Organizational Psychology

Purpose. The current study investigates the impact of high-performance work system (HPWS) on intrapreneurial behavior (IPB) with mediating effects of self-efficacy and relational psychological contract. In addition, boundaryless career orientation is expected to moderate the relationship between HPWS and IPB. Design. Employees were asked to indicate the extent to which they understood and experienced each HR practice within their firms. The final list of HPWS consists of 13 practices detailedin Appendix 1. The Employee Intrapreneurship Scale (EIS) consists of eight items, measuring two dimensions of IPB, namely strategic renewal behavior and venture behavior. Quantitative researchdesign was applied with data collected from 283 employees using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings. The results confirmed the direct impact of HPWS on IPB as wellas the indirect impacts of both relational psychological contract and self-efficacy. Mobility Preference moderated the above relationship while Boundaryless Mindset did not. Theoretical implications. This research confirms the relationship between HPWS and IPB and the mechanisms through which HPWS influences IPB. Practical implications. Building a long-term trust-based relationship between employees and the firm is vital in fostering IPB. Value of results. This study explores the role of general self-efficacy and relational psychological contract as mediators of the link between HPWS and IPB. In addition, it introduces boundaryless career orientation as a moderator of the HPWS-IPB linkage.

Purpose. In organizations, employee’s work stress is seen as the main problem behind dissatisfaction which ultimately leads towards turnover intention. This research is specific to knowledge workers of private schools registered in the Federal Capital Territory of Pakistan during COVID-19 and empirically examined the influence of perceived work stress on turnover intention and work satisfaction, including investigating the mediation effect of work satisfaction on the association of perceived work stress with turnover intention. Finally, the conditional direct and indirect effect of males and females is also measured. Design. Data were gathered from private school’s teachers of the Federal Capital Territory of Pakistan in the form of a survey and the final sample of 269 teachers was used to test the hypotheses through structural equational modeling. Findings. Perceived work stress positively influenced the turnover intention of knowledge workers but work satisfaction reduces the greater impact of stress on turnover intention and seems to be partially mediated the association of perceived work stress and turnover intention. Finally, gender differences exposed that work satisfaction decreases the greater effect of stress on turnover intention among females strongly than males although the direct effect was already weaker among male teachers than females. Practical Implications. This research will assist decision-makers to better understand the consequences of perceived work stress and work satisfaction. Moreover, management can formulate strategies for the retention of employees to minimize the turnover of knowledge workers that are contributing to the welfare of society. Organizations need to emphasize the work satisfaction of employees on priority in any circumstances to utilize their full efforts for better performance as the turnover intention is the main cause of perceived work stress. Work satisfaction minimizes the influence of perceived work stress on turnover intention among knowledge workers especially in the current scenario where almost every organization is affected by the COVID-19 pandemic and official work has been transmitted from physical to online medium which is generating uncertainties globally. Value of results. This research paper thrusts the knowledge about the antecedents of individual’s work satisfaction, stress and intention to quit in the field of education.

Purpose. This study aimed to determine the effectiveness of CREW intervention on the relational energy of employees in Isfahan Gas company. Method. The research was a quasi-experimental study with pretest, posttest and control group design. The sample consisted of 30 volunteer staff of Gas company who randomly assigned to experimental and control groups. Relational energy questionnaire (2016) was administered on both groups in the pre-test and post-test stages. CREW intervention administered on the experimental group for eight sessions each one 90 minutes. The control group received no intervention. The data was analyzed through ANCOVA by SPSS-23. Findings. The results suggested that there was a significant difference between experimental and control groups following the intervention. Accordingly, CREW intervention enhanced relational energy of employees in the post-test. The findings of this study suggested that administers and authorities of organizations use CREW intervention to enhance the positive interpersonal relationships and relational energy of their personnel. Originality. According to our search in previous studies, no research has been found to examine the effectiveness of the CREW intervention on relational energy of employees, but our findings were concordant with the reports, in which it was suggested that CREW was effective on enhancing civility, respect and trust, and improvement of interactions among the personnel.

The article presents the results of two studies, which provided first empirical evidence for the passion for activity in Russia. Purpose. Study 1 was aimed to examine the psychometric properties of the Russian version of the R. Vallerand’s Passion Scale. The participants were 659 adults with job experience from the few days to 48 years. Results revealed the two-factor structure of the Russian Passion Scale. Both harmonious and obsessive passion subscales showed high Cronbach alpha coefficients, supporting the reliability. Convergent validity and criterion validity were provided due to the examination of passion for activity as predictor of positive and negative affect, autonomous and controlled professional motivation, satisfaction with work, and satisfaction with life. Study 2 was aimed to approbate Russian Passion Scale due to the examination of the relationship between passion for activity and winter swimmers’ health self-esteem. The participants were 115 adolescents and adults with cold water swimming experience from 3 months to 56 years. Results showed that harmonious passion was a positive predictor of physical, psychological, and spiritual health self-esteem, while obsessive passion was a negative predictor of ones. Obsessive passion was also a negative predictor of mental health. Findings. Thus, we have made two main conclusions. First, the Russian Passion Scale is a reliable and valid instrument and can be recommended for assessment of harmonious and obsessive passion among Russian respondents. Second, passion for activity partly predicted health self-esteem and may be used in diagnostic and consulting purposes while working with the winter swimmers.

Purpose. The article provides a review of the main theories and forms of proactive work behaviours, researched in organizational psychology over the last five years. Methods. Over a hundred academic articles from the core of Web of Science database with the highest citation index as well as domestic studies entered the Russian Science Citation Index (RSCI) were selected for the theoretical analysis. Search query included the term «proactive behavior». Based on the selected sources, the content of the main courses of the research of proactive behaviours was determined: proactivity resources (Personal Initiative, proactive motivation theory, Job Crafting), proactive behavior’s forms (voice, resource seeking, proactive helping) as well as proactive behavior in various areas (safety, customer service, staff socialization, career development, occupational health) has been described. Based on this analysis, possible directions for future studies to determine the relevant predictors of proactive behavior in the organization were suggested. Findings. Based on the analysis, possible prospects for future research to identify relevant predictors of proactive behavior in an organization are proposed. 1. Establishment of the most correct causal relationships in the dynamics of proactive behavior. 2. Analysis of the correspondence of various forms of proactive behavior to the realities of different ethnic cultures. 3. Studying the features of proactive behavior in a remote work environment. 4. Training and development of personnel in order to optimize the manifestation of proactive behavior. 5. Assessment of risks and negative consequences of proactive work behavior. 6. Multilevel analysis of proactive behavior (individual, team and organizational). 7. Proactive behavior in the context of organizational sustainability.

The constant growth of the software market as a process and a key result of innovative transformations, mainly referred to technical and technological innovations, has led to the rise of computerized work processes, a high degree of automation and dramatic changes in professional activities with increasing role of information and psychological support for personnel computer system training. Purpose. The purpose of this study is to consider the methodology of “technology acceptance” with the intensity of technological tools` usage as the main indicator identified by the metrics developed in the management of information systems and the problem area of humancomputer interaction. Several theoretical models widespread in foreign publications (the technology acceptance model, the unified theory of acceptance and use of technology, the model of personal computers utilization, the task-technology fit theory) but rarely used to analyze related problems of work psychology in Russia, are discussed. Psychological aspects of the formation and improvement users` behavioral intention to actively use information systems in the workplace appear to be the most underestimated, despite the development of the models mentioned within the socio-psychological theories. Findings. There is a little evidence of relevant studies in the domestic information space, and few studies have been conducted in the field of economics. According to the authors, further study of the technology acceptance phenomenon contributes to more complete information about the nature of psychological barriers associated with the computer systems utilization at the level of groups and individual workers.

At present, there is a shortage of domestic research focused on organization-based psychological ownership. Purpose. The research aimed to study the relationship between psychological ownership, engagement in organization and possibilities for the realization of motivators, assessment of the satisfaction with the organizational culture, organizational commitment, organizational citizenship behavior, and intention to stay in the organization. Sample: 106 Russian organizations employees, 65 women and 41 men. Study design. The methods used: The Organizational Commitment Questionnaire (OCQ) developed by L. Porter and adopted by V. Dominyak, The Possibility for the Realization of Motivators developed by V. Dominyak and E. Rodionova, author’s questionnaire to assess engagement in organization, author’s form to assess organization-based psychological ownership, Extra-Role Behavior Scale developed by B. Rebzuev, In-Role Behavior Scale developed by L. Williams and S. Anderson, Organizational Culture Assessment Instrument (OCAI) developed by K. Cameron and R. Quinn. Data was processed with: Pearson’s r and Spearman’s ρ coefficients, Multiple Regression Analysis (MRA), Structural Equation Modeling (SEM). Findings. We derived a model showing that the possibility for the realization of motivators is the predictor of psychological ownership, organization engagement and organizational commitment; psychological ownership determines organization engagement and organizational commitment; The model suggests that organizational engagement determines organizational citizenship behavior and organizational commitment determines intention to stay in the organization. Value of results. This model and coverage of the psychological ownership topic is the scientific novelty of this study.

In the literature on organizational psychology in recent decades have arisen numerous studies that apply positive psychology in an organizational context, such as positive organizational study including concepts of positive organizational behavior and positive organizational scholarship. Earlier, some researchers suggested that these concepts are similar, but other scientists have anopinion that these concepts have differences. Purpose. This article aimed to analyze various points of view regarding the concepts of positive organizational study: positive organizational behavior by F. Luthans and positive organizational scholarship by K. Cameron, and, on the basis of it, propose certain understanding of these concepts that could overcome contradictions that have arisen inthe literature. Methods. This study is based on analysis of literature and systematization of the theoretical and empirical material. Results. We analyze different approaches to the study of positive organizational study, created by F. Luthans — positive organizational behavior and by K. Cameron — positive organizational scholarship. Despite of the different points of view, researchers emphasizethe similarity of these concepts. They emerged almost simultaneously in the early 2000s from the disciplines of positive psychology, organizational behavior and development, prosocial organizational behavior, and community psychology. These concepts consider the processes that allow developing positive abilities of employee, teaching them to skills of positive organizational behavior. However, positive organizational behavior looks at the processes taking place at individual level, while the positive organizational scholarship discovers processes at organizational level. The value of the results.The conclusions gained after conducted theoretical analysis provide a generalized view and expand the understanding of the concepts of positive organizational behavior created by F. Lutans and the positive organizational scholarship by K. Cameron.

Today, millions of people work in the position of a “line manager”. However, despite the prevalence of the problem indicated in the title of the article, organizational and business psychologists pay insufficient attention to it, which is due to the lack of both a description of the problem itself and methods of working with it. Purpose. The purpose of the study is to obtain the highest quality nonstandardized material for the phenomenological description, analysis and construction of a generalized model of the postponed life scenario for line managers. To organize and conduct an empirical study, the following main research questions were formulated: 1) what is the content of the postponed life scenario for line managers? 2) how does the phenomenology of the postponed life scenario manifest itself in line managers? Method. The semi-structured interview method was chosen to collect primaryempirical material. The interview plan included 36 questions grouped into seven blocks. The design questions were based on earlier research by the authors. The collected material was subjected to categorical analysis and comprehension in accordance with the principles of the “grounded theory” approach. The final study involved four women and six men (line managers who report only to direct performers). Respondents are over 28 years old due to work experience. The online interview lasted an average of 60 minutes. Findings. The working conditions of line managers, requiring them to constantly and simultaneously solve many heterogeneous tasks (from providing tools, transmitting and monitoring the implementation of orders to replacing a sick or simply absent employee), accustomthem to a constant state of increased anxiety to monitor the ever-changing work subject (part of reality). As a result, many line managers are constantly overworking and postponing other (non-work) vital issues — personal, family, career, and more. In their dreams, most line managers leave this job (preparatory life), accumulate enough money, buy a house with a plot, live a calm, secure and decent “real” life. The value of the results. In addition to the undoubted scientific novelty and relevance of the new description, the study has a practical applied aspect, since when such specialists or their family members seek psychological help, it is necessary to orientate both in the reasons for the frequent neglect of solving current problems, and in the final versions of the proposed scenario for the future “real life”.

The series of two articles discusses the methodology and ideologemes of professional selection. The tendencies of historical changes in the state of various social objects (people, social groups, organizations, institutions), subject areas of psychology and disciplinary methodology, understanding of the content of social demand by psychologists are considered. Purpose. The purpose of the study is to critically analyze the theories and practices of solving problems of professional selection. The subject of the research is professional selection as a scientific and scientific-practical problem. Methods. During the study, historical and theoretical analysis and retrospective analysis of the results of empirical studies were used. Hypothesis: the formulation of scientific and scientifically practical problems is determined by the interaction of a number of factors — the evolution of social objects, actual and latent social demand, the state of the methodology and methods of the discipline, and others. Adequate methodological reflection of the state of social objects, forms of social inquiry, the state of methodology and methods of the discipline contributes to the success of solving disciplinary scientific and scientific-practical problems, while inadequate reflection reduces it. Findings. In conclusion of the second part of the article, it is stated that the main issues for psychologists should be the issues of not momentary employment of people and not filling vacancies. Permanent tasks should be the psychological support of the subject’s professional development during a person’s professional life, the study of the effects of joint activities, the search for conditions for the generation and use of intrasubjective resources. The priority subject of study should be not an individual person as a subject but working groups and teams (in which synergistic effects are possible due to the redistribution of work functions, due to the actualization of the complementarity of personal, intellectual, and other qualities and social roles). It is necessary to study not only the “real”, measurable “here and now”, but also the potentially “possible”. The tasks of managing and developing human resources require their solution not only within the boundaries of individual companies, but also on the scale of a network of organizations, industries, regions, and countries.

The article presents a thematic review of current trends in the development of management psychology, occupational psychology, and organizational psychology. The review is based on the analysis of research and publications presented at the II International Scientific and Practical Conference “Human Resource Management Psychology and Mentoring Ecosystem in a Changing Technological Environment” held at the Lobachevsky National Research University of Nizhny Novgorod in November 2021. International conference participants are university professors and lecturers from 13 countries from Canada and Europe to China. Russia was represented by scientists — psychologists of universities from 22 cities, including Moscow, St. Petersburg, Krasnodar, Rostov-on-Don, Yekaterinburg, etc. The article reveals the uniqueness of the situation related to the shift in the balance of human resource management components towards psychological orientation. This is related not only to the new technological paradigm and the VUCA world, but also to the changing work environment and the emphasis on the digitalization of employees’ activities. Problems of forming new competencies in personnel management, adapting culture of educational organizations to the requirements of companies, specificity of subject-information activity, the motivation and interests of employees in a new working on-line environment, distance training on psychic self-regulation, achieving psychological well-being of personnel, specifics of “human” organizations, civil behaviour of personnel, organizational culture and network analysis of communications, as well as ecosystem of mentoring, training of psychologists and lessons of work psychology history are discussed.

The article analyzes the development of business psychology based on the content and results of the Eighth International Scientific and Practical Conference “Business Psychology: Theory and Practice”, which was held on November 26–27, 2021 (NRU HSE, Moscow, Russia). The conference was prepared and hosted by a team of teachers and the HSE Master’s Program Alumni Club in Psychology in Business with the participation of the Association of Business Psychologists of Russia.The specificity of the modern stage of development of business psychology is singled out. In particular, focus on long-term projects, expanding the scope of presence in the educational, research, scientific and practical environment, the growing interest of researchers and practitioners in research and practical activities in the field of business psychology. Among the modern trends in the development of business psychology, one can single out the following: increasing attention to the personality in business (resistance, values, feelings), the consequences of experiencing stress, managing emotional stress, mechanisms of self-determination and development; search for a universal model of leadershipin extreme conditions; increasing the demand for prompt psychological assistance in the organization; growing interest in the ethics and competencies of a business psychologist.

On October 14–15, 2021, the III International Scientific and Practical Conference was held in Moscow conference “Current state and prospects for the development of labor psychology and organizational rational psychology". This conference has already become traditional in the scientific calendar and has been held every three years since 2015. The conference is organized by the Institute psychology of the Russian Academy of Sciences. The 2021 conference was dedicated to the 50th anniversary Institute of Psychology of the Russian Academy of Sciences (1971–2021) and the 90^th anniversary of the outstanding Russian scientist, professional Sora Vyacheslav Alekseevich Bodrov (1931–2012). The article presents personal impressions one of the participants in this conference.