Organizational psychology

Empirical analysis of the socio-psychological portrait of the successor in family entrepreneurship (in Russian)

Julia Murzina — 2026-06-29

In conditions where 74% of small and medium-sized businesses in Russia are family enterprises, the problem of continuity is of particular relevance. However, in Russian science, there are practically no works that study the socio-psychological characteristics of potential successors. Purpose. The purpose of the work was to identify the specifics of the psychological characteristics of the successors of the family business (FB), expressing their readiness to continue the family business. Method. The empirical base included 230 successors of the FB and 728 students from families not related to entrepreneurship. A set of methods was used: “Big Five Inventory-2” by C. Soto, “Career Anchors” by E. Schein, “Scale of Monetary Attitudes” by T. and B. Klonz, “Scale of Family Cohesion and Adaptation” by D. Olson. Findings. Empirical research has shown that successors who want to continue the FB are distinguished by more pronounced extroversion, conscientiousness, creativity, entrepreneurial orientation, “instrumental” attitude to money, and their families have a high level of cohesion and emotional connection. Successors who do not want to continue the FB are distinguished by an increased level of neuroticism and an attitude towards money as a status symbol. In addition, the specifics of the relationship between entrepreneurial intentions and socio-psychological characteristics were revealed: for the successors of FB, this is the relationship with family relations; for young people from families who are not entrepreneurs have career orientations. This result showed that the FB is a collective subject of joint life, the basis of which is the construction of cohesive family relations in joint labor activity, due to which group identity and a sense of “We” are formed. Value of results. The study contributes to the implementation of state programs for the development of entrepreneurship and can be used to develop educational programs for the training of successors of the FB.

Organizational identity of Russian female boxers and its relationship with psychological well-being (in Russian)

Anna Akimova — 2026-06-29

Purpose. The purpose of the study is to identify the specific features of organizational identity and the level of psychological well-being among female athletes who are members of the Russian women’s national boxing team. Method. The PERMA-RU questionnaire (A. Yu. Akimova, E.N. Volkova, O.M. Isaeva) was used to assess the psychological well-being of Russian female athletes. The study of organizational identity features was conducted using the Questionnaires of Organizational and Sub-Organizational, Group and Micro-Group, Interpersonal and Personal Identity of Employees (A. V. Sidorenkov, O. Yu. Shipitko, D. E. Shtilnikov, W. A. Stroh). The sample consisted of 110 women, members of the Russian national boxing team. Age was coded into intervals. The most numerous age group was athletes under 22 years old (80.9%). The other groups included significantly fewer athletes (15.5% aged 23–29, 3.6% over 30). Findings. Study participants were characterized by moderate levels of identity and its components. Cluster analysis identified three groups with different identity level indicators. The first cluster (41 athletes or 37.3%) had high organizational identity, moderate group and personal identity, and low interpersonal identity (“System Players”). The second cluster (38 athletes or 34.5%) had high organizational identity and moderate values close to high, significantly higher than other clusters (p ≤ 0.05, Mann — Whitney U-test) (“Team Leaders”). The third cluster (31 athletes, 28.2%) had moderate values significantly lower than other clusters (p ≤ 0.01) across all identity levels (“Individualists”). Value of the Results. These findings highlight the specificity of organizational identity in sports, particularly among female athletes in the Russian national boxing team.

Functions of work groups and informal subgroups in relation to their members: Relative salience and connection with group effectiveness

Andrey Sidorenkov — 2026-06-29

Purpose. The aim of the study is twofold: (a) comparative analysis of the degree to which work groups and informal subgroups implement six functions in relation to their members and (b) examination of both direct and indirect associations of these functions with social effectiveness and performance effectiveness of the respective groups (subgroups). The following functions were studied: (a) creating possibilities for realization of individual goals and needs; (b) protection from external social threats; (c) informing members; (d) teaching members; (e) adaptation of members; and (f) providing control and regulation. Study design. The study was conducted among 49 work groups, which included 290 employees. A formal algorithm for identifying informal subgroups and three questionnaires were used to measure, respectively, functions of group or subgroup and two types of group effectiveness. Findings. It was revealed that the subgroups implement five functions (except for the function of control and regulation) with higher strength than the work groups do. The functions of both groups (except for the function of control and regulation) and subgroups are positively associated with their social effectiveness. Group size moderated the association of the four functions with group social effectiveness. Two of the six functions of work groups have an indirect effect on group performance effectiveness, mediated by group social effectiveness. Value of the results. This study makes the first step toward: (a) comparative analyses of the functions work groups and informal subgroups carry out in relation to their respective members and (b) understanding of the role these functions play in the overall effectiveness of groups or subgroups. Practical implications. The ideas and results of this study can be used by supervisors, human resource managers and organizational psychologists for strengthening group functions and group effectiveness.

The interaction of self-efficacy and demographic characteristics in occupational burnout

Cao Hai — 2026-06-29

Occupational burnout is a pervasive issue impacting professionals, with self-efficacy, demographic factors, and job fit playing key roles in shaping individuals’ burnout experiences. Purpose. This research investigates the interplay of self-efficacy, and demographic factors in shaping burnout experiences. Study design. A cross-sectional survey was conducted on 327 workers working in Vietnam. Findings. ANOVA results highlighted gender differences that males exhibited higher self-efficacy and lower burnout than females. Participants with over 10 years of work reported the lowest burnout and highest self-efficacy. Those working with humans and ideas faced lower self-efficacy and higher burnout. The interaction among self-efficacy, gender, work experience, and work domain significantly associated with occupational burnout. Implications for practice. Our results suggest that interventions aiming to enhance self-efficacy, address gender-specific patterns, and consider individual differences in years of work to decrease burnout in the workplace may be effective.

Does financial attachment encourage employees going to the extra miles? From distributive justice to organizational citizenship behavior

Fahrudin Pareke — 2026-06-29

Purpose. This study aims to resolve the debated relationship between distributive justice and organizational citizenship behavior by proposing and testing a sequential mediation model. It investigates the roles of pay satisfaction and continuance commitment as mediating variables that explain how perceptions of fairness translate into discretionary workplace behaviors. Study designe. A cross-sectional survey was conducted with a sample of 224 public and private sector employees in Indonesia. The hypothesized sequential mediation model was analyzed using structural equation modeling to test the direct and indirect effects between the variables. Findings. The results confirmed the mediating pathways. Distributive justice directly affected pay satisfaction, which in turn influenced continuance commitment, which subsequently predicted organizational citizenship behavior. Crucially, no direct effect was found between distributive justice and organizational citizenship behavior. Instead, pay satisfaction and continuance commitment fully and sequentially mediated this relationship, revealing a calculative “financial attachment” pathway to organizational citizenship behavior. Research implications. The study’s cross-sectional design precludes definitive causal conclusions. Future research should employ longitudinal designs to confirm the causal chain. The findings imply that managers cannot rely on fairness perceptions alone to foster organizational citizenship behavior. Organizations should develop holistic strategies that ensure distributive justice and actively manage pay satisfaction and understand the calculative commitments that financially bind employees to the organization, thereby encouraging extra-role contributions. Originality. This research provides original value by identifying a novel sequential mediation model that clarifies the mixed findings in the literature. It introduces the under-explored “financial attachment” pathway — where pay satisfaction and continuance commitment act as crucial bridging mechanisms — offering a more nuanced understanding of how distributive justice, through calculative rather than purely affective means, influences organizational citizenship behavior.

Linking regulatory mode orientation to work-life conflict in moderated mediated model of employee proactivity, thriving at workplace and workaholism

Jeeta Sarkar — 2026-06-29

Purpose. The study aims to address the research question on how and why regulation orientation
mode influences work life conflict. Its further studies in what ways the relationship between regulation mode orientation and thriving at workplace depends on the level of employees’ proactivity. Study design. The current study sought to use a three-wave time-lagged moderated mediation model. The survey was conducted in three time points based on the selected respondents from the Information Technology or Information Technology Enabled Services Enabled Services sector and the final sample was 350. All data analysis was done using Smart PLS 4. Findings. The findings established that workplace thriving and workaholism act as serial mediators of the relationship between regulatory orientation mode, work-life conflict. Results also hinted at how the enhancement of employees’ proactivity amplified work-life conflict by diminishing the impact of regulatory orientation mode on work-life balance. Value of results. This work expands the understanding of the regulatory orientation mode and its influence on work-life conflict using the concepts of moderated mediation in the realm of human resource management and organizational psychology.

Disentangling perceived overqualification: the relationship with proactive work behavior and openness to change

Gulser Narin Saganda — 2026-06-29

Purpose. This study explores how perceived overqualification predicts two essential workplace behaviors: proactive work behavior and openness to change. Study approach. Using a questionnaire based approach, data was collected from a sample of 268 public sector employees in Istanbul, Türkiye. Structural equation modeling was employed for data analysis. Findings. The study uncovers contrasting effects of two dimensions of perceived overqualification, namely job misprision and self-righteousness, on workplace behaviors. Employees who perceive their roles as below their qualifications exhibit reduced proactive tendencies and reluctance toward organizational change. Conversely, those who perceive themselves as valued and competent in their positions display proactive behavior and a positive attitude toward organizational change. Implications for practice. These findings underscore the significance of recognizing and leveraging the potential of overqualified employees to enhance organizational performance and adaptability. Value of the results. This research contributes to the literature by investigating perceived overqualification through two distinct dimensions and highlighting their differential influences on workplace behavior, offering insights for organizational management and human resources practices.

Development and testing of an anti-reflexivity questionnaire (in Russian)

Alexander Karpov — 2026-06-29

Purpose. The aim of the work is to develop and test an anti-reflexivity questionnaire aimed at a comprehensive assessment of the severity of this property, mainly in the context of professional activity. The provisions are formulated that reveal the content and specifics of anti-reflexive means, as well as their connection with other concepts and phenomena known in the psychology of reflection and metacognitivism. Method. The data was collected in an online format. 103 subjects took part in the testing of the technique, the average age was 33.2 years. Findings. In order to validate the presented anti-reflection questionnaire, methods were used to verify the internal consistency and reliability of the scale, as well as convergent validity. The assessment of the internal consistency of the methodology was carried out by calculating the value of the Cronbach coefficients α = 0.943. The assessment of convergent validity was carried out using the questionnaire “Methods for diagnosing reflexivity” by A. V. Karpov and V. V. Ponomareva (2000), the correlation level was −0.60. The value of the results. The data obtained confirm the theoretically justified feedback between anti-reflexivity and reflexivity, which, being closely related in terms of their content, nevertheless represent different psychological phenomena in terms of the mechanisms of formation and disclosure in professional activity. Implementation in practice. The results confirmed sufficient reliability for the use of the presented psychometric tool in psychological practice. The developed new methodological tools can be applied in the course of studying the subject determinants of professional activity (including, and mainly, management activity), which will further expand the understanding of the phenomenology of its reflexive and metacognitive regulation. Along with this, the anti-reflexivity diagnostic questionnaire can be used as one of the means of implementing a number of tasks in the personnel measurement of managerial work (professional selection, professional certification, etc.).

Taxonomy of barriers to healthy behavior among the working population (in Russian)

Olga Gofman — 2026-06-29

The article presents a taxonomy of psychological barriers to healthy behavior of a working person using a multi-level approach. Scientific interest in this topic is associated with the lack of systemic studies in the Russian psychological research field devoted to barriers to healthy behavior of working people, notwithstanding their high importance for the prevention of non-communicable diseases and maintaining professional longevity. Purpose. The purpose of the article is to systematize the available domestic and foreign data and present a taxonomy of barriers to healthy behavior based on a multi-level approach. Method. The review includes studies published from the 1980s to 2025, mainly meta-analytical and systematic reviews, as well as empirical work on samples of employees of various
professional groups. The age of the respondents ranged from 18 to 65 years, with special attention paid to middle-aged working people as a critical period of health changes. Due to the weak representation of the phenomenon of barriers to healthy behavior in Russian science, data from foreign studies were analyzed. Findings. The article clarifies the concept of barriers to healthy behavior as obstacles that a person encounters on the path to achieving a healthy lifestyle and are potential triggers for unhealthy behavior. It is revealed that the barriers are complex and interrelated, which makes the reductionist approach (which is limited to the individual level of consideration of barriers to healthy behavior) insufficient. It is also proposed to take into account the interpersonal, institutional (organizational)
and state levels. The authors see the prospect of research in a detailed consideration of barriers to healthy behavior on a sample of specific specialists. Implementation in practice. From a practical point of view, the proposed approach allows developing comprehensive health and well-being programs that
take into account the cognitive, emotional and behavioral characteristics of the employee, the social context, organizational culture and state health promotion strategies.

The relationship between psychological well-being and personal autonomy in representatives of extreme professions (in Russian)

Alina Chueva — 2026-06-29

This study investigates the relationship between personal autonomy and psychological well-being among specialists of extreme professions. Furthermore, it explores potential differences in psychological well-being across varying levels of personal autonomy. Purpose. This research aims to examine the correlation between personal autonomy and psychological well-being. Method. 86 EMERCOM specialists participated in this study. The following measures were employed: “Psychological Well-being and Personal Autonomy Questionnaire”, the Russian adaptation of the “General Causality Orientations Scale” (Dergacheva, Dorfman, Leontiev, 2008), the “Locus of Control Scale” (Bazhin, Golynkina, Etkind, 1984), the Russian adaptation of the “Relationship Profile Test” (R. Bornstein, adapted by Makushina, 2012), and the Russian modification of the “Scales of Psychological Well-Being” (C. Ryff, modified by N. N. Lepeshinskiy, 2007). Spearman’s rank-order correlation and the Mann — Whitney U-test were used for data analysis. Findings. A significant positive correlation was observed between overall psychological well-being and all measures of personal autonomy: Autonomous Causality Orientation (r = 0.626, p < 0.001), Internality (r = 0.543, p < 0.001), and Healthy Dependence (r = 0.627, p < 0.001). Significant differences (p < 0.01) in psychological well-being were also found between groups with different levels of personal autonomy. Conclusions. Psychological well-being among specialists of EMERCOM of Russia is directly linked to their level of personal autonomy. Higher levels of personal autonomy, both as a stable motivational trait and a characteristic of interpersonal relationships, are associated with greater psychological well-being. These findings provide a foundation for future research exploring this relationship and developing practical strategies to foster autonomy within the workplace, thereby enhancing the psychological well-being of professionals across various fields, particularly emergency responders.

The relationship of professional motivation of employees in a sports school with their satisfaction with work and life (in Russian)

Ilya Tremaskin — 2026-06-29

Purpose. The purpose of the study was to identify correlations between the professional motivation of sports school employees and their job and life satisfaction. Method. The article presents the results of an empirical study of the motivational sphere of employees of the Sambo-70 sports school, conducted using valid psychodiagnostic methods: “Motivation-to-work Profile” (S. Ritchie and P. Martin), “The integral satisfaction with work” by A.V. Batarshev and the “Satisfaction with Life Scale” by E. Diener. The data obtained have theoretical and practical significance, revealing the features of labor motivation in a sports and educational environment. Findings. The results showed that 72% of employees demonstrate an average level of motivation, which corresponds to global trends, but requires management attention. The key motivating factors were self-improvement (37.6 points), working conditions (35.8) and interesting work (34.2), which indicates the professional orientation of the staff. However, a significant imbalance was found between the high importance of material incentives (3.8) and their low satisfaction (1.9). Correlation analysis confirmed a stable association of job and life satisfaction with internal motivators (r = 0.613 and r = 0.477, respectively), while external factors (recognition, achievements) showed negative correlations (r = –0.484 and r = –0.438). Based on these data, two motivational profiles of employees are identified that require a differentiated approach to personnel management. Implications in practice. The practical significance of the research lies in the possibility of developing targeted motivation programs aimed at balancing tangible and intangible incentives, creating conditions for professional growth and improving the organizational climate. The limitation of the work is the pilot nature of the study and the specifics of the sample. Prospective areas of further research may include longitudinal studies of motivation dynamics and the development of motivation management programs for sports organizations.

Existential and regulatory predictors of well-being resources among IT professionals (in Russian)

Alyona Zinevich — 2026-06-29

The article examines existential and regulatory predictors of psychological well-being resources among IT professionals operating under digital pressure characterized by high uncertainty, information overload, and chronic stress. The theoretical framework employs an integrative approach combining meaning-in-life orientations (D. A. Leontiev), existential fulfillment (A. Längle), and selfregulation of behavior (V. I. Morosanova) as systemic adaptation resources. Purpose. The aim is to identify existential and regulatory predictors of psychological well-being resources among ИТ professionals functioning in conditions of digital transformation. Study design. The study involved 74 ИТ professionals aged 19-51 years. Validated instruments were used: “The Test of Meaningful Life Orientations” (Leontiev, 2003), “The Test of Existential Motivation” (Shumsky et al., 2016), the questionnaire “Style of Self-Regulation of Behavior” (Morosanova, 2000), and “Mental Health Drivers” scale (E. B. Bashkin et al., 2023). Correlational, regression, mediation, and cluster analyses were applied. Findings. Significant positive correlations were established between meaning-in-life orientations, existential fulfillment, subject’s self-regulation of behavior, and well-being resources (r = 0.47–0.49, p < 0.001). The greatest contribution was made by meaning-in-life orientations (β = 0.526), existential fulfillment (β = 0.276), and self-regulation (β = 0.191). Existential fulfillment partially mediated the influence of PIL on well-being resources. Three resource profiles of IT professionals were identified. Conclusions. Existential and regulatory characteristics serve as systemic predictors of well-being resources and can form the basis for personal resource development programs in digital environments.

The relationship between organizational culture and organizational citizenship behavior: A mediation model

Sugeng Sugeng — 2026-06-29

Purpose. The main objective of this study is to explore the relationship between organizational culture and organizational citizenship behavior among vocational school teachers, with organizational commitment and learning organization serving as mediating variables. This study aims to provide insights into how the dynamics of internal values within vocational schools influence overall teacher behavior. Methodology. Data was collected using a questionnaire that was sent to 258 vocational school teachers as respondents in East Java, Indonesia. Sample was taken with sampling method of multistage random; while data were analyzed with the application of structural equation modeling (SEM) — PLS. Findings. The results of the analysis indicate that the organizational culture of vocational schools is positively associated with learning organizations and organizational commitment. Furthermore, constructive behavior within the organization is positively correlated with teachers’ organizational citizenship behavior. These findings address the question of how the relationship between organizational culture
and organizational citizenship behavior is mediated by learning organizations and organizational commitment. Implications for practice. Vocational schools need to create a work environment that supports the strengthening of organizational cultural values, promotes continuous learning for teachers, and enhances their commitment to the organization in order to support teachers’ organizational citizenship behavior. Value of the results. The literature on the relationship between organizational culture and organizational citizenship behavior, with learning organization and organizational commitment as mediating variables, is still very limited. Therefore, this study provides a unique contribution in this area and adds value to the existing literature.

Destructive leadership: types and levels of severity (psychoanalytical approach) (in Russian)

Vadim Komarov — 2026-06-29

The article discusses the classification of types of destructive organizational leadership and the levels of its severity. Purpose. To formulate and substantiate the taxonomy of destructive organizational leadership, analyze the severity of destructive traits in the behavior of managers, and establish how these personality traits affect the effectiveness of business processes. Destructive leadership is considered in the article as the opposite of constructive leadership, and is characterized by suppression, manipulation, excessive control, and other negative manifestations. Special attention is paid to the pathological aspects of destructive leadership related to psychodynamic processes and the peculiarities of the leader’s personality development. Method. For the theoretical and methodological analysis, classical and relevant works on social psychology and psychoanalysis were reviewed. A review of approaches to the interpretation of destructive leadership traits was conducted, and some preliminary results of a study on the severity of destructive manifestations in the heads of domestic organizations were examined (N = 330). The article discusses various examples of destructive leadership, as well as the reasons for appointing not the most effective employees to senior positions. Findings. The author’s approach to the taxonomy of levels and types of destructive leadership based on psychoanalysis is presented, including a description of personality traits, pathologies characteristic of each level and type, and the main aspects of determining destructive traits in the personality structure. The author identifies 10 types of destructive leadership: a tyrant leader (psychopathic or antisocial type), a self-sacrificing leader (masochistic or self-destructive type), a dramatizing leader (hysterical type), a narcissistic leader (narcissistic type), a loner or a distant leader (schizoid type), a masked leader (dissociative type); controlling leader (paranoid type), robot leader (obsessive-compulsive type), overactive enthusiastic leader (hypomanic type), anxious-depressive leader; and four levels of their severity. The study highlights the need for a systematic approach to assessing leadership qualities and the importance of applying known and new methods to improve the quality of management in organizations.

Information Letter. XVI All-Russian Scientific and Practical Conference «Organizational Psychology: People and Risks» June 4-5, 2026, Saratov

Olga Boiko — 2026-06-29

Conference Objective: Discussion of the state of Russian organizational and labor psychology, the results of theoretical and empirical research, and the practical application of wartime practices. Identification of current challenges for researchers, developers of new methods and technologies, as well as for practicing consultants and psychologists working in enterprises.

Leadership skills and positive behavioral drivers: A systematic review of the last decade

Syamsul Hadi — 2026-06-29

Purpose. The purpose of this paper is to provide a comprehensive overview and identify important themes in the leadership skills literature regarding various influences of positive behavioral drivers over the last decade. This paper also provides recommendations regarding potential research areas. Methodology. This paper follows an eight-step systematic literature review process using PRISMA to rigorously identify relevant evidence in the Emerald Insight database over the past decade. Findings. The synthesis finds that the important theme of leadership skills with its derivatives, namely human skills, conceptual skills, and technical skills, in the literature has a positive impact on seventeen positive behavioral drivers during the past decade and also identified gaps in empirical research. Practical implications. Practitioners could utilize mind mapping in this paper to explore and maintain the concept of leadership skills in improving positive behavioral drivers in a sustainable manner. Originality. There has been no other research that comprehensively explores leadership skills and positive behavioral drivers through systematic literature review. This paper validates and presents a holistic idea of the focus of previous research so that it can be relied on in any recommendations for further research.