@ARTICLE{33704756_877567105_2023, 
	author = {Natalia Volkova}, 
	keywords = {, organizational social capital, generations at worksocial capital},
	title = {The framework for studying organizational social capital of generations (in Russian)},
	journal = {Organizational Psychology},
	year = {2023},
	volume = {13},
	number = {3},
	pages = {201-226},
	url = {https://orgpsyjournal.hse.ru/en/2023-13-3/877567105.html},
	publisher = {},
	abstract = {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.},
	annote = {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.}
}