Organizational Psychology

After a severe long-term illness on February 11, 2022, a member of the Editorial Board of our journal Evgeny Emelyanov, one of the authors of the first scientific monograph in Russian “Psychology of business” (Emelyanov, E. N., Povarnitsyna, S. E. (1998). Business psychology. M.: Armada). In 1994, he founded the STEP Consulting Center company. In 2000, Evgeny published an article in the Journal of a Practical Psychologist, which was devoted to the practical aspects of organizational psychology (Emelyanov E.N. (2000). The practice of consulting on organizational development and organizational psychology. Journal of a practical psychologist, 5–6, 72–78). Since 2011, Evgeniy has been involved in the activities of the Organizational Psychology journal.

Purpose. The study is devoted to identifying and describing of the professionally important qualities severity features of bailiffs with different professional performance. Study design. In total, 277 bailiffs took part in the study. Research methods: performance parameters were assessed using the expert assessment method by heads of departments, as well as self-assessment of employees; the “cost” of the activity was assessed using questionnaires and psychological testing; professionally important qualities were assessed using test methods that assess the civic, motivational, intellectual, communicative, organizational, emotional and volitional characteristics of a person. Statistical methods: descriptive statistics, two-stage cluster analysis and multivariate analysis of variance. Findings. As the study result of efficiency parameters, all employees were divided into groups withhigh and medium efficiency by means of two-stage cluster analysis, and with respect to the “price” ofactivities — with high and optimal ones. When correlating various efficiency and the “cost” of activities options, we have developed four professional performance types of bailiffs: 1) high performance (high efficiency and optimal “cost” of activity), 2) efficiency due to the “cost” of activity (high efficiency at ahigh “cost” activity), 3) average performance while conserving resources (average efficiency with anoptimal “cost” of activity), 4) reduced performance (average efficiency with a high “cost” of activity). As a result of the study, it was found that bailiffs with different types of professional performance have different professionally important qualities, while most of the differences are observed in the groups of intellectual, communicative, volitional, emotional and organizational qualities. Practical implementation. Analysis of diagnostic methods and techniques used in the periodic assessment of personnel made it possible to establish the need to include additional techniques for assessing professional motivation, which may cause a decrease in performance.

Purpose. Purpose is to describe the current situation and different impacts of demographic variables such as gender, age and marital status on employees’ job satisfaction, job performance and their relationship during the COVID-19 pandemic in Vietnam. Clarify the levels of influence among different job satisfaction groups on job performance and vice versa, the levels of influence among different job performance groups on job satisfaction. Study design. Data were collected using a survey for a convenient sample of 485 employees working at clothing and footwear factories in industrial zones of Hanoi and Hochiminh city Vietnam. Findings. Employees have lower job satisfaction and average job performance. The findings have no statistical difference from those before COVID-19. The cluster analysis results show that there are two employee groups, divided by the level of job satisfaction aswell as job performance. There is no statistical significance difference by gender in employees’ job satisfaction and job performance. Married people are more satisfied and have better performance than unmarried people whereas the young have lower job satisfaction and job performance than the older (p < 0.01). The job satisfaction group also indicate higher work performance than the one with lower job satisfaction. Correspondingly, the good performed group have greater job satisfaction than the one with average job performance (p < 0.01). The results reveal surprises about the role of relationships and salary. Relationships (colleagues, supervisors) have a strong impact on job performance of the job satisfaction group and on the job satisfaction of the good job performance. Meanwhile, salary has astrong impact on the performance of the less satisfaction group and on the job satisfaction of the average performance group. Implications for practice. Offer some recommendations for increasing employees’ job satisfaction and job performance, facilitate sustainable development to the organization. Value of theresults. The study compares the difference in the influence level of job satisfaction on job performance when clustering employees into groups of high and low job satisfaction. Likewise, the study also analyzes the impact of performance groups on employees’ job satisfaction.

Women entrepreneurs face many obstacles while managing their businesses and developing successful ventures over time. The long-term sustainability of their business reflects their entrepreneurial skills. Specific forces empowered the entrepreneurial drive of women entrepreneurs, keeping them satisfied and engaged in their ventures. Purpose. The study aims to examine the issues and challenges women entrepreneurs face in rural areas and the motivational factors that drive a woman to stay onthe path of entrepreneurship. Method. This study examined the motivational factors and challenges by investigating 20 women entrepreneurs of Uttarakhand. This study has employed a qualitative approach known as Interpretative Phenomenological Analysis (IPA) to analyze the data. A semi-structured questionnaire was prepared, and data is collected through in-depth interview. Findings. Four major themes emerged as significant findings of this study, i.e. individual and family-related Challenges; Challenges posed by Society, Challenges due to Location and Motivators for woman entrepreneurs.

Purpose. This paper aimed to shed light on the phenomenon of heroism among nurses by conducting semi-structured interviews with a purposive sample of nurses of a well-known hospital in Jordan in January and February 2021 who stood up against the COVID-19 virus pandemic. Those nurses were exposed to the risk of being infected and possible death in a critical and uncertain situation. Design. The study described the lived experiences of those nurses, identified the meanings of those experiences, and clustered those meanings in themes guided by the descriptive phenomenological view of Husserl and using the descriptive phenomenological analysis method of Colaizzi. Findings. The study highlighted several elements related to heroism derived from nurses’ experiences, i.e., the hero understands the risky situation, has the desire to help others, is confident, faces stressors, benefits from the existing supporting system, copes positively, and ends up with positive outcomes. At last, the study proposed a model for heroism. Value of results. The study opens the door for understanding the phenomenon of heroism basedon the nurse’s lived experiences and its impact on individuals and organizational performance. The study recommended teaching heroism to people and preparing them for risky situations as a strategy for business continuity during crises. Also, the authors encourage scholars to conduct further qualitative and quantitative research about heroism in other contexts considering cultural differences, various work environments, and crisis types.

Purpose. The purpose of this study was to determine the eustress and distress of employees during the pandemic. Method. The participants of this study were the employees who work from home during COVID-19. Semi-structured interviews were applied to 21 employees from various public institutions and private companies in the Jakarta area. This study is qualitative research; the choice of this design is to study the phenomena that occur among employees when faced with a pandemic condition and are required to change the way they work and maintain the independence of research results. Findings. Workload, poor communication, and work pressure are types of distress experienced by participants. The way how employees perceive and how to adapt these parameters of distress depends on setting work priority scales. However, they also have the influence of positive stress in sharing time with family and flextime. The participants, little by little, can divide their time and finish the work ontime. From this study, it can be concluded that most of the participants chose the work priority scale asan essential part of this issue vital in this case. With the passage of time, the workers will be more activein the way they solve problems. The pandemic will not end soon, but the ability to start a new life (new normal) is a necessary to survive.

Purpose. This paper aims at studying the role of informal personal ties as a source of resistance of middle management to digital transformation on the example of logistics company converting into a platform. Methodology and study design. Individual response of each middle manager is deeply rooted in the context of a specific situation and therefore the context should be considered. The manager of the project along with his team conducted the interviews with the 12 organizational members and gave authors access to their written notes that had been collected throughout the interviews. Based on these data the authors proceeded, applying purposeful sampling to selecting a total of six cases that provided valuable insights into different forms of behavior of individual managers, the social dynamics in the firm at the time of change, and how the resistance was overcome. The authors build their analysis on C. Geertz‘s concept of thick description. Findings and implications for practice. The analytical view taken of the presented cases of resistance shows how they are all uniquely interwoven with the events that accompanied the digital transformation process. The middle management resistance may be associated with the desire to maintain personal ties with customers, carriers, and colleagues, since the changes necessary for the transition to a platform business change the roles and responsibilities, and, therefore, can threaten their networks of informal ties with internal and external stakeholders. Decisions taken to accommodate resistance behavior rather than confront it, can lead to the creation of new networks. Such investments may convert key personnel with high social standing among colleagues quickly into change agents.

The article deals with an issues of evidence-based management (EBMgt) practice among leaders and managers of companies in the medical sector, and heads of medical clinics. The results of the first in Russia study of the behavior patterns of the leaders of the healthcare market are presented and their assessment is given from the standpoint of evidence-based management. The article highlights the key differences in the organizational psychology of different segments of organizations in the healthcare market. Goals and objectives: to study the management practices of managers inthe medical sector, comparing it with similar practices among the heads of medical sites. Determine the patterns of behavior of managers and characterize them from the standpoint of evidence-based management. Develop recommendations for HR staff on HR policy and corporate training. Materials and methods. The sample included 118 managers ─ heads of medical clinics (49%), Russian (19%) and foreign (32%) managers. Results. Higher awareness of the concept of evidence-based management was among foreign managers. The use of information sources in decision-making differed dependingon the type of activity. Managers working in companies selling medical products were more likely to realize the importance of corporate culture in making managerial decisions. All leaders believe that management is a skill that can be learned. The share of managers who regularly summarize their experience and share it with colleagues is approximately the same in all three subgroups. In groups of leaders with more than 10 years of experience and related to top management, there are more of thosewho are familiar with the concept of evidence-based management and use more than four sources of information when making managerial decisions. Conclusion. The results obtained are an important step towards the implementation of the practice of evidence-based approach both in companies and inmedical organizations, which can be used by HR departments to assess personnel and conduct training.

Purpose. The purpose of the study is to highlight the factors of female professional mentality that determine women’s attitude to professional activity in conjunction with other aspects of life, to which marriage and family, educational, financial and health spheres. The construction of semantic spaces and the analysis of the role position “I myself” allows us to understand how they are accepted and shared by the respondents. Study design. The following methods have been used: 1) analysis of thematic literature and official documents; 2) a survey to identify existing attitudes, stereotypes, norms regarding women’s roles; 3) questionnaire, compiled in accordance with the psychosemantic method of multiple identification by V. F. Petrenko; 4) factor analysis (principal component analysis with subsequent rotation of the factor axes by the Varimax method with Kaiser normalization). Statistical data processing was carried out in the SPSS Statistics 17 and STATISTICА 10. Findings. As a result of factor analysis, six factors were extracted: 1) attitudes of professional success / failure; 2) careerism / family orientation; 3) orientation towards public opinion when choosing a profession / success is not associated with a career; 4) attractive appearance; 5) emancipation; 6) tradition. Implications forpractice. The research materials can be used in the development of programs related to measures of social support for mothers and children, professional educational programs, adaptation of foreign approaches to the organization of female employment. Value of the results. The research results can be used in the development of legislative, informational, educational and artistic projects for women, where the identified factors of the female professional mentality can be supported, adjusted or neutralized depending on the strategic objectives of the state in the use of female labor potential.

Purpose. The article presents the results of an empirical study of differences in the levels of educational and work motivation, existential fulfillment, stress and anxiety among medical university’s students working with patients with COVID-19 during the pandemic. Method. The sample (N = 163) consisted of three groups balanced by the number of respondents: students working with COVID-19 patients on their own volition; working with COVID-19 patients as part of mandatory practical training; not working with patients during the pandemic. Findings. It was revealed that students who voluntarily work with patients with COVID-19 demonstrate statistically significantly higher rates reflecting the internal nature of motivation to study and to work compared to students involved in working with COVID-19 as part of compulsory practice. Moreover, the group of volunteer students showed statistically significantly higher rates of existential fulfillment and ability to withstand stress compared to the group of students working with COVID-19 as part of compulsary practice and compared to the group of students not working with patients during the pandemic. Value of results. The data obtained emphasize the significant role of intrinsic motivation of medical students to learn and master professional activity for their subsequent medical work in the practical health care system.

The COVID-19 pandemic has become a sudden global threat to business which raised theissue of organizational resilience — the ability not only to maintain productivity during a crisis, but also to ensure strategic development. Human resources play a key role in these processes, butthe accumulated experience did not give an answer to the question of how to manage them in the current situation. Purpose. The purpose of research is to study human resource management (HRM) practices in Russian companies in response to the coronavirus crisis and to determine their role in the development of an organization’s ability to be resilient. Study design. The empirical research design is based on qualitative methodology. Based on the data of the Association of Managers People Investor 2020 competition project applications 18 cases were studied on the anti-crisis measures taken in the field of HRM. Using a comparative analysis of cases, both common and unique HRM practices, their characteristics and methods of implementation were identified. Findings. The findingswere compared with a theoretical model on the impact of an organization’s cognitive, behavioral and contextual capabilities in developing resilience. As a result, a list of HRM practices was formed, the implementation of which entails the development of the organizational capacity for resilience, which isnecessary to successfully overcome the crisis and prepare for future shocks. The considered theoretical model was supplemented by a description of HRM practices, most of which contain a set of tools for their implementation. The importance of developing contextual conditions for resilience during acrisis is emphasized, among which the most important practice in a modern crisis is the creation of a safe internal environment for an organization through the introduction of well-being practices, which demonstrated the role of organizational ambidexterity in enhancing resilience. The main contribution of the research presented in the report to the scientific literature on organizational resilience is the definition of modern practices of human resource management in a situation of uncertainty with afocus on the overall business strategy of companies. Practical implementation. From a practical point of view, the research results can be the basis for maintaining organizational resilience by identifying tools for implementing people management practices and enhancing the role of HRM.

Purpose. Identifying the right people for the right jobs is crucial to maximizing employees’ job performance. Although the literature has consistently found a positive relationship between person-job-fit (P-J fit) and job performance, little attention has been given to the underlying mechanisms of the relationship. The present study proposed a parallel mediation model to investigate the hypothetical mediating roles of job satisfaction and work engagement in the relationship between self-reported P-J fit and job performance. Methodology. A total of 361 employees from the service sectors across multiple organizations in Malaysia answered the P-J fit scale, Job Satisfaction Survey, Utrecht Work Engagement Scale, and Individual Work Performance Questionnaire. Findings. Pearson correlation analysis showed that all the four variables were positively related to each other. Mediation analysis using the PROCESS macro found that P-J fit is indirectly associated with job performance through work engagement but not job satisfaction. Further analysis, however, supported the mediating role of job satisfaction when work engagement was controlled. Implications for practice. The findings indicate that work engagement playsa stronger role than job satisfaction. Employees with a better fit for the job are more engaged in their jobs, and that the high levels of work engagement would in turn positively relate to job performance. Value of the results. Organizations may consider improving the levels of work engagement of employees or lowering the factors that reduce the levels of work engagement to improve the job performance of employees with high P-J fit.

There is limited literature on organizational citizenship behavior (OCB) studies. It is vital to do a bibliometric analysis to understand the study of OCB. The Scopus database was searched using a bibliometric study from the oldest publication in 1991 to the most recent issue in 2020. Purpose. A purpose of this bibliometric study is to evaluate researchers’ contributions to OCB literature, leading journals on OCB studies, applications of OCB in various countries, and applications of OCB in different sectors, and the number of publications and total citations in the OCB study from 1991 to 2020. Method. To evaluate and interpret OCB, this study used a bibliometric method. This research is basedon the Scopus database, Google Scholar, Mendeley, and literature. There were 120 papers in the Scopus database from 1991 to 2020. Findings. Various pioneering researchers made significant contributions to the OCB literature. The most productive journal was the Journal of Applied Psychology. According to the cite score 2019 analysis, the journal with the highest cite score was the Annual Review of Psychology.The leading countries in the OCB study are the United States and China. The education sector has gained more importance for the highest number of articles. The highest number of publications and citations are received in 2012 and 2001. Value of results. This study provides information and scope for future research. This research will enable the researchers and institutions in understanding the OCB study.