Organizational Psychology

The current paper continues a run of articles prepared by the authors concerning the theory and methodology of studying organizational social capital. Purpose. The purpose of the article is to methodically study this complex social phenomenon. Approach. The logic of methodological researchis a consistent transition from the general to the private: consideration of the general methodological problems of research; the description of the basic scientific paradigms of social psychology; the analysis of methodological approaches to the study of the social capital of the organization; the definition of social space, which consists of different types of capital; with the obsession with the concept of “social capital” is laid down in the term P. Bourdieu “habitus” as a system of social dispositions. The research methodology was analyzed under two scientific paradigms, namely, American and Western-European ones. In the latter paradigm, the methodological way of understanding is about studying a subjective experiencing sense of actions and relationships with people. Three methodological approaches are considered for studying organizational social capital, namely, economic, sociological and social-psychological ones. Findings. Conclusions of the current methodological study established the following. 1. In modern organizational psychology, the contradictions between the oretical andempirical psychology are commonly spread in studying organizational social capital. 2. From the methodological standpoint, studying social capital is more meaningful under understanding paradigm. 3. The term «habitus» developed by P. Bourdieu can logically describe dispositions of social capital suchas trust, commitment of organizational goals and values, social relationships and creating companyreputation. Originality. Originality is the strong scientific evidence of the content and structure of social organizational capital.

Purpose. This article examines the problem of psychological characteristics of Russian and Japanese drivers, depending on coping strategies. The most optimal coping strategies can reduce the risk of accidents for both professional drivers and motorists during traffic jams. The purpose of the study is to find optimal coping strategies for improving the functional states of drivers during traffic congestion. Study design. In this study, various ways of spending time are coping strategies that allow you to cope with stress and other negative functional states during traffic congestion. The study consisted of three stages. Each stage involved participants completing a package of techniques consisting ofa biographical questionnaire and psychodiagnostic methods. (I) The experimental study aimed to examine the coping strategies of Japanese drivers during traffic congestion. 22 drivers participated in the experiment. Four ways of spending time were used as coping strategies. (II) Online survey. 242drivers were involved in an online survey aimed at identifying data about drivers in traffic congestions and their psychological characteristics. (III) The experimental study of the functional states of Russian drivers during traffic jams, where 24 people (12 drivers and 12 non-drivers) took part. During this stage was carried out registration of eye movements using the eye tracker SMI RED 120. 6 ways of spending time were used as coping strategies. Findings. It was found that the least effective copingstrategy during traffic jams is «doing nothing» for Japanese and Russian drivers. Listening to music proved to be the most optimal coping strategy during traffic jams for Japanese drivers. Solving a quiz was the most effective coping strategy for Russian drivers in this study. Value of the results. The data obtained can be used to create guidelines for optimizing the functional states of drivers during traffic congestion, including professional drivers.

The wide representation of industries that use the fly-in-fly-out method of labor organization makes it necessary to adapt the existing technologies of medical and psychological support for personnel. It seems expedient to analyze the features of the activity and organization of labor of the entire variety of professions that are in demand when working on a fly-in-fly-out basis, and to develop a classification of professions for the further work of psychological support for each of the professional groups. Purpose. The purpose of the study is to create a psychological classification of professions in demand in the fly-in-fly-out work organization. Study design. The research materials were collected through five scientific expeditions to various industrial facilities using a fly-in-fly-out work organization: oil and gas production on land and at sea, a diamond mining enterprise and during the construction of a large industrial facility. In all studied industries, 133 different professions were analyzed. With the help of professiography using the “formula of professions” E. A. Klimov as modified by V. V. Pchelinova, all selected professions were differentiated according to ten generalized characteristics. Further, descriptive statistics, multidimensional scaling, cluster analysis by the “k-means method” and multidimensional discriminant (step-by-step method) analyzes were applied step by step. Findings. As a result, a psychological classification of professions in demand in the fly-in-fly-out work organization was developed, consisting of four key professional groups: work on optimization; performing labor(workers); administrative and managerial work and work on the maintenance of technical equipment and the management of universal equipment. Practice implementation. The development of programs for psychological support of personnel can be compiled for each generalized professional group, taking into account its specifics (adaptation, development, psycho-correction of unfavorable conditions, etc.).

Relevance. The activity of employee in production is not the only sphere of their life, which also includes family life, leisure, care for their own physical well-being, etc. For successful implementation in any of these areas, it is important in what psycho-emotional state the specialist is in. Purpose. The goal is to study the success of professional groups of employees in various spheres of life and identify its conditionality with the state of emotional and personal well-being. Methodology. The sample of the main stage of the study was made up of representatives of seven professional categories, suchas employees of the Ministry of internal Affairs, physicians, psychologists, teachers, service workers, engineers, and industrial workers. A total of 1,348 people. To study success, respondents were asked to evaluate its severity on a 10-point scale, where 1 point – “I don’t feel successful”, 7 points – “I amabsolutely successful” in the areas of life identified during the preliminary study (professional, family, cognitive sphere, etc.). Emotional and personal well-being was studied using the SEPWB method (Karapetyan, 2018). Findings. Specialists of professional categories evaluate their success in different ways: the most successful are employees of the Ministry of internal Affairs and physicians, the least successful are employees of industrial enterprises and representatives of the service sector. Most workers have a positive view of their emotional and personal well-being. The highest level of it wasfound in employees of the Ministry of internal Affairs and physicians. It is proved that emotional and personal well-being affects the subjective successfulness in various spheres of life of individual groups of workers. The professional subjective successfulness of physicians is stable in relation to the factor of their emotional and personal well-being / distress. The value of the results lies in the possibility of their application in the psychological support of specialists from various organizations, industries and departments in order to plan measures to optimize the emotional and personal well-being of personnel.

Purpose. The article provides an overview of theoretical approaches to the definition of employee well-being, discusses the problem of lack of a common understanding of the concept of corporate well-being in professional and academic literature. Findings. The theoretical contributionis to comparatively analyze existing approaches to the phenomenon of “well-being” and to refine its structural components and definitions. Implications for practice. The lack of unity of terminology makes it difficult to understand the meaning of the term and the phenomenon of “well-being” and to build policies in the management of staff’s well-being. Narrow context of the study and accentuated psychology does not imply a holistic approach to managing the well-being of employees in practice, it makes it difficult to understand the link between the well-being of employees and the characteristics of management, business of the company, the features of the human resource management. The authors propose the following interpretation of the well-being: the well-being of the employee / staff is a condition in which the employee successfully realizes his own potential, works productively and contributes to the development of the company and society as a whole; the basic components of wellbeing are physical well-being (physical and mental health), social well-being (inclusion in society), financial well-being. Value of the results. This work can serve as a primary basis for developing management programs for employee well-being in companies that take into account international and local experience in identifying the most significant aspects of corporate well-being.

The article presents the results of the level of formation of managerial competencies of thepersonnel reserve of a medical university (on the example of the Kursk State Medical University of the Ministry of Health of Russia). Purpose. The aim is a comprehensive assessment of personal qualities and the level of formation of managerial competencies of the personnel reserve of medical universities with the further formation of an individual trajectory for the development of deficient competencies. Procedure. The assessment procedure included two stages. The first is the psycho-diagnostic stage using standardized survey methods. The diagnostics focused on the motivational, emotional, cognitive and communication areas. The second stage is the assessment of the competencies of the participants in solving practice-oriented situational tasks, tasks for measuring the level of proficiency in methods of analysis of problems, planning and organization, focus on results, the level of stress resistance. Results. With a favorable personal profile, performances for the demonstration of managerial functions, identified at the psycho-diagnostic stage at the second stage of identifying the deficit of their manifestation. In other words, the participants’ self-assessment of their qualities of higher-level skills.The deficit of a number of managerial competencies has been established, which manifests itself at a lowlevel of knowledge of the basics of strategic management. The value of the results. In the course of the research, the main models of managerial competencies were studied, a model adapted to the specifics of a medical university was proposed. On the basis of the identified tendencies, recommendations are proposed for the development of programs for the development of managerial competencies of the reserve for promotion to a managerial position.

Purpose. The purpose of the article is to analyze and summarize the main directions in the study of situational judgment tests. The relevance is primarily due to the fact that the theoretical basis of situational judgment tests is not fully disclosed in Russian discourse. Along with this, in the last few years in the foreign literature there has been a rethinking of situational judgment tests in how they are developed and what areas of knowledge allow diagnosing. Findings. The views on tests of situational judgments from the point of view of their dependence or independence from the context are presented. This made it possible to better understand the theoretical basis on which situational judgment tests are developed, and to single out two main approaches — traditional and constructive. Construct-based situational judgment tests, in comparison with traditional ones, have a solid theoretical basis and aremore universal and adaptable for different professions. The key characteristics of situational judgment tests are described: the format of the tasks, the type of instruction and the format of the answer. The areas of application of the tests are determined and the main features of the quality parameters of situational judgment tests are analyzed: internal structure, reliability, validity, susceptibility to falsification and learning effects. The value of the results. The value of the article lies in the analytical review of existing approaches to the interpretation of situational judgment tests, which provide a deeper understanding of the diagnostic tool and can become the basis for future research in domestic science. Situational judgment tests are one of the most underrated methods of personnel diagnosticsin Russia. The wide possibilities of their application for various management tasks and the variety of test task formats open up prospects for changing the practice of personnel assessment in domestic organizations. Situational judgment tests can be a tool that, on the one hand, provides informed datafor decision-making by managers, and on the other hand, it enjoys the confidence of employees and arouses their interest.

Purpose. This review paper aims at systematically identifying the unethical pro-organizational behavior (UPB) based on published literature available. The paper has discussed the general issues suchas concept, motives, examples, influencing factors and consequences of UPB. Methodology. The authorhas made an extensive literature survey reviewing 53 papers collected from different databases such as Web of Science and Scopus published from 2010 to April, 2020. As per literature, there are a number of reasons for employees to be engaged in UPBs. However, although the motives behind such behavioral tendencies are multiple, the ultimate consequence of UPB is the severe damage of organizational reputation and trust of stakeholders. Findings. As per literature, there are a number of reasons for employees to be engaged in UPBs. However, although the motives behind such behavioral tendencies are multiple, the ultimate consequence of UPB is the severe damage of organizational reputation and trust of stakeholders. Implications for practice. This paper is expected to guide further theoretical and empirical investigations regarding this recent and wide-discussed phenomenon. Additionally, top executives canhave some clues regarding the underlying factors influencing such behavior and take essential measures to de-motivate such intentions. Value of the results. Unethical pro-organizational behavior is a widely discussed issue at present at the behavioral academicians and policy makers are trying to discourage such behavioral actions at any cost. However, there is still a lack of proper and adequate research regarding this. The author is confident that this review paper based on 53 existing papers can be a baseline for novel investigations in terms of theory and practice.

Purpose. The purpose of this study is to identify and analyze the personality features of students enrolled in additional Executive Master of Business Administration (EMBA) programs. The work is a part of a multifaceted study dedicated to identifying and analyzing the psychological factors of realization and social success of people who decide to receive additional education in adulthood. The modern concept of lifelong education is being implemented in practice however the psychological and economic aspects of teaching adults have not been sufficiently studied before. Study design. The study involved 418 people who completed a two-year EMBA program at the Graduate School of Management of St. Petersburg State University (138 women and 280 men aged 28 to 40, representatives of differentregions of Russia). The learning process on the EMBA / MBA programs is resource-intensive, requiring mental, time and financial costs. Method. The methodological basis of the research is the personality activity approach. The personality questionnaire of R. Cattell (16PF), the questionnaire of I. Myers — K. Briggs (MBTI), the questionnaire of M. Belbin was used as empirical methods. Descriptive statisticsand exploratory factor analysis were used as tools for mathematical and statistical analysis. Findings. It was found that EMBA listeners are characterized by high intellectual and communicative capabilities, moderate emotional stability and moderate self-control (16РF). The logical-sensory rational type of extravert (ESTJ), the logical-sensory rational type of introvert (ISTJ), the logical-intuitive rational type of extrovert (ENTJ) and the logical-intuitive rational type of introvert (INTJ) predominate. In choosingthe team roles of students, the most effective methods of work for the effective organization of people and work processes (the roles of the “Shaper” and “Practice-organizer”). The integral components of personal potential include extroversion, executive responsibility, social sensitivity, analytical and systematic thinking, insufficient self-organization, egocentric leadership, manifested in the factor structure of the corresponding psychological indicators. Value of the results. The results of the studyare of interest for disclosing personal professional functions and opportunities for professional development of adults in the context of lifelong education, as well as for developing criteria for selecting students and developing additional training programs.