Organizational Psychology, 2024 (4)

Editorial

In the section «Research in Organizational Psychology» readers will find four articles. They discuss various aspects of life in Russian business organizations: socio-psychological features of social capital, readiness to communicate in its connection with solidarity, as well as ideas about physical illnesses and discrimination in the workplace. The relationship between ethical leadership and the intention to quit among employees is studied in the article by an Indonesian author.The section «Organizational Psychological in Practice» is represented by the article by M. O. Ermolaev, which describes the implementation and discusses the results of two international consulting projects on organizational changes based on the creation of emotional-semantic constructs.The section «Reviews» includes an article by A. B. Karpov, devoted to a review of the oretical andpractical publications on the topic of personnel engagement in the context of its connection with labor motivation.The «First Steps» section of this issue features six articles by foreign authors. Two of them focus on professional stress and job satisfaction among nurses. The topic of the relationship between entrepreneurial thinking and intra-firm entrepreneurship is raised in an article by Chinese postgraduate students. Two more articles by Indonesian authors focus on two opposing forms of organizational behavior — citizenship and counterproductive — and study them in relation to job satisfaction, on the one hand, and organizational justice, on the other. The role of work autonomy and work involvement inwork-life balance among IT employees attracted the attention of an Indian researcher.Readers are offered two articles published in the «Organizational Psychology in Dialogues, and Discussions» section. A group of Moscow authors discuss family careers and their role in the professional and family self-determination of an individual. Irkutsk psychologists share their thoughts on the sources of resources for organizing communities and institutions in a multipolar world.The «Conferences» section contains an announcement of the XXV Yasinskaya (April) International Scientific Conference on Problems of Economic and Social Development.Please, enjoy the reading!

Socio-psychological features of social capital in Russian business organizations (in Russian)

The article continues a series of articles prepared by the authors on the theory and methodology of the organization’s social capital. Purpose. To analyze the methodological support for the study of the social capital of organizations. Objectives: 1) on the basis of the analysis of foreign literature, to consider the methods proposed by foreign authors. We consider an organizationas a collective subject of social capital, united by mutual trust, common norms, goals and values. Employees of the organization involved in the activities of the organization are individual subjects of social capital. The social capital of an organization is defined as a system of interpersonal relationsin which the association of employees is based on mutual respect, unity of values, goals, compliance with corporate norms and the desire to maintain the reputation of their organization. Method. The sample consisted of 235 respondents — 97 men and 138 women. The average age of respondents was 40 years. The following methods were used: “Components of the Social Capital of an Organization” (CSCO) questionnaire; questionnaire “Organizational commitment”; methodology “Components of an organization’s reputation”; questionnaire “Level of trust in the organization”; “Social Desirability Scale”. Findings. The specificity of social capital in various organizations is revealed, the presence of significant relationships between the components of the organization’s social capital and the method sdeveloped by other authors is revealed. Conclusion. The consolidation unites collective and individual subjects into a single construct — the social capital of the organization. To create conditions for the consolidation of social capital, it is necessary to work with all its components and use new purposeful methods. The value of the results. The results showed the need to use comprehensive research methods.The originality of the study lies in the strict scientific substantiation of the content and structure of the organization’s social capital.

Differences in perceptions of physical illnesses and workplace discrimination (in Russian)

Purpose. The general goal of this study is to compare the existing attitudes towards people with different physical illnesses and also to identify differences in workplace discrimination against people with specific physical illnesse. Study design. А survey was conducted. N = 1238 (51.62% women, 48.06% men, 0.32% of respondents did not indicate their gender, Mage = 36.00, SDage = 11.84). 79.32% of respondents do not have relatives or close people with disabilities and 20.68% do havethem. Perceptions of physical illnesses were measured using five questions that were based on a studyby Bonaccio et al. (2020). First, a correlation analysis was conducted. Second, the Friedman test and Durbin — Conover post-hoc test were performed. Next, ANOVA was conducted using the Bonferronitest for multiple comparisons. Results. Only the correlation between the visibility of the illness andwillingness to work with a colleague with this illness is in significant, while correlations between the other variables are significant (p < .001 or p < .01, respectively). There are significant differences in the perception of physical illnesses both in regard to visibility of an illness (χ2 = 419.53, df = 9, p < .001) and to acceptability of discussing an illness (χ2 = 260.19, df = 9, p < .001). The Durbin-Conover post-hoctest indicated that it is possible to identify the groups of physical illnesses in which the means do not differ significantly. The ANOVA results indicated that according to acceptability of discussing an illnessand visibility of an illness, there are statistically significant differences in the possible negative impactof an illness on work (F(3; 946) = 9.06, p < 0.001, η² = 0.03 и F(3; 946) = 18.98, p < 0.001, η² = 0.06, respectively), in willingness to accept a person with a certain illness as a colleague ((F(3; 946) = 90.40,p < 0.001, η² = 0.22 и F(3; 946) = 8.41, p < 0.001, η² = 0.03, respectively)and in willingness to accept aperson with a certain illness as a boss (F(3; 946) = 149.39, p < 0.001, η² = 0.32 и F(3; 946) = 8.80, p <0.001, η² = 0.03, respectively). Findings. The visibility of an illness is positively associated with negative attitudes towards people with these illnesses, which corresponds with previous studies (Dunn, 2015).The relationship between the acceptability of discussing an illness and negative attitudes towards people with these illnesses is ambiguous. People with various physical illnesses may be discriminated against in the workplace, and the likelihood of discriminatory intentions toward people with physical illnesses is not unambiguously related to either the visibility or the acceptability of discussing anillness. To conclude, other characteristics of illnesses that were not considered in this work may be associated with the more positive or negative perception of certain physical illnesses and, respectively, with following discrimination of people with these illnesses in the workplace. The scientific novelty of this study consists in comparing existing attitudes towards people with different physical illnesses, while taking into account the context of workplace discrimination.

The relationship between willingness to communicate and solidarity in Russian organizations

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.

Ethical leadership and employee turnover intentionin the social exchange perspective: Exploring a dual pathway model

Purpose. Based on social exchange theory, this study aims to test the contribution of ethical leadership in employee turnover intention through the mediating roles of job satisfaction and work-life balance. Methodology. A total of 110 employees who work at the private hospital in Indonesia are registered as the research respondents. The proposed model was examined using structural equation modeling with Smart PLS 3.2 software. Findings. The empirical evidence showed that ethical leadershiphas a positive relationship with job satisfaction and work-life balance, as well as negatively relationship with employee turnover intention. Further, this study also revealed that work-life balance is positively related to employee turnover intention. In addition, the results from two mediation analyses found that work-life balance positively mediates the contribution of ethical leadership in employee turnover intention, whereas job satisfaction has no mediating effect. Value of the results. In the framework of social exchange theory, ethical leadership plays a pivotal role in shaping the dynamics of employee turnover intention within organizations, particularly through its contribution in work-life balance. Ethical leaders prioritize employees’ work-life balance, recognizing the importance of harmonizing professional responsibilities with personal well-being. By implementing policies and practices that support flexibility, ethical leaders mitigate the strain of work-related stressors, thereby enhancing employees’ overall quality of life and reducing the likelihood of turnover.

Change management: emotional-semantic constructs in organizational sensemaking (in Russian)

The purpose of the study. To study the emotional-semantic constructs of the organizational subculture for the adoption of organizational changes in the context of managing staff resistance. Research methodology. The empirical study was conducted in two different projects. The first case examines the change in the subculture of the sales department of a retail bank in India. The second case is devoted to the change in the production functional subculture at a state-owned power plant (SPP) in Kazakhstan.The study has a descriptive design and consists of two stages. At the first stage, empirical material was collected related to the characteristics of the subcultures under consideration and the identification ofthe causes of resistance to change. Primary information was collected through observation, including participant observation, as well as semi-structured individual and group interviews. The collected information was analyzed using content analysis, phenomenological analysis, conversational speech analysis and visual analysis. At the second stage, emotional-semantic constructs were developed and their impact on staff resistance was analyzed. The ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) change management model was used as a methodological basis for the projects.The result of the empirical study is a Program for managing personnel resistance to organizational changes. The use of emotional-semantic constructs in combination with the co-evolutionary model of organizational sensemaking and the change management model demonstrated a multiplicative positive effect, expressed in the acceptance of and openness of personnel to organizational changes, as well as the transformation of the organizational subculture that supports changes. Originality and contribution of the author. The use of the ADKAR change management model and the co-evolutionary model of organizational sensemaking allows us to offer a unique approach that includes a connection between emotional-semantic constructs and acceptance of changes. This approach is a contribution to the development of an interdisciplinary theory of organizational change from the perspective of management and social psychology.

Relationships of employee engagement and work motivation (in Russian)

Employee engagement has become recently one of the most evaluated parameters in organizations. Corporate psychologists and managers make assumptions about how to develop engagement, how to measure and evaluate it. At the same time, today there is no single definition of engagement, as well as no universal approach to its assessment. Purpose. The purpose of this study, through the analysis of business and scientific literature and having considered the most significant definitions, is to formulate the author’s definition, combining the strengths of different approaches and theories. In addition, the goal is to determine the terminological relationship between engagement and labor motivation, since most theories do not fully disclose how these two constructs are related. Methodology. The author analyzes numerous theories of engagement, having considered the studies of both foreign and Russian scientists. Combined them into four groups, the relevance and value ofeach of the approaches is consistently considered. Findings. In the conducted analysis of the literature, clear patterns in the formulation of definitions of engagement were found and presented. Also, the relationship between engagement and motivation was found, the evolution of approaches to labor motivation was described, where engagement in work is the highest manifestation. Originality of results. Having systematized the data of scientific literature, the author offers an original definition of engagement as the highest positive manifestation of labor motivation, which evolves, complementing the constructs of loyalty and satisfaction. In conclusion of this literature review, the author notes thatin modern organizational psychology there is a need for a new approach to labor motivation, which would combine developments in the field of employee engagement with the achievements of theories of labor motivation.

Role ambiguity and occupational stress as predictors of nurses’ job satisfaction

Purpose. Purpose of the study is to investigate the relationship between role ambiguity and occupational stress for nurses’ job satisfaction in developing country. Study design. The study design is quantitative and cross-sectional. The approved scales’ consents were taken from authors to administerin Pakistan’s one private and one public hospital. Sample of 240 nurses were drawn from private and public sector hospitals. “Role ambiguity” (Rizzo et al., 1970), “Occupational stress” (Yang et al., 2011) and “Job satisfaction” (Carbonell, Escudero, 2013) were used as instruments of measurement. The surveywas conducted with informed consent from participants. Descriptive statistics were calculated using SPSS v.23 and Confirmatory factor analysis (CFA) was carried out through AMOS v.23. Findings. Thestudy reported no significant differences of role ambiguity and occupational stress on job satisfaction fornurses. Qualitative reasoning suggests nurse personality and hospitals’ culture to be conducive for longterm job stay with extrinsic motivation. Nurses find their roles clear that makes them less occupationally stressed. Present nursing shortage drives the regular salaries to be comparatively higher in a safer medical environment. Hence, job satisfaction does not significantly differ for the sample. Research limitations.The limitations of the study include strict focus of two variables to one variable for validation. Covariateand inclusion of other variables like nurses’ personalities, nurse practice environment, and nurse stress management skills can be important to assess further dimensions to the study. Moreover, cross-country comparative analysis between nursing professions in developing country with developed country can further add value to the study. Value of the results. Studying is valuable for health occupational psychology literature. In applied settings, hospital administration can delve into further factors to improve nursingprofession in Pakistan.

Organizational climate and job satisfaction of nurses: the mediating roles of job stress

Purpose. This study aims to investigate the role of job stress in the relationship between organizational climate and job satisfaction of nurses in hospitals. Organizational Climate plays an important role in creating nurse job satisfaction because it’s one of the main factors shaping the attitudes and behavior of nurses in the hospital. Methodology. The study used saturated sampling techniques, namely 90 nurses who are working at the XYZ Hospital in Kediri, East Java. Data collection techniques were carried out using questionnaires to respondents. Technical data analysis using PLS-SEM. Findings. An organizational climate has a positive and significant influence on job satisfaction. However, the organizational climate has a negative relationship with job stress. Job stress has no influence on job satisfaction. Job stress cannot play a role as a mediating variable in the relationship between organizational climate and job satisfaction. Value of the results. The data obtained is used by the hospital management to increase the satisfaction of nurses by creating a conducive organizational climate therefore nurses can work more comfortably. Besides that, creating a conducive can reduce the stress that is felt by nurses. The findings of this study can also contribute to increased understanding related to organizational behavior and human resource management practices, especially in hospitals.

Unleashing intrapreneurial behavior: Cultivating an entrepreneurial mindset to meet the increasing demand for intrapreneurship

Purpose. This research endeavors to examine how entrepreneurial mindset functions on employees’ intrapreneurial behavior. Besides, we also examined the role of situational cues such as psychological safety and work engagement in stimulating entrepreneurial mindset in the organizational context. Methodology. The study adopted the College Entrepreneurial Mindset Scale, which operationalizes the entrepreneurial mindset comprising five dimensions: innovativeness, need for achievement, risk-taking, autonomy, and proactiveness. Incorporating work engagementand entrepreneurial mindset as mediating variables, a hypothetical model was established to link these variables to employees’ intrapreneurial behavior. A web-based questionnaire, authorized by departmental administrators working in SMEs in China, was disseminated to employees’ individual work accounts, wherein they completed and submitted the questionnaire for the purpose of our research inquiry. A total of 278 responses were gathered, 261 valid responses remained for subsequent analysis.The collected data were analyzed using both SPSS and Mplus, the hypotheses were tested, and the model was verified through structural equation modeling analysis. Findings. The results of this study indicatethat entrepreneurial mindset plays a significant role in fostering employees’ intrapreneurial behavior,which is widely considered to be a critical driver of organizational performance and productivity.Besides, this research found that autonomy as an essential facet of the entrepreneurial mindset does not contribute to intrapreneurs’ mindset. Furthermore, the study has pinpointed psychological safety and work engagement as the critical cues that evoke employees’ entrepreneurial mindset. Value of results.This research has valuable implications as it highlights the important role that entrepreneurial mindset plays in promoting employees’ intrapreneurial behavior. More importantly, our results also implicate the necessity of developing the concept of an “intrapreneurial mindset” within the realm of intrapreneurship research. We also identify situational cues for entrepreneurial mindset in the organizational context, adding a new perspective to the existing literature and managerial practices.

How is organizational citizenship behavior and job satisfaction today? Evidence on retail companies in Indonesia

Purpose. The era of Globalization demands business competition. Companies need to adaptand require competent human resources who are able to go the extra mile by having organizationalcitizenship behavior. Organizational citizenship behavior is proven to provide great benefits for thecompany’s business continuity. This study aims to determine the effect of compensation, servantleadership, psychological capital, and job satisfaction on organizational citizenship behavior and themediation of job satisfaction. Methodology. Quantitative data analysis was conducted using the PLS-SEM method of SmartPLS 4 software with a population of 103 retail employees in East Java Indonesia collectedthrough online questionnaires. Findings. The findings of this study indicate that job satisfaction andpsychological capital are the biggest predictors that contribute to organizational citizenship behavior behavior. While compensation and servant leadership directly do not contribute to and influence organizational citizenship behavior behavior. Job satisfaction was found to be a mediation between servant leadership and organizational citizenship behavior, and a mediation between psychological capital and organizational citizenship behavior. Implications for practice. These findings provide practical implications for companies under the need to pay attention to job satisfaction and psychological capitalin individual employees because it has an impact on their organizational citizenship behavior, and also need to apply servant leadership in leadership in the company. Value of the results. This study provides interesting results that the level of compensation received by employees does not have an impact onorganizational citizenship behavior, and this is relevant to D. W. Organ’s theory that organizational citizenship behavior is voluntary, discretionary behavior and is not formally recognized and there is no compensation.

The contribution of interpersonal conflict and organizational justice to counterproductive work behavior and the moderating role of emotional intelligence

Purpose. This study aims to examine the moderating role of emotional intelligence on the influence of interpersonal conflict and organizational justice to counterproductive work behavior. Methodology. This type of research uses a quantitative approach and causal associative methodology. A total of 72 respondents (47 civil servants and 25 non-civil servants) were obtained from a populationof 256 employees at the regional secretariat of the Bima Regency, Indonesia, using the proportional random sampling technique. All variables under investigation are measured using the Likert scale, givingpoints from “1” (strongly disagree) to “5” (strongly agree). The questionnaire’s 70 items are presented asstatements, like 19 items about counterproductive work behavior (Bennett, Robinson, 2000). 15 items about interpersonal conflict (Bruk-Lee, Spector, 2006), 20 items about organizational justice (Niehoff, Moorman, 1993), and 16 items about emotional intelligence (Wong, Law, 2002). PLS-SEM was used in data analysis with the Smart PLS 4 program. Findings. The results showed that interpersonal conflicthad a significant positive contribution to counterproductive work behavior, while organizational justicehad a significant negative contribution in counter productive work behavior. Furthermore, emotional intelligence can weaken the effect of interpersonal conflict on counterproductive work behavior and strengthen the influence of organizational justice on counterproductive work behavior. Theoretical implications. The results of this study provide additional support regarding social exchange theory, which states that there is a reciprocal relationship as a form of recompense for the treatment of others.This theory is a framework used to understand social interactions and relationships between individuals based on mutually beneficial exchanges. In the context of this study, there is a relationship based on the exchange of resources in the form of emotional support, information, assignment assistance, promotions, and mutually beneficial recognition. Implications for practice. People with high emotional intelligence will be better at managing their emotions, so management needs to design emotional intelligence training and development to reduce employee involvement in counterproductive work behavior bothcaused by interpersonal conflict and perceived organizational justice.

The role of job autonomy and job involvement in work-life balance among the IT sector employees

Purpose. This article examines how job autonomy predicts work-life balance for employees working in the Information Technology (IT) sector of India. The country’s IT sector is a prominent participantin the global technology industry that substantially contributes to economic growth. The sector draws top talent nationwide, making it a demanding and challenging workplace. Employees find it harder to balance their work and life due to fast-paced work environments, long working hours and high stress. This study also evaluated the mediating effect of job involvement on the association between job autonomy and work-life balance. Study design. With the help of hierarchical multiple regression analysis alongside R. M. Baron and D. A. Kenny’s statistical mediation model, the author has assessed 225 employees working at four leading IT firms across Bengaluru, Kolkata and Bhubaneswar in India. Findings. It is found that there is a significant and positive impact of job autonomy on the work-life balance of IT sector employees in India. Moreover, there is evidence that job involvement has a mediating role in the stated relationshipas well. Both job autonomy and involvement contribute positively to work-life balance. It is essential for organizations to implement policies and practices that support a healthy balance for their employees.Implications for practice. The analysis gives understanding into the Indian IT sector to identify thepossibilities of job autonomy in improving the work-life balance of employees through job involvement.This study’s findings help HR professionals, academics, and organizations create effective work-life balance strategies. Value of the results. This research improves the knowledge of how job autonomy and involvement affect the work-life balance of IT sector employees in India. The study provides a basis for understanding how the psychological aspects of employees play a major role in shaping their positive experiences at work.

Family career: Nature, basis for typology, and methods of support in professional and family self-determination (in Russian)

Purpose. The article substantiates the independent status of «family career» on the basis of considering the activities of family members as a special work. Using examples, it is shown that labor and family activity have a lot in common, and most importantly, the methodology of labor activity analysis itself is quite applicable to the analysis of family activity (in terms of subject, goals, means, conditions, responsibility). Methodology. But if we compare family and professional activities, then despite some similarities, there are also significant differences. Family relationships are usually based on more pronounced intimate and personal attachments, which is not typical for professional activity in general. A generalized model reflecting the importance of different spheres of life for family and personal happiness and success is proposed. Results. On the basis of this model, the consultative methodology «Family Career» is proposed, which makes it possible to determine «points of convergence», «points of repulsion» and «points of balance», reflecting the different attitudes of family members to the choice of certain priority areas of life by other members. According to the agreement or disagreement of these points, it is possible to clarify the problems of a particular family and look forways to harmonize and even reciprocate family relations. Variants of the possible correlation of types of families and types of careers are shown. Value of results. The article also highlights different grounds for the typology of «family careers», and on some grounds, suggests possible types of such careers. At the end of the article, the options for practical assistance to family members who are trying to self determine in choosing the preferred type of «family career» that is most suitable for this stage of their development are considered.

Economic ethnopsychology and isomorphism as sources of resources for organizing communities and institutions of a multipolar world (in Russian)

In the history of mankind, self-organizing associations and communities have played a significant role, according to their psychological, economic and ethno-cultural orientation (identity, hospitality, exchanges of goods and products, cooperation), some of which can be attributed to the “forerunners” of organizations in the multipolar world. Thus, the phenomenon of “multipolarity” has been found since ancient times not only in European territories, but also in India, China, the Near and Middle East. Moreover, in different countries, the desire for self–sufficiency, for “autarky” — i.e., the policy of economic isolation of a separate collective economic “subject” — was a priority in the psychology of any “policy”. Later, having complicated themselves with national attributes, some of them became the center states of a multipolar world. The system-forming factor of most communities in the multipolar world, from the point of view of organizational, economic and cross-cultural psychology, is interethnic cooperation, which, based on the cybernetic approach and the basic category of “activity”, allows consideration from the standpoint of the concept of isomorphism, demonstrating specific connections and dependencies between known phenomena: personality, group, norms, self-awareness, etc. In thisarticle, as the goals and objectives of the analysis of the multipolar world, isomorphic parameters of such phenomena as identity (and varying from the science and practice of indigenization, to there cognition and acceptance of different degrees and proportions of external and internal polyethnicity) are considered; a combination of innovative and residual (“embryonic” in J. Moreno) social structures; which are the basis for effective feedback. Adequate autostereotypes and heterostereotypes are connected, as well as newly developed criteria for evaluating the parameters of a multipolar world. The functioning of a multipolar world has intercultural competence as its main “tool”, which is primarily significant in that it lends itself to purposeful formation and requires the organization of appropriate measures through education and upbringing.

XXV Yasinskaya (April) International Scientific Conference on Problems of Economic and Social Development

Dear colleagues!National Research University Higher School of Economics is now accepting applications for papers to participate in the XXV Yasin (April) International Scientific Conference on Problems of Economic and Social Development (XXV YISC). The XXV YISC events will be held in Moscow from April 15 to 18, 2025. The conference program will be formed within the framework of five scientific topics: Economy; Human capital and society; Instrumental methods and models in management and social sciences; Foresight research; International relations.