http://orgpsyjournal.hse.ru en-us Copyright 2025 Fri, 20 Mar 2026 22:46:23 +0300 https://orgpsyjournal.hse.ru/en/2025-15-4/1139056414.html Purpose. The aim of the research was to test the moderating role of knowledge sharing behaviour in relationship between work–life balance and work engagement. Study design. The research has a quantitative design. Questionnaire method was used as data collection technique. The data obtained were subjected to frequency and correlation analysis after reliability and validity analyses. Then Hayes Process Macro model 1 was used for hypothesis testing. These analyses were performed with 95% confidence interval and 5,000 re-samples. Findings. As a result of the correlation analysis, a lowlevel and statistically significant positive relationship was found between work–life balance, knowledge sharing behaviour and work engagement. There are also a low level and statistically significant positive relationship between knowledge sharing behaviour and work engagement. Subsequently, hypothesistests showed that work–life balance has a significant and positive association with work engagement. After testing the moderating role of knowledge sharing behaviour in relationship between work–life balance and work engagement, which was the main hypothesis of the study, the existence of a moderating effect was determined. In other words, academics who can achieve work–life balance can further increase their level of work engagement in the workplace through knowledge sharing behaviour. Research limitations. The research is limited to a single sample data set. Originality. We have notencountered any research that used the research model with existing variables before. https://orgpsyjournal.hse.ru/en/2025-15-4/1139129108.html Job and organization are two substantial aspects of employees’ work life. Employees’ attitudes toward their jobs and organizations significantly impact their behavior and performance. Although research in this area is well established, little is known about which attitudes contribute more to the job and the organization. Purpose. This study examined the effect of employees’ job-related attitudes (i.e., job satisfaction and organizational commitment) on task performance and organizational citizenship behavior. Furthermore, this research also tested which attitudes had a more substantial effect on task performance and organizational citizenship behavior. Study design. A cross-sectional survey design was applied to collect data from 260 employees who work for government and private organizations in Bengkulu City, Indonesia. The respondents were currently studying at five graduate and postgraduate programs at the faculty of economics and business, university of Bengkulu. The hierarchical regression approach was applied, with two separate analytical procedures in conjunction with the dependent variables. Findings. The research concluded that organizational commitment and job satisfaction positively and significantly impacted employees’ task performance and organizational citizenship behavior. In addition, job satisfaction had a more substantial impact on task performance than organizational citizenship behavior. Mean while, organizational commitment had a more significant effect on organizational citizenship behavior than job satisfaction. Implications for practice. The resultshad crucial implications for policy priorities regarding when organizations should focus on short-termor long-term orientation. https://orgpsyjournal.hse.ru/en/2025-15-4/1139144733.html Purpose. After fourteen years of war, Syria’s institutional landscape has been severely fragmented and debilitated. Interestingly, the largest and most well-established higher education system has been decimated. The higher education sector faces some substantial cross-cutting challenges where cynicism as a concept has been widely recognized and become a prominent phenomenon. This study aims to identify the level of organizational cynicism and the role of organizational justice as a measure to alleviate cynicism in Syria’s higher education sector. Methodology. Using a questionnaireas a measurement, quantitative data were collected from 324 academic staff across 15 departments from Damascus University. To analyze the data, multiple regression was used. Findings. Organizational justice contributes negatively to cynicism, indicating its role in reducing cynicism; with interactional justice having the strongest effect. Political cynicism homogenizes perceptions across demographic groups. Value of results. The study findings are of significant importance and interest to the university administration, policymakers, and practitioners in trying to adopt a more sustainable and quality education system. The Syrian war raises important education-related questions asserting the role of interactional justice in alleviating cynicism, and thus, the reduction in politics and the development of positive thinking may enhance employee behaviors. https://orgpsyjournal.hse.ru/en/2025-15-4/1139148132.html Purpose. This research investigates the mediating effect of job dissatisfaction in workplace discrimination on organizational depression. Methodology. This research employs a cross-sectional study within the general survey model, focusing on employees in manufacturing enterprises in Sakarya and Kocaeli provinces (Turkey). Workplace discrimination scales, organizational depression scales, and job dissatisfaction scales were used to collect research data. Findings. The analysis of the data revealed that workplace discrimination hurts the perception of organizational depression and that job dissatisfaction serves as a mediator in this relationship. This indicates that job dissatisfaction plays a mediating rolein the connection between workplace discrimination and organizational depression. Originality. The research findings highlight the role of job dissatisfaction as a mediator in the relationship between workplace discrimination and organizational depression, shedding light on the interconnectedness of negative emotions within organizations. This emphasizes the importance of addressing workplace discrimination and job dissatisfaction to mitigate organizational depression. https://orgpsyjournal.hse.ru/en/2025-15-4/1139162820.html Purpose. This study aims to adapt the Italian Social Workers’ Self-Efficacy Scale (SESSW) for professionals in child welfare and guardianship in Russia, evaluate its validity and reliability, and identify critical factors influencing the self-efficacy of these specialists, with particular emphasis one lements that promote their well-being and professional motivation. Design. The scale consists of 12 items distributed across three subscales: emotional regulation, procedural self-efficacy, and support seeking  behaviors. It facilitates the assessment of competencies in emotion management, help-seeking capabilities, and levels of procedural self-efficacy. Adhering to international standards, a validated translation of the scale was accomplished, accounting for the cultural and linguistic nuances of the Russian population. A psychometric evaluation of the Russian-language version of the scale was conducted with a sample of 2,036 specialists from child welfare and guardianship agencies across 88 regions of Russia. To examine external validity, the relationships between self-efficacy characteristics, professional motivation, and emotional intelligence were analyzed. Empirical data were collected via questionnaires implemented through the “Anketolog” system. The statistical methods employed included factor analysis (maximum likelihood method with Varimax rotation), confirmatory factor analysis (CFA), Cronbach’s alpha, Pearson’s Chi-square test; correlation analysis utilizing Pearson’s coefficient; one-way analysis of variance (ANOVA), Student’s t-test, and linear regression analysis. Results. The psychometric evaluation of the Russian adaptation of the Italian Social Workers’ Self-Efficacy Scale demonstrated its suitability for the unique context of professionals in child welfare and guardianship in Russia, owing to a rigorous translation process and expert validation. The adapted scale retained its three-factor structure, encompassing “Support-Seeking Behaviors,” “Procedural Self-Efficacy,” and “Emotional Regulation,” while affirming both its internal and external validity. Value of the results. The findings have significant implications for the development and psychometric validation of a Russian version of the self-efficacy scale tailored for child welfare and guardianshipprofessionals. Utilizing this scale will broaden scientific insights into the effects of various factors (e.g., stress, organizational culture, and support from management and colleagues) on the self-efficacy of these specialists, and it will aid in the creation of similar instruments for assessing self-efficacy in emotionally demanding professions. Practical application. This instrument will enable practitioners to systematically evaluate the self-efficacy levels of employees, identify areas requiring enhancement, and offer timely psychological assistance and support, thereby preventing burnout and reducing employee turnover. https://orgpsyjournal.hse.ru/en/2025-15-4/1139320387.html Purpose. This study presents the development and validation of the “Organizational PlanningTest” (OPT), designed to assess planning competencies in working professionals (specialists and managers). Methodology. Employing contemporary psychometric approaches (classical test theory and item response theory), the test development followed a rigorous multi-stage procedure: (1) theoretical framework construction, (2) initial item pool generation, (3) think-aloud protocols, (4) expertreview, (5) pilot testing (N = 1,094; 74% female, 26% male; M = 49, SD = 9.2), and (6) psychometric evaluation with validity evidence collection. Findings. Psychometric analyses using the partial credit model demonstrated: (1) Essential unidimensionality (first contrast eigenvalue = 1.33), (2) Excellent item fit (Infit MNSQ = .92–1.17), (3) Adequate discrimination parameters (.23–.65), and (4) Strong reliability (α = .78, ω = .78). Convergent validity evidence emerged through significant correlations with: information analysis (r = .43, p < .001), systems thinking (r = .42, p < .001), self-organization(r = .15, p < .001), and anxiety (r = –.14, p < .001). ANOVA confirmed criterion validity through expected group differences: gender (η² = .01, p = .003), age (η² = .03, p = .000), and position level (η² = .01, p = .023). Implications for practice. The OPT constitutes a psychometrically robust measure of planning ability, with demonstrated applications for: (1) personnel selection, (2) competency assessments, (3) professional development programs, and (4) cognitive research. Future studies should explore cross-occupational adaptability and relationships with broader cognitive-personality constructs. Value of the results. The instrument provides HR practitioners and organizational psychologists with a validated diagnostic tool for workplace planning competencies, while contributing to research on cognitive predictors of job performance. https://orgpsyjournal.hse.ru/en/2025-15-4/1139336582.html The article presents the results of a systematic review and analysis of structural models of burnout, which are implemented in the form of specific psychodiagnostic tools. Purpose. Systematization of approaches to conceptualization and measurement of the structure of burnout proposed in various countries. Method. The article is based on a review and analysis of foreign and domestic literature on the issues of measuring burnout. Findings. Most tools for measuring burnout are multidimensional inventories with four–seven gradations of responses on the Likert scale. The conceptual understanding of burnout structure as a three-component syndrome by C. Maslach prevails. The central role in all diagnostic constructs is given to the aspect of emotional exhaustion (core of burnout). Maslach BurnoutInventory (MBI) is the “gold standard”of measuring burnout, which assesses burnout syndromein accordance with the International Classification of Diseases and is used in 78-90% of studies according to various data. The names of the components depersonalization and personal achievementvary. To overcome the contradictions between the conceptualization and operationalization of burnout by C. Maslach, as well as to enhance the applied potential of the MBI construct, new models with additional dimensions (scales) are proposed. Russian-language burnout inventories operate with a three-component structure according to C. Maslach or appeal to stress theory. Currently, the development of ultra-short versions of already known inventories, as well as single-item scales, is becoming the trend in burnout screening. Value of the results. The scientific significance of the articlelies in the systematization of theoretical and empirical research areas on the issues of measuring the structure of burnout. A comparative characteristic of diagnostic constructs of burnout, which are used by practitioners in various fields, including organizational psychology and HR-management, is given. HR specialists can obtain valuable information from the article on the specifics of approaches to understanding and measuring burnout, which can be used to prepare interviews into account the specifics of the organization. https://orgpsyjournal.hse.ru/en/2025-15-4/1139728779.html Purpose. Studying the influence of personal resources (subjective well-being, dispositional materialism, and mindfulness) on trade workers’ professional burnout and identifying key predictors of emotional exhaustion, depersonalization, and reduction of professional achievement. Methodology. The research is based on the concept of professional burnout (C. Maslach, N. Vodopyanova) and personal resources (E. Diener, R. Belk, K. Karpinsky, D. Leontiev). The research methodology was based on the approaches of C. Maslach and N. Vodopyanova, who consider burnout as a complex multilevel process, including emotional exhaustion, depersonalization and reduction of professional achievements.The work also used E. Diener’s ideas about subjective well-being, and the influence of dispositional materialism was analyzed on the basis of theoretical approaches of R. Belk and K. Karpinsky. Awareness as an important resource in working with emotional exhaustion was considered in terms of the concepts of O. Mitina, D. Leontiev and L. Aleksandrova. Standardized questionnaires and quantitative methods of analysis (correlation, regression, Mann — Whitney) were used. Findings. The most significant predictors of trade workers’ burnout were determined. Among them greed and excessive focus on tasks have the greatest negative impact on the level of emotional exhaustion of employees. Practical implications. The results can be used by managers and psychologists to create burnout prevention programs. Recommendations were developed to reduce excessive fixation on material values and to form a conscious attitude to work. Value of results. The study for the first time empirically verifies the influence of materialism and mindfulness on sales workers’ burnout. The identified predictors allow for a deeper understanding of the mechanisms of emotional exhaustion and depersonalization in sales. https://orgpsyjournal.hse.ru/en/2025-15-4/1139748344.html Purpose. The research is focused on the perceived quality of life by employees, particularly vulnerable category, who have childcare commitments for kids with special health needs. This fact affects the career trajectories of such workers, as might bring negative spillover from family domain to work, which might cause even withdrawal of such individuals from the labor market and a decrease intheir well-being. Theoretical background is drawn from the work-family enrichment theory stating that positive aspects at work can positively affect family domain and vice versa. Study design. The empirical part involved 249 women, among which 100 respondents represent the vulnerable category. The model was tested with the help of hierarchical regression analysis in SPSS. Findings. Findings revealed that career adaptability has a high association with the quality of life in terms of high level of control (0,236**) and low level of concern (–0,237*). The standalone fact of having kids with special health needs was not associated directly with a lower quality of life. The most important indicators were having a full family (0,165**) and providing support during income decrease (–0,119*). Value of results. The research contributes to understanding career adaptability of vulnerable workforce by providing insights into the important topics for career counseling. https://orgpsyjournal.hse.ru/en/2025-15-4/1139773749.html Purpose. The International Labor Organization considers workplace well-being to be a key factor determining the long-term effectiveness of the employing company and considers this concept to refer to all aspects of working life, from safety and workplace organization to work attitudes, psychological climate and work organization — that is, the psychosocial environment. The purpose of this study is to establish the existence and strength of the association between work motivation and the psychosocial working environment. Methodology. The study is based on E. Deci and R. Ryan’s “Self-DeterminationTheory”, and the “Danish Psychosocial Working Environment Questionnaire” was used. The survey involved 268 employees in a Russian company operating in the fast-food market was conducted. The reliability of the questionnaire is tested by standardized Cronbach´s alpha coefficient and the association between the constructs being studied by linear regression model and random forest algorithm. Findings.The results reveal differences across groups on different levels of the job hierarchy. Ordinary worker shave a simple structure of this association. The main psychosocial factor influencing their motivational self-determination is the opportunity for learning and development. For qualified specialists, along with this factor, the ability to perform and the lack of emotional complexity of work are important. The most complex association between work motivation and psychosocial working environment is among managers, for whom support and trust from colleagues, the level of independence, role clarity and other psychosocial factors are significant. Originality. The study’s originality lies in exploring a previously unexamined association between constructs and adapting the instruments on a different sample from the one they were initially developed for. Practical implications. The results obtained can be used in designing and creating psychosocial environment in the organization that stimulates the increase of efficiency and productivity, as well as in employee development programs. https://orgpsyjournal.hse.ru/en/2025-15-4/1139944804.html Purpose. This study explores the function and significance of duty orientation, collective psychological ownership, and informal work accommodations made by coworkers for families to createa helpful work environment. Study design. A total of 300 respondents took part in the survey, and data was gathered using a quantitative approach. Software R and SPSS were used to analyze the data that had beencollected. Findings. The three constructs have a positive correlation, according to the study’s findings. Variations in the coworker’s informal work accommodations to family are better explained when regressed on both duty orientation and collective psychological ownership, rather than either duty orientation or collective psychological ownership. Implications for practice. This study adds to the body of research on the newly developed ideas of “duty orientation,” “collective psychological ownership,” and “coworker informal work accommodations to family” outside of the Western world. It also sheds light on the relations between these concepts in a Central Asian country with a transition economy. Value ofthe results. Overall, this research contributes to the broader theoretical frameworks of duty orientation and collective psychological ownership by providing empirical evidence from a non-Western, transition economy context. This can help in refining existing theories or developing new ones that are more globally applicable. https://orgpsyjournal.hse.ru/en/2025-15-4/1139992580.html The workplace is becoming increasingly culturally diverse, the ability and skill to effectively function in intercultural contexts is a necessity for most contemporary employees. Cultural intelligence highlights the reason why certain individuals could adapt and perform more productively than others. It has been growingly discussed in the business area and noticed in the field of ethnic identity and culturalconflicts. However, there is rare finding about cultural intelligence in the disability-involved workenvironments. Purpose. This present study aims to investigate cultural intelligence of employees from disability inclusive organizations in Russia, and its significantly positive influence for individual perceived inclusion and trust in colleagues in the workplace. Method. A 26-item questionnaire (including Cultural Intelligence Scale, Affective Trust Scale, and Work Social Inclusion Scale) was managed with a sample size of 153 employees (48 employees with physical disabilities; 105 cooperative able-bodied colleagues).The data obtained was analyzed using descriptive analysis via SPSS 26.0 and a Structural Equation Model analysis via AMOS 26.0. Findings. Motivational and behavioral cultural intelligence were found to significantly foster individual perceived inclusion in disability-inclusive environment. Additionally, individual perceived inclusion was indicated to significantly facilitate their trust in colleagues. Research implications. This present paper sheds light on cultural intelligence as a new solution for interactive effectiveness in disability-inclusive work contexts. https://orgpsyjournal.hse.ru/en/2025-15-4/1140022947.html Purpose. This study aims to examine the role of Agile-digital oriented behavior in innovative work behavior, within the framework of social cognitive theory. Approach. The research proposes a conceptual model integrating Agile-digital oriented behavior on innovative work behavior. The model is grounded in social cognitive theory and synthesizes concepts from digital mindset and agile individual literature. Findings. The conceptual model suggests that Agile-digital oriented behavior, characterized by adaptability to change and effective use of digital technology on employees’ innovative behavior. Originality. This study introduces the novel concept of “Agile-digital oriented” behavior and proposes it as a key mechanism in relationship to innovative work behavior. It extends social cognitive theory by integrating digital and agile perspectives in explaining innovative behavior in modern work environments. https://orgpsyjournal.hse.ru/en/2025-15-4/1140066134.html Social capital is the hidden potential in the relations among society’s members and groups which facilitates social relations and leads to increased collaboration and participation. Social capitalis comprised of three aspects: structural, relational and cognitive. Developing social capital may help in reducing lack of motivation, lack of cooperation and absenteeism and thereby facilitating organizational commitment. Purpose. The objectives of the present study are as follows: 1) to determine the difference between public and private sector faculty members with respect to different dimensions of social capital; to find out the relationship between social capital and organizational commitment and 3) to determine whether the relationship between social capital and organizational commitment is moderated by psychological capital. Study design. The study was cross-sectional in nature in which data collected from public and private sector faculty members at a single point in time. Data were collected from 278 faculty members from private and public sector universities, colleges and institutions. Findings. The findings suggest that public and private sector faculty members do differ with respect to social capital. Results also reveal that affective and normative commitment dimensions are positively and significantly related to all dimensions of social capital. Self-efficacy and resilience dimensions of psychological capital positively moderated the relationship between social capital and organizational commitment. Implications forpractice. The study has several organizational implications such as designing on-the-job and off-the-job training programs to inculcate different dimensions of social and positive psychological capital among employees. Despite having some implications, the study has some limitations as well. Value of the results.The results of the study have immense value in the organizational setup, especially after COVID-19 era which had a significant impact on organizational commitment. https://orgpsyjournal.hse.ru/en/2025-15-4/1140127041.html Purpose. The article substantiates the importance of the problem of the relationship between the perceived meaning of activity and the level of motivation to work and the creation of an information environment in which the level of meaningfulness of work for employees of organizations will be as high as possible. Approach. The author provides data indicating the acuteness of the problem of staff shortagein the labor market of the Russian Federation and the impossibility of solving this problem by extensive means in the current geopolitical situation. As one of the solutions to the problem, it is proposed to create an approach aimed at increasing the motivation of employees of organizations to work. The description of the existing trend towards person- and human-centeredness gives an understanding of the context within which the motivational complex, where the priority is given to intrinsic motivation, is relevant. Findings. An overview of motivation theories is given, showing the importance of perceived meaning of activity as a key factor influencing the level of motivation of an employee. The formula for calculating the quantitative level of motivation to action, based on A. N. Leontiev’s theory of activity, is used to demonstrate the relationship between the “facets” of perceived meaning in life and the factors influencing this level. The author concludes that the level of meaningfulness of an action is a key factor influencing the quantitative assessment of motivation expressed through the amount of motivation forthat action. The article presents the results of an empirical study, according to which the responsibility for understanding the meaning of their work by the employees of the organization is attributed to their immediate supervisors, and the reduction to zero of the level of meaningfulness of work leads to a significant decrease in the level of motivation. Future studies. As the next step in the research, it is proposed to solve the problem of creating a systematic approach to communication in the context of organizations of different spheres of activity, formed around the understanding of the meaning of work by employees of all levels as a system-forming factor. https://orgpsyjournal.hse.ru/en/2025-15-4/1140127631.html On June 18-19, 2025, the All-Russian Anniversary Conference with international participation, “Work Psychology: From Its Origins to the Present,” was held at the Faculty of Psychology at Lomonosov Moscow State University. It was dedicated to the 55th anniversary of the Department of Occupational Psychology and Engineering Psychology at Lomonosov Moscow State University and the 95th anniversary of the birth of E. A. Klimov (1930–2014). The conference was initiated by Yuri Petrovich Zinchenko, Dean of the Faculty of Psychology and Corresponding Member of the Russian Academy of Sciences, and Valentina Vladimirovna Barabanshchikova, Head of the Department, whichis celebrating its anniversary. The event was quite large-scale and extraordinary. Over the two days of the conference, more than 200 specialists from numerous scientific organizations participated. Numerous meetings, introductions, and discussions took place during the sections and coffee breaks.The roundtable discussion and subsequent friendly dinner recreated the nostalgic atmosphere of lively cientific discussions for which the Faculty of Psychology at Moscow State University has always been renowned.