http://orgpsyjournal.hse.ru en-us Copyright 2025 Tue, 13 Jan 2026 18:29:50 +0300 https://orgpsyjournal.hse.ru/en/2025-15-3/1117317211.html The relevance of this study stems from the intensifying competition for highly qualified personnel in the modern Russian labor market, which highlights the need for organizations to shift from standardized to deeply differentiated approaches to motivation management. In this context, considering gender specifics is becoming a critical factor in the effectiveness of HR practices, as traditional models demonstrate limited effectiveness in attracting and retaining valuable specialists of both genders. Purpose. The study aims to identify and analyze gender-specific patterns in the structure of work motivation, viewed as a system of interacting personal and situational factors. The objectives included identifying significantly different personal factors, determining the structural relationships between them, analyzing the perception of situational factors, and developing practical recommendations. Methodology. The empirical base consisted of data from an online survey of 164 highly qualified specialists (75 men, 89 women). For diagnostic purposes, an original questionnaire based on the semantic differential method was developed and validated. The methodological framework was based on a system of principles encompassing systemic differentiation and integration, subordination of motives, adaptability, and resilience, which allowed for the analysis of motivation as a holistic system with varying architectures. Data was processed using Student’s t-test and correlation analysis. Results. Statistically significant gender differences were identified: men demonstrated a higher orientation toward autonomy (p = 0.002), leadership (p = 0.024), and the personal significanceof work (p = 0.034); women were characterized by a more pronounced desire for security (p = 0.000), consistency (p= 0.008), and corporate work (p = 0.000). The key result is the identification of fundamental differences in the architecture of motivation: male motivation represents a differentiated system of independent patterns (“Leaders,” “Entrepreneurs,” “Experts”), while female motivation is an integrated system in which security serves as the fundamental foundation. Value of the results. The study empirically confirmed the hypothesis about the structural nature of gender differences. A system of practical recommendations for motivational profiling and differentiation of HR practices wasdeveloped. The data obtained demonstrates the strategic necessity of transitioning to a gender-sensitiveapproach to personnel motivation management to improve the competitiveness of organizations in the modern labor market. https://orgpsyjournal.hse.ru/en/2025-15-3/1117399949.html Purpose. The current study aims to examine if and how Indian working professionals’ mindfulness is associated with their emotion regulation strategies (cognitive reappraisal and expressive suppression) as general self-efficacy mediates these relationships. This is done by examining (a) the relationship between cognitive reappraisal and mindfulness through the mediation of general self-efficacy and (b) the relationship between expressive suppression and mindfulness through the mediation of general self-efficacy. Method. Participants were 500 Indian adult working professionals aged 21–36 years (Mage = 28.8 years; 68.4% male; 92.2% urban) who completed self-report measures. Correlation and mediation analyses were performed in line with the objectives. Findings. Findings suggest that the relationship between mindfulness and emotion regulation is partially (accounting for some, but not all, of the relationship) explained by general self-efficacy, as mindfulness was found associated with both strategies of emotion regulation: cognitive reappraisal and expressive suppression, and general self-efficacy partially significantly mediated both these relationship pathways. Value of results. Therefore, if organization psychologists pay attention to the impact and contribution of general self-efficacy while implementing mindfulness practice among working professionals or while administering (undertaking) mindfulness-based programs, training techniques, and even interventions for maintaining emotional balance, better work-related psychological outcomes can be expected, thereby elevating the promotion of healthy industrial and organization psychology. These objectives are novel for this sample, and the findings also promote professional collaboration between practitioners and researchers in organizational psychology. https://orgpsyjournal.hse.ru/en/2025-15-3/1117413016.html Purpose. The job crafting is a worker’s action to reorganize their tasks to make sense. However, when the worker perceives his leader as spiritually and emotional intelligent, he promotes greater autonomy for this action. Therefore, the objective of this research is to verify the influence of leaders’ emotional and spiritual intelligence on team performance through the job crafting. Methodology. To measure this phenomenon, a quantitative survey was carried out. The scales used are: Leader Spiritual Intelligence Scale and Leader Emotional Intelligence Scale (adapted to measure leaders’ intelligence) and Job Crafting Scale. The sample is made up of hospital workers (Brazil, N = 212 and Portugal, N = 222). Findings. The results revealed internal consistency of the scales; the hierarchical association model corresponded to the theoretical and empirical perspective; Brazilian professionals had higher scores. The intelligences regarding the cause of the job crafting propose a productive perspective in the behaviour of their teams. Originality. It is the first time that used an adapted scale about spiritual intelligence and emotional intelligence to measure leadership. https://orgpsyjournal.hse.ru/en/2025-15-3/1117425990.html Цель. Первой целью данного исследования было изучение взаимосвязи между распределённым лидерством (shared leadership) и эффективностью команды. Вторая цель состояла в том, чтобы изучить, в какой степени эта связь может быть опосредована обменом знаниями, когнитивным и аффективным доверием в команде. Метод. В данном исследовании выборка из 186 штатных сотрудников иранской организации (76,3% мужчин и 23,7% женщин) была набрана с помощью метода простого случайного отбора. Участникам было предложено заполнить шкалы по распределённому лидерству, когнитивному доверию в команде, аффективному доверию в команде, обмену знаниями, а также эффективности и производительности работы команды. Результаты. Анализ пути с использованием структурного моделирования уравнений (SEM) показал значительную положительную связь между распределённым лидерством и производительностью команды (то есть эффективностью и производительностью). Более того, было выявлено, что обмен знаниями и аффективное доверие в команде в значительной степени опосредуют связь между распределённым лидерством и производительностью команды. Однако опосредующая роль когнитивного доверия не была подтверждена. Наконец, было обнаружено, что когнитивное доверие опосредует связь между распределённым лидерством и обменом знаниями. Ограничения исследования. Для анализа данных мы использовали метод кросс-секционного исследования, что могло ограничить обобщение наших результатов. Практическая реализация. Стиль распределённого лидерства может быть предложен для программ формирования команды для сотрудников или менеджеров и компаний, работающих в командах. Оригинальность. В этом исследовании распределённое лидерство рассматривается как потенциальный источник, который может усилить чувство доверия, основанного на эмоциях, и обмен знаниями в командах, что приведёт к более высокому уровню эффективности работы команды. https://orgpsyjournal.hse.ru/en/2025-15-3/1117515522.html Purpose. Business globalization has changed away from traditional finance-based success measurement and toward a capacity-based economy that embraces enterprises’ green management features. While this change in the business world has led to the emergence of green human resources practices, this new human resources model has also triggered environmentally friendly behaviors of employees. Method. In this research, we assumed that employee-organization fit, and workplace spirituality can be important mediators between green human resources management and employees’ environmentally friendly behaviors, and we tested this assumption on white-collar personnel in Turkey. Our field study, which we conducted on 425 people and tested the results in the AMOS program, supported the assumptions in the research hypotheses. Findings. The results of our research reveal the mediating effect of person—organization fit on employees’ responsible and pro-environmental behavior. The results of our research reveal the mediating effect of the fit of individuals with responsible behavior and the pro-environmental behavior of employees. Furthermore, workplace spirituality has also emerged as a mediating factor in the relationship between green human resources management practices and responsible behavior. Value of results. The research results are essential and unique in emphasizing the importance of soft elements such as workplace spirituality and person-organization fitwithin the organization in the reflection of green human resources management practices in individuals’ lives outside the organization. https://orgpsyjournal.hse.ru/en/2025-15-3/1117566810.html In the context of the workplace, psychological withdrawal can refer to employee behaviors or experiences that are indicative of disengagement, dissatisfaction, or a lack of motivation. It is mainly the mental escape from the workplace while being physically present in the organization. Purpose. The aim of the study is to explore psychological withdrawal behavior that the organizations have been experiencing or witnessing. The research questions are as follows. 1. What are the antecedents (variables that describe possible causes) of psychological withdrawal in workplace? 2. How do employees psychologically distance themselves from their jobs? 3. What consequences do psychological withdrawals have? 4. What strategies might be used to minimize psychological withdrawal? Research methodology. For this study, inductive research methodology was used. This approach involves gathering sample data and using it to look for themes and patterns. An online survey that was left open-ended asked the participants about their viewson psychological withdrawal behavior. This study used thematic analysis as its analytical approach. Theprocedures in thematic analysis include identifying patterns and themes in the data and categorizing them. For this research, 70 managers from various private firms served as the respondents. The participants in this study were chosen using purposeful sampling. Finding. The results of a field study identified four themesof psychological withdrawal behavior: reason or antecedents, methods, consequences and strategies to reduce such behavior. By gaining knowledge, empathy, and appropriate coping mechanisms, one can better manage and limit the harmful impacts of psychological withdrawal behavior at the individual and social levels. This would also improve people’s general mental and emotional well-being while increasing productivity for the organization. Value of results. The importance of knowing the underlying mechanisms and triggers of withdrawal behavior is one major take away from this paper. Whether it’s due to physical reliance, social anxiety, or a desire for digital detox, identifying the fundamental causes can help guide intervention tactics and support systems for people going through withdrawal. https://orgpsyjournal.hse.ru/en/2025-15-3/1117578853.html This article is devoted to the phenomenological analysis of the practice of using various management automation systems in Russian companies based on observations and surveys conducted by the author during management consulting. Using real cases from consulting practice, it is shownhow blind adherence to technologies without taking into account the specifics of the company,organizational culture and the human factor leads to conflicts, reduced efficiency and attempts byemployees to deceive the systems. The need to adapt digital solutions to the unique needs of business,to involve specialists capable of interpreting digital indicators in making management decisions isemphasized https://orgpsyjournal.hse.ru/en/2025-15-3/1117579209.html Purpose. To refine the conceptual understanding of “strategic thinking” in light of the changes that have taken place in the research field over the past few decades. Methodology and study design. A bibliometric analysis of publications from 1962 to 2024, retrieved from the Scopus database and related to strategic thinking. The study utilized a frequency-based approach with a minimum co-occurrence threshold set at 3, allowing for the identification of even rare but relevant connections among terms. Aqualitative analysis of the theoretical and applied dimensions of strategic thinking as a meta-skill was conducted. Findings. Eight major thematic trends were revealed, including linkages to strategic learning, leadership, change management, and both group-level and individual-level psychological factors. Th study underscores the synthetic nature of strategic thinking and highlights new challenges that have influenced a reevaluation of its conceptual scope. Conclusions and implications for practice. The findings indicate that in contemporary settings, meta-skills — particularly the core meta-skill of strategic thinking — are no longer viewed solely as the prerogative of top executives. In platform economies and digital ecosystems, every employee can act as an independent agent — like an entrepreneur — seekingto maximize personal earnings and career prospects. A new definition of strategic thinking is proposed.This reconstruction advances both strategic management and organizational psychology, pointing to the need for encompassing both technological and psychological factors in the conceptual framework. Strategic thinking, understood as a meta-skill, facilitates the formulation of coherent strategic decisions by fostering an organization-wide, shared understanding of the firm’s developmental trajectory. Achieving such strategic coherence requires the active participation of not only the top management team but also managers at every organizational tier — particularly units delivering corporate learning. https://orgpsyjournal.hse.ru/en/2025-15-3/1117600974.html The modern oil and gas industry is competitive, fast-paced and technologically complex. In this environment, companies are forced to strive to improve their technologies and production processes, as well as to attract and retain talented and highly qualified employees. One way to achieve these goals is to invest in the development and training of employees who are willing to learn and develop. Such employees can become valuable assets for companies, helping to increase their competitiveness and attract new customers. At the same time, companies that do not invest in the training of their employees may face the threat of the best personnel leaving for competitors. A study of the motives for employee self-development allows us to determine what motives stimulate employees to self-development and training, and to create recommendations for different groups of employees on the most effective training and development. Purpose. The main goal of the study is to determine the dominant motives for self-development among employees in the oil and gas industry, depending on the conditions of their professional activities. Study design. The study involved 63 employees of the oil and gas industry enterprise in Tyumen, including 32 employees working on a rotational basis and 31 office workers, the age of the respondents ranged from 21 to 67 years. To assess motivation, the "Motivation of professional activity" was used. To determine the desire for self-knowledge and self-improvement, we used the test "Readiness for self-development". To identify the dominant motives for self-development, the survey "Motives and barriers to self-development" was used. Findings. The results indicate that office workers have a greater motivation for self-knowledge, expressed by internal and external positive motivation. While employees working on a rotational basis have a more pronounced external negative motivation. Office workers have a more pronounced motive for self-determination and self-improvement, while shift workers have a dominant motive for duty and responsibility to society, a group, and individuals. Value of results. Understanding the characteristics and factors that influence employee motivation is important for developing effective management strategies and creating a supportive and motivating work environment. Practical recommendations have been developed for this purpose. https://orgpsyjournal.hse.ru/en/2025-15-3/1117666718.html Public sector organizations are government-owned and government-funded entities that are primarily focused on serving the interests of the general public and there is no profit-maximizing focus as well as little potential for income generation. Today, employee job performance is a major priority for all organizations seeking to realize its objectives and it is widely regarded as the most effective indicator of an organization's strength and commitment to achieving its objectives. Purpose. The objective of this study was to investigate the effects of psychological capital on job performance in the Ethiopian public sector, with employee engagement as a mediating factor. Methodology. Using a quantitative approach, data were collected through surveys from 342 employees across four zonal-level public sector organizations in Ethiopia. Structural Equation Modeling (SEM) was employed to test the hypotheses. Findings. Regression analysis results indicate that psychological capital (PsyCap) has positive effect on both employee engagement and job performance significantly. Employee engagement also positively affects job performance and partially mediates the relationship between PsyCap and job performance. These findings will contribute to the literature by demonstrating the importance of PsyCap and employee engagement in enhancing job performance in public sector organizations in emerging economies. Value of results. The study provides practical implications for public sector managers and policymakers in fostering employee psychological capital and engagement to improve organizational performance. https://orgpsyjournal.hse.ru/en/2025-15-3/1117667119.html Purpose. Our study has tried to find out the dimensions to trust and their impact on permanent employee psychological disconnect. We have taken improper communication, favoritism and unequal organization policies as the dimensions of distrust and their significance are being tested. The study's major goal is to determine how distrust is linked to long-term psychological dissociation in workers. Study design. For gathering information on the dimensions of distrust, a structured questionnaire was created. 378 people made up the study's sample. Data collection employed a convenient sample method. SPSS 23 software was used for data analysis. To test a hypothesis, correlation, regression, and ANOVA techniques are used. Findings. It has been discovered that there is a positive association between many aspects of distrust and employee psychological separation, and that employees who harbor distrust for their business become emotionally distant from it. The result indicated that all three dimensions of distrust do influence on permanent employee psychological disconnection from organization. Practical implication. This study suggests that organization should follow ethical organization practices to maintain trust among employees. Also, it should keep an eye and take positive action for disconnected or likely to disconnect employee so that talent pool can be retained in the organization. Originality and value of result. The previous studies focus on permanent employee psychological disconnect with several other variables. However, the current study aims at role of distrust on employee permanent psychological disconnect. https://orgpsyjournal.hse.ru/en/2025-15-3/1117667537.html The individual behavior of the state civil apparatus (SCA) is an example of the concept of serving government offices in Indonesia. SCA is the spearhead in service because it is at the forefront and is the standard for serving the community. If SCA provides good service then it can be described in a good office organizational system, conversely if the service is bad then the picture in the office organizational system will be bad as well. There  are factors of individual human behavior that are often used as standard benchmarks in analyzing employee performance levels. Purpose. Purpose, thus in terms of this study, aims to determine how much the level of employee performance is influenced by these four factors. Study design. The study was provided by conducting a survey, a sample of 345 respondents was obtained. The data analysis method used statistical analysis of score description, KMO Analysis, Bartlett's Test and hypothesis testing to use regression analysis. Findings. The results of the study stated that the variables competency, quality of work life, innovation behavior and organizational citizenship behavior had a direct and significant impact on employee performance. Research limitations. In its implementation, this research is limited to studying employee behavior from these four factors namely competence, quality of work life, innovation behavior and organizational citizenship behavior, the implications of which will show the impact on employee performance. Originality. A review of the literature reveals that no research has been conducted on the four individual behavioral variables that refer to the performance of employees of the Ministry of Transportation in Indonesia https://orgpsyjournal.hse.ru/en/2025-15-3/1117801011.html The increasing demands of both work and family life pose significant challenges for employees striving to achieve a balanced and satisfying existence in both domains. Globally, academics have argued that work-family conflicts impact organizational commitment, job satisfaction, and employee retention, with Mali being no exception. Purpose. Recent studies have also highlighted the growing importance of courage in the workplace. This study aims to explore these phenomena within the Malian banking industry, focusing on the role of courage in mitigating work-family conflict and its impact on turnover intentions. Method. Primary data was collected from 203 bankers in Bamako, Mali, via an online questionnaire, and analysed using structural equation modelling. Finding. The findings indicate that both work interfering with family and family interfering with work significantly increase turnover intentions among banking sector employees. Furthermore, courage was found to moderate the relationship between work interfering with family and turnover intentions, but not between family interfering with work and turnover intentions. While these insights are valuable for the Malian banking sector, caution is advised in generalizing the findings to other industries or regions. Value of results. This research contributes uniquely to understanding the interplay between work-family balance and courage within the Malian context. https://orgpsyjournal.hse.ru/en/2025-15-3/1117775914.html In 2025, T. Yu. Bazarov, Doctor of Psychology and professor in the Faculty of Psychology at Lomonosov Moscow State University, professor and academic director of the Moscow School of Practical Psychology at the Moscow Institute of Psychoanalysis, business consultant, and President of the Association of Business Psychologists of Russia, turned 70. In honor of this occasion, we interviewed our beloved colleague and master. We are sharing the results of this conversation with you. https://orgpsyjournal.hse.ru/en/2025-15-3/1117788563.html The methodology of career counseling is also undergoing changes. Modern approaches place greater emphasis on direct, random, and unplanned factors influencing an individual's career development (Pryor, Bright, 2011). The introduction of the bifurcation concept allows principles to be seen as turning points requiring conscious decision-making. A career trajectory now resembles business management strategies, where success is determined not only by individual efforts but also by adaptation to changes in the external environment. This shift necessitates a rethinking of approaches to student career counseling. Modern counseling should focus on developing thinking skills, flexibility, and adaptability. https://orgpsyjournal.hse.ru/en/2025-15-3/1117801585.html National Research University Higher School of Economics is now accepting applications for papers to participate in the XXVI April International Scientific Conference named after E.G. Yasin (hereinafter referred to as XXVI AMSC).