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2021 т. 11 no 3
Topic of the issue: We are 10 years old
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- Pages
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7–10
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We present to you the "anniversary" issue of our journal. The fact is that exactly ten years ago, on August 18, 2011, the first issue of the journal "Organizational Psychology" was published. It opened with the Editor's Introductory Note, where we argued that organizational psychology in Russia is just beginning to develop and institutionalize, and that this process is possible only if there is meaningful professional communication. Until 2011, Russian organizational psychologists did not have their own platform for such communication; publications were scattered among general psychological and non-psychological journals and were lost in the general flow of publications. “I would like to believe,” we wrote, “that this journal will become such a discussion platform, will help to ensure scientific communication, exchange of ideas and research results, and will also contribute to the introduction of new scientific developments into the practice of working with organizations”. And now, ten years later, we can say that this dream of ours has come true! 40 journal issues were published, in which more than four hundred scientific articles were published. To summarize the overall results of the work of the editorial board and the editorial board over these ten years, it is best to turn to the principles that we proclaimed then as our basic guidelines. 1. "The journal publishes materials covering contemporary problems of organizational psychology, contributing to their wide dissemination and the development of this area of knowledge in general". The way it is. Today, the journal presents an extremely wide range of topics and areas of research in modern organizational psychology. 2. "The journal seeks to ensure greater integration of domestic organizational psychologists into the global professional community". Today the journal is a fully bilingual journal and has the English name “Organizational Psychology” officially registered by Roskomnadzor. For ten years, the journal has published more than two dozen articles by foreign authors in Russian and English, and in the current issue there are already more than half of them (60% of articles in the Contents). 3. "The journal aims to ensure the integration and close interaction of scientific and practicing organizational psychologists, and contributes to the introduction of new scientific and applied developments in the practice of working with organizations". For ten years, 72 articles were published under the heading "Organizational and Psychological Practice", and three issues were completely devoted to professional standards (issues 2013-3, 2014-4 and 2015-2). 4. "The journal publishes texts of both well-known and authoritative authors, as well as young authors". In ten years, more than fifty articles by novice authors have been published. Since 2015, the journal has a new heading "Organizational Psychology in Faces, Dialogues and Discussions", which aroused the genuine interest of our readers. 5. "The journal adheres to standard publishing requirements". The work of the editorial office is based on strict adherence to international academic standards in the field of periodicals. All manuscripts submitted to the editorial office go through several stages of review and assessment of their quality, including double blind review. Over the past year, the journal has joined the "University Partnership Program" and provides more thorough attention and support to authors from regional Russian universities.Today our journal has taken a solid and well-recognized place among Russian academic periodicals in psychology, it has a large readership. For its anniversary, the journal received recognition in the academic community. Since 2014, the journal has been included in the RSCI, since 2016 it has been included in the "VAK List", and since the end of the 2010s it has been indexed by the international databases WoS (ESCI) and SCOPUS. We sincerely congratulate our authors and readers on the 10th anniversary of the journal "Organizational Psychology"!
__________________________________________________________________________________________________ We present the anniversary issue of our journal Under the heading Research in organizational psychology readers will find articles presenting the results of empirical research in various fields and different types of organizations. The problem of giftedness is discussed in the article by Tatyana Soboleva“The formation of professional talent in determination by the conditions of the development of abilities and by the freedom of choice in activity”. The impact of the pandemic on the psychological well-being of healthcare workers is discussed in the article of Irina Loginova and Mariya Sevost'yanova “Features of the doctor’s life-world stability with different functional responsibilities in a hospital to combat COVID-19”. Various options for relationships and interactions between psychological variables in organizational behavior are presented in the articles of our foreign colleagues from Turkey, Nigeria and Jordan. These are articles in English: “The mediator and moderator role of positive organizational behavior in the effect of corporate reputation on organizational commitment” (authors Ferit Ölçer, Ömer Coşkun ); “Moderating effect of employees’ retention on the influence of contributory pension scheme on employees attitude” (authors Ademola Sajuyigbe , Anthony Eniola , Adebanji Ayeni, Bolanle Sanusi ); “The effects of organizational support and psychological empowerment on organizational citizenship behavior in the Jordanian health sector” (authors Mohammad Taamneh, Jamal Abudoleh,Mohammad Almaaitah, Abdallah Taamneh, Bilal Eneizan). The heading Organizational psychology in practice in this issue is represented by two articles — from Russia and Turkey. The team of employees of the innovative "Humanitarian Technologies" Aleksandr Shmelyov, Gleb Vzorin andMaria Rybnikova reveal the history of the development of the TEZAL diagnostic technique in the article “A six-factor model of personality based on a psychosemantic study of the Russian-language vocabulary of personality traits”. A description of the process of creating and testing a methodology for measuring the degree of entropy of an organizational climate can be found in the article of Mustafa Çavuş “Entropic organizational climate (EOC): Development and validation of new scale”. In the section Reviews posted an article by Andrey Sidorenkov “Organizational identity and organizational identification: content and relationship of concepts”, continuing the discussion about how the constructs so popular in organizational psychology are related to each other. Under First Steps you will find an English article from India “The mediating role of needs satisfaction on the relationship between total rewards satisfaction and retention: A proposed model” by Jeeta Sarkar. Another English-language article from India “Socio-psychological factors on employee turnover: А demystifying perspective” (authors Jikku Kurian , Kumar Rajini , Asi Reddy ) presents Organizational psychology in the dialogues and discussions section in this issue. |
- Research in organizational psychology
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11–29
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Purpose. The study is devoted to the poorly studied problem of the formation of professional talent depending on the freedom of choice in activity; it is determined the influence of the conditions of the development of abilities on this formation. The main task of the research is to reveal how the conditions of various degrees of freedom in the activity are refracted in the internal conditions, which are various structures of professional talent. Method. The study was carried out on a sampleof 72 qualified engine drivers using a specialized simulator that simulates two degrees of freedom in activity. Findings. The psychological analysis of the activity made it possible to identify seven abilities that ensure the success of the activity. On the basis of empirical data it is shown that the conditions of the development of abilities: the development of abilities in the process of activity and the preliminary development of abilities act as a determinant of the formation of completely different structures of professional talent depending on the degree of freedom in activity. This is manifested inindividual performance indicators. Higher success of the activity is determined by the conditions of the preliminary development of abilities through the development of intellectual operations. On theone hand, the initial level and conditions of the development of abilities act as internal determinants, on the other hand, low and high degrees of freedom in activity act as external determinants of the formation of various structures of professional talent. It is shown that freedom in activity is manifested as a characteristic of the subject of the activity, as an indicator of creative activity in choosing a method of action. Practice implementation. One of the promising practice-oriented areas is a new system of professional training based on the development of professionally important qualities of a specialist. The central link in such training will be the formation of the specific structure of professional talent depending on the degree of freedom in activity. Training oriented on the development of professionally important qualities and professional talent, in particular, will help to increase the effectiveness of the activity with different degrees of freedom.
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30–46
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Purpose is to study the features of the doctor’s life-world stability with different functional responsibilities in a hospital to combat COVID-19. Methodology. The research methodology is basedon systemic anthropological psychology. The empirical study is based on the use of the author’s method “Research of the human life-world stability” (Loginova, 2012), which is adequate to the stated methodology. The total sample size was 78 doctors (58 — doctor on duty and 20 — attending doctors).The collection of empirical data was carried out from April 30 to August 28, 2020. The specifics of the organization of the work of hospitals during this period was organized according to the boarding type. Processing, analysis, and interpretation were carried out from September 01 to December 27, 2020. Findings. The features of the life-world stability of doctors on duty, in contrast to attending doctors in apandemic associated with COVID-19, are: (1) dominance of the temporal modus “past — present”; (2)disrupted continuity of personal history; (3) biography as a criterion for choosing the content of the described (significant) events; (4) dominant negative emotional background of events; (5) absent orsituational reflexive attitude to one’s own life; (6) significant events more often characterize the centralline of development or the completion of the line of development, and in some cases — significant and important events do not hold the general line of development. Revealed significant differences between the life-world stability of the attending doctors and doctors on duty. It can be assumed that changes in the life style of doctors on duty in a pandemic cannot be called critical, but they indicate the alleged targets of psychological assistance at the end of this period. Implications for practice. Disturbed relations with the world in a pandemic impede maintaining the stability of the life world and are moreclearly manifested among the doctors on duty. The specificity of the life-world stability of doctors onduty is close to the state of the human life-world stability in a crisis period. Originality. For the first time,data were obtained on the characteristics of the doctors life-world stability with different functional responsibilities in a residential hospital during a pandemic associated with COVID-19.
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47–61
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Purpose. This study aims to determine the relationships between corporate reputation, organizational commitment, and positive organizational behavior and to examine the mediator and moderator role of positive organizational behavior in the effect of corporate reputation on organizational commitment. Methodology. Research data were collected using a questionnaire method on 138 employees working in the sales stores affiliated to the regional directorate of an enterprise operating in the telecommunications sector. The data obtained were analyzed by correlation and regression tests, and the models and hypotheses developed within the research scope were tested. Findings. Research results indicate that corporate reputation is an important predictor of both organizational commitment and positive organizational behavior. According to another important result of the study, positive organizational behavior predicts organizational commitment. However, the analysis resultson the role of positive organizational behavior in the effect of corporate reputation on organizational commitment show that positive organizational behavior has a partial mediating and moderating role in this relationship. Originality. When the studies conducted in the literature are reviewed, it is seenthat many studies investigate the bilateral relations between corporate reputation and organizational commitment, corporate reputation and positive organizational behavior, and positive organizational behavior and organizational commitment. However, no research was found on the role of positive organizational behavior in the effect of corporate reputation on organizational commitment. This studyis expected to respond to an unanswered question about the role of positive organizational behavior in the effect of corporate reputation on organizational commitment, fill an important gap in the literature, and contribute to explaining the relationships between corporate reputation, positive organizational behavior, and organizational commitment.
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62–77
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Purpose. This study explores the relationship between the contributory pension scheme, employee retention, job satisfaction, and organizational commitment with unique reference to Osun Statepeople in Nigeria. Study design. A descriptive cross-sectional research design was adopted and closedended questionnaires were employed to collect data for analysis purposes. Data were analyzed with the aid of Structural Modeling of Equation (PLS-SEM). Findings. The findings of the research expose that the contributory pension scheme has no essential effect on job satisfaction and organizational commitment among Osun State workers in Nigeria. However, the research findings divulge that employee retention moderates the relationship between contributory pension scheme, job satisfaction, and organizational commitment amongst Osun State employees in Nigeria. Based on the results, the study suggests that the state government needs to implement the pension scheme and remitting pension contributions as wellas pay the benefits to the pensioners as when due. Thus, this will go a long way to alternate the mind-setof employees to work. Research limitations. This study limited to one state, which can be expanded toall 36 states of the federation in future studies. Also, this study makes use of quantitative techniques only, which can also be modified to mixed-methods. Value of the results. The study demonstrates that the contributory pension scheme has no significant impact on job related attitudes among Nigerian workers. However, the retained and experienced workers are capable to key into the scheme.
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78–91
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Purpose. This study aimed to investigate the effects of perceived organizational support and psychological empowerment on organizational citizenship behavior in the Jordanian health sector. Organizational citizenship behavior (OCB) has an important and effective role in the success of health organizations as it is one of the main factors in forming employee attitudes and crystallizing his / her behavior towards their organization. Perceived organizational support (POS) and psychological empowerment (PE) are assumed to be antecedent variables of OCB. Study design. A self-administrated questionnaire was the tool implemented across a sample comprising 382 employees working in managerial positions in nursing and supportive health professionals. To address some concerns in this regard, a descriptive analysis was conducted with the use of structured equation modeling beside confirmatory factor analysis to provide a good fit for the measurement instrument. Findings. The findings of the study indicated that there is a positive and significant effect of perceived organizational support and psychological empowerment on organizational citizenship behavior. Perceived organizational support was found to have an explanatory capacity for the change in organizational citizenship behavior by 21%, where as psychological empowerment was found to have 20%. Value of the results. The data obtained can be used to help the health sector enhance the level of organizational citizenship behavior by applied the organizational support and psychological empowerment among the employees.
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- Organizational psychology in practice
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92–105
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Purpose. The aim of the study was to verify the reproducibility of six factors HEXACO on the basis of Russian language vocabulary denoting personality traits and included in the TEZAL computer system — an automated thesaurus of personality terms. The article presents the results of exploratory factor analysis of large arrays of collected data. Study design. The expert psychologists (N = 151) evaluated 300 traits according to the degree of proximity to 56 semantic scales selected earlier for the construction of TEZAL. The participants of the online project “Test Technology Testers Club (KITT)” (N = 1161) performed the “Adjective Checklist” method, which had 290 items. Findings. In both cases, the classical factor analysis using the principal component method followed by varimax rotation allowed us to obtain the first six or seven factors, which, according to interpretation, very accurately reproduce the so–called “Big Six” personal factors — HEXACO model. The old and new terms introduced into the TEZAL 2.0 database 30 years after the appearance of the first version of TEZAL-1 are equally successfully represented at the poles of six factors. Value of the results. The authors interpret this result simultaneously as evidence of the validity of the theoretical model of based on Russian-language vocabulary, as well as the validity of the TEZAL system for its use as a tool for automated interpretation of the results of psychological testing and assessment in the practice of personnel management.
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106–119
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Entropy, which is an element of the system approach evaluating organizations as a system, refers to the deterioration tendency. Purpose. This study aimed to develop a new scale in order to evaluate the negative climate in organizations. Method. The study was carried out in two stages. In the first study, the construct validity of the scale (n = 412) was revealed by exploratory factor analysis and, also convergent and discriminant analysis in the banking sector. The second study was carried out in the teacher sample (n = 224) and analysed for confirmatory factor analysis and predictive validity of the scale. Findings. The Entropic Organizational Climate (EOC) Scale emerged as a twodimensional structure. Considering the relevant opinions in the literature, the EFA and also convergent and discriminant validity analysis results show that the entropic organizational climate scale has a strong construct validity. Processual entropy makes a negative contribution to predicting job engagement and relational entropy makes a positive contribution to predicting intention for leaving the job. These findings indicate that the entropic organizational climate scale has a predictive validity. The reliability analyses both study 1 and study 2 indicate that the interitem consistency of the entropic organizational climate scale is reliable as Cronbach’s alpha coefficients provide a threshold equal to α ≥ .70, and the composite reliability coefficients provide a threshold equal to CR ≥ .70. All these findings indicate that the EOC scale can be used for similar psychometric measurements. The dimensions of the scale werenamed as “Relational entropy” and “Processual entropy”. Implications for practice. This scale is a valid and reliable instrument to measure entropic climate in organizations.
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- Reviews
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120–153
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In the literature on organizational psychology and management, the concepts of “organizational identity” and “organizational identification” are widespread. However, it also notes the ambiguity and ambiguity in the use of these constructs. Purpose. The purpose of the study is to analyze various points of view regarding the essence and correlation of these phenomena, and on the basis of it, to offer a certain understanding of them, overcoming the existing limitations and contradictions. Method — analysis of literature and systematization of the material. Results. The general ideological platformand directions of the analysis of organizational identity (otherwise, the identity of the organization), as well as theoretical foundations and approaches to the interpretation of organizational identification are considered. Despite the diversity of points of view, organizational identity is predominantly considered at the collective level, as it reflects the characteristics of the organization and emphasizes its uniqueness incomparison with other organizations. Organizational identification, in turn, is analyzed at the individual level in the relationship “individual — organization” and is understood in the context of a person’s self-determination as a member of a particular organization. The article discusses the relationship between the concept pairs “organizational identity” and “organizational identification”, “organizationalidentification” and “organizational commitment”, and highlights the problem of the validity of tools formeasuring organizational identification. Particular attention is paid to terminological restructuring, whichgoes beyond the established tradition. In accordance with it, it is proposed to consider organizational identification at the individual level as a process, and organizational identity as a result of this processat a certain point in time. An appropriate justification has been given for this. A new definition and understanding of two phenomena — organizational identification and disidentification — are givenas forms of manifestation of processes, respectively, integration and disintegration in the external and internal plan of the individual. The conclusion summarizes the reasons for the terminological confusionand diversity in understanding the constructs “organizational identity” and “organizational identification”, suggests a certain systematization of terms and outlines a research perspective. The value of the results lies in the fact that they provide a generalized and more understandable picture on a few issues related to the understanding and relationship of organizational identity and organizational identification, and also expand the understanding of identification and disidentification as processes that characterize the dynamics of relations between a person and organization.
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- First Steps
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153–167
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Purpose. The purpose of the research is to investigate the effect of total rewards on retention. The scholar refers to Self Determination Theory to strengthen the assertion that retention is higher when employees experience satisfaction with total rewards. A mediation mechanism is proposed inwhich total rewards satisfaction leads to retention via needs satisfaction of “autonomy, competence and relatedness”. Methodology. This is a conceptual paper focussing on selected scholarly works publishedin various HR and OB journals over a period that provide theoretical support for the proposed model. Findings. The paper presents a model of total rewards and retention in which the constructs of total rewards satisfaction, need satisfaction for autonomy, need satisfaction for competence and need satisfaction for relatedness influence retention. The scholar offers several propositions to be empirically tested. The research questions are follows: 1) What is the impact of total rewards satisfaction on retention? 2) To what extent does total rewards satisfaction affects the needs for autonomy, competence, and relatedness? 3) To what extent do psychological needs as propose by Self Determination Theory impacts retention? 4) To what extent does Self Determination Theory’s need satisfaction mediate the relationships between total rewards satisfaction and retention? Originality. The paper adds to total rewards literature by extending the construct pay satisfaction by postulating an original relationship between total rewards satisfaction and retention. In this framework, need satisfaction for autonomy, need satisfaction for competence and need satisfaction for relatedness offer a unique perspective on the link between total rewards satisfaction and retention.
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- Organizational psychology in dialogues and discussions
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168–179
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Background. The present business hubs are facing an incremental level of employee attrition. A better understanding of the expectations of the employees will leverage the issue of employee turnover. The workforce no longer is inclined towards material benefits the organizations provide, but a sense of better well-being and socio perspective of human life makes them decide to quit the organization. This scenario is experienced by almost all the organizations across sectors and boundaries. Hence, added focus should be given on socio-psychological aspects and needs to be addressed in regular intervals to retainthe intellectual assets for the organization. Materials and Methods. This paper aims at reviewing various socio-psychological factors supporting employee intention to quit the organization. The study is basedon a critical review on the existing studies on various socio-psychological factors viz., employee morale, social life, psychological health, family, employee loyalty, and emotional intelligence, quality of work life, job satisfaction, and support from family leading to employee turnover. Results. Socio-psychological factors are quite important for the organizations to view on. Employees need a fair support from the organization on distributive fairness and a healthy relationship with the team members. Discussion. The review throws light on the increased influence of family on employee turnover. The management should consider family as one of the major elements for the employees to put in their full commitment towards work. Conclusion. The paper concludes that, with the progressive inclination of organizations towardsthe enhancement of employees on the social well-being will reduce the intention to quit, thereby reducing employee turnover.
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