Organizational Psychology

Purpose. High rate of innovative development in companies requires effective trainings for innovative leaders. It is possible to optimize organizational trainings through group differentiation basedon determining personal barriers in leaders’ development. Some personal barriers of its development (motivational, stylistic, role-based), which were determined in the research of innovative leadership resources, have led to the specific research, and the results of the mentioned research are submitted in the article. Stady design. 165 industrial managers took part in the research (120 males and 45 females). Measure: 1) ‘Multifactor Leadership Questionnaire’ by B. Bass, B. Avolio to diagnose leadership styles; 2) ТАТ by H. Heckhausen to determine achievement motivation; 3) Role Relations of Social Subjects toCreative Personalities V. G. Gryazeva-Dobshynskaya et al. to diagnose social identity, existential valuesand socio-cultural attitudes. The selection fell into four groups by levels of transformational leadership and net hope score. Sample differentiation aimed at distinguishing managers’ groups with high and low leadership indicators, and within them distinguishing managers’ groups with high and low net hopescore. The correct reference to the groups comprised 93.9%. Findings. According to diagnostics data of leadership styles, achievement motivation, social identity there were held discriminant analysis, and factor analysis in each group. Managers’ differentiation by levels of transformational leadership and net hope score gives differentiation effect by role identity indicators (with roles of Rescuer in a critical situation and Female Deputy Chief), sociocultural position ‘Individual’ and also by values of life, game, labour. Group differentiation by leadership indicator rate (‘leaders’ and ‘managers’), and within themgroups by level of the net hope indicator (‘optimists’ and ‘pessimists’) determined specific barriersof the innovative leadership. Value of results. The barriers determined at the research of innovative leadership prove the necessity to optimize organizational training through its differentiation and directing it on the personal development, leaders’ personal and professional competence increase.

Purpose. This study investigates the interplay between spiritual well-being, organizational commitment, job satisfaction, and stress management among nurses from hospitals in Saint Petersburg, Russia. It aims to understand how these factors are interconnected and how they can impact each other. Methodology. This study is a descriptive research design using regression analysis. A sample of 431 nurses from hospitals in Saint Petersburg was selected using stratified random sampling. Four valid questionnaires on job satisfaction, organizational commitment, spiritual well-being, and stress management were completed by the participants. Findings. The study findings showed that job stress was negatively correlated with the other three research variables. Additionally, the analysis revealed that spirituality, organizational commitment, and job stress were significant predictors (p < 0.05) ofnurses’ job satisfaction. Originality. This study concludes that spirituality, organizational commitment, and job stress are significant predictors of nurses’ job satisfaction. Furthermore, it proposes that giving importance to providing spiritual assistance and growth opportunities to workers could result in lowered job strain, amplified allegiance to the organization, and greater levels of job gratification within the nursing personnel.

Purpose. This study explores the relationship between organizational reputation and organizational assimilation among Russian employees. Method. To reflect the Russian business culturemore closely, the present study takes organizational ownership type, private-owned enterprises vs. stateownedenterprises, and organizational founding time (before 1985 vs. after 1985) into consideration. In total, 237 full-time employees from the Perm region of the Russian Federation participated in this study, 117 males (50.4%) and 120 females (49.6%). Organizational Assimilation Scale and Organizational Reputation Scale were used for survey. Collected data were analyzed using multiple regression analysis. Findings. Analysis revealed that employee assimilation is positively associated with organizational reputation. In other words, employees who are more willing to accept the organizational culture and feel their work is appreciated tend to perceive their organizations more favorably. Employees workingin SOEs established before 1985 perceived lower level of organizational reputation than those inprivate-owned enterprises. In addition, the positive relationship between organizational assimilation and organizational reputation was stronger among state-owned enterprises founded before 1985 than those founded after 1985. Value of results. The findings of this study suggest that employee behaviorsare profoundly influenced by historical, sociocultural, political, and economic factors in Russia. Further implications and limitations of the study are discussed.

Purpose. This study examines the impact of job content plateau on the professional development of a group of employees. It looks at the likelihood that workers going through a job content plateau would decide to make developmental idiosyncratic bargains to affect their careers. People can handle the adverse effects of job content plateau and boost their career commitment through developmental idiosyncratic deals as an employee’s psychological contract for learning new skills. This study evaluated the moderating effect of a proactive personality, which is a component of positive psychology because individuals with proactive personalities are more likely to choose developmental idiosyncratic deals. Study design. Byusing survey at three points of times, information was gathered from 421 executives working in various industries throughout India. A hierarchical multiple regression analysis was performed to evaluate the hypotheses in this case. Findings. According to the study’s findings, developmental idiosyncratic deals serve as a mediating factor that can trigger the link between job content plateau and career commitment via proactive personality. In this study, career commitment, proactive personality, developmental idiosyncratic deals, and job content plateau merged into a single model by using empirical data fromIndian executives. Implications for practice. Offer some recommendations for increasing employee’scareer commitment and avoiding job content plateau by facilitating developmental ideals. Research limitations. Indian employees made up the sample of respondents. Additionally, the majority of the mare in the middle of their career. These particular characteristics limit how widely other trail samples and countries will adopt these findings. Value of the results. Overall, the model provides a strategy basedon applied psychology’s developmental aspect and proactive personality to deal with the adverse effects of job content plateau.

Purpose. This study aims to investigate how psychological safety act as an antecedent of unethical pro-organizational behavior. Drawing from social exchange theory, we examine the role ofjob insecurity as a mediating variable along with moderation of employee proactive personality onthe said association. Study design. Data were collected using a survey structured questionnaire fromChinese managers (N = 135) from service and manufacturing companies in Hefei. Smart PLS was usedto analyze the data. Findings. The result showed that job insecurity mediated the relationship between psychological safety and unethical pro-organizational behavior. However, the results also revealed that a proactive personality does not moderate the relationship between psychological safety and job insecurity. Findings also suggest that supervisors should be conscious that workers who are at risk of being firedmaybe engage in unethical pro-organizational behavior just to keep their job safe. Such behavior can beharmful to the company in the long term, so managers must be careful and prompt in upsetting such behavior. Implications for practice. By statistically evaluating relationships between psychological safety and unethical pro-organizational behavior, the findings provide insight into social exchange theory and practice in the service and manufacturing industries. In the long run, managers must understand factors other than moral principles that influence employee commitment. Originality. To the best of the authors’ knowledge, this is the first study that precisely investigates psychological safety as an antecedent of unethical pro-organizational conduct with the mediation function of job insecurity.

Purpose. This descriptive study aimed to determine the leadership styles, communication styles, and organizational cultures and their relationship among the top managers. Methodology. A combination of the adopted and researcher-made questionnaires was utilized to gather the data among 115 department heads, deans, associate directors, directors, campus administrators, and vice presidents of one of the colleges in the Philippines. It was interpreted using frequency counts, percentage, mean, median, standard deviation, and Pearson correlation. Findings. Results revealed that most top managers “observed” authoritarian and laissez-faire leadership styles while “rarely observed” democratic. They “often observed” all communication styles, such as activist, pragmatist, theorist, and reflector. Also, they “mostly observed” accommodating organizational culture while often observed headstrong, precise, animated, introverted, convincing, and down-to-earth. There was a statistically significant relationship found between the following: laissez-faire leadership style and activist communication style; authoritarian leadership style and down-to-earth organizational culture; democratic leadership styleand down-to-earth organizational culture; laissez-faire leadership style and animated and convincing organizational cultures; activist communication style and headstrong, precise, animated, introverted, and convincing organizational cultures; reflector communication style and precise, animated, down-toearth, introverted, convincing, and accommodating organizational cultures; theorist communication styleand headstrong, precise, animated, introverted, and convincing organizational cultures; and, pragmatist communication style and all organizational cultures. Implications for practice. Top managers were embedded with various personalities and cultures. These differences did not constrain the connection towork harmoniously and effectively. Instead, it brought an opportunity to create a relationship that would link towards attaining the organizational goals. Value of the results. This paper used different leadership styles, communication styles, and organizational cultures that were excluded from the previous studies. The results will augment the existing literature on self-evaluation and leadership and management.

Purpose. The purpose of the research is two-fold: first to examine whether the hospital size impacts the patient perception of service quality, and second to identify the service dimensions from the patient perception that vary by hospital size. Study design. The study has been conducted by collecting primary data from the patients who visited these hospitals using SERVPERF with an analysis of the variancemethod. The primary data was collected from 150 patients of five different hospital sizes. Findings. The findings reveal that from the patient’s perception, the hospital size exerts a significant influence on the healthcare service quality level within Indian Government hospitals. Research implications. The findings of this research are expected to assist healthcare administrators in making better resource planning and implementing effective strategies that can enhance their patient satisfaction. Value of results. There is a dearth of research that applies the most widely used SERVPERF model of measurement to explore how hospital size influences the patient perception of service quality. This study fills this gap by presenting a new perspective using SERVPERF with an analysis of the variance method on primary data.

Purpose. An engaged employee will become an asset of an organization. This study aims to assess the impact of engagement on employee motivation and was carried out in public and private sector banks in South India. Study design. Population of the study contains of employees of public and private sector banking employees of South India. A sample size of 200 was taken from four banks (two each from private and public sector) for the study. Nature of work, interpersonal relationship, pay allowances, pleasant working environment, redressal of grievances, personal growth and career development, training and development, loyalty towards job, and personal factors as the elements of employee engagement and motivation as dependent variable were considered. Correlation and regression tests were applied for analysis. Findings. The Cronbach’s alpha for the scales have confirmed the reliability of the study. Also, the correlation values between the factors and the variables were significant at p < 0.05, the regression analysis have clearly shown a positive impact of engagement on employee motivation. Value of the results. The study provides thought provoking managerial ideas inorder to increase motivation levels by improvising employee engagement in the organizations.

Purpose. The purpose of this study is to examine how affiliative humour, which can bedefined as a positive humour style focusing on enhancing connections, is associated with collaborating, compromising, and avoiding conflict management styles in organisations. Study design. An online survey was conducted following the convenience sampling method to test the proposed hypotheses. The sample consisted of 257 teachers working at public schools in Adana, who are master’s degree students in Adana Alparslan Turkes Science and Technology University, Turkey. Exploratory factor analysis, correlation analysis, and regression analysis were conducted in line with the research goals. Findings. As a result, affiliative humour was found to be significantly correlated with compromising and collaborating. Nonetheless, avoiding was found to have no significant relationship with affiliative humour. Compromising was the only significant variable in the regression model, which explaineda limited variance in affiliative humour. Implications for practice. Managers may deliberately tend to “produce” humour to benefit from it in conflicting situations. Nonetheless, managerial control for theuse of humour does not guarantee the expected productivity. Therefore, employees may be advised to acknowledge the benefits of positive humour styles — in case of this study, affiliative humour — inmanaging interpersonal conflicts. Value of the results. To the best of the authors’ knowledge, a limited number of studies exist focusing directly on the association between affiliative humour and interpersonal conflict. Hence, the results are considered to fill the gap in the literature by clarifying that compromisingis the only conflict management style that has a positive impact on affiliative humour.

Purpose. Development and testing of a resilience training program with healthy lifestyle practices in groups of workers exposed to harmful occupational factors aimed at increasing resistance to negative social effects and motivation for healthy behavior. Design. 12 participants from different professions took part in the testing of the developed training seminar program “Improving hardiness with healthy lifestyle practices”, aimed at teaching self-help techniques in stressful situations. For the background and final psychodiagnostics of the indicators of the professional and personal spheres of the seminar participants, diagnostic tools were used, which included standard tests and questionnaires: the “Hardiness” test; the DAP questionnaire (Differentiated Assessment of Performance); the “Well-being — Activity — Mood” questionnaire; the Spielberger — Khanin technique. In parallel, anthropometric data was measured (weight, height, waist size, blood pressure, pulse rate, oxygen saturation). The dynamicsof the state of autonomic neurohumoral regulation of the training participants was assessed by theparameters of heart rate variability (HRV) using an electrocardiograph “VNS-Rhythm” and software“Poly-Spectrum-Rhythm” (“Neurosoft”, Russia). The input (background) and final (after the end of theseminar) values of standard temporal and spectral HRV indicators characterizing the activity of the parasympathetic, sympathetic and humoral-metabolic links of heart rate regulation were recorded (Bayevsky, 2002). The results were processed statistically with the calculation of the Wilcoxon T-testand the Spearman coefficient. Results. Comparative analysis revealed positive dynamics of a numberof indicators of professional and personal spheres among the participants of the training seminar, an increase in functional reserves and a decrease in the degree of tension of regulatory systems, a correlation between the indicator “Well-being” and the relative value of the power of high-frequency waves of the HRV spectrum. Implications for practice. When developing comprehensive health-saving technologies in the workplace, it is necessary to apply a training form of training in health-saving practices to increase hardiness.

Purpose. The article presents the results of an empirical study of a number of personal characteristics of the leaders of the production teams of the enterprise JSC “Voronezhsintezkauchuk”. Method. The sample (N = 86) consisted of three groups balanced in terms of the number of respondents: (1) heads of successful departments; (2) leaders of satisfactorily successful divisions; (3) heads of lagging units. Primary data were collected using four methods: “Machiavellian scale”; “Motivation of professional activity” questionnaire, “Diagnostics of leadership abilities” inventory, “Motivation for success and avoidance of failures” questionnaire. Findings. It was revealed that the most successful leaders of production teams are characterized by a high level of internal motivation of professional activity, an average level of external positive motivation, as well as an average level of leadership qualities. In addition, most of the interviewed leaders demonstrate a high level of Machiavellianism and a predominance of orientation towards achieving success. Value of results. The data obtained emphasize the significant role of the motivational profile and the severity of leadership qualities for effective management and substantiate the practical significance of studying the personal qualities of successful leaders in companies of various profiles and organizational and psychological specifics.

Purpose is to develop the framework for studying the organizational social capital of generations. Approach. Both external (organizational factors) and internal (individual characteristics) key determinants of consolidation and accumulation of organizational social capital of generations (OSCG) are considered by using the system and complex approaches. Its impact on organizational effectiveness is described through attitudinal and behavioral objectivation. Findings. 1. The OSCG can be considered as a disposition of the highest level, since the basis for its accumulation is the general value orientations acquired during the period of socialization or growing up of an individual in a certain sociocultural and historical period. Concurrently, generations in the workplace are studied in the context of quantitative (time frame, number of representatives, and number of generations) and qualitative (for example, value and life orientations) parameters. 2. The OSCG is formed under the influence of such elements of the organizational environment as organizational culture, social components of work design, and the organizational reputation, including the employer brand. 3. The accumulation of OSCG can be analyzed through the socio-psychological characteristics of the employee’s personality (relatively stable personal resources) and demographic characteristics (gender, work experience, organizational status, age). 4. The results of the OSCG impact on the effectiveness of the organizational activities can be measured through attitudinal (organizational commitment, engagement, satisfaction, and psychological well-being of staff members) and behavioral objectification (performance, innovation activity, career success and turnover intention). Conclusions. OSCG can be defined as a set of communication bonds and resources that create the basis for collective action in the organizational and external environment. They are formed by a group of individuals born within a certain period, whose general socialization was influenced by the same historical, political, and economic events. The originality of the research is the development of the concept of the OSCG framework.

Purpose. The article analyzes the contradictions of the modern world of professions and the medical profession. Based on this, the goal is determined: the study of the value-motivational attitude of medical workers to professional activities. Method. Sample included employees of medical institutions in Krasnoyarsk (N = 70). Measurements: “Unfinished sentences”, “Color test of relationships”, “Meaningful orientationtest”, “Career anchors”, “Diagnosis of the motivational structure of personality”, “Integral satisfaction with work”. Data processing: descriptive statistics, cluster analysis (using the future neighbor methodin Euclidean space), determination of significant differences (Mann — Whitney U-test). Findings. General trends in the value-motivational attitude of respondents to professional activities are the initialdesire to help, to be useful to people, combined with the need to receive evidence of the significance of their professional contribution, saturation in professional activities meaningful life orientations, prioritization of career orientations to service, professional competence and integration of lifestyles.The values of freedom, health, communication, self-realization, doctors and creativity have a highe motional significance. With a high degree of positive emotional significance in relation to oneself, the significance of other subjects of professional interaction is less expressed in descending order: colleagues, patients — manager — relatives of patients. The treatment itself has a more positive emotional significance than the reception situation and working conditions. The emotional attitudeto wages is distributed in equal proportions in favorable and unfavorable areas of significance. The desired levels of satisfaction of the motives of creative activity, comfort, among nursing staff and life support, exceed the real ones. High satisfaction with relationships with colleagues and with their own professional achievements, with moderate interest in work, claims in professional activity, its attractiveness in comparison with the attractiveness of high earnings. With the help of cluster analysis, three groups of respondents with characteristic features of the value-motivational attitude to professional activity were identified. The group with the most productive attitude to professional activity is characterized by its high meaningfulness, a pronounced positive attitude towards oneself, success, future, interest in work, a low level of desired comfort in the work sphere, satisfaction with the need for social status and achievements in work. The group with the least productive attitude to professional activity is characterized by its low meaningfulness, low desired levels of satisfaction of various needs in the work sphere, except for the expressed need for comfort, and low job satisfaction.

A number of little-studied and debatable aspects of the problem were defined as openquestions. In the second article (part 2), the actual tasks of studying a career at the present stage of its evolution include: analysis and forecast of the historical evolution of the “professional career” phenomenon, development of a conceptual apparatus, development of concepts for managing a subject’s professional career throughout his working life. Purpose. To study of professional career(PC) as a historically evolving phenomenon. Approach. Hypotheses: 1. In different conditions of thesocial environment (historical, geographical, economic, professional and technological, corporate culture of the organization, etc.), the PC phenomenon manifests itself in a peculiar way in its general, special and individual properties. 2. The study and description of the PC phenomenon at its present historical stage involves the development of a conceptual apparatus consistent with the actual tasks being solved. 3. The management of the PC of subjects involves considering the current and future tasks of organizations and the state, the tasks of developing a person as a subject and personality. Methods: historical-theoretical, subject-categorical analysis. Findings. It is stated that the previously proposed approaches and concepts act as prototypes for subsequent concepts with expanding variations in the explanation of the phenomenon; a wide conceptual apparatus is used; discusses awide range of factors that determine the success of a person’s career; there are tendencies to shift theattention of scientists to the cognitive aspects of career choice; at the turn of the XX–XXI century. careermanagement technologies focused on counseling and assistance to representatives of different social groups began to be actively developed; different aspects of the PC are considered in different scales of time and space, but the professional life of a person is not generalized and integrated into the whole; the role of negative circumstances, life and professional crises remains outside the subject field; the career problem is developed mainly within the framework of the paradigm of individual rather than joint activity. Originality. As an addition to the historically established, the concept of “Managing the subject’s professional career”, the experience of developing a conceptual apparatus is proposed.

This paper continues the series of studies prepared by the authors focused on theory and methodology of studying the organizational social capital. Purpose. The aim of the article is to outline the main directions of socio-psychological support for social capital consolidation on the basis of the conceptual model of organizational social capital. The conceptual model includes three main indicators: 1) socio-psychological components of social capital, determining the content of this phenomenon. The components of social capital are: mutual trust of employees, commitment to the goals and values of the organization, adherence to norms and rules, maintaining the reputation of the organization at all levels of social interaction; 2) positive factors, and 3) negative factors of formation of social capital in the organization; 4) objectification of social capital, indicating its influence on the socio-psychological processes in the organization. Methodology included the substantiation of four directions of socio-psychological support of consolidation of organizational social capital: theoretical, methodological, applied, and practical ones. The theoretical direction means a comprehensive analysis of scientific literature on the problems of social capital. Theoretical support makes it possible to determine the range of basic problems, develop the structure of social capital of organizations, and analyze the main socio-psychological factors influencing its consolidation. The methodological direction of social capital support research is necessary to identify the main difficulties of its study, to develop socio-psychological research methods and techniques. A methodology for studying social capital relies on principles of General Psychology as well as on specific principles of Social Psychology. The system approach to the analysis of social capital of the organization allows to identify its indicators such as the level of development, factors, and stages of formation, functions, and the main types of social capital of the organization. Applied research proves the reliability and validity of the methods used, their compliance with the chosen topic. In the process of empirical research there is an opportunityto compare the level of development and features of social capital of different organizations. Practical possibilities of socio-psychological support provide formation and development of social capital in the organization. Findings. Socio-psychological support of social capital passes through six stages and ensures reliable consolidation of social capital. At the first stage it is expedient to acquaint employeesof the organization with the basic problems of Social Psychology and the theory of social  consolidation of social capital is carried out. At the fourth stage, it is advisable to conduct personnel coaching and psychological counseling. At the fifth stage group discussions are held, during which employees dicuss problematic issues of the organization’s activity. The sixth stage is devoted to creativity and organizational development training, during which employees suggest and discuss ways to increase the consolidation of social capital in a particular organization. Originality. The step-by-step system of socio-psychological support of the social capital of the organization was developed.

The tenth conference on business psychology continues the tradition of discussing areas and methods of psychological support for business from the perspective of a new, integrated approach. In the current external and internal conditions for business development in Russia, it becomes especially important to develop efficient production, create new jobs, strengthen the positive image of business in society, etc. Will entrepreneurs and company managers be able to take advantage of the difficulties that business faces and find new resources for development? This largely depends on their mastery of business psychological technologies, which are aimed at increasing the effectiveness of organizations and people in business.