-group conflict) and a formalized method for identifying existing informal subgroups in the group. Survey of subjects was carried out on a computer using the “Group Profile — Universal” technology, which includes both questionnaires and the method for determining subgroups. The following methodsof statistical and mathematical analysis were used: factor analysis, AGNES (Agglomerative Nesting), binomial test. Findings. It has been established that the leading role in the formation of componentsin the conflict factor structure is played by levels, not by types of conflict. The structure of the conflict depends on the size of the group. In small groups it is represented by three relatively autonomous conflict levels, each of which includes two types of conflict. Among them interpersonal conflict is more important, and group conflict is less important. In the numerous groups in the conflict structure, amicro group conflict is distinguished separately in two types and separately — interpersonal and group conflict, which form a single whole. In each of the two structural models, at the interpersonal level, thesubject conflict is more significant, and at the micro-group and group levels, job conflict. Implicationsf or practice is defined by the fact that in measurement of the conflict and management of the conflict in specific production groups it is necessary to consider different levels and types of the conflict and alsogroup number. The value of the results lies in the empirical justification of the multidimensional model  of the intragroup conflict and the revealed features of the manifestation of the conflict in different innumber small groups.

Purpose. According to the concept presented in the previous part of this paper, the social psychological model of cognitive social capital consists of the informative components, forming factors, and objectification of social capital. The aim of this article is to demonstrate the oretical under pinningof the informative components, forming factors, and objectivation of cognitive social capital with in organization. Methodology. The authors used a complex approach to analyze a phenomenon of organizational cognitive social capital. Findings. This systematic analysis reveals that the organizational cognitive social capital is formed by both positive and negative factors. Positive factors are related to a good working atmosphere which leads to development, extension, and maintenance of social capital. Negative factors impede the growth of social capital and result in its destruction and loss. The key positive factors are leadership, coaching, and staff rewards including tangible and intangible incentives. The negative factors include conflicts, mobbing, professional burnout, and occupational deformation of a personality. The objectivation is the influence and effects of social capital on organizational performance at the individual level, social-psychological level, and managerial level. Perspective promotion of employee within a company is the objectivation at the individual level. A good working atmosphere and positive morale are the key elements of the objectivation at the social-psychological level. Organizational culture is an effective precursor of the objectivation at the managerial level. Implications for practice. The model of organizational cognitive social capital can be merely presented as a social-psychological phenomenon which joins various social-psychological activities with in organization into one whole system. Originality. The concept of organizational cognitive social capitalis introduced.

Purpose. Exploration analysis of the relationship between generalized indices of motivation of a psychographic test by V. G. Leontiev with certain factors and manifestations of labor motivation. Study design. In the work we are based on the approach by V. G. Leontiev, according to which, the motivation of activity can be presented as a generalized and dynamic process. The study was carried out within the framework of the project, to assess the motivation of the staff. The study involvedemployees of the coal mining enterprise of the Kemerovo region in the total number of 104 people,employees of the production service and the drivers of the excavator. Findings. Analysis of the resultsof the study showed that the psychographic test by V. G. Leontiev discovers interrelations betweenthe indicators of the level of labor motivation with various parameters and factors of labor activity.We consider scales of psychographic test as sufficiently independent indicators of three types: anindicator of the effectiveness of motivation (X); indicator of awareness, formation and developmentof the motivation (Y, Lo, Ln.); indicator of the strength of the motivation (angle α). Dependences ofthe level of labor motivation on various parameters have been revealed. Implications for practice. Apsychographic test can be used to quickly diagnose the work motivation. This test allows to evaluate motivation both as a general and dynamic phenomenon and to indicate the levels of motivation. Valueof the results. The factors determined of labor motivation with different initial levels of motivation are determined. Employees with a low level of motivation need the simplest manifestations of care andreward. For employees with an medium level of motivation further growth of motivation is determinedby material security and content of work activity, recognition of the employee’s merits. Employees with a high level of motivation to maintain motivation need the opportunities for social and professional growth, satisfaction with organizational and technical conditions.

In the theory and practice of management, the concept of psychological support of preparation for retirement of labor subjects is practically under explored. It is rather a remedial (consultations on length of service, pension accruals, etc.), a state initiative to change the retirement age, actively discussed by the public, confirms the thesis that there is no full support for citizens of pre-retirementage in order to preserve their efficiency and health. Pre-retirement age is considered by the authorsas a definite milestone in human life, as a “point of choice” for the further unfolding life, where therelations between the state and the individual should be built in the subject-subject plane. The reviewpresents the various contexts of the psychological preparation of citizens to complete the professional way and retirement. The result of the preparation will be the development of a helpful individual route, considering: the self-awareness of the subject of work, professional culture, objective factors of existing and desired lifestyle. The basic typology of entering pre-retirement and retirement age, based on the attitude of person to his own professional activity and life outside the profession have been described:1) a profession for life, 2) forced retirement, 3) a pension as a natural stage of a professional way,4) pension as a well-deserved rest. It is possible to provide psychological training depending on the predisposition of the subject of labor to one or another variant. The concept of psychological support atthe final stage of professional activity is considered as an integral system of measures that enhance thequality of life of the subjects of work, and includes: medical preventive, psychological, organizational, educational and practice-oriented directions. We need specialists with a broader field of knowledgein the field of not only the labor psychology and the legislation of the Russian Federation, but alsoin matters of career and personal counseling, gerontology, social security, educational and leisureactivities; the recommendations to introduce special courses on the psychology of labor protectionand health of persons of pre-retirement age have been given.

Generational shifts and accompanying changes in workplace culture is an integral part oflife as older people retire and younger people join the workforce. This “generational turnover” can often lead to intergenerational conflicts if the hopes, expectations and social attitudes of different generations in the workplace vary widely and if they are not properly synchronized with the goals and values of their companies. In this regard, while several studies have been conducted in Western countries on the intergenerational dynamics at the workplace, in order to formulate appropriate policies and measures that better utilize the potential of young generations, empirical research on intergenerational interpersonal relationships in the workplace in non-Western contexts, particularly comparative research, is insufficient. This is especially the case with China and, to a lesser extent,Russia. Purpose. In this article, the result of a study on intergenerational differences in decoding workplace interactions involving different age groups is presented. Study design. 146 respondents from Russia and China, from younger and older generations took part in the research. The study used experimental research methods, combining visual materials and an open questionnaire to collect data. Findings. The study revealed significant differences in the terms of how different generational cohorts perceive intergenerational interaction at the workplace, and how cultural influences should be taken into account when evaluating such interactions. Value of the results. The study also shows that younger generations exhibit shared characteristics, regardless of country of origin.

This material is a detailed presentation of the problems of modern management consultingin the world based on the results of an international conference of management consultants (ICMCI) in 2018 in Iran. There are many common problems and solutions peculiar to the development of the management consultancy process in Russia. Many of them have been covered in the speeches of representatives of the countries of the Asia-Pacific basin on the specifics of organizational consulting. This is the value of exchanging professional ideas among consultants.

Book review: Lobanova, T. N. (2018). Labor interests. Psychological aspects. M.: Justice. Abstract publishing house. This monograph is the result of the author’s many years of work in the direction of researching the psychological aspects of labor interests. In the course of these studies, methods of analyzing scientific and theoretical literature on the subject of interest, as well as socio-psychological surveys, diagnostic interviews with employees and monitoring in the work process are used.The information basis of the study was the initial materials of organizational, psychological and management consulting companies in the period from 1996 to 2017. The emphasis placed on the expediency of studying the system interaction of labor interests of different categories of employees – owners, managers, specialists, experts. All this are supplemented by an analysis of the consideration of individual, interpersonal, group, professional, civil and national interests in work collectives. Their systemic influence has not yet studied with sufficient depth. Therefore, this monograph opens the first page of such a study.

Information about the 20 most cited and 20 most recent articles on organizational conflicts has been collected from the Web of Science database. All publications have been found in the interdisciplinary fields of psychology. All data act trivial at the time September 21, 2018.