Organizational Psychology

Purpose. The purpose of the study is two-fold: first, to translate the interpersonal solidarity scale and willingness to communicate (WTC) scale and adapt these measures to the Russian context; second, to investigate the relationship between WTC and peer-to-peer solidarity and supervisor-subordinate solidarity on a Russian sample. Methodology. Stage 1 involves: forward translation, synthesis, back translation, cognitive interviews, revisions, and pilot data sampling. Stage 2 employs factor analysis to group the scales’ items into distinct categories of solidarity and WTC and correlations to analyze the relationship between the elements of WTC and peer-to-peer solidarity and supervisor-subordinate solidarity. Data collection method involves formalized questionnaires with employees across various occupations and organizations in the Russian Federation. The sample includes 220 people (37% male, 63% female), representing various Russian organizations. Findings. We revealed the relationship between the elements of WTC and peer-to-peer solidarity: higher level of willingness to communicate corresponds to a higher level of peer-to-peer solidarity (Somers’ D = .179 at p <.05). WTC does not relate to supervisor-subordinate solidarity. So, we suppose that the employee can be unwillingto communicate, or it does not matter whether he or she has to communicate with their leader. The link between the variables of age and interpersonal solidarity in relation to the supervisor (Somers’ D = .124 at p < 0.05) requires further investigation and explanation. The older the employee, the higher their level of solidarity with the supervisor is. Young employees are less engaged in work and corporate culture in Russian organization even when it includes events and induction programs to young specialists, activities to retain and attract them. Value of results. Applications may indicate the possibilities of managing and influencing the interaction between supervisors and subordinates at workplace.