http://orgpsyjournal.hse.ru en-us Copyright 2024 Fri, 12 Jul 2024 23:53:56 +0300 https://orgpsyjournal.hse.ru/en/2024-14-2/941950372.html We present our journal’s new edition Issue No. 2, 2024.In the “Research in Organizational Psychology” section you will find five articles from different countries and with a variety of topics: proactive behavior of employees in the context of work events (Russia); organizational citizenship behavior of civil servants (Türkiye); psychological contract between employees and employers in manufacturing and service enterprises (India); social loafing of civil servants in Nigeria; detached behavior of female workers of reproductive age in a garment factory in Bangladesh.In this issue the “Organizational Psychological in Practice” section is presented with an article by Russian practitioners. It presents the results of applied research that allows us to recommend a technique for automating answers to open questions during periodic staff surveys in order to assessthe level of their involvement. The developed tool can be used for a benchmark comparative analysis of engagement in companies from various fields of activity.In the section “First Steps” there are four articles by novice authors who shared the results of their research in various areas of organizational psychology. Russian authors presented an integral model of the phenomenon of the presence of a specialist and a client in the process of individual psychological counseling of employees of an organization. A team of authors from Albania attempted to understand the relationships between emotional intelligence, mobbing and resilience in metropolitan police units. A multi-university research team shared findings from a study examining the relationships between psychosocial stressors and turnover intentions among female workers from different sectors of the garment industry in Bangladesh. To check the validity of R. Organ’s five-component model of organizational citizenship behavior on a sample of university teachers — this was the goal of the Indian authors.An important problem of the need for a special study of conscience and common sense asconditions for effective work in various professions is raised by a large team of Russian scientists and practitioners in their article, published under the heading “Organizational psychology in dialoguesand discussions.” Having carefully studied the problem posed, the authors come to the conclusion that the risks of inappropriate behavior should be reflected both in job descriptions ("professiograms") and in the requirements for an employee ("psychograms"). Thus, they should also be reflected in the so-called “models of specialists”.Please, enjoy the reading! https://orgpsyjournal.hse.ru/en/2024-14-2/941587564.html This study examines proactive vitality management of physical and mental energy and events at work as a trigger. According to the theory of affective events (AET), work life events affect the reactions of employees as exogenous factors. Purpose. The purpose of the study is to identify the nature of the relationship between work events and proactive behavior of employees. Methodology. 58 managers (23 women, 35 men, heads of product lines in the field of information technology) participatedin the study, who registered their proactivity (Proactive Vitality Management Factors questionnaire) and work events (author’s questionnaire) for 50 days (eight weeks). A total of 1028 measurements were made (including those missed). Findings. Two components of proactive energy management are identified — readiness for work and self-motivation. The trends towards changes in work readiness and self-motivation related to work events are revealed. The cyclical nature of willingness to workin teamwork was revealed (short cycle, six working days). Conclusion. The efficiency of employees is maintained after the event in two different ways: events have both an instantaneous effect (affective reaction) — affect the willingness of employees to work, and delayed — increase their self-motivationin the following days. Readiness for work depends on the event taking place “here and now”, and there is no after effect of the event — the next day, the level of readiness for work returns to the initial level. In the case of self–motivation, on the contrary, the saturation of the last few days with important events has a greater effect — the more such events occur, the more self-motivation changes. https://orgpsyjournal.hse.ru/en/2024-14-2/941597197.html Organizational citizenship behavior, explained in terms of the concepts of altruism,conscientiousness, sportsmanship, courtesy, and civic virtue, is generally managed in two dimensions: as organizational citizenship behavior towards the individual and towards the organization. Internal service quality, on the other hand, is based on the principle that relations between employees working indifferent units of the organization, or between units, or between the organization and the employee, are conducted according to quality standards. Purpose. Thus, the main purpose of this study is to determine the potential of employees’ perceptions of organizational citizenship to explain internal servicequality. Method. For this purpose, data were collected from 216 public sector employees in X provincein Turkey through a questionnaire. The study first tested the construct validity and reliability of the scales. A structural equation model was established to analyze the research model. Findings. Structural equation model analysis revealed that organizational behavior towards individuals has a positive effecton organization-related, group-related, and person-related internal service quality, while organizational behavior towards the organization has a positive effect on person-related internal service quality. Value of results. From the research results, there is a moderate relationship between organizational citizenship behavior and internal service quality, and perceptions of organizational citizenship behaviorare predictors of internal service quality. From these results, it appears that the psychological sense of ownership, which is critical to employees’ success in the workplace, acts as an influencing factor for their relationships with each other. https://orgpsyjournal.hse.ru/en/2024-14-2/941762106.html Purpose. The purpose of the study is to identify which factors of the psychological contract contributes to the attrition level in the service and manufacturing sectors. The degree of psychological contract observed in the firms and its fluctuating degree is examined empirically in this study based on the influence of the external factors. There is evidence that the employees and the employers will notbe able to sustain with same degree of the psychological contract as they work as two entities in the organization. The businesses which are successful undoubtedly had a strong ‘Relational Psychological Contract’ that enabled them to gain competitive edge in the market. Study design. This research was conducted in two stages, case study analysis, and primary data analysis. In case study analysis, twenty fivefirms were selected of which eight were from manufacturing and seventeen from the service industry. The case study method helped to explore the employee-employer relationship. A broad-level study was conducted using a structured questionnaire in which 393 were considered for analysis.There is exploratory study with the structural equation modelling analysis done with the confirmatory factor analysis. Findings. The analysis of confirmatory factor model of structural equation modelling showed a ‘Psychological Dissonance’ between employees and employers and the negative covariance of the variables of the confirmatory factor analysis shows that the respondents have a commitment to the employers as employees but are not emotionally linked. The relationship is shrunk to a level of delivery tasks for remuneration. This leads to higher attrition rate in the service sector, comparing to the manufacturing sector among the employees with less experience which is proven in the study. Research limitations. The research limitations are the attrition data to collect from various firms as it is a negative outcome in any organization. Value of the results. The value of the results is genuine with the primary data collected from the respondents (both employers and employees of the firms) which the author could get access. https://orgpsyjournal.hse.ru/en/2024-14-2/941784763.html Purpose. The study investigated paranoid ideation and emotional instability as drivers of social loafing among civil servants in Awka Nigeria. Method. The participants (N = 129) consist of 24 malesand 105 females with an age range of 22 to 44 years and a mean age of 32.5. The study utilized these instruments: Social Loafing Scale developed by P. W. Mulvey and H. J. Klein, Revised Paranoid Thoughts Scale by D. Freeman with colleagues, and Difficulties in Emotion Regulation Scale by K. L. Gratz and L.Roemer. Correlational design and hierarchical multiple linear regression analysis were used to analyse data. Findings. On paranoid ideation, the result at r = .09, p > .05, (M = 16.84 and SD = 4.75) indicated no significant relationship between reference ideation of paranoid ideation and social loafing; while r = .47, p < .001, (M = 23.95 and SD = 6.49) indicated a significant relationship between persecution ideation of paranoid ideation and social loafing. Emotional response non-acceptance, emotional awareness difficulty, emotional regulation difficulty, impulse control difficulty, emotional clarity of emotional instability, and paranoid ideation had a significant driving effect on social loafing. While reference ideation and the goalof emotional instability record no significant driving effect on social loafing among civil servants. Value of results. Today, social loafing has become a cancer that destabilizes both organizational and group efforts in private and public organizations. Therefore, this study cross-examined whether paranoid ideation and emotional instability are drivers of social loafing among workers. This study was the first of its kind to explore dimensions of paranoid ideation and emotional instability on workers’ social loafing, therefore the researchers submitted that other scholars should re-investigate these variables in a different setting or context to determine the generalization of this study. Implementation for practice.The study recommended that organizations develop plans and strategies that are psychologically driven to expose their workers to the knowledge of emotions and paranoid ideation. https://orgpsyjournal.hse.ru/en/2024-14-2/941819907.html Purpose. The main objective of the present study was to investigate the relationship between reproductive health problems and the withdrawal behavior of working women. Study design. In this studytarget population was the female workers of the garments factory situated in Dhaka city of Bangladesh. 100 female workers who had medical cards were selected following the purposive sampling method as respondents in the present study. Measuring instruments. The present study required: 1) Reproductive Health Related Check List H. Naz, and with the help of physicians who were experts in reproductive health; 2) Job Withdrawal Behavior, which measures the lateness and absenteeism of the respondents. Findings. The findings indicate that, reproductive health has the significant positive correlation withlateness (r = .241, p < .05) and there is also significant negative correlation between reproductivehealth problems and age (r = –.209, p < .05). Other findings indicate that the strongest predictor of withdrawal behavior was reproductive health problems which alone explained the 5.8% variance in reproductive health problems and 4.4% variance with age. It seems that, this result fit the model. Finally, it is concluded that, in developing countries is not just a health problem; it should be recognized also asa human rights issue. https://orgpsyjournal.hse.ru/en/2024-14-2/941837579.html This paper aims to develop a solution for content analysis automation for answers to openended questions in engagement studies. Responses to two open questions by more than 16,000 employees of five Russian companies were processed using a natural language processing method and a multilabel classification. The categories used for classification were obtained by building a co-occurrence matrixfrom the results of manual content analysis. The solution contains two separate models developed with supervised machine learning algorithms — random forest and gradient boosting. These model sautomate the content analysis process for answers to open questions in engagement studies with the accuracy of .86 and .70 respectively. Aggregated and potentially universal categories of engagement studies were identified, the categories being independent of the context of data collection. They also were compared with the engagement factors defined by other authors. Besides, the most important speech patterns (words and phrases) that predict to which of the categories a particular employee’s response would be assigned were named. The solution can be used by companies for benchmarking factors of engagement in different domain areas. Research opportunities for the categories as regards their possible internal relationship are discussed. Improvement of the tool is also considered, as well as adding topic modeling and sentiment analysis methods to refine its predictive power. https://orgpsyjournal.hse.ru/en/2024-14-2/941849333.html The article presents an integral model of the phenomenon of the presence of a specialist and a client in the process of individual psychological counseling for employees of an organization. Purpose. The purpose of the study was to develop an integral model of the phenomenon that allows a holistic description of presence. Method. The created model covers organizational, structural, procedural, dynamic aspects of the phenomenon of presence, which are represented in 22 invariant components. Value ofresults. This research work has theoretical significance, because it fundamentally describes the largest volume of characteristics of the psychotherapy process in current times. Implications for practice. The practical application of the integral model of psychotherapeutic presence is growing from a specificsession (where there are indications for therapy, subject to building of deep contact, in which help is realized through the space “between”) to training in universities in the skills of organizing predictors of a specialist’s presence to the development of a separate direction of psychotherapy, placing the synergistic effect central to treatment. In addition, the study fills the “gap” between psychology as a field of knowledge and its practical side, and contributes to the development of a holistic, unified view of the process of providing psychological and psychotherapeutic assistance. https://orgpsyjournal.hse.ru/en/2024-14-2/941948570.html Purpose. This study delves into the relationship between emotional intelligence, mobbing, and resilience in the police force of Tirana, Albania. Study design. The sample population consisted of 117 police officers, with a male to female ratio that mirrors the actual gender ratios in the Tirana police force. The participants were asked to complete self-assessment questionnaires to determine their levels of emotional intelligence, mobbing, and resilience. Findings. The results showed a clear correlation between increased mobbing in the workplace and decreased resilience. Furthermore, the study found no statistically significant relationship between emotional intelligence and resilience. Additionally, those participants who reported experiencing mobbing in the workplace demonstrated lower levels of resilience compared to those who did not experience it. The sample demonstrated a high level ofemotional intelligence, which was positively correlated with the participants’ age. However, it could notbe definitively determined whether this correlation was specific to the workplace or a general trend. Value of results. This study highlights the importance of emotional intelligence in enhancing well-being in the workplace and suggests that the police force should invest in training and development programs to enhance emotional intelligence among its officers. It also under scores the need for increased awareness of mobbing and the implementation of measures to prevent it from occurring in the workplace. Thefindings of this study add to the existing body of research in the field of emotional intelligence and itsimpact on workplace well-being. https://orgpsyjournal.hse.ru/en/2024-14-2/941949611.html Purpose. The current study aims to determine the association between the psychosocial stressor and turnover intention of apparel industry workers in Bangladesh and examine the mediating effect of job stress between psychosocial stressors and turnover intention in the same context. Methodology. Purposive sampling was used to interview 252 full-time employees of the apparel industry from eight different sectors (sewing, cutting, finishing, spot removal, etc.) based on organizational variations in organization size, location, and compliance regulations. The study framed the adapted questionnaire with 28 items on a five-point Likert Scale ranging from “1” (strongly agree) to “5” (strongly disagree). AMOS was used for structural equation modeling and confirmatory factor analysis to track the resultof the hypothesis. Findings. Psychosocial stressors significantly affect job stress (b = 0.57, t = 7.522,p < .001) and the intention to leave one’s job (b = 0.21, t = 2.64, p < .05). The influence of job stress onturnover intention was also found to be significant (b = 0.64, t = 7.053 and p < .001). The findings reveal that the relationship between the psychosocial stressors and the intention to leave the job was mediatedby job stress. Implications for practice. Managers need to priorities and take necessary measures toreduce job stress by eliminating psychosocial stressors to minimize the impact of psychosocial stressorson workers’ intention to leave the industry. https://orgpsyjournal.hse.ru/en/2024-14-2/941950056.html Purpose. The purpose of this study is to delve into the depth to develop knowledge-based education sectors in a globalized world with an everincreasing competitive landscape. Higher Education Institutions (HEIs) are undergoing significant changes as a result of globalization, increased competition for financing and personnel, as well as more institutional autonomy. Therefore, as institutions continueto face several challenges their survival will depend upon how effectively they manage their human resources. To effectively adapt to this institutional change and become more competitive in a challenging world, more and more HEIs are implementing various methods to better utilize their human resources. Method. In the study, a descriptive research design was used. The sample frame includes 470 faculty members from India’s higher educational institutions. The Statistical Package for Social Science (SPSS20) and AMOS 20 versions were used for data analysis. Descriptive statistics were utilized to assess demographic data, which included frequency, percentage, mean, standard deviation, etc. It was used to assess how OCB and its variables are interrelated. Confirmatory factor analysis was performed on the OCB dimensions, confirming that the model is acceptable because all CFI, TLI, and RMSEA values remain within the acceptable limits. Findings. The paper is to examine the connection between the dimensions of organizational citizenship behavior (OCB) in Higher Educational Institutions (HEIs) in India. Accordingto the findings, there exists a significant association between the dimensions of OCB. Implications for practice. In practice, this study advises private university administration to streng then teachers’ ethical behaviors at work, which can affect teachers’ organizational citizenship behavior. Value of results. This study delivers knowledge and a framework for further investigation. This study will help academicians and institutions to better comprehend the OCB study. https://orgpsyjournal.hse.ru/en/2024-14-2/942172612.html The article substantiates the importance of the problem of special research of conscience and common sense as conditions for effective work in different professions. The risks of inappropriate behavior should be reflected both in the descriptions of professions (professionograms) and in there quirements for the employee (psychograms), and, accordingly, they should be included in certain «models of specialists». The concept of «conscience» is clarified in the context of the relationship between law, morality and ethics. In the case of poor work based on strict observance of laws (instructions, etc.) and moral norms, there is always the possibility of referring to the «imperfect» norms of lawand morality that regulate work. And it is only moral behavior that places all the responsibility on the worker himself, who is faced with a choice: Should imperfect laws and moral precepts always be obeyed? Generalized working models of decent behavior of an employee are proposed. The expediency of discussing the problem of conscience and common sense in labor activity with school children,students and students of advanced training courses is considered. https://orgpsyjournal.hse.ru/en/2024-14-2/942190238.html On May 24-26, 2024, the Anniversary X CBT Forum of the Association of Cognitive Behavioral Therapy (CBT) took place in St. Petersburg — the most significant annual event in the field of psychotherapy and coaching in Russia, which brings together a large number of specialists in the field of cognitive behavioral psychotherapy not only from Russia, but also from other countries. This year two anniversaries coincided: the 25th anniversary of the creation of the Russian CBT Association and the 10th anniversary of the International Forum of the CBT FORUM Association. The forum program also includes a “Coaching” section, at which teachers and students of the HSE University presented reports on coaching in organizations.