Journal Of Applied Psychology Research Articles

A Study On Job Satisfaction Of Nurses In Private Hospitals Chennai.

Employee job satisfaction has been under academic and scholarly investigation by the researchers for more than a century now. The existence of such studies takes us back to 1911, when Taylor began to study employees and their job duties to develop better ways to train workers. Seven years later, the interest in job satisfaction had clearly arrived when Edward Thorndike examined the link between work and satisfaction in the Journal of Applied Psychology in 1918. The actual curiosity in exploring job satisfaction began with 'Hawthorne studies' by Elton Mayo (1933) and works by Hoppock (1935). Although, these two studies were carried out at the same time yet the Hawthorne studies (1927-33) had the most long lasting influence on job satisfaction research

Houston We Have a Problem: How Debriefing Method Impacts Open Communication and the Depth of Team Reflexivity

Team debriefings are structured interventions in which teams reflect on their past performance, adapt, and plan for future events. Results from meta-analyses indicate that team debriefings are effective in improving task performance (Keiser & Arthur, Journal of Applied Psychology, 106(7), 1007–1032, 2021, Journal of Business and Psychology, 37(5), 953–976, 2022; Tannenbaum & Cerasoli, Human Factors: The Journal of the Human Factors and Ergonomics Society, 55(1), 231–245, 2013). Although far less often studied, there is also some evidence to suggest that team debriefings (compared to no debriefings) can be used to develop norms for open communication (Jarrett et al., Human Performance, 29(5), 408-427, 2016; Villado & Arthur, Journal of Applied Psychology, 98(3), 514-528, 2013). However, there is currently a dearth of quantitative evidence to guide practitioners in selecting from the myriad methods available to achieve this purpose. Grounded in theory and research on episodic models of team performance (Marks et al., Academy of Management Review, 26(3), 356-376, 2001) and the Motivated Information Processing in Groups model (MIP-G) (De Dreu et al., Personality and Social Psychology Review, 12(1), 22–49, 2008), we conducted a quasi-experiment which compared two debriefing methods. The first, a chronological debriefing, emphasizes outcome accountability and makes competitive interdependence salient, whereas the second method, Team Dimensional Training (TDT), emphasizes process accountability and makes cooperative interdependence salient. Data from 76 flight controllers at Johnson Space Center indicated that the communication climate in TDT debriefings was perceived to be more open than was the climate in chronological debriefings. Analyses of coded transcripts from 69 debriefings revealed that teams engaged in deeper reflexivity when the TDT method was used than they did when the chronological method was used.

A critical review of work values: a bibliometric analysis

Purpose This study aims to empirically examine the research related to work values published in the two major databases Scopus and Web of Science. Design/methodology/approach This paper opted for a bibliometric study using the R (Bibliometric R package). The bibliometric analysis was conducted on 498 papers after removing duplicates published between 1964 and 2022. Findings This study finds that the number of articles and citations is limited but growing. Journal of Applied Psychology was regarded as the most influential journal with maximum citations. Maximum citations and publications came from the USA. The study revealed that maximum collaborations were done between authors located in the USA and China. Research limitations/implications The researcher used only two databases in the study, so papers included in other databases are left, which can affect the study results. Practical implications This research may be beneficial for both human resource practitioners and researchers because it identifies the research gaps and future research needs in the field of work values. Besides, this paper will help the researchers to understand the publishing trends in the subject area. Originality/value This research incorporates bibliometric analysis for a critical analysis of Work Value literature. This research contributes to the existing literature and assists fellow researchers in future studies.

Back-translation practices in organizational research: Avoiding loss in translation.

As organizational research continues to globalize, scholars increasingly must translate established scales into languages other than those in which the scales were originally developed. In organizational psychology research, back-translation is the dominant procedure for translating scales. Back-translation has notable strengths in maintaining the psychometric properties of an established scale in a translated version. However, cross-cultural methodologists have argued that in its most basic form, back-translation often does not result in translations with acceptable levels of equivalence between original and translated research materials. Fortunately, there are complementary procedures to back-translation that can evaluate and strengthen the extent to which scale translations have achieved equivalence between original and translated versions of scales. But how often organizational researchers use and report these procedures in tandem with back-translation is unclear. This article aims to address this lack of clarity by evaluating the state of the use of back-translation in organizational psychology research by reviewing every study in Journal of Applied Psychology that has employed translation over the past nearly 25 years (k = 333). Our findings suggest that the majority of the time that researchers engage in translation procedures, they report having done so. At the same time, the details of these procedures are commonly underreported, making it unclear whether additional techniques beyond back-translation have been used to examine and demonstrate equivalence between original and translated versions of scales. Based on the results of our review, we develop a set of recommendations for conducting and reporting scale translations in organizational research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Compensation and performance: A review and recommendations for the future

AbstractIn this paper, we undertake two primary tasks. First, we describe trends in pay → performance research since 1990. Examining 30+ years allows us to capture the evolution of thinking and methodology over time. For this purpose, we focus on scholarly work appearing in Personnel Psychology (PP), as well as in the Journal of Applied Psychology (JAP) and Academy of Management Journal (AMJ). As our second task, we go beyond analysis of broad trends, to take a deeper and more substantive dive into the specific topic of pay for performance (PFP) and related areas (pay dispersion, pay communication/transparency), while at the same time drawing on the broader literature on PFP that goes beyond the three journals listed above. We also discuss pay equity, endogeneity, and international issues. Finally, we suggest practical implications, as well as future research directions.

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Post-war Azerbaijan: Burnout in mental health professionals working with war-affected populations

IntroductionBurnout is a result of emotional exhaustion and lack of motivation after prolonged exposure to chronic emotional and interpersonal stressors at work. (Black et al. SAGE 2020, 609-611)For the past decade, it has been one of the actual areas of research globally. (Ahola et al. Journal of affective disorders, 88, 2005; 55–62; Ahola et al. Journal of affective disorders,104,2007; 103–110, Shirom, A. Work Stress, 19, 2005; 263–270, Toker et al. The Journal of Applied Psychology, 97, 2012; 699–710.) However, a small number of studies exploring burnout have been conducted in Azerbaijan.The requirement for supportive interventions for workers with an aim to improve the quality of care and prevention of burnout related to health and sociocultural problems such as difficulties in their personal life, job-shifts has led us to conduct this study.Above all, the Second Karabakh war that took place in 2020 increased the population of patients that are in urgent need of psychiatric and psychological support.ObjectivesThe purpose of this study is to examine the level of burnout among all mental health workers who have been closely working with veterans and families of deceased soldiers. Similarly, the study is intended to evaluate the impact of various factors, such as secondary traumatic stress, effort-reward imbalance, and socio-demographic variables leading to burnout.MethodsThe study design is cross-sectional. 22-item Maslach Burnout Inventory (MBI) is used to measure the level of burnout. Intrusion, avoidance, and arousal symptoms triggered by indirect exposure to traumatic events are evaluated by the 17-item Secondary Traumatic Stress Scale (STSS). 22-item Measurement of the effort-reward imbalance (ERI) is used to define the level of effort, reward, and over-commitment. Demographic questionnaires consist of age, sex, marital status, professional background, years of employment, workload in hours.ResultsThe sample size has been estimated as 200 participants. Associations between occupational exhaustion, depersonalization, personal accomplishment assessment, intrusion, avoidance, arousal, effort, esteem, job promotion, job security, overcommitment and professional background, workload in hours will be explored in the current study.ConclusionsThe findings upraised will promote elaborating personalized approaches toward burnout prevention treatment.Disclosure of InterestNone Declared

Toward a holistic perspective of congruence research with the polynomial regression model.

The polynomial regression with response surface analysis (PRRSA) model is widely used in congruence studies, yet its application in congruence research has not achieved the desired theoretical progress in this research area. As part of the continuous efforts to advance congruence research, this study analyzes 31 congruence-related articles recently published in top-tier management journals, including Journal of Applied Psychology, Academy of Management Journal, Journal of Management, Personnel Psychology, Organizational Behavior and Human Decision Processes, and Human Resource Management. We find that congruence researchers often fail to consider all the conditions required to test congruence effects. Our reanalysis of these studies shows that when all required conditions are used, the exact correspondence effect, sometimes also labeled as the exact match effect or the perfect match effect, is only supported in three studies. Caution is hence warranted both for citing these studies as evidence of congruence and for proposing practical implications based on the findings in these studies. A holistic perspective is then proposed in this study to facilitate the proper application of the PRRSA model to help congruence scholars develop stronger theories and enhance scientific rigor in congruence research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Times are changing, bias isn't: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.

Effect misestimations plague Psychological Science, but advances in the identification of dissemination biases in general and publication bias in particular have helped in dealing with biased effects in the literature. However, the application of publication bias detection methods appears to be not equally prevalent across subdisciplines. It has been suggested that particularly in I/O Psychology, appropriate publication bias detection methods are underused. In this meta-meta-analysis, we present prevalence estimates, predictors, and time trends of publication bias in 128 meta-analyses that were published in the Journal of Applied Psychology (7,263 effect sizes, 3,000,000 + participants). Moreover, we reanalyzed data of 87 meta-analyses and applied nine standard and more modern publication bias detection methods. We show that (a) the bias detection method applications are underused (only 41% of meta-analyses use at least one method) but have increased in recent years, (b) those meta-analyses that apply such methods now use more, but mostly inappropriate methods, and (c) the prevalence of potential publication bias is concerning but mostly remains undetected. Although our results indicate somewhat of a trend toward higher bias awareness, they substantiate concerns about potential publication bias in I/O Psychology, warranting increased researcher awareness about appropriate and state-of-the-art bias detection and triangulation. Embracing open science practices such as data sharing or study preregistration is needed to raise reproducibility and ultimately strengthen Psychological Science in general and I/O Psychology in particular. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Innovations in Sampling: Improving the Appropriateness and Quality of Samples in Organizational Research

Technology has changed the way that organizational researchers obtain participants for their research studies. Although technology has facilitated the collection of large quantities of data through online platforms, it has also highlighted potential data quality issues for many of our samples. In this article, we review different sampling techniques, including convenience, purposive, probability-based, and snowball sampling. We highlight strengths and weaknesses of each approach to help organizational researchers choose the most appropriate sampling techniques for their research questions. We identify best practices that researchers can use to improve the quality of their samples, including reviewing screening techniques to increase the quality of online sampling. Finally, as part of our review we examined the sampling procedures of all empirical research articles published in the Journal of Applied Psychology in the past 5 years, and we use observations from these results to make conclusions about the lack of methodological and sample diversity in organizational research, the overreliance on a few sampling techniques, the need to report key aspects of sampling, and concerns about participant quality.

Is Women’s Leadership Really Associated with Fewer Covid-19 Deaths?

Recent research regarding the COVID-19 pandemic has claimed to find a relationship between the sex of a state governor and COVID-19 deaths in that state. Specifically, this research has reported that states with female governors have lower instances of COVID-19 deaths and that executive orders given by female governors have been more effective at reducing COVID-19 deaths than those given by male governors. Such findings have the potential to influence our understanding of the causes behind phenomenon such as the glass cliff, which address the disproportionate emergence of females in precarious leadership positions, as compared to the emergence of females in less precarious positions. We argue, however, that the theoretical implications of such findings are bound by limitations of the analyses from which they are derived. In response to a call for more consistent use of replication in the Journal of Applied Psychology, we conduct a series of direct and conceptual replications of this prior work, finding little evidence that a governor’s sex serves as a reliable predictor of COVID-19 deaths. Consequently, unlike prior research, we argue that insight gleaned through data from the COVID-19 pandemic has not provided reason for us to alter our understanding as to the causal factors that contribute to the emergence of the glass cliff.

"Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership." Correction to McClean et al. (2021).

Reports an error in "Transformed by the family: An episodic, attachment theory perspective on family-work enrichment and transformational leadership" by Shawn T. McClean, Junhyok Yim, Stephen H. Courtright and Benjamin B. Dunford (Journal of Applied Psychology, 2021[Dec], Vol 106[12], 1848-1866). In the article (https://doi.org/10.1037/apl0000869), Figure 3 incorrectly graphically depicted the interaction pattern between daily family-work enrichment and attachment anxiety for Study 1. Although the slope values presented in the original figure were correct, the graphical depiction of this interaction incorrectly replicated that of Figure 2. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2021-19222-001.) While transformational leadership is foundational to individual, team, and organizational success, many managers struggle to consistently exhibit the behaviors captured in transformational leadership. Unfortunately, relatively little is known about what factors explain this day-to-day variation on transformational leadership. Drawing upon and extending attachment theory, we assert that one answer is found at home: managers need daily family support to ensure that they consistently display transformational leader behaviors at work. We thus develop a model suggesting that family-work enrichment (FWE) acts as a within-person prime of promotion focus, which in turn enables supervisors to engage in transformational behaviors on a daily basis. In so doing, we explore a pair of theoretically derived boundary conditions of this effect-supervisor attachment styles. The results from two experience-sampling studies support our model. Specifically, daily FWE was positively associated with transformational leadership through daily promotion focus, with the positive effects being weaker for those higher on attachment avoidance and stronger for those higher on attachment anxiety. This article thus expands our understanding of the link between positive family experiences and leader behaviors, suggesting that while the family is a daily source of positive inspiration for supervisors, these positive results are not universal across all supervisors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Bridging 50 Years of Theoretical and Applied Cross-Cultural Psychology: Contributions of IACCP and JCCP

Over the course of 50 years, the International Association for Cross-Cultural Psychology (IACCP) and its flagship journal, Journal of Cross-Cultural Psychology (JCCP), have been lynchpins in the relationship between theory and practice. We provide evidence that cross-cultural psychology, as practiced by members of the IACCP, performs an essential bridging function between theoretical psychology and applied psychology. Employing survey data of IACCP members, bibliometric analyses of core members’ publication history, and of the citation patterns of JCCP and other journals, we reveal the extent to which IACCP members contribute to applied psychology and how JCCP contributes to the research published in applied psychology journals. We further review strategies and controversies extant in teaching theoretical and applied cross-cultural psychology to university undergraduate and graduate students in the service of preparing them to live and work in a globalized world. Finally, we look at research traditions, issues, and prospects of a key applied field to which cross-cultural psychology contributes—cross-cultural training.

To Partial or Not? Re-Examining the Unmeasured Latent Method Construct (ULMC)

There is continuing interest in using statistical methods to address method variance in top management and applied psychology journals. One approach, the unmeasured latent method construct (ULMC), is versatile. One need not understand the role that method variance plays in order to apply a conservative test for method bias. However, scholars appears divided regarding its use. While many scholars criticize the ULMC, others rely on it as a defense against method bias. Sampling the literature over the past 10 years, we find that scholars who have used the ULMC often note that it detects common method variance, what is detected is negligible and, therefore, method variance is not likely to play a biasing role. This suggests some confusion surrounding both (i) whether the ULMC works and (ii) how well it works, particular under circumstances it is not designed for (i.e., there are multiple sources of method variance). To resolve this confusion, we embarked on two simulation studies. We examine the efficacy of the ULMC under both ideal circumstances (a single source of common method variance contaminates the data) and less ideal circumstances (two method factors contaminate the data). Our findings suggest that scholars often lack the power to reliably detect method variance when it is present. Also, although the ULMC works under conditions of common method variance, its performance is poor when distinct sources of method variance are present (in which case it can be better to ignore method variance rather than to partial).

Is it time to update and expand training motivation theory? A meta-analytic review of training motivation research in the 21st century.

Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) integrative theory based on meta-analysis and model testing has served as the foundation for our understanding of training motivation. However, the applicability of the theory today may be limited for several reasons. There has been significant growth in training motivation research since Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) proposed and tested their theory. Also, advances in meta-analysis and model testing allow for a more complete and rigorous test of the theory than was previously possible. As a result, we propose and test a contemporary and comprehensive theory of training motivation based on Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) and other studies conducted over the last 20 years. To do so, we conducted an updated meta-analytic review of 167 independent studies and tested a mediation model of training motivation theory using both conventional meta-analytic structural equation modeling (MASEM) and full-information MASEM (FIMASEM). The results support a partially mediated model of training motivation that includes additional antecedents (e.g., openness to experience, extroversion, agreeableness, and goal orientation) and learning outcomes (e.g., turnover intentions and job satisfaction) not included in Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678). In addition, we conducted exploratory analyses to understand the relative importance of the antecedents of both motivation to learn and learning outcomes and the moderating role of training and studying characteristics on the relationships between motivation to learn and its antecedents and consequences. Finally, the authors discuss the implications of the results for theory, practice, and future research directions. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Reporting Demographic Variables in JOBM and JAP: A Comparison and Call to Action

ABSTRACT Data on participant demographics (e.g., gender, race/ethnicity, socioeconomic status) can be used to evaluate the existence of disparities and other correlations between the impact of an intervention and people’s intersecting identities (e.g., race, ethnicity, gender) yet these data are seldom reported in behavior-analytic studies. To date, no review has been conducted evaluating the reporting of demographic variables within the subfield of organizational behavior management (OBM). OBM interventions often involve multiple participants across levels of an organization, posing unique considerations for reporting demographic variables and potentially identifiable information in accordance with an organization’s preference for disclosure and human resource policies. Interventions in industrial/organizational psychology may encounter similar barriers to reporting demographic variables. Therefore, we reviewed articles published in the Journal of Organizational Behavior Management (JOBM) and the Journal of Applied Psychology (JAP) from 2015 to 2021 to evaluate current trends in the reporting of demographic variables. Studies that included participants and presented data (i.e., both applied and laboratory research; N = 205) were included for review and were coded based on the setting, method, and reported demographic variables. Results indicated that age and gender/sex were reported in about half of studies in JOBM and most studies in JAP, but race, socioeconomic status, and first language were rarely reported across journals. Considerations for reporting demographic variables in OBM and the utility of those data are discussed.

How do three components of professional commitment influence nurse-reported patient-centred care and care quality?

To test how the three components of professional commitment (i.e. affective, continuance and normative professional commitment) are associated with nurse-reported patient-centred care and care quality. Patient-centred care and care quality are the two critical care outcomes. However, no study has yet examined how the three components of professional commitment are related to nurse-reported patient-centred care and care quality, showing a research gap. This study adopted a two-wave design (first wave in 2017 and second wave in 2019), which is known to reduce the possibility of reverse causality, and which was conducted in a large hospital in Northern Taiwan. Proportionate random sampling was used. Full-time nurses were surveyed, while nursing students, interns, nurse practitioners and nursing supervisors were excluded. The first wave included 524 nurses, and 438 nurses were retained in the second wave. We used confirmatory factor analysis to verify the psychometric properties of the measures. Structural equation modelling was used to implement hypothesis testing. We used the Professional Commitment Scale of Meyer et al. (Journal of Applied Psychology, 1993, 78, 538), the Patient-Centered Care Scale of Laird-Fick et al. (Patient Education and Counseling, 2011, 84, 90) and the Care Quality Perceptions Scale of Teng et al. (Journal of Nursing Management, 2010, 18, 275). The STROBE statement was chosen as the EQUATOR checklist. Affective professional commitment was positively associated with nurse-reported patient-centred care (β=.18, p=.002 and .01), which was positively associated with nurse-reported care quality (β=.85, p<.001). Affective and normative professional commitment were also positively associated with nurse-reported care quality (β=.17, p<.001). Our findings offer insights for nursing managers that nurses' affective and normative professional commitment could help upgrade care outcomes. Hospital managers should consider professional commitment as relevant to their workforce. Nursing managers could publicise reports documenting nurses' significant contributions to public health. This could strengthen affective professional commitment among nurses.

Leadership Attributes: Its’ Influence on The Five Dimensions of Potentiality Among Faculty Members of An Academic Institution in Cagayan Valley

The points of view that members of the teaching staff bring into the classroom are one of the most important factors that influence the amount of success that may be attained in the many different aspects of the teaching and learning processes. In the study, the descriptive technique was utilized to acquire the necessary information from the respondents. This was accomplished through the use of surveys and questionnaires. According to the findings of the study, it is evident that the members of the faculty have the qualities, traits, and abilities of leadership that project their executive ability as well as their skills and competencies to influence other people. These qualities, traits, and abilities of leadership are referred to collectively as leadership competencies. The respondents have a powerful ability to influence the growth of their students into citizens who are more interested in their communities and more responsible for their actions as a result of the role modeling that they provide. There is a significant link between the intellectual and emotional development of a faculty and their capacity for clear and effective communication. The degree to which a person is adept at interacting with others is a significant factor in determining their people management skills. The more the faculty goes out of their way to please, ethers, and research the wants of other people, the more praiseworthy he or she is in terms of devising methods to project his or her managerial skills. In other words, the more the faculty goes above and beyond, the more laudable he or she is. In order for the respondents to realize their full potential, they need to guarantee that they keep the high degree of leadership qualities they now possess. References Agustin, C. P. (2019). The teaching behavioral attitudes of the faculty members of college of business, entrepreneurship and accountancy: A comparative Students evaluation. International Journal of Advanced Research in Management and Social Sciences. 8 (3), 132-170 Agustin, C.P. &amp; Lagundi R.F. N. ( 2019) Classroom teaching Management and Evaluative techniques of the Instructional Staff of business, entrepreneurship and accountancy. International Journal of Advance Research in Management and Social Sciences.8 (3), 171-196. Ahmed, K.Z. and Bakar, R.A. (2013).The association between training and organizational commitment among white-collar workers in Malaysia. International Journal of Training and Development, Vol. 7 No. 3, pp. 166-185. Allen DG, Shore LM, Griffeth RW (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. J. Mgt. 29(1): 99-103. Allen, T. D., &amp; Rush, M. C. (2012). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247–260 Allen, D. G., Shore, L. M., &amp; Griffith, R. W. (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118. Allen, N. J., &amp; Meyer, J. P. (2011). Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity. Journal of Vocational Behavior, 49(3),252-276. Buchanan, B., II. (2014). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 2014. 19, 533-546. Bolat, O. İ., Bolat, T. ve Seymen, O. A. (2009). Güçlendirici lider davranışları ve örgütsel vatandaşlık davranışı arasındaki ilişkinin sosyal mübadele kuramından hareketle incelenmesi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12, 21, 215-239. Carmeli, A., Gilat, G., &amp; Weisberg, J. (2014). Perceived external prestige, organizational identification and affective commitment: A stakeholder approach. Corporate Reputation Review, 9, 92-104. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., &amp; Rhoades, L. (2011) 'Reciprocation of perceived organizational support', Journal of Applied Psychology, Vol. 86, No. 1, pp. 42-51. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., &amp; Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. Eisenberger, R., Rhoades, L., &amp; Cameron, J. (2011). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77(5), 1026–1040. Taguiam, A. ( 2021). Trust or not to trust: Assessing the Employees’ Level of Organizational Trust in the State University. Journal of Positive Psychology and Wellbeing. 5(3),991-1000. Taguiam, A. (2022). Organizational Communication Climate and It’s Relationship to Employee Organizational Trust: An Exploratory Study. Journal of Positive School Psychology. 6 (3, 3332-3342.

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities