Organizational Psychology

Maintaining the resilience of a specialist of subjects of professional activity is of great importance at any time, in any socio-economic situation and in any profession. This issue is especially relevant for specialists in extreme professions, when people’s lives depend on their effectiveness, coherence, and efficiency. Purpose. The authors present the results of an empirical study aimed at identifying the psychophysiological and socio-psychological characteristics of subjects of extreme activity with an optimal level of resilience depending on professional experience. Design. The study involved 268 specialists with an optimal level of resilience. The following tests were used: Author’s socio-psychological survey, The diagnosis of interpersonal relationships (DMO) by L. Sobchik, The testf or accentuated personality characteristics by K. Leonhard — H. Schmieschek, The brief personality multifactorial questionnaire (SMOL) by V. P. Zaitsev, the simple visual-motor reaction test (PMR). Methods of mathematical statistical data analysis included the calculation of a nonparametric statistical criterion for independent samples (the Kruskal — Wallis H-test and the Mann — Whitney U-test) and the calculation of the Spearman correlation coefficient. Findings. It was found that theformation of a professional occurs by 10–15 years of service and professional activity. The experience of professional activity does not affect the individual characteristics of subjects of extreme activitywith an optimal level of resilience. Interpersonal interaction in the process of acquiring professional experience is transformed along the trajectory from congruent relationships to a combined type of communication. The psychophysiological status of extreme profession’s specialists with an optimal level of resilience and with more than 20 years of professional experience meets the requirements of the profession due to the professionalism achieved. Value of the results. Professional activity, whichincludes an extreme component at the content level, is a special type of activity with the presentation of increased physical, psychological and psychophysiological requirements for a person, the consideration of which contributes to the successful performance of service and work tasks and the prevention of psychosomatic, psycho-vegetative and pathological changes in the subject of activity.

Purpose. The purpose of the study is to identify the nature of the influence of the features of professional activity on the spatial-temporal and value-semantic components of the image of the world of thecrews of ships and aircraft. Methodology. As professional determinants of the image of the world, the experience of the relevant professional activity, its type, as well as the usual duration of the flights performed were analyzed. The type of professional activity of the crews of sea vessels was established by the fact of belonging to the command staff or the ship’s crew, as well as the watch or watchless type of service, for the crews of aircraft — by belonging to the flight or cabin crew. The study involved 90 sailors of Russian cargo and fishing vessels, as well as 80 crew members of Russian passenger aircraft. Results. The specific lifestyle associated with the expansion of the spatial and temporal boundaries of professional activity, especially manifested in long-distance voyages and long-distance air travel, causes the enrichment of the image of the world with new meanings and values. A pronounced and prolonged change in the parameters of the life environment, and, accordingly, the lifestyle of the crews of ships and aircraft, causes the formation of a new, professional chronotope for them. The described professional activity is characterized by a constantly recurring movement from one chronotope to another and back, having a cyclical character. The most productive for the formation of the image of the world is the average duration of the flights performed, which allows balancing the positive and negative psychological effects of the described types of professional activity. Conclusions. The specifics of the professional activity of the crews of ships and aircraft determine the features of the spatial-temporal and value-semantic components of their image of the world. The type and length of professional activity in this case turn out to be less significant determinants compared to the predominant duration of voyages or air travel. Such duration, being a specific characteristic of the described professions, determines the degree of gap between the “home” and “flight” lifestyles alter nating with a certain rhythm. The value ofthe results lies in the possibility of their use in the practice of psychological support of the professional activities of the crews of ships and aircraft.

Purpose. The principal aim of the study is to explore the association and impact of managerial leadership on employee happiness in private universities. The study has two objectives. First, to check the association between managerial leadership and employee happiness. Second, to inspect the impact of managerial leadership on employee happiness. Method. The study has used social exchangeand human relation theories as a basis of research. Through a structured questionnaire, data for thestudy is collected from academicians working in private universities in Punjab. The Punjab region is chosen because it is rapidly expanding as an education hub. The study’s relevant sample is calculated using the G*Power software. This software-generated a sample size of 159 respondents. Collected data is analyzed using SPSS-23 software and results are drawn. Findings. The findings of the study exhibit that managerial leadership and employee happiness both are co-related. There is a significant impactof managerial leadership on employee happiness. Managerial leadership is considered as a predictor of employee happiness in the formation of a regression analysis. The computed regression results betweenmanagerial leadership and employee happiness. Managerial leadership is considered an independentfactor in this study, whereas employee happiness is considered a dependent factor. The study further concludes that positive managerial leadership helps to bring happiness among academicians and viceversa. Value of results. The literature on managerial leadership and employee happiness is very limited therefore, the present study makes a unique contribution in this area and adds value to the extant literature.

Purpose. The study aims at revealing the role and meaning of perceived leader expectations and beliefs in nurses’ high performance. Study design. This qualitative descriptive study included ten nurses and two supervisors who were selected using purposive sampling technique and theirs two supervisors. Data were collected by semi-structured interviewing and evaluated using content analysis. Findings. The data revealed four themes of the Pygmalion effect on nurses’ performance, and these themes represented four consecutive steps of the pygmalion effect. These themes stated as the “Pygmalion process” were conceptualized as 1) formation, 2) transmission, 3) perception and internalization, 4) reflection, respectively. Leaders’ expectations about nurses’ performance and success, and their beliefs about nurses’ abilities were found to be important for nurses. When these beliefs and expectations were perceived by nurses, they resulted in high performance. Nurses, who perceived positive expectations conveyed by leaders through different channels, had the tendency to respond to these expectations with high performance. This expectation effect emerged within a four-stage process, and this process included the emergence of the expectation which was formed before the first impression, and the steps of a complex process transmitted through many verbal, nonverbal, formal and informal communication channels. Research limitations. the small number of participants in the study can be considered as the first limitation. The sample size should be increased with more participants (study groups) to develop more comprehensive understanding with future studies. Since the data of the study is based on selfreports, possible response bias can be considered as another potential risk, and this situation was tried to be overcome by interviewing the head nurses as well as the nurses. Considering that positive leader expectations can be an antecedent to different positive organizational outcomes as some other recent studies showed, searching for the relationship of the Pygmalion effect with different outcomeswill contribute to the literature. This study conducted with the nurses examines the Pygmalion effect of the leaders’ positive expectation. For future studies, holistic research can be carried out by choosing healthcare employees using the expectation effect, and other versions such as Galateas and Golem. Value of the results. This is a qualitative study on the relationship between perceived leader expectations and beliefs in nurses’ high performance by evaluating the role of Pygmalion effect.

Purpose. The purpose of this study is to investigate the mediating role of job satisfaction in tandem with the moderating role of organisational commitment and income in employer branding and organizational citizenship behaviour relationship in the context of Bangladesh banking sector. Method. Data were collected from surveying 211 employees of private banks in Bangladesh through a structured questionnaire. Findings. The findings of the study demonstrate that employer branding is positive in organizational citizenship behaviour. Additionally, job satisfaction partially mediates the employer branding and organizational citizenship behaviour relationship. Lastly, both organisational commitment and income significantly moderate the job satisfaction and organizational citizenship behaviour relationship. Vаlue of results. The outcomes of the study incorporate considerable amount of knowledge into employer branding, job satisfaction, organizational commitment, and organizational citizenship behaviour literature. More precisely, the moderating role of organizational commitment and income between job satisfaction and organizational citizenship behaviour is a unique contribution of the present study which will believably enrich the literature of the existing organizational citizenship behaviour predominantly used in the Bangladeshi banking sector.

Purpose. This paper investigates service workers’ emotional aspects, including affectivity, emotional labor, and emotional exhaustion during the COVID-19 pandemic. Methodology. This papertests the hypotheses by analyzing data from 250 service workers in Indonesia responding to online questionnaires. Findings. The result shows that workers with positive affectivity respond positively to the new work measures during the COVID-19 pandemic and do not feel emotionally exhausted. Meanwhile, for the workers with negative affectivity, new work measures evoke their emotional exhaustion. Research implications for practice. The present study suggests that service workers with negative affectivity are prone to negative consequences amidst the crisis, hence managers should pay more attention to them. Further, this study suggests the organization initiate training and development programs regarding service delivery during the crisis, as the quality of services given by the workers are at risk during thecrisis. Value of the results. This study empirically establishes that during the time of crisis, affectivity, emotional labor, and emotional exhaustion interact differently compared to the normal time.

The article discusses the main approaches of domestic organizations to the implementation of labor adaptation programs. Purpose. The analysis of the key socio-psychological and organizational aspects and methods of managing the process of labor adaptation, the stages of implementation of adaptation programs. Method. For theoretical and methodological analysis, topical works on social psychology and with an interdisciplinary approach were considered — a review of approaches in the interpretation of the concepts of “socio-psychological” and “labor” adaptation was conducted, practical methods of implementing the processes of organizing labor adaptation, the formation and implementation of adaptation programs were considered. The article also reflects the peculiarities of mentoring as an important component of the implementation of labor adaptation programs. As an illustration of the influence of organizational culture on aspects of the implementation of labor adaptation programs, the article presents some results of a comprehensive study of various organizational cultures. Results. There is insufficient attention to the organization of personnel adaptation in modern Russian organizations and insufficient expression of elements of organizational cultures, such as employee cooperation, mutual assistance, exchange of knowledge and experience, which play an important role in the implementation of adaptation measures for new employees. Based on the theoretical analysis and research data, the author proposes criteria for evaluating the results of labor adaptation and a typical structure of the labor adaptation program, which can be used in planning and analyzing the effectiveness of adaptation measures based on understanding the degree of involvement in the processes of its key subjects: the adaptant — mentor — manager — reference group (work team) — responsible representatives of the personnel service organizations.

Purpose. To investigate the approaches to resistance to change and readiness for change, focusing on their distinctions. Methodology and study design. Bibliometric analysis of publications related to attitudes toward organizational changes from 1948 to 2022, identifying the main research directions and their key aspects, comparing concepts and approaches, and revealing the main differences between overcoming resistance and fostering readiness for change. The study utilized co-citation analysis and thematic analysis. Findings. Four main research streams related to resistance to changeand readiness for change were identified: 1) “individual-psychological” stream, 2) “group” stream, 3) “institutional and strategic” stream, and 4) “agency” stream. It was found that resistance to change and readiness for change have different prerequisites. Conclusions and implications for practice. The study highlights the differences in approaches to dealing with resistance to change and unpreparedness for change. Overcoming resistance to change is reactive and requires active involvement from the leader, for example, demonstrating transformational behavior, supporting employees, and resolving conflicts.This sets it apart from the proactive creation of readiness for change, which can primarily focus on informing employees.

Purpose. To investigate differences in life satisfaction, degree of frustration, as well as neuroticism and personal anxiety among employees with and without vertical career growth. Methodology. The study was conducted in two stages: at the first stage, 447 employees of Russian enterprises engaged in various fields of activity were interviewed. When determining the type of careerdevelopment, the instructions of the manager and the employee’s self-esteem, promotion through the service hierarchy, the increase in the level of responsibility and salary were considered. The final sample consisted of 276 employees aged 25 to 55 years with at least three years of work experience, divided into two groups: employees with horizontal career development (n = 168) and employees with verticalcareer development (n = 108). At the second stage, the following methods were used: E. Diener’s life satisfaction scale (SWLS); L. I. Wasserman’s method of diagnosing the level of neuroticism, modified by V. V. Boyko; V. V. Boyko’s method of “Determining the state of frustration”; the method of “Personal Anxiety Scale” by Spielberger, Russian-language adaptation by Yu. L. Khanin. The obtained data were checked for the normality of the distribution by the Kolmogorov — Smirnov criterion in groups. To identify significant differences in the groups, the data were processed using the Mann — Whitney U-test in the IBM SPSS Statistics 23.0 program. Results. Significant differences were identified in the emotional and personal characteristics of employees with and without vertical career growth. Employees with vertical career growth have higher life satisfaction, and the degree of frustration, anxiety, and neuroticism is lower than employees without vertical career growth. Findings. The results can be used for consulting on career choice, secondary professionalization, professional burnout, professional deformation, professional image. It is important for an employee to develop his own criteria for professional growth; determinethe speed of development and understand whether it is carried out in principle.

The rapidly growing gig economy is bringing a new economic revolution throughout theworld. India is the next frontier of this revolution, with its demographic dividend of a half-billion labour force and the world’s youngest population, growing urbanization, widespread use of smartphones and related technologies. In this context, this brand — new analysis offers detailed viewpoints and suggestions on India’s gig-platform economy, which employs millions of people. As a result, many corporations increasingly rely on gig workers to do their work done. Employee engagement and organizational citizenship behavior may have an impact on employees’ productivity. Purpose. The purpose of this study is to investigate the impact of employee engagement on gig workers’ productivity through organizational citizenship behavior as an intervening variable. Method. This study was done with 197 respondents who are working in IT industry. The data is gathered through a questionnaire.The data analysis employs descriptive, exploratory, and inferential techniques. Findings. The study’s findings showed that employee engagement has an impact on organizational citizenship behavior and organizational citizenship behavior has an impact on gig workers’ productivity. Implications forpractice. The findings suggest that organizations should focus on creating an engaged and committed workforce while promoting positive behaviors that contribute to organizational goals. By doing so, they can enhance gig workers’ productivity and improve their overall performance.

Human resources are the most important determinants of the success of any organization with a significant effect on achieving organizational objectives; hence, identifying and determining the determinants of their labor motivation plays a very decisive role in increasing their productivity and improving their quality of work. Purpose. The present study aimed to determine the determinants of employees’ labor motivation at high-tech enterprises based on F. Herzberg’s two-factor motivation theory. Study design. In a descriptive-analytical cross-sectional study in 2022 among nine knowledge based enterprises in Tehran, 144 individuals were selected by the simple random method and the questionnaires were distributed among them, and the necessary data were collected. Findings. Theresearch results indicated that from the respondents’ perspective, intrinsic (mental) effective factors were more important than extrinsic (hygiene) factors. Recognition and appreciation, job position, and progress and development were the most important intrinsic factors, and job security, salaries and wages, and the way of supervision were the most important extrinsic factors affecting labor motivation. The results indicated a statistically significant and positive relationship between intrinsic and extrinsic factors at the confidence level of 0.01 and a negative relationship between the education level with hygiene factors at a significance level of 0.05 and a positive relationship between the education level and motivational factors. Among the demographic variables, there was a positive and significant relationship only between the two variables, age and job experience, at a 0.01 level.

Purpose. The article clarifies the specifics of professional identity, in relation to the activities of teachers at Russian universities in the context of the active introduction of «digital» technologies into the educational process. Professional identity is understood in the broad context of the professional development of the individual and his relationship with other participants in the educational process (with university administrations, with developers of «digital» programs and employees of technical support groups, with «auxiliary technical personnel» of their departments and faculties). Findings. The main risks of deformation and distortion of professional identity are seen in the fact that with too complex and hasty introduction of «digital» technologies into the educational process, some teachers master them with great difficulty, and then their self-esteem, self-respect, despair and even thoughts about their professional failure may decrease. At the same time, the most undesirable consequence of this may be the general substitution of the priority of the high goals ofeducational activity with «digital» means of carrying out this activity. As a result, there may be situationswhere successful and recognized teachers who work according to the old reporting formats, but who have difficulties in mastering and using new «digital» tools, may turn out to be «intellectual outcasts» in their departments and faculties. These teachers themselves will lose their sense of professional pride, self-esteem and self-identification. Implementation for practice. The article discusses promising options for the prevention of such conditions and recommendations for various participants in the educational process to mitigate the problems associated with the introduction of «digital» formats in the educational activities of universities.