Organizational Psychology

Purpose. The objective of the study is to analyze the contribution of subjectively perceived physical and psychological qualities of the office environment (the “healthy” office) to the personal, family, and organizational psychological well-being of employees. Methodology. The sample consisted of 319 respondents aged 19–72 years (220 women, M = 40.8 ± 13.9 years), with an average work experience of 17.1 ± 12.8 years, predominantly Russians, representing various professions. To assessthe qualities of a “healthy” office, the People in the Office and the Perceived Restorativeness Scales were used. Personal psychological well-being was measured using the Warwick-Edinburgh Mental Well-being Scale (WEMWBS), family well-being with the Love and Affection Scale, and the Family Climate Scale, and organizational well-being with the Organizational Cynicism Scale. Findings. The results showed that a “healthy” office environment, particularly parameters such as External Infrastructure, Internal Communications, Ergonomics, Freedom of Action at the workplace, and the connection of work to the employee’s professional narrative, significantly contributes to personal, family, and organizational well-being. Often, this contribution is not direct but mediated through restorative aspects of the environment such as Being Away, Fascination, Compatibility. However, Being Away as an opportunity for rest at the workplace reduces personal and family well-being but not organizational well-being. Only work experience, and not the duration of stay in the office or the convenience of its location, directly contributes to certain aspects of well-being. Value of the Results. The study provides empirical support for the concept of a “healthy” office as a factor affecting employees’ psychological well-being and builds predictive models describing the contribution of various qualities of a “healthy” office to different aspects of psychological well-being. The results can be used for effective organizational management.

Purpose. This article analyzes the connection between belief in a just world and the manifestation of compensation in building social stereotypes — attributing more competence and lesswarmth to those at the higher rungs of the social hierarchy, and more warmth and less competence to those at the lower rungs. Although compensation aims to harmonize relationships and mitigate social inequality by allowing to be perceived as more just, the connection between belief in a just world and the manifestation of compensation in perceiving inequality is not studied enough. Method. 82 physicians, 86 nurses (brothers), 84 orderlies and 83 workers in other specialties, of whom 168 were females, participated in the study, average age was 33.2. Participants completed an online questionnaire that included an assessment of stereotypes of physicians, nurses (brothers), and orderlies on three qualitiesof warmth and three qualities of competence and the Belief in a Just World questionnaire adapted from S. K. Nartova-Bochaver with colleagues. Findings. The results analysis showed a difference in the structure  of the connection between belief in a just and the manifestation of compensation depending on the position in relation to the hierarchy and the place occupied in it. The hypothesis about the manifestation of compensation in the assessment of stereotypes of medical workers was partially confirmed. Both for doctors and observers, the comparison of groups by competence in all cases corresponds to objective differences in qualification. Contrary to the hypothesis, doctors consider their group to be less warmthan competent. Nurses (brothers) consider their group, as well as the group of doctors, to be more competent than warm. In all other cases, neither in the assessment of warmth and competence with instereotypes, nor in the assessment of the ratio of warmth between groups, compensation is present among nurses (brothers). The hypothesis about the connection between belief in a just world and compensation was also partially confirmed. In intergroup comparison, belief in a just world is associated with competence among nurses (brothers) and orderlies (cabinets), who occupy a subordinate positionand probably need to explain their place due to insufficient skills. Value of the results. The obtained results allow us to speak about the asymmetry of the manifestation of compensation in relation to superior and inferior workers. In relation to inferior workers, compensation is manifested only in one case, namely: among doctors in relation to nurses. In all other cases — only in relation to superior workers.

Purpose. This study aimed to explain the interaction between job crafting and employee-driven innovation through the mediating role of perceived organizational support and employee engagement. Study design. This study proposes a sequential mechanism that prevails among the variables with an aim to improve organizational performance. The sample consists of 594 employees in the Indian IT industry. The research applied SPSS and SPSS AMOS to develop a measurement model and PROCESS MACRO Model 6 to analyze sequential mediation. Findings. Job crafting leads to employee-driven innovation through perceived organizational support and employee engagement. The findings indicate that organizations can develop innovative employee behaviors by promoting job crafting. In addition, the key drivers were employee perceptions of organizational support and engagement at work. Implications for practice. The study’s results offer a model that encourages job crafting and employee-driven innovation through perceived organizational support and engagement. Organizations can develop a mechanism to encourage employees to adjust and modify their work to innovate processes and products. Organizations can ensure innovative employee behavior through a supportive and engaging work environment. Value of the results. To date, there needs to be more studies investigating the sequential relationship between job crafting, employee-driven innovation, perceived organizational support, and employee engagement. This study employs a multi-level analysis to promote a new association between job crafting and employee driven innovation. Although earlier studies have tested different relationships between variables, the methodology and investigated model contribute to the available literature.

“Generation Z” represents a significant portion of the workforce. By addressing the concernsof Generation Z quiet quitting through learning agility and work engagement, organizations can design a human resources strategy to build a more resilient and thriving workforce. Purpose. This study examine show perceived organizational support moderates the relationship between learning agility and work engagement toward Generation Z quiet quitting in Central Java, Indonesia. Method. A descriptive quantitative survey method was adopted in this study. Data were collected from 239 Generation Z employees in Central Java, Indonesia. The data was analyzed using PLS moderating structural equation modeling. Findings. This study found that perceived organizational support was a pure moderating variable in the relationship between learning agility and work engagement toward Generation Z employees quiet quitting. Organizations can develop enhanced retention strategies for Generation Z employees by learning about their unique traits and preferences that consider generational differences, organizational and cultural contexts, and workplace changes. The findings of this study provide a new knowledge and strategy that may be used to reduce quiet quitting, which can be tailored to fulfill the needs of Generation Z employees and lead them to be more engaged and committed workforce.

Artificial intelligence is critical in high impact service industry as it has the potential to significantly enhance consumer wellbeing by improving service accuracy, efficiency, and precision.However, the rapid integration of artificial intelligence into the workplace has resulted in fear and anxiety related to implementation, as well as a general dissatisfaction and discontinued usage of the system. In theory, organizational context and policy have a significant impact on user attitudes towards and intent to use artificial intelligence. Purpose. This study examined expanded the Technology Acceptance Model using bootstrap mediational analyses on a sample of employees in organizations that utilize narrow artificial intelligence within the high impact service industry (i.e., healthcare, law, finance) in Canada and the United States. Method. The sample (N = 78) consisted of 46.3% males, 49.9% females, and 3.8% who preferred not to say. All participants in the sample were full-time employees, ensuring that each participant had adequate exposure to the organizational norms and practices. Participants for this quantitative correlational study were recruited from organizations who utilize narrow AI or are the system developers of the AI. Interested individuals accessed the survey by usingthe link in the recruitment materials to an on-line survey hosted on the Survey Monkey platform. The questionnaire included items about communication climate, AI-communication climate, procedural justice, AI-procedural justice, training and development opportunities, AI training and development opportunities, perceptions of AI system, trust in Narrow AI, direct trust in AI, behavioral intent to use, experience and beliefs in AI. Findings. Study results demonstrate that more positive perceptions of procedural justice and communication climate relate to positive perceptions of usefulness and thus, trust in AI which in turn, relates to higher levels of intent to use.

Purpose. The aim of this study is to clarify the influence of job satisfaction on organizational commitment, with a pension contribution scheme as a mediating variable. The study employed life cycle theory and pension productivity theory to clarify the interaction of the variables used to describe the mediating role of pension contribution systems in the context of job satisfaction and organizational commitment. Method. The research used a “structural equation modelling’ approach to examine the gathered date. For analysis purpose, a cross-sectional survey design was developed and empirically verified with data (N = 550) obtained from a random sample of Lagos state government workers. Findings. Results showed that job satisfaction (β = 0.75, t =12.49; p < 0.05) was positively and significantly associated with pension contribution schemes. There is also a significant positive correlation between job satisfaction (β = 0.58, t = 5.85; p < 0.05) and organizational commitment. This means that job satisfaction and pension contributions are predictors of organizational commitment. Pension contribution schemes were also shown to partially mediate job satisfaction and organizational commitment with β-value of0.16 and p-value of 0.000. The results are presented taking into consideration the relevant research as well as the practical implications for the governments and private organizations at all levels to pay greater attention to the financial well-being and social security of retired workers. Velue of results. The novel theoretical contribution that was made by this current study is its emphasis that pension schemes are the platform through which job satisfaction and organizational engagement pave the way for the financial well-being and social security of employees in retirement.

Although the problem of leadership styles in organizational psychology is quite popular, and relationships with the manager are important for employee motivation, in Russian-language psychodiagnostics there are no valid and reliable psychometric tools for assessing the behavioral styles of managers that can predict the motivation and well-being of employees. Purpose. The aim of the studyis to create a Russian-language questionnaire which describes three styles of interaction between the manager and the employee, which assesses one motivating style — Supportive and two supervisor’s demotivating styles — Frustrating and Indifferent (Huyghebaert-Zouaghi et al., 2023). Method. Using a sample of Russian employees (N = 267, 62% women), it was shown that the adapted Russian version of questionnaire TMIB-S is a valid and reliable measure. To test the convergent validity of the questionnaire, a battery of questionnaires was used, including measures of work motivation, basic psychological needs, persistence, job satisfaction, and work format. Findings. The results of the study showed that, firstly, the three subscales demonstrate satisfactory indicators of internal consistency (Cronbach’s α not lower than 0.78), which confirms its reliability; secondly, the results of CFA show that it reproduces the three-factor structure of the original questionnaire, which indicates its factorial validity; thirdly, direct and inverse relationships of leadership styles with intrinsic and different types of extrinsic work motivation, basic psychological needs, persistence, and satisfaction with management and work speak for the construct validity of the questionnaire. It is shown that supportive interpersonal style is a predictor of autonomous motivation, satisfaction of basic psychological needs, as well as persistence and satisfaction with management. In contrast, frustrating and indifferent styles are predictors of controlled work motivation and low satisfaction with management. Implication for practice. The questionnaire can be used by both researchers and practitioners to assess supervisors’ interpersonal styles and predict the quality of work motivation and well-being of employees.

Purpose and methodology. The review of modern foreign and domestic publications is aimed at generalizing information on the impact of research performance evaluation on the stress level of scientists. Findings. A scientific performance evaluation is assessed differently within psychological and managerial discourses. Psychological studies are focused on publication stress and show its destructive power. Data on stress caused by evaluation was obtained in studies developed within theframework of economic, political and sociological theories and, for the most part, describe a resistancestage rather than exhaustion stage. Data from qualitative studies in these disciplines made it possibleto identify and describe additional stress factors. There are external factors: competition, sanctions, external control, opacity of the assessment process, changes in assessment rules, changes in norms and values of the scientific environment. Internal factors are overwork, high demands on oneself, responsibility, role conflict. Stress reduction is facilitated by management techniques of buffering and support. These could also be some personality traits (career focus, passion, high level of intellectual capital, young age, internalization of norms of evaluative culture) and professional status (high personal performance, weak financial dependence on evaluation, employment in the field of natural sciences). Research limitations. The mechanism of influence of evaluation on the occurrence of stress is a chainre action, during which evaluation, affecting the object, generates (activates) a number of stress factors.The results of all studies agree that evaluation causes a tension reaction. However, there is insufficient data on the exhaustion reaction. Actual knowledge level does not allow us to separate the assessment from other factors that influence the occurrence of destructive consequences of stress, and makes it relevant to form samples that include employees who have experienced the exhaustion stage. It is hypothesized that discipline-oriented assessments with a transparent and stable procedure cause lessstress. Stress prevention measures include informing employees in advance of changes in criteria and procedures and aligning performance requirements with disciplinary standards. Value of the results. Heterogeneous data obtained as a result of qualitative and quantitative studies in various scientific disciplines are summarized. The differences between psychological and managerial discourses in understanding the problem are indicated. The understanding of stress factors in scientists is expanded.

In today’s globalized world, business circles require not only economic literacy but alsointer cultural competence, especially in the context of interactions between Russian and Eastern business cultures. Purpose. The aim of this study was to examine the conditions for the development of intercultural sensitivity among Russian business representatives in their interactions with partners from Eastern countries. Method. Based on a thematic analysis of semi-structured interviews with 42 participants, the study analyzed how specific triggering events and conditions influence the development of intercultural sensitivity, explored the role of cultural distance, and assessed the impact of intercultural sensitivity on professional effectiveness. Results. The results showed that extensive experience working in culturally different contexts, particularly in Eastern countries, enhances intercultural sensitivity, which in turn contributes to increased professional effectiveness. Respondents with a high degree of sensitivity better adapt to cultural differences, improving interpersonal communication and solving organizational tasks. Additionally, triggering events and conditions (such as the novelty of the cultural background, conflict situations, negative emotions, and reduction of distance) were identified ascontributing factors in this process. Cultural distance affects the motivation to develop intercultural sensitivity, where a greater distance stimulates interest in studying the culture, while a smaller distance limits the motivation to learn about cultural specifics until triggering events occur. Experienced respondents noted that adaptation to cultural differences directly enhances productivity, where as lessexperienced individuals did not notice the impact of cultural understanding on their work. Specialists who perceive cultural differences as a barrier experience difficulty in effective interaction and require specialized theoretical and practical training to work with Eastern countries. Value of results. The study demonstrates that successful interaction and the reduction of cultural barriers are directly linked to an increased level of intercultural sensitivity, which, in turn, fosters deeper understanding and improves professional outcomes. This highlights the importance of developing intercultural skills as a key component for enhancing the effectiveness of international business cooperation.

Purpose. Study of the relationship between professional identity and face concerns of employees of Russian business organizations in the context of their professional burnout. The paper considers the mediating role of face concerns in this relationship. Study design. The study was conducted in an online format using questionnaires for assessing professional burnout (MBI) by C. Maslach and M. P. Leiter, professional identity (MIPI) by L. B. Schneider and face concerns by S. A. Ting-Toomey and J. G. Oetzel. Correlation and regression analysis methods were applied, as well as mediation analysis to assess interactions between variables. The target expert sample: employees of Russian business organizations (N = 246), holding different positions, aged from 20 to 66 years, with a total work experience of at least five years. The gender composition of the sample was uneven: 170 women and 76 men. Finding. Professional identity is negatively related to emotional exhaustion and depersonalization. Self-face is positively correlated with a higher level of burnout, while mutual-face and other-face are associated with lower burnout rates. Gender differences were also found. Women more often use other-face and have more pronounced signs of emotional exhaustion. Conclusions. The data obtained emphasizes the importance of managing employee interaction strategies to preventburnout. Face concerns can have an impact on the psycho-emotional state of employees, which opensopportunities for the development of preventive programs focused on improving work communication and supporting professional identity.

The article deals with the problem of describing the strategy of responsive behavior of small group members. Purpose. The aim of the study is to investigate the differences in the performance of small group members in the process of solving a game task in a situation of uncertainty in the presence and absence of implementation of the strategy of responsive behavior by a group member. Study design. The study involved 112 undergraduate psychology students distributed into 16 groups — eight experimental and eight control groups. Size of the groups: five–nine participants. The empirical study was divided into four stages: preliminary, training, main experimental and final. We used the method of experimentation, ‘Methodology for the identification of personal and situational anxiety’, methodology ‘Leadership effectiveness’, as well as the author’s developed tools: a questionnaire aimed at identifying the most inclined to display responsive behavior of a group member; training program of responsive behavior strategy; case study aimed at determining the degree of learning the material of the training program of responsive behavior strategy of the participant. Findings. It was found that there are differences in the performance of small groups in a situation of uncertainty due to the responsive behaviour of the participants. It was found that the implementation of the model of responsive behaviour is possible through learning and practicing its stages within the training program. It is shown that the strategy of responsive behaviour consists of stages in accordance with the alignment with the imperatives of co-creative activity. Conclusions. Manifestation of the strategy of responsive behaviour by a participant of a small group on creation of a joint-creative type of joint activity in a situation of uncertainty reduces situational anxiety of group members, improving the emotional state of players, and increasing the effectiveness of using resources to find a solution while saving time for the answer and the number of game cards. The closeness of the participant’s assessment of his group by the characteristics of uncertainty determines the propensity of the group member to responsive behaviour, acting as a basis for highlighting the level of his leadership potential. Use by specialists in career development, human resources, psychological support for employees and students in training, building motivation systems and identifying potential leaders in teams.

Purpose. Amid the increasing importance of subjective well-being in shaping employees’ work outcomes, especially amidst growing health concerns and the adoption of hybrid work models, HR practitioners are actively seeking effective strategies to enhance employee well-being. The aim of this study is to develop and validate a scale for assessing autonomy in hybrid work, and subsequently, investigate the potential impact of autonomy on the subjective well-being of employees. Methodology. Data were gathered from employees working in the Banking, Financial Services and Insurance (BFSI) sector in Bengaluru, India in the form of a survey from a sample size of 440 employees. Devellis methodology was followed for the scale development and multiple regression analysis was used to test the hypotheses. Findings. Autonomy in hybrid work positively related with employee well-being, with location autonomy (31.4%) being a significant contributor to this positive association followed by scheduling autonomy (17.4%) and time autonomy (7%). However, the dimension of decision-making autonomy did not show a significant relationship with subjective well-being. Research implications for practice. This research assists decision-makers in understanding the ramifications of different forms of work autonomy on workforce well-being and grasping the evolving landscape of organizational psychology. Researchers can utilize the developed scale to scrutinize autonomy’s effects on diverse employee outcomes, such as productivity and job satisfaction across various industries and countries, thereby augmenting the scale’s generalizability. Originality. The literature review indicates that there is no prior study conducted in India or any other country within the evolving context of hybrid work similar to the present study.

Purpose. Purpose of the study: study and description of the profession as one of the forms of human labor activity, as a historically evolving phenomenon capable of generating new phenomena. Hypotheses: 1. Historically, the forms and types of human labor activity change, which “crystallize” in a few stable forms. 2. There are many different manifestations of forms and types of human labor activity, which are always culturally determined. 3. Complex, multifaceted social phenomena (work, profession, career, etc.) can be adequately represented through consistent systems for their description. Object: phenomena “labor” and “profession”; subject: forms of human labor activity. Methods: subject-categorical analysis, historical-evolutionary analysis. The experience of implementing an integrative, problem-based approach in the analysis of the phenomenon of labor (more precisely, the forms of human labor activity) is presented. In the first part of the research work (Tolochek, 2024) a theoretical and methodological analysis of literary sources was used, in the second (this work) a historical-evolutionary approach; in the third — the results of empirical research. The understanding of labor (work) in Marxism by humanists (T. More, T. Campanella) and scientists is critically examined. The historical conditions for the origin and formation of the three main forms of human labor activity (work, craft, profession), their characteristics, and evolution are analyzed. It is summarized: the three identified forms are a derivative of not only the technologies of activity, but also the social organizations of human communities in different historical eras; they are social constructions in which technologies of objective activity are immersed; they are special sociocultural environments in which a person finds himself, to which he is forced to obey, which leave him greater or lesser opportunities to change his activities and himself as an actor. Findings. A definition of three forms of human labor activity is proposed. Work is an activity represented by many individual actions that can be combined in different ways, divided, distributed among different performers, and carried out at different times. No special training is required for the subject. Craft is an activity that exists technologically as a whole, culminating in the production of a final product (service) in each space-time; preparation of the subject is one-time in one space-time. Profession is a specialized activity of an organized set of people with a wide range of discrete technological processes for the production of the final product from source materials with its separate preparation at each individual stage of technology, in which people as subjects participate to a limited extent — in the production of part of the product. Subject preparation is repeated, carried out in different space-time. The historical trend in the evolution of all forms is a decrease in the importance of human physical survival and an increase in the opportunities and conditions for his self-realization in the world of work through the construction of socio-cultural environments. These patterns can and should be used to design the professions of the future, or more broadly, various forms and types of human labor activity.

Despite the active introduction of artificial intelligence in various spheres of the economy at the moment there is a lack of developed methodological and conceptual foundations of decision support based on modeling of human-artificial intelligence interaction, which are important for symbiotic interaction “human — artificial intelligence”. Purpose. The aim of the paper is to consider the peculiarities of symbiotic interaction of two decision-making agents: human and artificial intelligence, as well as to describe the characteristics of the user, methodological aspects of human-centered design of decision support systems in professional activities. Method. A brief review of ideas regarding human decision making, modern decision support systems is given and a variant of modeling of human-artificial intelligence interaction is proposed. Current views on the problem of matching and interaction between agents are presented. On the basis of several available models (TAM, UTAUT, UTAUT2, TTF, IDT, IAAAM) a single frame of interaction between the user and artificial intelligence in the decision-making process is presented. Findings. Groups of user characteristics are identified: working (role, stage of professionalization and level of expertise, working context) and personal (cognitive, emotional and behavioral). It is assumed that, based on them, an intelligent agent can adapt the process of information interaction with the user according to the following characteristics. Implementation for practice. By doing so, we can expect to clarify responsibilities, increase trust and optimize the joint decision-making process by structuring and portraying the user. Thus, we can expect to clarify the boundaries of responsibility, increase trust and optimize the collaborative decision-making process through structuring and user portraiture. The results of the analysis can be used to further refine the interaction model, factor specification and modeling based on data from different professional domains

Dear colleagues!
We invite you to take part in the All-Russian jubilee conference with international participation "Psychology of Labor: from the Origins to the Present", which will be held on June 18-19, 2025 at the Faculty of Psychology of Lomonosov Moscow State University (Moscow). The event is dedicated to the 55th anniversary of the Department of Labor Psychology and Engineering Psychology and the 95th anniversary of the birth of E. A. Klimov (1930-2014), who made an invaluable contribution to the development of Russian psychology in the 20th and 21st centuries.The conference includes plenary and sectional sessions, a round table "The Legacy of E. A. Klimov", a built-in symposium "Professional Self-Determination and Development", a youth section "Young Psychology of Labor", master classes on self-regulation of the states of a working person and career guidance technologies.The official language of the conference is Russian.