Organizational psychology

Editorial

Editorial — 2026-08-29

We present our journal’s new edition Issue No. 2, 2026.

The «Research in Organizational Psychology» section includes seven articles by Russian and international authors. The section opens with a theoretical article devoted to the metamotivational foundations of social groups in organizations. The results of an empirical study of the dynamics of group cohesion in a scientific expedition team, as well as the resilience of organizational employees in turbulent conditions, are presented in articles by scientists from Arkhangelsk and Moscow (Russia). Psychological processes affecting civil servants, including secondary school teachers, attracted the attention of researchers from Nigeria and Malaysia. Employee learning from mistakes and the culture of error management became the subject of research by Turkish authors. A researcher from the United Arab Emirates attempted to clarify the complex relationship between the knowledge of members of research communities of practice established within organizations and their group identity and self-efficacy, mediated by videoconferencing technology.
The «Organizational Psychology in Practice» section features an article by a triumvirate of Russian authors, which identifies and describes in detail the socio-psychological reasons why employees conceal information about hazards and aviation events in Russian commercial aviation, and provides recommendations for overcoming and preventing them.
In the «Reviews» section, you will find a detailed analysis of publications devoted to the consequences of introducing artificial intelligence into the higher education system, conducted by a team of authors from Indonesian universities.
Under the «First Steps» section, three articles by emerging researchers are posted. The Russian authors focused on the psychological safety of business employees and its relationship with stress. Occupational stress, from the perspective of employee health, became the subject of research interest for a team of young authors from Pakistan. Their colleagues from Bulgaria turned to the study of work-related factors of job satisfaction, expanding Hofstede’s 14-factor model to 21 predictors.
Readers can learn about models for justifying successful life in professional and personal self-determination in an article by a group of Russian psychologists from several Moscow universities, published under the «Organizational Psychology in Dialogues and Discussions» section.
The «Conferences» section contains detailed reports on two recent scientific conferences that addressed organizational psychological issues. One article discusses the development of an evidence-based approach to coaching in Russian organizations, while the other explores a social psychologist’s perspective on the modern organization.

A bibliometric analysis of studies on job crafting can be found in the «Literary Guide» section.

Theoretical approach to the analysis of the metamotivational foundations of the existence of social groups

Alexander Tatarko — 2026-08-27

Purpose. The paper aims to develop a theoretical model for analyzing the metamotivational
foundations of social group existence, explaining their stability, goal-directed functioning, and the formation of collective identity. The author seeks to identify and systematize the key elements that provide meaning and strategic direction to group life. Approach. The study synthesizes A, Maslow’s motivation theory, the cultural-historical approach (L. S. Vygotsky, A. N Leontiev), S. Schwartz’s value theory, S. Moscovici’s theory of social representations, narrative psychology, and M. Halbwachs’ concept of collective memory. An analytical method is employed to identify three hierarchical metamotivational foundations: the existential concept, the meaning-forming concept, and the central narrative. The framework is illustrated through the example of the different business organizations. Findings. The metamotivational foundations of the existence of social groups are supra-individual semantic and existential formations that specify the fundamental conditions for a group’s existence, confer meaning upon its activities, and secure the stable reproduction of group identity. They operate as a higher-order motivational level that regulates not concrete goals or actions, but the very possibility, directionality, and perceived legitimacy of collective existence. A hierarchical triad of metamotivational foundations is substantiated: a) existential concept — the fundamental reason for the group’s existence; b) meaning-forming concept — a core idea or value organizing actions and group integration; c) the central narrative denotes the group’s shared story of itself, encompassing its origins, key events, values, turning points, and projected future. Practical implications. The integrated triad is shown to be critical for the long-term viability of groups and organizations. The model can be applied as a diagnostic tool for assessing the condition of social entities, developing strategies to enhance stability, and fostering identity formation. Originality. The paper introduces a universal conceptual framework integrating philosophical, socio-psychological, and cultural-historical approaches to group-level motivation. The novelty lies in presenting metamotivational foundations as existential rather than purely regulatory factors, thus broadening opportunities for theoretical analysis and applied design of effective social systems.

Dynamics of group cohesion of participants at a marine scientific expedition to the Arctic during the voyage in relation to their personal qualities

Yana Korneeva — 2026-08-27

Purpose. The study aim is to identify and describe the dynamics of group cohesion characteristics of the participants at the Arctic Floating University — 2023 project during the expedition and their relationship with personal qualities. Methodology. The study was conducted within the framework of the Arctic Floating University — 2023 project for 22 days, in which 42 scientists took part. Dynamic monitoring of group cohesion indicators was carried out using the methods of S. Sishor, F. Fidler, V. Rozanova once every two days, as well as after group events and included 12 measurements. The personal qualities of the participants were assessed using a battery of psychological questionnaires. Statistical data analysis included descriptive statistics, correlation and two-stage cluster analysis, and the Mann — Whitney’s U-test. Findings. Throughout the expedition, the group cohesion of the expedition participants was high, the psychological atmosphere in the team was positive, and group motivation was average. Their lowest values were noted at the beginning of the expedition period, which may be associated with the stage of acquaintance, the beginning of real interaction and formation as a group. Value-oriented unity and mediated group cohesion also demonstrated high levels, but decreased from the beginning to the end of expedition. A greater number of connections between emotional-volitional and individual-psychological qualities with indicators of group cohesion of the expedition participants were revealed. Those who have more pronounced plasticity and less independence, internality in the area of achievements, the use of coping strategies of accepting responsibility and escape-avoidance adapt better to changing circumstances and interact with other people. Differences in average assessments of group cohesion are associated with differences in sociability, conservatism, independence and acceptance of others. Value of results. The revealed connections between the personal qualities of the participants and indicators of group cohesion are important to consider at the stage of staffing future teams of Arctic researchers.

Employee resilience in an organizational context during times of turbulence

Veronika Kabalina — 2026-08-27

Purpose. To study the mechanisms of interaction between organizational resources and employee resilience in the formation of such outcomes as well-being and burnout. Methodology. Cross-sectional data were collected through questionnaires from 915 employees of an industrial company following multiple waves of the COVID-19 pandemic in February–March 2022. Quantitative data were analyzed using partial least squares structural equation modeling (PLS-SEM). Findings. Employee resilience is found to be a significant mediator, explaining part of the mechanism by which organizational resources influence both employee well-being and burnout. The presence of significant direct effects along with indirect effects indicates that organizational resources act through multiple pathways to simultaneously enhance employee well-being and reduce burnout. The study also highlights the importance of employee resilience as a key mediator in both the relationship between the organizational resource component leadership and burnout and the relationship between leadership and employee well-being. Implications for practice. The findings suggest that when influencing organizational resources on employee resilience, companies should support balanced interventions rather than focusing solely on promoting positive outcomes or preventing negative ones. In addition, organizations should consider targeted interventions that take into account demographic differences while providing adequate support for employees’ different work patterns. Originality. The study presented in the article is one of the first attempts to study the results of the interaction of resilience as a behavioral characteristic of employees with organizational resources in the context of high work pressure, external challenges and critical events.

Psychological ownership and thriving at work among civil servants: The moderating role of organizational identification

Matthew Tochukwu Oguegbe — 2026-08-27

Purpose. The study examined psychological ownership and thriving at work among civil servants: the moderating role of organizational identification. Study design. Participants in the study were four hundred and forty (440) employees drawn from civil service offices in Anambra state, Nigeria. They consist of 149 males and 291 females. Their ages ranged from 26 to 61 years with a mean age of 42 years and a standard deviation of 9.45. The sample was randomly selected from different units of the MDAs. The Psychological Ownership Scale developed by L. van Dyne and J. I. Pierce (2004), Organizational Identification Scale developed by Rubin, Palmgreen, and Sypher (2004), and the thriving at work scale developed by G. Spreitzer and K. Sutcliffe (2011) were the scales used in conducting the study. Regression analysis was used to establish the relationship between the demographic and major variables of interest in the present study. Findings. The results of the correlation analyses indicate that psychological ownership was significantly and positively related to thriving at work (r = .56, p < .001), and organizational identification was also significantly and positively related to thriving at work (r = .44, p < .001). Psychological ownership positively predicted thriving at work (β = .70; p < .001). Organizational identification positively predicted thriving at work (β = .12; p < .001). Organizational identification moderated the positive association between psychological ownership and thriving at work (β = .08; p < .001), given that the interaction effect between psychological ownership and organizational identification on thriving at work was significant. The following recommendations were made: organizations are encouraged to imbibe organizational identification in their workers, psychological ownership among workers is also found to be the bedrock of many organizations.

How a culture of error management and learning from mistakes relates to intrapreneurship

Enes Uğur Tohum — 2026-08-27

In organizations, in addition to positive outputs, negative outputs should also be evaluated and concluded. In this case, organizations should focus on errors and make certain inferences. Thus, the process of learning from error can be seen as a learning phase of the organization. At the same time, a culture of error management can be mentioned in organizations where learning from error is adopted and implemented. In addition, intrapreneurship, defined as seeing and evaluating opportunities within the organization, is also considered an essential output of the error management culture. Purpose. This study aims to determine the relation of error management culture and learning from error to intrapreneurship. Method. For this purpose, a study was conducted on public and private sector employees in X province of Turkey. 336 employees were surveyed through the convenience sampling method, and the research data were collected. Confirmatory factor analysis, correlation analysis, and regression analysis were performed while testing the hypotheses. Findings. As a result of the data processing conducted within the scope of the research, it is seen that there is a positive and significant relationship between error management culture and learning from error and intrapreneurship dimensions and intrapreneurship in general. In addition, it was determined that the variables of error management culture and learning from error positively and significantly predict intrapreneurship sub-dimensions and intrapreneurship in general. The value of results. Thus, managers who want to increase the intrapreneurship activities of employees should adopt the error management culture that provides various benefits to the organization and accept that learning from error accelerates this process.

The influence of a research community of practice on members’ knowledge and skills, group identity, and self-efficacy moderated by videoconferencing technology

Nabeel Al Amiri — 2026-08-27

Community of practice is a form of professional learning and development activity. Purpose. This study aimed to explore the influence of community of practice activities, established based on the J. Lave and E. Wenger theory, on member’s research knowledge and skills, group identity, and self-efficacy moderated by online videoconferencing technology. Methodology. The study adopted a descriptive, cross-sectional, quantitative research design; it used a pre-prepared survey to collect data from the community members and the SmartPLS software for data analysis and testing a structural equation model. Findings. The study revealed that community activities had a significant effect on research knowledge and skills (t = 4.63, p < .001), group identity (t = 5.09, p < .001), and self-efficacy (t = 3.74, p < .001). The video conferencing technology had an insignificant moderation effect on the relationship between community activities and research knowledge and skills (t = 1.81, p = .070), community activities and group identity (t = 1.05, p = .293), and the community of practice activities and self-efficacy (t = 1.73, p = .084). Conclusion. The communities of practice can enhance knowledge sharing and improve employee development and competence, specifically in complex domains, such as learning research and practice. Value of the results. The study disclosed a positive effect of the community of practice, guided by J. Lave and E. Wenger (1991) and S. M. Hord (1997), on sharing knowledge and experiences, improving skills, and enhancing collaboration among members.

Occupational stress and its impact on teachers’ personal characteristics and social well-being: Evidence from the Omani educational system

Ali Sulaiman Talib Al Shuaili — 2026-08-27

Purpose. This study explores the impact of occupational stress on schoolteachers’ personal characteristics and social well-being in Oman, while identifying key workplace stressors influencing these outcomes. Methodology. A quantitative research design was adopted, employing structural equation modeling (SEM) to assess direct and mediating effects of occupational stress. A sample of 450 teachers from public and private schools in Oman was selected through stratified random sampling. Data were collected using culturally adapted, validated self-report instruments. Reliability and validity were confirmed (Cronbach’s α > 0.85). SPSS (v26) and AMOS (v24) were used for analysis. Findings. Workload (β = 0.52), administrative tasks (β = 0.38), and limited resources (β = –0.29) significantly contributed to occupational stress. In turn, stress negatively influenced personal characteristics (β = –0.80) and social well-being (β = –0.70), highlighting its mediating role between workplace conditions and teacher outcomes. Theoretical implications. The study reinforces theoretical models such as the transactional model of stress and the conservation of resources theory, demonstrating their relevance in the Omani educational context. Practical implications. The findings call for interventions to reduce stress through workload management, administrative streamlining, and enhanced institutional support, promoting teacher well-being and retention. Value of results. This study provides novel insights from a culturally specific setting, offering practical guidance for educational reform and policymaking in contexts with similar systemic challenges.

Socio-psychological reasons for concealing information about hazards and aviation events in commercial aviation

Anatoly G. Guziy — 2026-08-27

The article is devoted to the problem of improving the organizational and psychological aspects of the process of managing flight safety in commercial aviation in Russia. Purpose. The purpose of the study was to analyze the socio-psychological reasons for concealing information about hazards in flights and aviation events in commercial aviation in order to improve flight safety, create favorable working conditions and develop aviation personnel. Methodology. The methodology of the study included source studies and expert organizational and psychological analysis of measures to ensure flight safety in commercial airlines in Russia. Results. The features of identifying hazards in commercial aviation flights are characterized. It was revealed that the facts of concealing hazards in flights and aviation events are due to the obvious motivation of the management and personnel of some airlines to conceal information, which, on the one hand, reveals the degree of danger of flights performed by a particular airline, and on the other hand, ensures the development of targeted measures to minimize the risk in upcoming flights throughout the industry. The socio-psychological aspects of the deficiencies in the investigation of aviation events are revealed. The main objectives of the voluntary flight safety reporting system are shown, and the main stages of its evolution are outlined. The scientific principles of forming an effective voluntary reporting system in aircraft operators are presented. The reasons for concealing information on hazards and aviation events in commercial aviation and possible ways to eliminate them are named. The practice of organizational, psychological and pedagogical regulation of information support for the flight safety management system in the UTair Group of Companies is characterized. Practical value of the results. The state of organizational and psychological aspects of flight safety management in Russia is characterized and it is shown that at the level of airlines and groups of companies this problem is solvable, and at the level of other suppliers of aviation services, especially airfield operators, it requires the development of compromise approaches to the solution — this must be taken into account when forming a state flight safety management system, when developing and developing flight safety management systems of aviation service providers.

Artificial intelligence adoption in higher education: Implications for faculty work-life balance and organizational commitment

Romi Attamimi — 2026-08-29

Rapid integration of artificial intelligence in higher education has transformed academic workloads, yet its impact on faculty work–life balance and organizational commitment remain underexplored, especially in developing contexts such as Indonesia, where digital infrastructure and socio-cultural factors differ from Western settings. Purpose. This study addresses the gap through a systematic qualitative review of 126 peer-reviewed articles published between 2019 and 2025. Findings. Findings reveal the dual role of artificial intelligence: automation of tasks such as grading and scheduling enhances efficiency and flexibility, thereby supporting work–life balance. In contrast, inadequate institutional support fosters technostress and blurs boundaries between professional and personal life. Three contributions emerge: the moderating effect of socio-technical alignment in resource-constrained environments, the paradoxical nature of artificial intelligence as both workload reducer and stress inducer, and the role of ethical artificial intelligence governance in strengthening organizational commitment through affective commitment. Limitations.Limitations include reliance on secondary literature and the dominance of studies from developed countries, restricting generalizability to local contexts. Nonetheless, the study underscores the urgency of human-centered artificial intelligence policies, digital training, and ethical governance to ensure that artificial intelligence adoption genuinely supports faculty well-being and reinforces organizational commitment.

Individual psychological safety and stress among employees of business organizations

Alina Gostishcheva — 2026-08-28

In conditions of high dynamic and uncertainty of modern business the study of factors affecting the professional functioning of employees of business organizations becomes particularly relevant. The factors include stress and psychological safety. Purpose. The aim of the study is to analyze the interaction between the severity of stress symptoms and the level of psychological safety among the employees of Russian business organizations. Method. The survey (N = 70) included such methods as the diagnosis of psychological safety I. Prikhodko and the «Inventory of stress symptoms» A. V. Ivanchenko with colleagues. Methods of descriptive statistics, ANOVA and regression analysis were used. Findings. The results of correlation and regression analysis showed the statistically significant negative relationship between psychological safety and stress level (r = –0.491, p < 0.001), (β = –0,491; p < 0,001). Differences in the severity of stress symptoms between the groups of employees with the low, medium and high levels of psychological safety were found. Regression analysis showed that psychological safety makes the statistically significant contribution in explaining variations of the stress level. Value of results. The data obtained deepen the understanding of the relationship between stress and psychological safety among the employees of business organizations and could be used during the development of psychological support programs for employees and the formation of the supportive organizational environment.

Work factors as predictors of employees’ job satisfaction: Evidence from Bulgaria

Irina Yanchovska — 2026-08-28

Purpose. The paper examines the effect of 21 indicators of work on job satisfaction, aiming to determine the strongest predictors. The specific manifestation of job satisfaction among various socio-demographic groups is also analyzed. Design. The survey represents a quantitative analysis of data from 2 651 respondents. Multiple regression is used to test the main research objective. Job satisfaction variance between the socio-demographic groups is examined through comparative analysis and Kruskal-Wallis H test with Dunn-Bonferroni post hoc method. Findings. It was found that 13 of the work indicators affect job satisfaction, with factors manager, challenges and earnings having the strongest influence. Six of the seven factors, selected by the authors to increase the model predictive capability, are among the 13 predictors. There are a few significant job satisfaction differences among the socio-demographic groups. Originality. In addition to Hofstede’s 14 work factors, the authors added seven indicators selected to improve the research model’s predictive power. Moreover, the present research is part of a long-term project started in 1995, which allows researchers to observe the sustainability and dynamics of job satisfaction and the examined work factors over time. Practical implications. The present study adds value to the existing research in the areas of human resource management, leadership and organizational culture by providing important information about employees’ satisfaction, the factors of influence and how it varies between the different socio-demographic groups, identifying key areas for improvement.

Interactive effect of organizational and individual parameters over occupational stress: A case study of Pakistani industrial workers

Mohsin Abbas — 2026-08-28

Purpose. The focus of this research is to examine the interactive effect of organizational and individual parameters such as hypertension, job productivity and management system, over occupational stress parameters among Pakistani (Gujranwala) industrial workers in small, medium and large size organizations. Study design. Convenient sampling technique for data collection and calculation of sample size was done through Rao-soft sample calculator. A questionnaire was designed after validation through reliability analysis (α value). A structured questionnaire based on validated stress constructs (workload, psychosomatic reactions, job satisfaction, and management support). Blood pressure was measured following WHO guidelines. Primary data was collected from a sample of 393 workers through face-to-face interview and One-way Anova analysis with p value of 0.05 and 0.01 were considered as significant. With the help of wrist blood pressure monitor, blood pressure data was collected. SPSS version 26 and Microsoft Excel 2016 were used for analysis and representation of results in tabular and graphics forms. Findings. Results revealed a positive relationship between occupational stress, hypertension and job productivity with age, educational level, work shift, job experience, marital status and Body Mass Index (p = 0.05). Mean response of female workers response were high in terms of workplace environment, hypertension, job productivity in comparison to male workers (p = 0.05). Both small and large size enterprises were at high risk of occupational stress as compared to medium size enterprises. Implications for practice. This study shows that both labor productivity and hypertension are significantly affected by socio-demographic parameters of workers, such as age, education level, length of service, and BMI, but is limited to workers from one of the major industrial cities. Findings underscore the mediating role of occupational stress in linking organizational conditions to adverse health outcomes and diminished productivity. Policy interventions focusing on stress management, supervisor support, and organizational safety standards are critical for safeguarding workforce wellbeing. Originality. Specific research questions was designed to check the interactive effect of individual sociodemographic parameters with occupational stress variables for measuring the level of occupational stress among the industrial workers of small, medium and large enterprises.

Models of substantiation of the accomplished life in professional and personal self-determination

Nikolay Prjazhnikov — 2026-08-28

Purpose. The article clarifies the concept of “full life” through comparison with such similar concepts as “human self-satisfaction” according to (V. Frankl), as “self-realization (A. Maslow), “selfesteem” (according to J. Rawls), as “satisfaction with life”, “success” (and “happiness”, etc.). Findings. The models of organization of professional counseling and justification of career choices and plans of a self-determined person, specific to career orientation and psychology, in particular, are analyzed, in particular: models based on taking into account the main factors of self-determination (E. A. Klimov with colleagues); models of professional suitability (F. Parsons with colleagues); activating models (N. Pryazhnikov with colleagues); “models based on the “event” approach (E. A. Golovakha, A. A. Кronik etc.); scenario models” (E. Berne with colleagues); “resource” models” (D. Leontiev with colleagues); models for justifying socially questionable career and life choices, and so on. On this basis, generalized, integrative models are proposed. In particular, a model that reflects various ratios of images of happiness and success determined by a person himself, and images offered by others and the entire culture, as well as a generalized model that reflects the correlation of images of a person’s life and
career plans, as well as images of ways to implement them. Value of results. Using examples of specific methods, it is shown how these models can be used in the design of the content and psychotechnical parts of methods.

Coaching in organizations: Developing an evidence-based approach in Russia

Natalia Antonova — 2026-08-28

The 2nd All-Russian Scientific and Practical Conference “Coaching Psychology: Methodology, Theory, Practice, Evidence-Based Approach” was held on April 23–24, 2026. This year, the focus was on developing an evidence-based approach to coaching to improve the effectiveness of Russian organizations. The conference was interdisciplinary in nature and focused on the development of coaching psychology as a branch of academic and applied psychology, the formation of an evidence base for coaching, and the exchange of experience in scientifically based coaching for leaders, business, the public sector, medicine, sports, and education. The conference results demonstrated that coaching psychology is successfully developing in Russia as an independent scientific discipline. The discipline, and the industry, is entering a phase of maturity, the key features of which are evidence-based practice, institutionalization, integration with fundamental scientific psychology, and responsible adoption of digital technologies.

Modern organization: challenges for a social psychologist

Yuliya K. Zubova — 2026-08-28

On June 19–20, 2026, the International Scientific Conference “Andreeva Readings. Social Psychology in a Cultural and Historical Context: Returning to the Subject” was held, dedicated to the legacy of Galina Mikhailovna Andreeva, the founder of the Department of Social Psychology at the Faculty of Psychology at Lomonosov Moscow State University and an Academician of the Russian Academy of Education. The conference was organized by the Department of Social Psychology at the Faculty of Psychology at Lomonosov Moscow State University, with the participation of the Federal Scientific Center for Psychological and Interdisciplinary Research. The conference program included a section titled “Modern Organization: Challenges for a Social Psychologist,” which is the subject of this article.

Bibliometric analysis of studies related to job crafting

Tayfun Arar — 2026-08-28

Employees who were once viewed as passive workers in terms of job design are now viewed as active workers. The self-initiated adjustments that employees make to their own job requirements and workplace resources in order to achieve and/or maximize their personal (work) goals are known as job crafting. The phenomenon has attracted attention in both academia and practice. Purpose. In this research, in order to see the evolution of this topic, bibliometric analyses of studies which have been published from 1983 to 2025 were performed. Methodology. Within this scope, co-citation analysis, co-occurrence of keywords analysis, and bibliographic coupling analysis were conducted through two tools as Biblioshiny and VosViewer. Findings. As a result, prominent authors, publications, and “key terms” of the job crafting literature were clarified. In addition, main themes were identified throughout the co-citation and bibliographic coupling analyses. In the discussion part, results were reviewed. The results support the idea that the attention of job crafting has been increasing (Rudolph et al., 2017). This upward trend is not convenient for the citation data. In addition to the fact that there are ups and downs and no rising graph like the number of publications, there are extreme increases in the number of citations in 2001 and 2009. The main reasons could arise from the fact that the first official definition of the concept of job crafting in 2001, the development of its theoretical foundations and the fact that the subject was seen as an extension of positive psychology that developed in the early 2000s, and the changing business dynamics after the global economic crisis in 2008 played an important role in the increase in the number of citations to studies in this field. Value of results. Current researchers in the field who are interested in this topic will find this review useful as it provides a unique perspective on the past and suggests several future paths for research on the subject.