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2018 т. 8 no 4
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- Pages
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6–7
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We are pleased to continue to acquaint readers with the latest developments in organizational psychology in 2018–4 issue of Organizational Psychology Journal.
In the “Research in Organizational Psychology” section of this issue you will find the article by L.V. Karapetyan and G. A. Glotova “Psychological Determinants of the Emotional-Personal Well-Beingof Russian Workers” (in Russian). As a determinant of emotional-personal well-being or ill-being, the psychological characteristics of the respondents are considered here, such as adaptation capabilities and exposure to professional burnout.
The «Organizational-psychological Practice» section is presented in two articles. Article by E. Strizhova and A. Evdokimenko “Leaders of business in the field of finance — key dimensions of motivation” (in English) concludes that such motivators as “money” and “family well-being” are more important for line managers, “status” and “professional development” are perceived as more important by middle managers. In the article “Practices of attracting and selecting talented employees in the knowledge economy and traditional industries” by A.S. Osipova, V.I. Kabalina and O.V. Mondrus (in Russian) proposed three types of talent selection systems from the external market: systems with a focus on one group of practices; systems with a focus on the talent category; systems with an individual set of practices for each position. It was found that the use of systems with a focus on the category of talents and position is typical for companies of the knowledge economy, and systems that focus on one group of practices are typical of traditional organizations.
Article by K. Bagrationi and T. Nestik “The viability of small groups in organizations: state and prospects of research” (in Russian) is posted in the «Reviews» section.
In the «First Steps» section you will find articles by E. Vasilevskaya «Comparative analysis of possible selves, associated with the profession, among Russian and American students» (in Russian) and by O. Kalgina “Brand image of a non-profit organization as a factor in charitable donor behavior” (in Russian). The first one revealed that students from the United States significantly more often than students from the Russian Federation call the hopes and fears in the profession as the most meaningful images of the future for themselves, while the latter often call the possible selves significant in the field of family and relationships. From the second one, you will learn that, for monetary donors, it is paramount to receive positive emotions from interaction with the organization, and for volunteers — well-organized activity of the organization.
Articles «Academic and practical psychology» by M. Ivanov and W. Stroh (in Russian), as well as “Methodological and organizational issues for the development of client psychotherapeutic myth” by V. Serkin (in Russian) is represented in «Organizational Psychology in Persons, Dialogues, and Discussions» section.
The «Conferences» section presents a collective article “The Prague Summer School on some ideasof behavioral economics” (in Russian).
In the «Literary Guide» section you will find our traditional article about the 20 most cited and 20 most recent English-language articles about talent management.
Please Enjoy Reading!
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- Research in organizational psychology
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8–23
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The purpose of the article is to study the features of emotional and personal well–being of respondents engaged in various types of professional activities. Study design. The sample included such representatives of the category “workers” as doctors, teachers, psychologists, police officers, engineers, industrial workers, representatives of the service sector. To study the self–assessment of emotional and personal well–being, the authors developed the research technique of “Self–evaluation of Emotional and Personal Well–being” (SEPW). On the basis of the parameters of this technique cluster analysis was carried out that allowed to identify four groups of subjects: high, increased, decreased and low SEPW Index. It is proved that the emotional and personal well–being of respondents with different professional status has both similarities and differences. Findins. The highest ratings on the parameters of the SEPW methodology were noted among the specialists of professions that have special requirements for sucha professionally important quality as responsibility (police officers, doctors, teachers). Among other professional groups, it is the engineers of manufacturing enterprises that estimate their emotional and personal well–being below all. The psychological characteristics of respondents (adaptation opportunities, exposure to professional burnout) are considered as determinants of emotional and personal well–being / non–well–being. Value of the results. The obtained data confirmed that the studied psychological characteristics are determinants of emotional and personal well–being, and showed the specificity of their manifestation in professional sectors. The results of the study can beused in the development of programs of psychological support of specialists with different professional status.
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- Organizational psychology in practice
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24–38
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Purpose is to find the key measures and individual differences of business leaders’ motivation for the prospective career planning. Approach. This article presents the results of the study carried out using a sample of a financial organization business leaders with the aim to identify the key scales of the motivational space that determine labor activity. The research analysed a sample of 670 business leaders, middle and line managers from financial organizations, and used a motivational task procedure (Strizhova, Gusev, 2013), which reconstructs motivational space. The conditions for the solution ofa motivational task are realized by Motivation Map method. Diagnostic procedure places a list of motivation objects in a two-dimensional graph space of evaluation scales. Findings. It was found that middle and line managers have differences in their motivation. Money and family welfare are more important for line managers, status and professional and personal development are more important for middle managers, pleasure and inspiration from work has more probability for successes for middle managers, then how career growth has more probability for successes for line managers, interesting job allowing for maximum personal potential realization is more difficult for middle managers, helpfulness to others is more external for middle managers. As a result of multidimensional scaling of the data obtained, empirical scales of labour activity for line and middle managers’ motivational space were also obtained. The results of the research can be used by hr manager and organizational psychologist, interested in executive coaching and talent pool development. Value of the results. The results can beused in prospective planning of the career development.
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39–74
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Purpose. This paper aims to identify the features of talent attraction and selection practices, in accordance with both talent categories and the industry type (knowledge economy or traditional industries). Methodology. The empirical research was conducted with the use of qualitative methods, and the data was collected through 20 semi-structured with HR-specialists from knowledge economy and traditional companies located in Moscow. Companies of 13 different industries participated in the study, both traditional (FMCG, energy, engineering, oil & gas) and knowledge-intensive ones (IT, telecom, pharmaceuticals). Findings. Turning to the main findings, it was revealed that all companies, whose talent management system was focused only on internal talent pool, belong to traditional industries. The vast majority of companies used the object approach to define talent, describing itas a certain set of characteristics. Interestingly, a latent talent categorization was a popular case for foreign companies, which was not true for Russian ones. The paper also discusses three types of talent selection systems: systems focusing on one particular group of practices; systems with differentiated selection practices and systems with individual set of practices for each position. It turned out that the application of systems with differentiated selection practices and systems with individual set of selection practices are the features of knowledge economy. Originality of this work results in detected trends in the use of practices of talent attraction and selection in both traditional companies and firms belonging to the knowledge economy.
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- Reviews
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75–94
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Purpose. The article presents an analysis of approaches to the definition and operationalization of the concept of group resilience in organizations. The relevance of the study is due to the reduction in the life cycle of companies in the market, the need to take into account the long-term consequences of group decisions and the growing responsibility of teams in the organization to large social groups, the need to study the structure and factors of group resilience as a socio-psychological phenomenon that allows teams to remain effective in a risk society. Methodology. The tools for studying small groups resilience and its socio-psychological and organizational factors are being analyzed. Findings. An actualstate of the scientific problem is described. Different concepts of small groups and organizational resilience are compared. The directions for further research are proposed. Implications for practice.The analysis carried out could serve as a basis for development of a valid instrument. Value of the results. The insights into the scientific problem of small group resilience within the organizations should still be provided in the further research. At the present moment, there is a shortage of the valid psychometric tools.
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- First Steps
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95–110
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The following article discusses possible selves that are defined as individual’s ideas about the person he wants to become, might become or afraid of becoming in future. The purpose of the study isto analyze the differences between positive possible selves (hopes) and negative possible selves (fears) in the professional domain of Russian (NRU HSE) and American (FIU) students. Study design. The Possible Selves Questionnaire was used to assess possible selves of 142 American students and 157 Russian students. Findings. Significantly more American students, when compared to their Russians counterparts, considered their possible selves in the professional domain as their most important hope and most important fear, while the latter thought about their possible selves in the family and relationship domains as the most important. Different types of possible selves in the professional domain are described. American students have more possible selves related to their studies at university (short-term goals) and their career (long-term goals), whereas Russian students have more future images connected with their academic career (long-term goals). American students have significantly more belief that their hopes in the professional domain will become real (Mann — Whitney U-test, p <.001), they spend more time thinking about their hopes (Mann — Whitney U-test, p < 0.001), and they also think that their hope is closer to their real self (Mann — Whitney U-test, p < .001) compared to Russian students. Value of the results. It is concluded that there are cross-cultural differences in possible selves, because American students have significantly more possible selves in professional domain than Russian students, and also American students are more optimistic about their hopes.
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111–136
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Purpose. The study evaluates the relationship between charity brand image and donors’ givingbehavior. Study design. We use qualitative data collected via online-survey (N = 97) to elicit significant characteristics of charities as perceived by donors. Based on qualitative findings we design 63 bipolarscales and test our instrument on a sample of donors, those who donated money (N = 91) and time (N =101). Findings. Using exploratory factor analysis, we obtain five factors explaining 40.9% (donors) and 43.5% (volunteers) of variance in the answers. Factor structure is different for donors and volunteers. Using regressions, we show that the five factors predict charitable intentions (repeated giving and recommendations) (R2 = .607 for donors and R2 = .569 for volunteers). Money donors highly value positive emotions associated with giving, whereas volunteers put more emphasis on smooth operationof the charity. We find that such characteristic as popularity (charity is well-known) is not significantly linked with repeated donations or recommendations. Value of the results. The results indicate that brand-image is an important path of attracting donors. These findings may help managers of charities better tailor their branding campaign by addressing appropriate groups of donors / volunteers. The study focuses on both actual and future giving behavior and utilizes a combination of qualitative and quantitative methods to design and validate the survey instrument.
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- Organizational psychology in dialogues and discussions
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137–155
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In the past decade and a half, an interest in the topic of interaction between academic and practical psychology has flared up in our country with a new force, and many publications have appeared on this topic. It seems to us that such an ongoing discussion for decades is not accidental. The desireto theoretically and methodologically analyze the differences between practice and science in modern psychology, to find constructive ways of their interaction is largely determined by our immediate future, helping practice not to slip into charlatanry, and science to reach a new level, beyond analyzingonly correlations of opinions and subjective ideas. According to general logic, applied psychology is the research of a specific empirical object responding to an “external” request with scientific methods, ending with recommendations or programs of change developed. Such studies were conducted in Russia in various areas. They were not banned in the USSR years, and here the continuity betweenscience and its “applied incarnations” was maintained. Practical psychology in our country is called professional activity aimed at changing the personality, group, organization, i.e. suggesting not so much a study as an effect. It was this direction that was banned in our country and, having reappeared only in the mid-1970s, it began to flourish, and was not determined in its relations with basic science. This article aims to finding answers to the above questions. We intend to analyze the correlation of academic and practical psychology in terms of their differences and integration possibilities on the example of such a specific area as organizational psychology. The following key parameters for comparison are used: goal, boundaries, generalization, methods, interaction, result, language, performance criteria. In conclusion, two ways of possible integration of academic and practical psychology are outlined— action research in the framework of interdisciplinary projects and problem-oriented conferences among professional community.
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156–167
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In the article one of the most important stages of the consultative interaction (the construction of a consultative solution) is discussed. From the author’s position the advisory decision is consideredas a psychotherapeutic myth, builted as a result of the advisory synergistic interaction advisory dyad: client — consultant. The subject of the solution is neither the client or the consultant, namely, the consultative dyad. The author does not distinguish between organizational and individual counseling, considering the stage of building solutions using the concepts of a systems approach: polyfurcation periods, dissipative structures, and autopoietic solutions. The article contains examples on the basis of which the author’s main statements are illustrated.
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- Conferences
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168–177
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This article is a review of the ideas of behavior economics, were presented in the International Prague Summer School, dedicated to study behavioral economics and psychology. For over fifteen years Prague Summer School have been bringing young students from all over the world and giving them an opportunity to study the most relevant areas and methods of research and also to hear an opinion of practicing experts in this sphere. Participants of the Prague Summer School considered some examples of cognitive biases and heuristics that influence on decision making and proposed their ideasof application this knowing in real life. Special attention was paid to Organizational Psychology. For the moment it is possible to use knowledge of economics and psychology both for enhance the labor effectiveness and productivity and for creating more well-designed employee motivation approaches. Notably, that during studying students considered also biological assumptions of human behavior, that allowed to analyze described examples from different points of view. This article presents some behavior economics ideas, got confirmation and development during the past 30 years. To illustratethis were included extracts from several articles that show how behavioral economics explains human actions from scientific point of view. There are also situations, that need knowing of listed ideas. There is an obvious conclusion, that behavioral economics and organizational psychology are strongly related.
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- Literary guide
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178–183
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Information about the 20 most cited and 20 most recent articles on talent management 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 December 25, 2018.
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