Organizational Psychology Research Articles

Positive Psychology: Seeing Work-Life Balance as Positivity Value from Millenials Perspective

The necessity to oversight numerous positive organizational phenomena gave rise to positive organizational psychology. The nature of job relationship has drastically changed over the past decades, affecting not just the sort of labor performed but also when and how much it is completed. Many people today perform a variety of jobs, including part-time jobs, temporary jobs and several occupations. In addition, as more people work several jobs, there is a corresponding rise in the amount of overtime that these people put in. The individual’s capacity to balance their work and personal lives has drawn a lot of study attention and is a real concern for both individuals and organization. Millenial generation interact with older generations in different ways. The millenial generation matures and becomes more adaptable to new situations and all potential outcomes, which is why it is frequently referred to be a generation that is particularly comfortable with chage. Compared to the previous generation, the millenials worker gives work-life balance more consideration. Stress and burnout at work are the consequences of an unbalanced work-life. This study used literature review method by collecting data through several literatures and journals related to positive psychology, the concept of positivity, work-life balance and millenials. Data gathering using automated searches on sites like Research Gate, Google Scholar, and Sage Journal. This research uses 9 scientific articles as a data source. The result of this study is to understand how the millenials perspective seeing work-life balance as a positive value in a company. This study examines millenials perceive the implementation of work-life balance in the workplace positively. Companies can utilize this information to effectively acquire millenials talent and employ the best resources to entice this type of potential.

THE EFFECT OF JOB ATTITUDES ON EMPLOYEES' KNOWLEDGE SHARING BEHAVIOR IN TELECOMMUNICATION SECTOR OF PAKISTAN

The knowledge sharing behavior has received great attention in business world because of high critical role in improving organizational efficiency. The relationship between job attitudes and employees' knowledge sharing behavior is a significant area of research in organizational psychology and human resource management. The job attitudes, such as job satisfactions and organizational commitment, can influence employees' willingness to share knowledge with their colleagues. This study empirically investigates the relationship between job attitudes (i.e., organizational commitment, job involvement, and job satisfaction) and information sharing actions using a statistical procedure based on survey of 226 Mobilink telecommunication private limited employees from Pakistan's Hazara Division, KP, Pakistan. The findings showed that knowledge sharing behavior is linked with work satisfaction, organizational engagement and job participation positively. The study offered some recommendations that how managers can improve the knowledge sharing behavior in their organizations by considering the dynamic issues.

A Review of Circularity Indicators and Psychological Factors: a Comprehensive Analysis of Circularity Practices in Organizations

Introduction. In a booming global economy of finite resources, pandemics, armed conflict and irresponsible over-consumption, attention to the nature of finite resources becomes imperative. The transition to a circular economic model lies at the intersection of economic development and environmental protection needs, significantly impacting today's society and future generations. Research and understanding of the circular economy are catalysts for accelerating processes to change the current unsustainable paradigm. This study reviews the literature and identifies how circularity indicators are addressed at the organisational level.
 Aim and tasks. The study aims to review and synthesise the literature on micro-level circular indicators, psychological factors, and relevant theories in the context of organisational performance, as well as identify knowledge gaps and ways the two elements can be integrated into the circularity assessment.
 Results. The study shows no universally accepted method to measure the circular economy at the organisational level. Most indicators focus only on the environment, ignoring the social dimension, while many indicators in the literature are not standardized and cannot be compared. It has also been identified that the social component needs to be better represented, with all the attention focused on the environment. Within the social component, organisational psychology (organisational culture, satisfaction, attitudes, leadership, motivation, and employee well-being) is almost not represented in the studies and indicators, as they are highly relevant to the social component.
 Conclusions. This systematic review provides an overview of existing indicators and measurement tools at the organisational level. Following the analysis and results presented above, it can be said that although underexplored, the social dimension of the circular economy has begun to attract attention in the literature. The present research highlights the relevance of the social aspect in the circular economy and suggests that it has been undervalued in research to date. Irrespective of the specific areas of interest of different studies, there is a growing need for a more comprehensive understanding of the social impact of the circular economy, which would include all aspects of social life, from jobs and education to civic engagement and behaviour change.

ORGANIZATIONAL BEHAVIOR AND BUSINESS PSYCHOLOGY

This article provide delves into the interconnected fields of organizational behavior and business psychology, which explore the intricate dynamics shaping individual and group behavior in the workplace. Business psychology, a subfield of psychology, focuses on applying psychological theories to enhance workplace well-being and productivity. Meanwhile, organizational behavior studies how organizational structures influence employee performance and overall success. Both fields face challenges, including ethical considerations, cultural diversity, and the complexity of leadership. To address these challenges, researchers advocate for interdisciplinary collaboration, methodological advances, and ethical research practices. By navigating these complexities, scholars contribute not only to academic knowledge but also to practical solutions for optimizing organizational performance. In an ever-evolving business environment, understanding human behavior remains paramount for sustained success.

Family Organizational Basics, Leadership, Communication, Environment and Culture

Family as a socioeconomic organization have the responsibility to be effective and productive even in bad times like this pandemic era named COVID-19 virus. Families first goal is pursued happiness sharing affectivity within their human capital at home and without food, shelter, air and oxygen that is not possible. This paper is a scientific construction that include the explanation about the basic organizational needs that any organization needs to be productive and functional including the family. Family Organizational Basics: Leadership, Communication, Environment, and Culture, is the first academic document that introduce openly the organizational psychology to the family organization. These four areas according with the organizational and management theories should be functional to receive the best respond from the human capital that is managing in any organization. It is a scientific analysis about how the four areas of the organizational behavior works in the household setting and how those impact the daily lives of the family members increasing or decreasing their daily productivity. Keywords: leadership, communication, environment, culture, organizational, family

The Role of Emotional Intelligence Domains on Working Remotely Norm During Post-Pandemic Era

This study investigates the relationship between emotional intelligence and working remotely. Additionally, this study looks at how emotions in each of the four categories of emotional intelligence domain play a role in influencing Malaysian civil servants' norm of working remotely. The study sample consists of respondents from both academic and non-academic service categories. To assess the first variable, researchers who underwent instrument, face , and construct validation created the questionnaire known as the Emotional Intelligence Domain Inventory (EIDInv; Siti Sarawati Johar, 2021). The questionnaire used to measure the second variable is called the Work from Home Norm Instrument. It was adopted from the Work from Home Challenge COVID-19 Instrument (WFHI-CvdC; Siti Sarawati Johar, 2021). To determine how the four domains of emotional intelligence impact the emotional well-being of a typical homeworker, this study used regression analysis. The study's conclusions show how each variable's relationships and effects have a significant influence. This study expands our understanding of emotional and behavioral well-being in general. It provides valuable information for future researchers examining the topic from the organizational psychology perspective and its connections to the social and economic domains of the community.

Neuromyths in Industrial and Organisational Psychology in South Africa: Prevalence and impact

Neuromyths in Industrial and Organisational Psychology in South Africa: Prevalence and impact

Digitally Connected, Evolutionarily Wired: An Evolutionary Mismatch Perspective on Digital Work

This paper makes the case for an evolutionary mismatch between digital work and the way human ancestors engaged in work. Psychological adaptations for producing things that early humans needed to survive and thrive, such as cognitive mechanisms for obtaining and processing food, toolmaking, and learning valuable working skills, evolved in the context of small networks of hunter–gatherers. These adaptations are central to understanding the significance of work in human evolution. Evolutionary mismatches operate when novel environments cue ancestral adaptations in ways that no longer provide adaptive benefits. We argue that digital work, although efficient and productive, is misaligned with some fundamental human needs, preferences, and routines, thereby illuminating a potential dark side. Yet digitalization also offers opportunities for matching the modern work environment to our evolved work psychology. We conclude with an agenda for advancing research in industrial and organizational psychology on digital work from an evolutionary mismatch perspective.

ORGANIZATIONAL PSYCHOLOGICAL BULLYING: THE PLIGHT OF THE YOUTH AND THE PHYSICALLY IMPAIRED

This research critically examined organizational psychological bullying directed towards vulnerable individuals, namely the youth and the physically impaired, who face difficulties accessing employment opportunities globally. Unlike prior studies that focused on internal organizational bullying, this research investigated external factors beyond organizational structures. By conducting desktop research, the study aimed to provide insights that support a more inclusive work culture. The study developed the 60/30 model, proposing retirement at the age of 60 or after 30 years of service to promote inclusivity in the labor market, especially for historically marginalized individuals. It recommended that governments amend labor laws, review employment policies, and collaborate with stakeholders to create customized employment initiatives. Moreover, it suggested further research using quantitative or mixed methods approaches to validate these findings. The study further advocates positive transformations within the industrial and organizational psychology by advancing workplace diversity and inclusivity.
 Keywords: Marginalized Individuals, Organizational Bullying, Physically Impaired, Psychology, Victims, Youth.

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.

The Significance of Work Productivity in the Context of Non-Standard Employment

Work productivity holds immense importance for all employers, irrespective of whether they employ traditional or flexible solutions. Most human resource management strategies focus on tools conducive to employee efficiency, thereby enhancing organizational effectiveness and productivity. When exploring various psychological variables relevant to the psychology of work and organizations, popularity and productivity emerge as critical, as productivity correlates with all other psychological dimensions due to the ongoing pursuit of enhancing workplace efficiency. This article presents research findings from a study involving n=2118 non-standard employees.

Does owners’ leadership matter to relational behavior in mega construction projects? A role orientation perspective

PurposeAlthough researchers have long recognized the importance of participating organizations’ (POs) relational behavior for mega construction projects (MCPs) performance, relational behavior may not be executed by POs without effective leadership from project owners. However, little is known about the mechanisms linking owners’ leadership styles to POs’ relational behavior. This study draws on full range leadership theory and role theory to examine the relationships between owners’ leadership styles (i.e. transformational and transactional) and relational behavior. POs’ role orientations (i.e. normative and economic) are considered as potential mediators.Design/methodology/approachData were collected from 175 managers deeply involved in MCPs. Hierarchical regression model and bootstrapping methods were performed on the data to examine the direct effects of owners’ leadership on POs’ relational behavior and the mediating effects of POs’ role orientations.FindingsThe results revealed that both owners’ transformational and transactional leadership positively affect POs’ relational behavior, despite the former being higher than the latter, and indirectly influence relational behavior via POs’ normative and economic role orientation, respectively.Practical implicationsThis study provides a clear picture of how owners’ leadership can motivate POs’ relational behavior to achieve high-quality inter-organizational relationships in MCPs. The findings can guide owners’ top manager selection by prioritizing those with transformational leadership, which is beneficial to achieving high-level relational behavior of POs. The results also imply that owners should pay greater attention to cultivating POs’ normative role orientation by encouraging teamwork and open communication to enhance their implementation of relational behavior.Originality/valueUnlike previous research focusing more on intra-organizational leader–follower relationship within one PO, this study is one of the first to empirically confirm owners’ leadership as a critical antecedent of POs’ relational behavior, thus enhancing the theoretical understanding of inter-organizational relationship management in MCPs. Based on role theory, this study considers a novel organizational psychology mechanism, i.e. POs’ role orientations, as the mediator to unravel how owners’ leadership affects POs’ relational behavior, which was rarely invoked in MCP leadership literature.

Are we ahead of the trend or just following? The role of work and organizational psychology in shaping emerging technologies at work

ABSTRACT This position paper elaborates on three core themes that emerged from a panel discussion that was held at the 21st Congress of the European Association of Work and Organizational Psychology. The authors of this paper discussed the status quo and the future of Work and Organizational Psychology (WOP) research and practice amidst the advent of emerging workplace technologies. The discussion centred on the question of what role WOP scholars and practitioners should take within this interdisciplinary field and how future research should evolve from previous studies on automation. The paper systematically examines: (1) emerging technologies as a new type of technological change, (2) WOP’s role in the design of emerging technologies and socio-technical systems, and (3) hindrances in WOP becoming more involved. Based on our reflections regarding each of these themes, we propose seven actionable recommendations to move forward and to encourage the involvement of WOP in the development and implementation of emerging technologies at work.

Change as a Scientific Enterprise: Practical Suggestions about Using Change Theory.

Change theory has increasingly become an area of scholarship in STEM education. While this area has traditionally been a topic for organizational psychology, business management, communication studies, and higher education, STEM education researchers are increasingly aware of the need to use formal theories to guide change efforts and research. Formal change theory encompasses our current research-based knowledge about how and why change occurs, and therefore, can guide the selection and design of promising interventions. Yet learning about and using theory is challenging because many of us have no formal training in this area and relevant scholarship comes from many different disciplines. Inconsistent terminology creates an additional barrier. Thus, this essay aims to contribute to a common lexicon in STEM higher educational change efforts by clearly distinguishing between formalized change theory, which emerges from research, and a theory of change, which guides the logic of a specific project. We also briefly review the current state of the field regarding the use of formal change theory and provide examples of how change theory has been used in biology education. Lastly, we offer practical guidance for researchers and change agents who wish to more intentionally and effectively use change theory in their work.

The development and evaluation of a scale to assess job satisfaction in public universities with item response theory: a Brazilian study

PurposeThis study aimed to develop a psychometrically reliable job satisfaction (JS) measure for university employees, guiding administrative decisions and monitoring satisfaction over time in public universities.Design/methodology/approachA JS survey developed by a Brazilian federal university’s sustainability committee containing 58 items across physical, cognitive and organizational domains was longitudinally tested with 1,214 responses collected. The data were analyzed using Item Response Theory (IRT) analysis, employing the Graded Response Model, with tools such as frequency analysis, item characteristic curve, and full-information factor analysis in RStudio. The scale’s criterion validity was also established via expert qualitative interpretation.FindingsThe instrument’s internal consistency was confirmed as the results demonstrated its high reliability with a marginal reliability coefficient of 0.95. Significant findings revealed that recognition and supervisor relationships were key discriminators of JS and that workers began to perceive satisfaction when basic environmental conditions were met.Research limitations/implicationsIt is important to mention that the application of this scale is specifically limited to higher education institutions and may not be directly applicable to other educational settings or industry sectors without modifications.Originality/valueAlthough numerous measures and scales have been developed to assess JS, one elaborated by using IRT in a public university environment was lacking. Due to shifting dynamics in the workplace, traditional measurement of JS has proven inadequate, necessitating a more precise, accessible and updated tool. The developed scale allows precisely targeted interventions to improve JS and can be reapplied to evaluate their effectiveness. This research thus contributes a valuable tool for academic organizational psychology, enhancing the understanding of the measurement of JS.

Challenges and transformations in the performance of organizational and work psychologists in the state of Rio Grande do Norte during the COVID-19 pandemic

The role of organizational psychologists originated during World War I and established itself in Brazil from 1926, being applied to workplace contexts to this day. However, the Covid-19 pandemic posed significant challenges to the field, accelerating changes in the work models of these professionals. To investigate the performance of organizational and work psychologists (OWPs) during the Covid-19 pandemic in the State of Rio Grande do Norte (RN), from 2021 to 2022. A descriptive qualitative study based on the analysis of responses from 14 OWPs practicing in RN during the Covid-19 pandemic. In the sample, the majority of participants were female (78.57%), 57.14% held tactical positions, and 71.43% were employed under the formal employment regime (CLT), with professional experience ranging from 8 months to 22 years. The predominant areas of work were training and development (64.29%) and recruitment and selection (57.14%), while other activities had a frequency of 7.14%. The research revealed the predominance of females in the field of OWPs, highlighting the diversity of roles performed by these professionals and the challenges faced in the corporate environment during the Covid-19 pandemic.

Publication bias in psychology: A closer look at the correlation between sample size and effect size.

Previously observed negative correlations between sample size and effect size (n-ES correlation) in psychological research have been interpreted as evidence for publication bias and related undesirable biases. Here, we present two studies aimed at better understanding to what extent negative n-ES correlations reflect such biases or might be explained by unproblematic adjustments of sample size to expected effect sizes. In Study 1, we analysed n-ES correlations in 150 meta-analyses from cognitive, organizational, and social psychology and in 57 multiple replications, which are free from relevant biases. In Study 2, we used a random sample of 160 psychology papers to compare the n-ES correlation for effects that are central to these papers and effects selected at random from these papers. n-ES correlations proved inconspicuous in meta-analyses. In line with previous research, they do not suggest that publication bias and related biases have a strong impact on meta-analyses in psychology. A much higher n-ES correlation emerged for publications' focal effects. To what extent this should be attributed to publication bias and related biases remains unclear.

Personality and Individual Differences in Leadership Behavior. Α Review

The study of personality and individual variations in leadership conduct is an intricate and multifaceted domain that has attracted substantial interest in organizational psychology and leadership studies. This review examines the complex correlation between personality traits and individual variations and their effect on leadership conduct. It encompasses diverse aspects such as servant leadership, transformational leadership, and shared leadership, as well as the influence of gender and cultural factors. A thorough comprehension of the intricate aspects of personality and individual differences in leadership behavior is essential to understanding how these factors interact with different leadership styles, organizational contexts, and cultural dynamics. This abstract introduces the complex connection between personality and individual differences in influencing leadership behavior. It paves the way for a more thorough examination of the challenges and perspectives related to this relationship.

Applying Organizational Psychology Principles for Positive Workplace Outcomes

Purpose: This study aims to apply organizational psychology principles to foster positive workplace outcomes. It focuses on developing practical interventions that integrate theoretical and empirical findings from organizational psychology to enhance organizational effectiveness, employee well-being, and overall productivity. Key areas explored include employee engagement, job design, organizational justice, teamwork, and leadership development. Research Design and Methodology: This research employs a qualitative approach, primarily through a literature study, to explore organizational psychology principles. A comprehensive literature search strategy was implemented using academic databases such as PubMed, PsycINFO, and Google Scholar to identify relevant peer-reviewed articles, books, and other scholarly sources. Thematic and content analyses were used to interpret the collected data. Findings and Discussion: The findings indicate that effective leadership, employee engagement, a positive organizational culture, and organizational justice are critical pillars in shaping a healthy and productive work environment. Transformational and authentic leadership significantly enhance employee motivation and performance. High employee engagement is associated with greater job satisfaction, higher productivity, and increased loyalty. A positive organizational culture promoting trust and collaboration enhances employee engagement and organizational outcomes. Organizational justice—procedural, distributive, and interactional—contributes to improved perceptions of fairness, trust, and employee commitment. Implications: The practical implications emphasize the importance of leadership development programs focusing on transformational and authentic leadership behaviors, efforts to foster a supportive organizational culture, and the implementation of fair policies and procedures to build employee trust and commitment. Future research should explore the long-term effects of these principles in diverse organizational contexts.

An Integrated Model of Psychological Entitlement and Behavioral Outcomes Within Service Sector in Beijing, China

This study aims to investigate the integrated model of psychological entitlement and behavioral outcomes within the service sector in Beijing, China. Grounded in established theories of organizational psychology, such as Social Exchange Theory and the Theory of Planned Behavior, our research seeks to understand the nuanced dynamics shaping employee behaviors in the culturally distinctive context of Beijing's service industry. Building upon prior studies that have explored psychological entitlement and behavioral outcomes separately, this research proposes an integrated model that examines how individual entitlement perceptions influence observable behaviors within the unique cultural and organizational milieu of Beijing. The study employs a mixed-methods approach, combining surveys and interviews to gather both quantitative and qualitative data from employees within the service sector in Beijing. Surveys will assess psychological entitlement levels and perceived behavioral outcomes, while interviews will provide deeper insights into the underlying motivations and contextual factors influencing the observed relationships. Additionally, the research will consider cultural dimensions, including Confucian values and collectivism, to explore potential moderating effects on the relationship between psychological entitlement and behavioral outcomes. The anticipated findings of this study aim to contribute to the theoretical understanding of how psychological entitlement shapes employee behaviors within the service sector in Beijing. Practical implications will be discussed, providing organizational leaders with insights to tailor management strategies for optimizing employee performance and enhancing overall service quality in this unique cultural and economic setting. The integrated model proposed in this study seeks to bridge the gap in existing literature, offering a more comprehensive understanding of the interplay between psychological entitlement and behavioral outcomes within the dynamic service sector of Beijing, China.