Field Of Organizational Psychology Research Articles

An integrative conceptual review of multiperspective frameworks in personality research and a roadmap for extended applications in organizational psychology.

Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their application in work settings. Our review identifies similarities and differences in these frameworks and suggests that they collectively represent an invaluable resource for personality researchers and the broader field of organizational psychology. Through our review, we distinguish multiperspective frameworks from similar approaches (e.g., multirater designs), track the evolution of these frameworks, and leverage current applications of these frameworks to craft a future research agenda. Our review serves as a roadmap to help scholars apply multiperspective logic more thoroughly and systematically in personality research and beyond. We close with a discussion of practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Exploring the Impact of Mindfulness on Work Engagement in the Education Sector

The research aims to investigate how mindfulness impacts work engagement through the lens of meaningfulness at work. The research aims to be beneficial for the scientific field of organisational psychology and can serve as a valuable resource for organisations looking to manage human resources from a positive psychology standpoint. This research uses a quantitative approach with a non-experimental research design, and is a type of correlational research. This study is about human resources professionals who work in the education field. Quota sampling is the method used for the sample. Also, subjects were chosen from teachers at all levels, from elementary to high school, with as many topics as possible coming from 150 teachers. The Mindful Attention Awareness Scale (MAAS), the Utrecht Work Engagement Scale (UWES), and the Work and Meaning Inventory (WAMI) scale are the three types of study tools that have been shown to be valid and reliable. A study of 150 teachers in East Java found that mindfulness had a significant negative effect on work participation through meaningful mediation. This effect was 47.8%. When the teacher's mindfulness is low, work engagement will be high, and when it's high, mindfulness will be low, work engagement will be high. There are a lot of things that can change the effects of these three variables. Some of these are teacher welfare, which includes benefits, salary, and job security, and teaching experience, which is linked to the number of years worked as a teacher.

Individual-level innovation in the upstream oil & gas industry: Insights from a global survey

The transition to a lower-carbon world is significantly underway, but oil & gas will likely continue to play an important role in the world's energy mix for many years to come. At the same time, though, the industry is undergoing significant change on several fronts, and technology and innovation will accordingly play a pivotal role in the future of the sector. Building upon the first Society of Petroleum Engineers Global Innovation Survey, this paper presents the findings from the follow-up survey to examine these processes again. However, whereas the first survey looked at innovation at the business unit level, this investigation explores this phenomenon from the point of view of individual people. Through the application of tools from the field of organizational psychology, this survey was designed to find out who the “explorers” are within the oil & gas sector that are hardwired to deliver tomorrow's bolder technologies, and who the “exploiters” are that are more inclined to prefer modest improvements to existing solutions. We found several potentially useful patterns in the data. First, respondents who have graduate degrees were more likely to engage in exploration kinds of behaviors than those who do not. Second, age had little bearing on whether or not a respondent exhibited exploration kinds of behaviors. Third, respondents who spent their formative years before the age of 18 in Norway, Russia, or Indonesia tended to engage in more exploration kinds of activity than most others. Fourth, respondents working in Brazil, China, Malaysia, Nigeria, and Venezuela at the time of the survey all reported lower levels of exploration-like behavior than their counterparts elsewhere. The paper concludes with recommendations for future investigations in this area.

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture.

This study examines the dynamics of public service motivation (PSM), organizational commitment, and perceived innovative culture and their collective influence on innovative behavior in public organizations. It uniquely focuses on intrinsic motivational factors, extends the scope of motivational studies to the public sector, and highlights the crucial role of organizational culture in fostering innovation. A web-based survey was administered to 1,021 public servants in the central government of the Republic of Korea. Structured questionnaires were used to collect data, and structural equation modeling (SEM) was employed to analyze the relationships between the variables. The SEM results confirmed positive correlations between PSM and both organizational commitment and innovative behavior. However, contrary to expectations, organizational commitment did not significantly predict innovative behavior. Additionally, no mediating effect of organizational commitment was observed. Notably, perceived innovative culture was found to moderate the relationship between PSM and organizational commitment, and between organizational commitment and innovative behavior, particularly in environments with a strong innovation focus. These findings underscore the significance of PSM in spurring innovative behavior in the public sector, broadening our understanding of intrinsic motivation. This study also accentuates the influence of organizational culture on these dynamics. In practical terms, this suggests the importance of nurturing individuals with high PSM and fostering an environment that balances perceived innovative culture. While contributing to the fields of organizational psychology and public administration, this study has certain limitations and indicates the need for further research in various contexts.

The Effect of Work Stress on Work Deviant Behavior Case Study: CV. Madinna Dome Ambassador through Job Satisfaction as an Intervening Variable

Research Aims: This study aims to analyze the effect of work stress on work deviant behavior case studies in CV. Duta Madinna Kubah through Job Satisfaction as an intervening variable.
 Methodology: This study used a sample of 95 respondents who were determined by the sampling technique with the census method. In this study, using data analysis techniques, namely Path Analysis (path analysis). The analytical tool used in this study using SPSS software.
 Research Findings: The results of this study indicate that the variable job stress has a significant negative effect on job satisfaction, job satisfaction has a negative and significant effect on work deviant behavior, job stress has a significant positive effect on work deviant behavior, job stress has a significant effect on work deviant behavior, which is mediated by the variable job satisfaction.
 Theoretical Contribution: This research advances theoretical understanding by revealing the complex interaction among work stress, job satisfaction, and deviant work behavior, providing valuable insights for academics and practitioners in the field of organizational psychology and management.
 Implication: Organizations can implement training programs to equip employees and managers with effective stress management strategies. Additionally, organizational development efforts can include initiatives to enhance job satisfaction and foster a positive work culture.

Implications of Social Media for a Changing Work Landscape

More than half of the global population now uses social media. This technological ubiquity has transformed the way that individuals communicate and engage with the world around them, and consequently has had drastic effects on modern work. In the 20 years since early social media platforms such as LinkedIn and Myspace were first launched, much research on the consequences of social media has been conducted in the fields of organizational psychology and organizational behavior. In this article, we review this body of literature, highlighting the ways that social media has changed modern work, both in changing organizational behavior and human resource management and in changing the nature of work itself. We detail ethical, legal, and practical challenges that have arisen in this changing landscape and conclude with recommendations for additional research on this topic.

The role of psychological capital and career success in marital adjustment

Background and purpose: Career success as the main factor in the health and well-being of employees and a prelude to the occurrence of desirable personal and organizational career outcomes has received the attention of the field of organizational psychology. Therefore, the present study investigated the role of psychological capital and career success in marital adjustment in married students. Methodology: This research is a correlational descriptive method. The statistical population of this research was all employed and married students of Azad University, South Tehran branch, who were studying at this university in the second semester of the 2020-2021 academic year. The sample size was 200 people. They were selected by the available sampling method (voluntarily). Spiner's (1976) Marital Adjustment Questionnaire, Luthans and Olive's Psychological Capital Questionnaire (2007), and Nabi's Career Success Questionnaire (2001) were used to measure the research variables. The linear regression analysis method was used with the help of SPSS software to analyze the research data. Results: The findings indicated that among the components of psychological capital, optimism, hope, and resilience have a significant and direct relationship with marital adjustment. Also, among the variable components of career success, the subjective success component has a significant and direct relationship with marital adjustment. Conclusion: The results showed that psychological capital and job success are effective in the marital adjustment of married students.

How past trauma impacts emotional intelligence: Examining the connection.

Backed by both research and practice, the organizational psychology field has come to value emotional intelligence (EI) as being vital for leader and employee effectiveness. While this field values EI, it has paid little attention to the antecedents of emotional intelligence, leaving the EI domain without clarity on (1) why EI might vary across individuals, and (2) how to best develop EI. In this article, we rely on neuroscience and psychology research to make the case that past psychological trauma impacts later EI capabilities. Specifically, we present evidence that psychological trauma impairs the brain areas and functions that support EI. Establishing psychological trauma has valuable theoretical and practical implications that include providing an explanation of why EI might vary across individuals and providing a focus for improving EI: healing from past trauma. Further theoretical and practical implications for the field of organizational psychology are provided.

Edgar H. Schein: Reflections on his Life and Career

My relationship with Ed Schein began with informal encounters during the summers of the late 1960s in Bethel, Maine, where the National Training Laboratories (NTL) held its programs. Our initial work together was co-training at NTL's Management Work Conference where I learned from a consummate professional in the sensitivity training world. Ed's contributions to the T Group movement were prolific, a significant example being the Addison Wesley Series of books on organization development. He defined the field of organizational psychology, provided the definitive work on organizational culture, and was the master of process consultation. A mild-mannered professor at MIT's Sloan School for his entire career, Ed was a copious writer, dedicated teacher, and skillful consultant.

More than just a few ‘bad apples’: the need for a risk management approach to the problem of workplace bullying in the UK’s television industry

In an extensive study of management practices within the UK’s unscripted television sector, more than 93% of respondents told us that they had experienced or witnessed some form of bullying or harassment within the workplace. Our findings confirm other similar reports from across the film and television sectors, and come at a time when a great deal of unwelcome media attention has been paid to some high-profile examples of such behaviour. The industry has begun to respond. New systems to facilitate whistle-blowing have been set up, and improved guidance has been issued to managers. Whilst such initiatives are not unwelcome, we argue that they do not go far enough. The problem is not one of ‘a few bad apples’ but rather it is one rooted in a systemic and complex set of underlying structures and processes. Many of the characteristics shown by our study to be commonplace in television work, are precisely those identified in the field of organisational psychology as risk factors for workplace bullying. We therefore call for a risk management approach to this problem; one that systematically recognises, appraises and minimises these risks.

Occupational health coaching for job stress management among technical college teachers: Implications for educational administrators.

The need for stress management strategies has been empirically investigated and supported considering demands in workplaces. However, some people in public offices do not seem to have been exposed to occupational health strategies that could reduce the adverse impacts of stress on job productivity and quality of life. Consequently, they become susceptible to mental health disturbances requiring the attention of occupational therapists. Given this, we studied the impact of occupational health coaching for job stress management among technical college teachers. Using a randomized control design study, 90 technical college teachers were screened and ready to participate. The eligible teachers were included and assigned to intervention and control groups. An occupational stress index was given to the participants before, immediately after, and 2 months after the delivery of occupational coaching program by career counselors while the comparison group received no intervention. Data collected were analyzed using multivariate analysis of variance analysis. The results showed a significant improvement in the management of job stress after receiving rational emotive occupational health coaching. According to the multivariate analysis of variance analysis, there were between-group differences immediately after the intervention and 3 months later. As a result, the study suggested that career counselors and school management systems should incorporate rational-emotive behavioral therapy into workforce and workplace programs.

Development of Organizational Social Psychology at St. Petersburg (Leningrad) State University

Russian organizational psychology began to develop in the 20s of the twentieth century. The impetus for its appearance was the need for accelerated industrial development. In the early years of its inception, organizational psychology was based on ideas expressed in this field by foreign scientists and practitioners — organizers of production. Numerous conferences on the problems of scientific organization of labor were held, and their own scientific directions and theories were gradually formed. The main goals of organizational psychology are psychological support and the search for ways to improve the efficiency of work in various organizations. Pioneering work in this area was the research of scientists of the St. Petersburg (Leningrad) Psychological School. The article discusses the historical milestones of the creation and development of organizational social psychology at LSU/St. Petersburg State University. Special attention is paid to the analysis of scientific and historical prerequisites for the formation and current state of organizational social psychology at the Department of Social Psychology of St. Petersburg State University. The main directions of socio-psychological thought in the field of organizational psychology are: 1) scientific analysis and search for socio-psychological ways to improve the efficiency of personnel; 2) substantiation of approaches to the study of the socio-psychological climate and organizational culture; 3) research of socio-psychological processes occurring in labor collectives (job satisfaction, labor stimulation, collective forms of labor organization, adaptation of employees, increasing their loyalty and engagement); 4) development of socio-psychological methods of training employees of organizations (business games, socio-psychological training); 5) theoretical and methodological justification of the concept of consolidation of the social capital of organizations; 6) study of career problems and gender inequality of working women.

How Can Artificial Intelligence Improve Organizational Psychology?: A Systematic Review

Organizational Psychology is betting on Artificial Intelligence and tools to improve the employee experience in the workplace. The present review aims to expand the current knowledge on how Artificial Intelligence influences Human Resources, aiming to provide information on the current landscape of AI applications in the field of Organizational Psychology. The results obtained can be divided into five sections in the Quality of Life that workers have within their company, focusing on Recruitment, Job and Individual task analysis, Development, and Decision-Making. We can conclude that the application of Artificial Intelligence in Organizational Psychology is very prominent in different areas such as recruitment, decision-making, quality of work, and job and individual task analysis.

Exploring the psychological contract breach of nurses in healthcare: an exploratory study

PurposeRecent advancements in the field of organizational psychology have transformed the employees’ perceptions related to the reactions of the employment relationship. The main aim of the study is to explore the consequences of psychological contracts among the nursing staff and how to provide better patient care and quality service in the health-care system as nurses play a pivotal role in the context of Pakistan. Significantly, this study attempts to bridge the research gap by exploring consequences of psychological contracts. Drawing on the social exchange theory, this study examined the psychological contracts of nurses and their reactions to the perceived violation.Design/methodology/approachThis research adopted a qualitative method and was based on an exploratory approach. Data were collected through in-depth semi-structured interviews from 21 nurses working in public, private and charity hospitals in Karachi, Pakistan. The thematic content analysis is employed for the analysis of data by using NVivo software.FindingsThe study identified the relational and transactional elements related to the psychological contract of nurses who predominantly consisted of supervisor support, autonomy, tangible/intangible rewards and trust. The intrinsic motivation which relates to their devotion to work was found as an additional element to balance their psychological contract. This research also establishes that the psychological contract of nurses is being violated in their work settings.Practical implicationsBy highlighting the importance of psychological contract breach, the findings demonstrate that health-care institutions should take measures to cope with psychological contract breach issues at the workplace.Originality/valueThis study contributes to the body of knowledge by exploring psychological contract breach. Substantially, there are rare studies conducted on psychological contract breach among nurses in developing country context (Pakistan). However, this study adds to the previous studies related to the psychological contract of nurses in the context of Pakistan by using social exchange theories. Finally, this study enables the management of healthcare to balance the psychological contract issues effectively.

Moderating role of work-family conflict in psychological intimidation and psychological well-being: A cross-sectional study of bank employees

This research purported to investigate relationship between psychological intimidation, work-family conflict and psychological well-being in bankers. A cross sectional research design was used to execute this study. It was hypothesized that an association would exist between psychological intimidation, work-family conflict and psychological well-being. It was further hypothesized that psychological intimidation and work family conflict would predict psychological well-being, and that work-family conflict would act as a moderator with psychological intimidation for psychological well-being. The sample consisted of bankers (n=300) from public and private banks of Lahore using non-probability purposive sampling technique. In addition to demographic information sheet, Negative Acts Questionnaire-Revised (NAQ-R) (Einarsen et al., 2009), Inter-Role Conflict Scale (Kopelman, Greenhaus & Connolly,1983) and General Wellbeing Scale (Dupuy, 1978) were used in the study. The Cronbach alpha of above scales was estimated to check the reliability. The data were analyzed using Pearson Product Moment correlation and hierarchal multiple regression analysis using SPSS version 21. Results revealed that Psychological Intimidation and Work-Family Conflict had a negative correlation with Psychological Well-Being along with working hours per week. Psychological intimidation, Work-family conflict and working hours per week were found to be negative predictors of Psychological Well-Being in bankers. Moreover, it was found that Work-Family Conflict acts as a moderator with Psychological Intimidation for Psychological Well-Being. Additionally, results were discussed in terms of their implications and theoretical significance. This study will be helpful in the field of organizational psychology, findings might be used effectively in order to guide organizational interventions and theoretical developments in banking sector.

Conducting organizational survey and experimental research online: From convenient to ambitious in study designs, recruiting, and data quality

Conducting organizational research via online surveys and experiments offers a host of advantages over traditional forms of data collection when it comes to sampling for more advanced study designs, while also ensuring data quality. To draw attention to these advantages and encourage researchers to fully leverage them, the present paper is structured into two parts. First, along a structure of commonly used research designs, we showcase select organizational psychology (OP) and organizational behavior (OB) research and explain how the Internet makes it feasible to conduct research not only with larger and more representative samples, but also with more complex research designs than circumstances usually allow in offline settings. Subsequently, because online data collections often also come with some data quality concerns, in the second section, we synthesize the methodological literature to outline three improvement areas and several accompanying strategies for bolstering data quality.Plain Language Summary: These days, many theories from the fields of organizational psychology and organizational behavior are tested online simply because it is easier. The point of this paper is to illustrate the unique advantages of the Internet beyond mere convenience—specifically, how the related technologies offer more than simply the ability to mirror offline studies. Accordingly, our paper first guides readers through examples of more ambitious online survey and experimental research designs within the organizational domain. Second, we address the potential data quality drawbacks of these approaches by outlining three concrete areas of improvement. Each comes with specific recommendations that can ensure higher data quality when conducting organizational survey or experimental research online.

Multidimensional Forced-Choice CAT With Dominance Items: An Empirical Comparison With Optimal Static Testing Under Different Desirability Matching.

Several forced-choice (FC) computerized adaptive tests (CATs) have emerged in the field of organizational psychology, all of them employing ideal-point items. However, despite most items developed historically follow dominance response models, research on FC CAT using dominance items is limited. Existing research is heavily dominated by simulations and lacking in empirical deployment. This empirical study trialed a FC CAT with dominance items described by the Thurstonian Item Response Theory model with research participants. This study investigated important practical issues such as the implications of adaptive item selection and social desirability balancing criteria on score distributions, measurement accuracy and participant perceptions. Moreover, nonadaptive but optimal tests of similar design were trialed alongside the CATs to provide a baseline for comparison, helping to quantify the return on investment when converting an otherwise-optimized static assessment into an adaptive one. Although the benefit of adaptive item selection in improving measurement precision was confirmed, results also indicated that at shorter test lengths CAT had no notable advantage compared with optimal static tests. Taking a holistic view incorporating both psychometric and operational considerations, implications for the design and deployment of FC assessments in research and practice are discussed.

The problem of pedagogical talent in modern foreign psychology

The article deals with the problem of pedagogical talent as a promising area of ​​research in modern foreign pedagogical psychology. It is noted that at present a teacher is recognized as one of the key subjects of the educational process, and the requirements for him include the formation of those views, personality traits, competencies and patterns of behavior with which he would successfully function in changing conditions and solve pedagogical problems of a new type. It is shown that in the Russian psychological-pedagogical literature the problems of pedagogical talent are not sufficiently represented, so there is a need to refer to the results of foreign studies. The goal is to present and analyze foreign psychological approaches to the study of pedagogical talent. Foreign studies on the problem of pedagogical talent are divided into the following: the definition, characteristics and role of pedagogical talent in pedagogical activity; identification of pedagogical talent and its features; technologies of management and development of pedagogical talent. Based on the theoretical analysis of the works, conclusions are drawn about the insufficient conceptual understanding of the phenomenon of pedagogical talent, the definition of pedagogical talent through other personal and professional characteristics of the teacher, the dominance of the competence-based approach in studying this problem, the reliance of researchers on approaches from the field of organizational psychology and labor psychology. The importance of studying modern foreign research for setting topical theoretical and applied problems in the field of educational psychology is substantiated.

Вовлечённость работников: систематизация подходов к определению и измерению

The popularity of the concept of employee engagement in the scientific community hasgrown significantly over the past few decades, many large companies have implemented it in practice, conducting regular engagement surveys. However, there is still no common understanding of the essence of this phenomenon, what it consists of, what factors influence its formation and how to measureit. Purpose. The purpose of the article is to systematize the approaches to defining and measuring employee engagement, proposed in scientific and professional publications, as well as to discuss methodological challenges and prospects in connection with the transformation of the context of work. Method. The first part of the article examines the most famous scientific approaches to the definition of engagement at work and related constructs, factors, and models of involvement, including appliedones, used by consulting companies. The second part focuses on the measurement of engagement. The third part discusses the new challenges facing employee engagement researchers and practitioners in the face of changing working conditions, most notably the wide spread use of digital technology and remote working accelerated by COVID-19 pandemic. The article is based on a review of scientific andprofessional literature and contains several elements of novelty. Findings. For the first time, a detailedanalysis of the main theoretical approaches to interpreting and measuring the “employee engagement” construct presented in foreign and domestic literature was carried out; the characteristics of the employee engagement models of consulting companies, which are used by practitioners in the field of organizational psychology, and human resource management, are given; the challenges in the field of conceptualization and methodology for measuring the employee engagement in the new conditions of doing business and organizing work were described. Value of results. The scientific significance of the article lies in the systematization of various areas of theoretical and empirical studies in foreign and domestic literature on employee engagement. HR managers can get from the article valuablein formation about the specific approaches of consulting companies involved in conducting employee engagement surveys, which can be used to interpret their results, and to design their own engagement surveys taking into account the company’s characteristics.

Impact of Skill Requirements on Employees’ Thriving at Work: From the Perspective of Artificial Intelligence Embedding

Artificial intelligence applications such as self-driving car, intelligent customer service robots, and intelligent financial robots have brought many conveniences to the public and brought huge benefits to various industries. Therefore, they are rapidly popularized in life and work scenarios. After the introduction of artificial intelligence into the workplace, this article focuses on the impact of skill requirements with creativity and human-machine collaboration ability on employees’ thriving at work. We believe that in the artificial intelligence application scenario, skill requirements can help employees free themselves from repetitive and complicated work, so that they can better appreciate the value, significance and achievement of work, and obtain a happy psychological experience of job competence, which can stimulate their thriving at work. Through the empirical test, we find that skill requirements triggered by artificial intelligence can enhance employees’ sense of competence and enhance their sense of work vigor. Moreover, the higher the cooperation between employees and intelligent machines is, the higher the human-computer cooperation relationship is. Skill demands will make employees feel a stronger sense of competence, and their energy will be more vigorous. The application of artificial intelligence technology crafts the psychology of employees by changing skill requirements.The research has the following theoretical contributions. First, we introduce artificial intelligence into the field of employee psychology and behavior, and find that in artificial intelligence application scenarios, the increase in skills requirements triggers positive changes of employees’ work enthusiasm, which enriches the research on the relationship between skills requirements and thriving at work. Second, we reveal the inner psychological mechanism of skill requirements affecting thriving at work. In view of the fact that the introduction of artificial intelligence into enterprises has led to an increase in skill requirements, this article finds that skill requirements affect the need for competence, which in turn affects the sense of work vigor, which opens up the internal black box where skill requirements affect the sense of work vigor. Third, from the perspective of human-computer cooperation relationship, the analysis of the boundary conditions that play a role between skill requirements and employees’ work enthusiasm has enriched the research on thriving at work.In short, this article introduces artificial intelligence into the field of organizational psychology, enriches the research on the relationship between skill requirements and employees’ thriving at work, and also provides inspiration for companies to rationally stimulate employees’ thriving at work.