Organizational Psychology

Apathy is a serious threat to the well-being of employees and organizations, but so far it has been little studied in the job context. The construct of job apathy includes two components: apathetic thoughts and apathetic actions. Apathetic thoughts comprise the lack of interest in and satisfaction from one’s job. Apathetic actions mean the lack of intention to perform well. Employees just do what they must do without putting meaningful effort into fulfilling their tasks. Purpose. The study aims to examine the predictive role of perfectionism and personality traits in job apathy. Method. Three hundred and twenty Russian employees (56.2% females) with mean age of 38.57 years (SD = 9.80) completed the Russian versions of the Job Apathy Scale, Short Almost Perfect Scale, and Short Portrait Big Five Questionnaire. Findings. A series of linear regression models showed that age, extraversion, agreeableness, and openness to experience were negative predictors, whereas gender and maladaptive perfectionism were positive predictors of job apathetic thoughts. Age, agreeableness, and openness to experience were negative predictors of job apathetic actions. Overall, perfectionism and personality traitspartly predicted job apathetic thoughts and actions among Russian employees. Implication in practice.These findings can be used to measure maladaptive perfectionism in the employee selection process, develop coaching and mentoring programs and career counseling, provide support to employees with maladaptive perfectionism and low extraversion, agreeableness, and openness to experience.

Purpose. The main purpose of this study is to examine the relationship between teacher candidates’ motivation and their views on future time perspective (Trommsdorff, 1994). The mediating role of academic self-efficacy is also explored. Study design. In this study, which is based on a relational design, data were collected from 751 teacher candidates studying in various undergraduate programs of Education Faculties in Türkiye. Data was obtained from teacher candidates who volunteered to participate in the study through online survey methods. 73% of the participants were women, while 27% were men. Follovihg instruments were used: Future Time Perspective Scale (Carstensen; Lang,1996; Soylu, Ozekes, 2020); Brief Regulation of Motivation Scale (Kim, Brady, Wolters, 2018; Saricam, Erdemir, 2019); Academic Self-Efficacy Scale (Jerusalem, Schwarzer, 1981; Yılmaz et al., 2007). The data were analyzed using structural equation modeling and bootstrapping methods. Findings. According to the findings of the study, there are significant relationships between motivation, future time perception and academic self-efficacy variables. According to the results of structural equation analysis, future time perspective and academic self-efficacy together explained 30% of the variance in motivation. In addition, academic self-efficacy plays a mediating role in the relationship between motivation and future time perspective. Research limitations. In this study, the relationship between motivation and academic self-efficacy with future time perspective was examined. In different studies, researchers can conduct by including different variables that are thought to affect the future time perspective of teacher candidates. Another limitation can be defined as the cross-sectional and self-reporting nature of the data precludinga deeper investigation of the hypotheses. By conducting longitudinal studies, psychological factors affecting teacher candidates’ future time perspective can be examined.

Purpose. The paper aims to develop a scale to measure personal branding based on the utilization of resources. It also investigates the influence of personal branding on subjective career success considering the Kaleidoscope career model. The role of future time perspective in the above relationship is also examined. Methodology. Qualitative research with group discussions helped develop the measurement scale for personal branding. Quantitative research was used to test the proposed relationships. Data were collected from 356 adults in Hanoi, Vietnam. Partial least square structure equation modeling was conducted with SmartPLS software. Findings. Three approaches to personal branding: competence-based, relationship-based and identity-based were proposed. Competencebasedand identity-based personal branding positively while relationship-based negatively influencescareer need satisfaction, which in turn predicts subjective career success, with future time perspective moderates the relationship. Implications for practice. In building personal brands, utilization of strength can bring about desired impact. However, reliance on relationship-based approach may have negative effect on career parameters. Combination of approach for optimal branding is advisable. Personal branding has been a recent interest, especially using social media. It is important to understand both the bright and dark side of personal branding in the pursuit of career success. Value of the results. The paper proposes a new approach to conceptualize personal branding and suggests three strategies for building personal brand. It also explores the career impact of personal branding based on the satisfaction of career needs as identified by the Kaleidoscope career model. Finally, the role of future time perspective provides new contributions to literature.

Purpose. The purpose of this study is to determine the mediating role of meaningfulness of work in the effect of mindfulness on psychological resilience in cargo sector employees. Method. For thispurpose, data were obtained from 415 cargo employees working in Turkey through a questionnaire. Three scales were used in the study. Cronbach’s alpha coefficient was used for reliability analysis and confirmatory factor analysis was used for validity. Correlation analysis was conducted to determine the relationships between variables. Regression analysis was conducted to determine the interactions between variables. Structural equation modeling was used for model tests. SPSS and AMOS programs were used to analyze the data. Findings. As a result, it was found that mindfulness has a positive and significant effect on psychological resilience and meaningfulness of work. On the other hand, meaningfulness of work was found to have a positive and significant effect on psychological resilience. It was also determined that meaningfulness of work played a mediating role in the effect of mindfulness on psychological resilience.

In the turbulent conditions of the socio-economic environment, it is important to ensure the resilience of organizations and work units, which is especially relevant for Russian organizations. Purpose. The article describes the adaptation and psychometric verification of the Russian-language scale of work group (team) resilience. Method. The adaptation procedure included a number of stages: comparative analysis of instruments for measuring group resilience based on literature data; translation of the selected scale; analysis and reduction of questionnaire items while maintaining the original dimensions; data collection in three independent studies; comparative psychometric verification of 21-and 12-item questionnaire versions. The final version of the adapted questionnaire contains 12 items.The scale includes six sub-scales, reflecting dimensions of resilience: flexibility of work groups, group norms, network ties, shared language, trust, effectiveness of collective actions. Findings. Psychometric verification was carried out on the basis of results obtained in three studies with a total sample size of N = 937, employees of Russian organizations aged 18 to 69 years (M = 38.06; Me = 37), of which: 75% are women; 25% are men. The questionnaire has satisfactory internal consistency (Cronbach’s α = 0.96).The verification of structural and metric invariance, as well as internal consistency in subsamples: research procedure, gender, length of service, professional activity (IT, customer service managers, accountants) yielded positive results. Correlation analysis showed positive relationships between group resilience and relevant variables: core self-evaluation, psychological capital, conflict resilience, cooperative relations, task identity and feedback from work results, as well as a negative relationshipwith burnout, which allows us to substantiate the validity of the scale and use it as a reliable tool for measuring work group resilience in Russian organizations of various profiles of activity. The resilience of work groups integrates resources of individual and managerial resilience of organizational activities.

Purpose. The purpose of this work is a theoretical analysis of the scientific directions of studyingthe socio-psychological features of the successors of the family business. Method. At the beginning of the work, the concepts of “family business” and “continuity” were defined. The subsequent analysis made it possible to identify three main methodological approaches to the study of continuity: the structural, process approach, and the study of internal factors of continuity. Findings. The basis for the subsequent theoretical study was the Integrative Model for the Successful Transfer of a Family Business I. Le Breton–Miller with colleagues. According to the chosen model, the success of succession in business is studiedin four areas: 1) relationships in business families: harmonious relationships improve the organizational climate, increase the value of the company and contribute to the emotional involvement of successors; 2) motivation of successors: intrinsic motivation is the basis of successive behavior, so inclusion in business should begin from an early age and be accompanied by trust, involvement of the successor in business decision-making; 3) competence of successors: priority is given to endogenous traing of successors with early involvement in work according to existing skills with mandatory subsequent business training; 4) personal characteristics: the specific personality traits of successors that help successful inheritance (openness, extroversion, conscientiousness and compliance) and hinder (neuroticism) are described, the importance of value correspondence between the owner and the heir in the process of succession is shown, the mechanism of mutual transformation of their identities is presented. Value of results. The value of the presented theoretical review lies in the fact that the article allows you to outline the current field of foreign scientific research in this subject area. In addition, we offer events for the Chamber of Commerceand Industry of the Russian Federation on the development of family businesses: topics for family businessevents for promotion through the media; topics of seminars and open lectures for young people; topics oftrainings and seminars for representatives of the family business. In addition, we suggest that the Chamber of Commerce and Industry consider the possibility of scientific cooperation between regional branches of the Chamber of Commerce and Industry and universities to organize research. Thus, the scientific and applied development of the topic of succession will reduce the risks of transferring the company to heirs, preserve and strengthen family ties, and allow building a business for many generations.

Purpose. The article presents the results of a study aimed at empirically evaluating the effectiveness of group cognitive behavioral coaching for managers by measuring the self–efficacy of its participants. Research design. The sample consisted of participants in the experimental and control groups, 53 people in total. The experimental group is represented by participants in two sessions of group cognitive behavioral coaching: middle managers of Russian companies and entrepreneurs, 33 people aged 23–57 years (cf. 39,1). The control group consisted of listeners of a lecture on psychodiagnostics: Master’s students of a commercial Russian university, 20 people aged 21–36 years (cf. 28,3). Research methods: group cognitive-behavioral coaching using the “Lego Serious Play” method, a questionnaire method for measuring the self-efficacy of coaching participants. Results. A comparison of the results of the initial and final self-efficacy diagnostic in the control and experimental groups makes it possible to systematize the arguments in favor of the effectiveness of the coaching program, expressed in a significant increase in the level of self-efficacy of its participants (p < 0.05). Conclusions. The connection between the use of group cognitive-behavioral coaching of managers and the increase in self-efficacyof its participants has been theoretically substantiated and empirically confirmed. As a result of group cognitive behavioral coaching, there is an increase in self-efficacy according to all criteria, regardless of their relationship to the content of the coaching program. The practical significance of the work liesin the development of a methodology for rapid assessment of the self-effectiveness of group coaching participants, which can be successfully used by coaching specialists in their practical activities. The value of the results lies in the fact that the change in the self-efficacy of group coaching participants is accepted as one of the metrics of its effectiveness, which provides a new perspective for the scientific study of the effectiveness of coaching as a method of practical work.

The relevance of the work lies in the absence of a Russian-language tool for assessing passive aggression, which is important, since passive aggression negatively affects the well-being of employees in the workplace. This will help to expand the methodology of studying this phenomenon. Purpose. The aim of the work is to adapt The Scale of Passive Aggression into Russian (Lim, Suh, 2022). Method. The sample consisted of 382 respondents (226 women and 156 men) working in Russia, aged 18 to 66 years (M = 33.4, SD = 9.84). In the process of adapting the Passive Aggression Scale, direct and reverse translation was carried out, and cognitive interviews were conducted. To verify the validity of the questionnaire, the neuroticism subscale of the Russian version of the Big Five questionnaire (Kalugin et al., 2021) and the Dark Triad questionnaire (Jonason et al., 2020; Kornilova, Kornilov, Chumakova,Talmach, 2015) were used. Results. The scale showed good consistency and validity. Confirmatory factor analysis confirmed the presence of three factors and showed a satisfactory result. The value ofthe results. A tool has been adapted to assess passive aggression in the workplace.

Purpose. This study examines the impact of moral distress and secondary traumatic stress on the quality of life among intensive care unit (ICU) nurses in Pakistan, with a focus on gender differences in moral distress and secondary traumatic stress. Study design. A sample of 126, including both maleand female ICU nurses, with at least one year of experience participated in the study. Data was collected in person from ICU nurses at various hospitals in Islamabad and Rawalpindi cities of Pakistan. The Secondary Traumatic Stress Scale, the Measure of Moral Distress for Healthcare Professionals, and the World Health Organization Quality of Life-Brief Version scales were used to assess secondary traumaticstress, moral distress, and quality of life across four domains of physical health, psychological health, social relationships, and environmental health. Findings. The findings revealed that secondary traumatic stress was significantly associated with all four domains of quality of life, emphasizing the pervasive nature of this secondary trauma on ICU nurses’ overall well-being in Pakistan. Additionally, moral distress adversely influences social relationships and environmental health domains of quality of life. Notably, there were no discernible gender differences in secondary traumatic stress and quality of life.            Nevertheless, female ICU nurses reported experiencing higher levels of moral distress compared totheir male counterparts. This highlights that nurses frequently encounter moral distress and secondary traumatic stress in their workplace, and these experiences have detrimental effects on their overallquality of life. Value of results. The study findings provide valuable insights for health care management, administrators, and policymakers urging them to prioritize the well-being of nurses to mitigate thehealth risks they face from work-related challenges.

In today’s competitive world, the employees are considered as the valuable asset of theorganization. The organization must ensure the retention of the employee through providing unbiasedtreatment. The prejudiced judgment of the organization creates highest employee attrition rate in theorganization. The job satisfaction and commitment of the employee could be attained only throughunbiased treatment of the organization. Purpose. Hence, this study focused on the role of organizationaljustice on employee engagement. Method. The researcher adopts quantitative research techniqueto evaluate the role of organizational justice on the employee engagement in IT sector. The surveytechnique has been employed to collect the quantitative data. The research executes a quantitativeanalysis utilizing the SPSS version 25 software package. Findings. Results of the current studydemonstrate that organizational justice is essential for enhancing the job satisfaction of the employee.The fair and unbiased judgment of the organization optimistically influences job satisfaction. Thus, thestudy proves that procedural justice could be embraced for providing fair treatment which enhancesemployee engagement. The findings of the current study prove that job satisfaction plays a vital role inemployee engagement. Hence, the researcher concludes that organization must be fair and unbiasedin treating the employee, which could enhance employee engagement and job satisfaction. Moreover,the job satisfaction is essential factor for the passionate working behaviour of the employee. Value ofresults. Furthermore, the study suggest that IT sector could adopt procedural, distributive, interactiveand interpersonal justice strategy to provide job satisfaction.

Purpose. Despite the increased focus of modern scholars on professional commitment, academicians’ social and personal life status was not considered much in the job stress research on higher education; only outcomes like performance, satisfaction, and intention were noticeably examined. This study aims to understand the effects of job stress on academics’ life satisfaction and professional commitment, with social support as a moderator. Approach. The “Social Exchange Theory” and the “Person — Job Fit Theory” were chosen by the study to construct its research model. The study followed a convenient sampling technique to select the sample. Questionnaires were used to collect data from 228 lecturers at Indonesian Public Universities, while PLS-SEM was employed to examine the structural equation model analysis. Findings. As per findings, job stress significantly influences life satisfaction (β =–0.312; p < 0.01) and in significant professional commitment (β = 0.059; p > 0.01). Life satisfaction also insignificantly influences professional commitment (β = 0.150; p > 0.01). Besides, social support does not moderate the relationship between job stress and professional commitment (β = –0.016.; p > 0.01), but between job stress and life satisfaction (β = –0.120; p < 0.01). Research limitations. The researchis limited within one country and specifically public universities which cannot be generalized with the findings of the results. These results suggest a broader investigation into the factors influencing academics’ professional commitment and the need for increased social support to reduce work-relatedstress and improve overall well-being. Value of the results. By integrating into how extensive work-life issues influence people’s personal life satisfaction and professional commitments, as well as factors that deal with one’s professional dedication, this research advances the social exchange theory and person job fit theory. Besides, the study uniquely contributes to behavioral science by examining the role of societal support from the internal organization and external environment and how it moderates the relationship between job stress with professional commitment and life satisfaction.

The subject of psychology as a scientific discipline remains a topic of scientific discussions; the issues of the subject of individual disciplinary areas also remain open (due to the development of science, the evolution of social objects, changes in the current social demand, features of the sociohistorical environment). Purpose. The understanding of the subject, tasks and methods of industrialpsychology formulated in the early twentieth century and approved in foreign psychology is criticallyexamined. Methodology. A comparative analysis of the history of the development of states (the USA andRussia) from the end of the nineteenth century to the present (participation in defensive or aggressivewars, population losses, emigration and/or immigration, changes in territory), current social problemsis carried out. The transmission of fragments of culture (including scientific achievements as standards) is considered as components of “soft power”, consistently implemented in the logic of the geopoliticsof states — forms and means of influence of some states on others. The history of the discipline’s development, methodologemes and ideologemes dominating in foreign psychology, the validity of the methodological tools, which are not entirely acceptable for domestic industrial psychology at this historical stage, are analyzed; the problems of the state of Russian psychology and our resources are considered. It is summarized that the main tasks for us remain “saving people”, focusing psychology on solving urgent social problems (development of human resources, as development of social capital,etc.). Findings. It is proposed to carry out a creative and critical rethinking of the basic phenomenaand concepts of domestic scientists; to look for new forms of presenting “old questions” in the logic ofthe paradigm of joint activity, in the logic of the post-non-classical type of rationality, expanding our “horizons of vision”; to learn to bring our discoveries and inventions to the level of social technologies. We need to form a new vision of our subject and tasks, so that this vision of our future becomes an instrument for its approximation, a way of managing its evolution, a means of its implementation, a theory and practice of its embodiment.

Purpose. The main intent of the study is to perform bibliometric analysis and research trends on a very prominent and interesting topic employee engagement. Method: Under bibliometric analysis, the study has used main three tools of analysis namely: co-authorship analysis, co-occurrence analysis and citation analysis. For the study, only the Scopus dataset is used to retrieve data. VOSviewer (Version1.6.17) and MS-Excel are used as analysis tools for bibliometric analysis. Findings. Findings of the study show that from 2002 to 2021 research on employee engagement is increasing progressively. Most of the documents as per author are published by Shuck, B. and most of the documents as per country are published by India. In co-authorship analysis, most of the co-authored author is Shuck, B. and co-authored country is the United States. From all the available documents, the keyword “employee engagement” ismostly used keyword. But as per citation analysis, the most cited document is by “Saks, A.M.” (2006), a document named “Antecedents and Consequences of Employee Engagement” whereas the most citedauthor is Saks, A. M. and the most cited country is the United States. But as per citation analysis, the most cited document is by “Saks, A. M.” (2006), a document named “Antecedents and Consequences of Employee Engagement”. Value of results. Our study explores how research on employee engagement hasdeveloped through time and outlines a research roadmap.