Psychological Climate Research Articles

THE COMPONENTS OF PROFESSIONAL DEVELOPMENT OF SOCIAL WORKERS IN THE PENITENTIARY SYSTEM

Social work in the penitentiary system is a professional problem that still remains at the stage of reform. The urgency of the issue of professional development of social workers of the penitentiary service is due to the specificity of the work, a significant number of authentic peculiarities of the service. The aim of the article is to find out the components of professional development of social workers in the penitentiary system and to identify its promising areas. The following research methods were used: the method of generalization of independent characteristics, comparative analysis - the current state of the problem of professional development of social workers in the penitentiary system was clarified; systematization, integration, comparison - the components of professional development of social workers of the penitentiary system were substantiated theoretically and the proposals for improving this development were developed. The results of the research. There are many methods and forms of raising the educational level of the staff nowadays. Therefore, the director of penitentiary institutions needs to implement innovative methodologies that will increase the level of employees’ professional competence qualitatively and facilitate the solution of problematic situations that arise in the process of work. Thus, an important place in the segment of work with the penitentiary service’s staff is occupied by the formation of skills and abilities to provide social and psychological support. The phenomenon of emotional burnout raises the question of developing the methodologies of professional self-recovery of correction system’s staff. Psychodiagnostics, psychocorrection, psychodrama, art therapy - these technologies and techniques are actively used in social work in foreign penitentiary institutions and, partly, in our country. It was revealed that the main directions of work with the staff of reformatory colonies are formation and development of employees’ necessary knowledge concerning features of work with the convicts of different category and different age; adjustment of contact interaction in the professional environment of employees, optimizing a healthy moral and psychological climate; prevention of psychological stability of reformatory colony’s staff in professional activities; working out of typical situations of emotionally saturated nature. At the same time, self-education of employees, deepening the knowledge background on educational management of the institution’s director, setting up the monitoring of the quality of employees’ education, preserving the employee's right to personal educational choice, stimulating project activities, expanding the educational opportunities of the employee of the institution, consolidation of the staff based on cooperation is the background for professional development (and social in particular) of the employee of the penitentiary institution and the institution itself for the future.

Does psychological climate affect task and contextual performance through affective commitment? Evidence from public sector companies

PurposeThis paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and task performance. Another purpose is to conceptualize and measure the psychological climate.Design/methodology/approachData were analyzed using a sample of 514 employees working in 12 public sector companies in India. Partial least squares (PLS) technique was used to test the proposed research framework.FindingsThe results of this study revealed that affective commitment has a mediating role in the relationship between psychological climate and contextual performance as well as between psychological climate task performance.Research limitations/implicationsThe findings of this study augment the theory of psychological climate by suggesting that individuals perceiving high a psychological climate are likely to have the high affective commitment that ultimately leads to higher performance.Practical implicationsPublic sector companies are encouraged to provide a favorable psychological climate that can emotionally commit the employees to perform well.Originality/valueThis study is one of its kinds to overcome the limitations of the earlier studies such as in examining the effect of higher-order psychological climate on task and contextual performances.

THE PSYCHOLOGICAL CLIMATE AND PECULIARITIES OF INTERPERSONAL INTERACTIONS IN GROUPS WITH DISABLED STUDENTS

The article examines the peculiarities of interpersonal interactions and the psychological climate in groups with disabled students. The presented sociometric study on the relationships between disabled students and practically healthy ones was conducted on the basis of the Open International University of Human Development “Ukraine” and the evening faculty of Dragomanov NPU. The used sociometry method allowed us to obtain quantitative characteristics of the group: personal statuses, existing sub-groups within a group, group cohesion or separation, tension or conflicts in dyads, triads, micro-groups. Analysing the obtaining empirical data, we revealed that disabled students had the highest sociometric status in the business sphere, and practically healthy students had it in the emotional sphere. Exploring the reciprocity of group members’ emotional preferences, we revealed that the disabled respondents were mostly guided by practically healthy students, and practically healthy students were done by the group at all. Interpersonal relationships of disabled students with practically healthy ones were limited. As for leisure time and homework, the disabled respondents were mostly guided by practically healthy students (positive choices), and practically healthy students were done by the group at all. Some students with mutually negative relationships were identified. Obviously, if disabled students and practically healthy ones have mutually negative relationships, it means they are in an interpersonal conflict. We did not revealed micro-groups interacting positively or negatively with each other. The largest number of deviations, both in the business and emotional spheres, was shown by disabled students. The obtained results help find measures improving a group psychological climate, uniting group members by a common goal, interests, as well as creating favourable relationships within the group, between the group, lecturers and curators. By choosing various activities in order to optimize interpersonal interactions, one should pay special attention to disabled students. They need special, stimulating help for more active and clear manifestations of positive personal traits that are important for the whole group. The prospects for further research are outlined, which are seen in the development of a correctional and developmental program for disabled students on the base of the performed sociometric research.

Στάση εκπαιδευτικού, ψυχολογικό κλίμα τάξης και εξωτερικευμένα προβλήματα συμπεριφοράς μαθητών

This study is placed in the framework of mental resilience models in Educational/ School Psychology, which emphasize the importance of relationships in basic contexts of life of students with problems. It is part of a wider research project and studies the relationship between perceived acceptance or rejection of teacher attitude, the psychologicalclimate of the classroom and externalizing behavior problems in primary school students. It is a comparative study among 55 students with externalizing behavior problems and 55 students without externalizing behavior problems, from the last grades of totally three primary schools in a suburban area of Crete. According to the main findings of the study, students’ externalizing behavior problems affect students to experienceteacher attitude greatly undifferentiated rejective (mild form of rejection). About the psychological climate of classroom, the results are conflicting, as students with externalizing behavior problems report theyare satisfied with both the peaceful/collaborative classroom climate (cohesiveness) and the conflictual climate (friction). Study’s results are utilized through intervention proposals for the prevention and treatment of schoolage students’ externalizing behavior problems.

Psychological portrait of a successful leader: research methodology

Annotation. In modern conditions, society makes various demands on managers, which are aimed not only at professional skills, but also at the psychological characteristics of the leader. The effectiveness of all employees and a particular boss depends on the extent to which the leader is able to interact with subordinates, to understand the psychological climate in the team. The purpose of this work was to select psychodiagnostic techniques that adequately address the research request to study the psychological portrait of a successful leader. Using the sources of the scientometric databases Web of Science, Scopus, Index Copernicus (2011-2019), the selection of psychological tools was carried out, which is due to the theoretical ambiguity and multidimensionality of the problem of the formation of psychologically significant qualities of leaders. The issues of ways to identify, interpret and verify the qualities of successful leaders are covered. Attention is paid to the problem of application of tests in the improvement of methods of work with staff, evaluation and selection of management personnel, the skillful application of which will help to improve the process of regulation of social and labor relations and increase the efficiency of the work process. The results of a comprehensive study help to determine the selection of developmental training, training programs, business and management games to improve the managerial competence of the head. It is possible to introduce a system of socio-psychological forecasting of managers' success.

FREEDOM OF SPEECH AS A VALUE OF DEMOCRATIC STATE- BUILDING: SECURITY FORMAT

Human rights and freedoms are an essential part of building a democratic state. In turn, freedom of speech is a basic value of a democratic state. At the same time, modern democratic countries, facing terrorist and information threats, becoming information war objects, are forced to adjust the realization legal parameters of the freedom of speech, especially in the media. Variety of law, philosophical and political science publications are devoted to problems of the freedom of speech ensuring in conditions of hybrid and information wars, the permanent terrorist threat, and armed conflicts. This research aims on highlighting the freedom of speech realization problem in current information and hybrid wars, as well as on revealing the features of the relationship between freedom of speech and security measures in democratic states. Nowadays, informational confrontation, information attacks and wars have become the dominant component in the struggle for global leadership. World democracies face the problem of comprehensive freedom of speech implementation on the one hand, and on the other hand - maintaining the safe state existence in conditions of hybrid wars, negative informational effects on public consciousness and spiritual-cultural area of the country. In different countries of the world, the beginning of the XXI century events have clearly shown that by means of social networks, it is possible to carry out information attacks against entire nations in order to destabilize the situation, create an auspicious spiritual and psychological climate for the further manipulative actions, destructive influence on existing political and economic systems, legal, spiritual, cultural and other relations, which ultimately leads to the destabilizing of state, information, political and economic sovereignty of the country. To date, in scientific and expert circles, the main criteria have been developed, whereby it is determined whether a country has become the object of information war and information expansion, which accordingly requires the state to take countermeasures to strengthen national security (informational in particular), freedom of speech regulation. Thus, in all of its aspects, the freedom of speech must be ensured by a democratic state, but at the same time it is necessary to clearly define the boundaries of openness in certain areas (military, national security) for the stable country existence.

INSTRUMENTS FOR INCREASING LABOR MOTIVATION OF MEDICAL ORGANIZATIONS EMPLOYEES

The article is devoted to the study of motivation of medical organization employees to work. A competent system of motivation of medical personnel, focused on building long-term goals and development conditions, supporting the organizational climate and increasing the involvement of medical workers in their work, solves most of the problems that any medical organization faces. In addition, the policy of the medical institution, the values of the management itself and a favorable psychological climate are important factors in motivating doctors and nurses. In this regard, the purpose of this study is focused on identifying a group of motivational factors that encourage medical professionals to effectively perform their work duties. On the base of the developed sociological tool - a questionnaire for a mass survey - there were collected and analyzed data on the factors which affect the motivation to work of medical workers. As a result of the conducted research, the most significant motivational triggers were identified, which allow to assess the health of medical workers, as well as to identify problematic points that make it difficult to perform the duties in a high-quality manner. These data formed the basis of the method proposed by the authors, which allows any medical organization to identify a group of system-forming factors of motivation to work, on the basis of which the management of medical institutions has the opportunity to assess the motivation of the personnel for further decision-making in the framework of effective management.

MANAGEMENT OF STAFF MOTIVATION AT A TRADE ENTERPRISE

The main characteristics of the structure of motivation of employees of a trade organization are revealed. Difficulties of maintaining high motivation of lower-level workers are outlined. The influence of working conditions is considered, in particular, such a factor as the need for constant interaction with clients in the "person-to-person" system. The approaches developed both within the framework of the sociological paradigm and within the framework of an interdisciplinary approach are presented as a theoretical basis. Labor motivation is considered as the most important factor in a person's activity in an organization, ensuring the proper level of his interest and efforts, a guarantor of the stability of these actions. The authors substantiate the urgency of expanding the methods of non-material incentives as secondary, but important for regulating the activities of employees. The importance of an integrated approach to building a personnel motivation system is indicated. The results of an empirical study of the social and labor attitudes of employees of a trade organization are presented. Employees are primarily focused on high wages and professional and career growth. At the same time, the conditions of work are important, starting with a favorable psychological climate in the team and finishing with material and technical support. Measures of additional incentives within the framework of the “social package”, such as, for example, medical insurance, gym membership, are not in great demand. There is a relatively low level of loyalty to the organization. In general, the instrumental type of labor installation dominates. The development of a system of labor incentives in an organization presupposes a number of organizational-informational, organizational-managerial and regulatory measures.

Relationships Between Power Sources, Psychological Empowerment, School Culture and Psychological Climate: A Structural Equation Modeling

Bu arastirma, psikolojik guclendirmeyi etkiledigi dusunulen okul yoneticilerinin guc kaynaklari, okul kulturu ve psikolojik iklimi hakkinda bir cikarim yapmak amaciyla hazirlanmistir. Calisma, onerilen kavramsal modeli test etmek icin korelasyon arastirma modeline gore tasarlanmis, yurutulmus ve bu model Yapisal Esitlik Modeli (SEM) ile test edilmistir. Arastirmaya 358 ogretmen (252 kadin ve 97 erkek) katilmistir. Bulgular uyum indekslerine gore degerlendirilmis ve yapilan modifikasyon sonucunda modelin uyum degerlerinin mukemmel duzeyde oldugu tespit edilmistir (χ²=5.766; df=7; p=.567; χ²/df=.824; SRMR= .021; GFI=.995; AGFI=981; NFI=.994; TLI=1.000; CFI=1.000; RMSEA=.000). Elde edilen modele gore; okul mudurlerinin kullandiklari yumusak guc turleri, psikolojik guclendirmeyi olumlu etkilerken; sert guc turleri psikolojik guclendirmeyi etkilememektedir. Yumusak guc turleri, gorev kulturunu, basari kulturunu ve destek kulturunu olumlu etkilerken; burokratik kulturu olumsuz etkilemektedir. Sert guc turleri, okulun kulturel boyutlarini etkilememektedir. Yumusak guc turleri, psikolojik iklimi olumlu etkilerken; sert guc turlerinin etkisi bulunmamaktadir. Basari kulturu ve gorev kulturu, psikolojik guclendirmeyi olumlu etkilerken; burokratik kultur ve basari kulturu, psikolojik guclendirmeyi etkilememektedir. Basari kulturu, gorev kulturu ve destek kulturu, psikolojik iklimi olumlu etkilerken; burokratik kultur etkilememektedir. Psikolojik iklim, psikolojik guclendirmeyi olumlu etkilemektedir. Arastirma sonucunda okul kulturunun psikolojik iklim ve psikolojik guclendirmeyi etkileyen onemli bir faktor oldugu gorulmustur.

Psychological Climate for Caring and Work Outcomes: A Virtuous Cycle.

The current literature’s focus on unidirectional effects of psychological and organizational climates at work on work outcomes fails to capture the full relationship between these factors. This article examines whether a psychological climate for caring contributes to specific work outcomes and investigates whether work outcomes support the climate for caring, creating a feedback loop. Results confirm a bi-directional, temporal association between perceived climate for caring and two of the four explored work outcomes: self-reported productivity and self-reported work quality. The effect of a perceived caring climate on these work outcomes was stronger than the effect in the opposite direction. The perception that the work climate was caring was also found to affect work engagement, but the reverse relationship was not identified. We did not find any evidence for a link between job satisfaction and a climate for caring at work in either direction.

Counteracting Mobbing in Labor Legal Relations

The author has made an attempt to characterize mobbing within labor legal relations. It has been determined that it can be horizontal – when the pressure is exerted by colleagues, vertical – by superiors and can be also mixed one.
 It has been emphasized that we should in no case underestimate the negative driving impact of mobbing on the psyche, health or even the fate of an employee, who is exposed to it. Harassment at the workplace can provoke feelings of social inferiority, leads to a number of nervous diseases, nervous breakdowns, sleep problems, depression, heart attacks and possible suicide.
 It has been noted that one of the most important current tasks of labor protection at enterprises is to create a proper psychological climate for each employee at his workplace.
 It has been offered to consider mobbing as a form of discrimination, which is used as psychological terror by the whole team or its member against an employee. Mobbing is a systematic harassment in the form of devaluation of an employee. The Constitution of Ukraine recognizes the honor and dignity of a man as the main value, but the current Ukrainian legislation does not provide any mechanism to combat mobbing in labor relations.
 It has been noted that it is necessary to study and use the experience of European countries to combat mobbing at work in order to improve working conditions, create a comfortable psychological atmosphere, to prevent burnout and to protect the professional dignity of employees. International legislation on the stated issue has been studied. There are no certain Articles in Ukrainian labor legislation, which are supposed to protect employees from mobbing.
 It has been noted that mobbing is an extremely dangerous and very complex phenomenon in labor collectives. Therefore, aiming at preventing the development and further spread of mobbing, in order to eradicate it from labor legal relations as an anti-labor category at the present stage of development of society, it is important to introduce legal instruments to combat it.

PSYCHOLOGICAL MECHANISMS OF INTERACTION BETWEEN STUDENT GROUPS WITH THE CLASS TEACHER

The concept of psychological interaction of class teachers with student groups is disclosed in the article. Based on the principles of a systems approach, we define this interaction as the interaction of two subsystems, which simultaneously includes other structures (microgroups, dyads), and is part of larger systems - school, education system as a whole. We assume that the interaction in the educational environment, which is operationalized through the types and models of interaction, is set mainly by the class teacher, but also supported by students and parents.We consider models and types of interaction as those that, on the one hand, are related to the level of psychological climate in the student’s group, on the other hand – are determined by the psychological characteristics of the participants education process. Accordingly, we assume that the type and model of interaction has certain correlations with: 1) the level of socio-psychological climate of student group; 2) prevailing tendencies of interpersonal interaction; 3) the prevailing values of teachers, setting the most general and highly organized principles of communication processes in the educational environment; 4) strategies of behavior in conflict, as typical behavioral patterns implemented by teachers in situations of difficult communication.Thus, to verify the correlations of types and models of interaction in the educational environment with the psychological characteristics of the studied teachers and students, we performed a procedure of factor analysis of an array of empirical datas. As 47 variables used in factorization, we selected indicators on the scales of the methods that we used in the empirical study. Thus, 11 factors are choosen describe the mechanisms of interaction. As a result, a unique model of interaction is built, which describes its essence and has three components. The first component – the prevailing models and types of interaction in the educational environment; the second component – mechanisms for the implementation of interaction by teachers; the third component is a component of the mechanisms of students’ reaction to the interaction with the teacher. Therefore, the essence of the interaction process is investigated, its mechanisms on both sides - teachers and students are described, and the determinants that affect the effectiveness of this interaction are identified.

Satisfaction with relationships in the team as a criterion for assessing the psychological climate of the team of Samara Diagnostic Center

Satisfaction with the relationships in the team and, as a result, the created favorable socio-psychological climate makes it possible to effectively manage human resources and improve the results of the organization as a whole.

Determination of the psychological climate and its components in the volleyball sports team

Тhe article considers the problem of psychological climate in a sports team. The paper presents an analysis of different approaches to the problem of interpersonal relations in a sports team, as well as substantiates the need to create a favorable psychological climate in a volleyball team. During the work, the coach is faced with different types of psychological climate and naturally there is a need to change it. It is necessary to establish contacts within the system, make the most of the capabilities of each player. In addition, athletes, respect their mentor and highly value his authority, in the process of training show honesty, the desire to perform any task of the coach, no matter how difficult it may be. It is clear that such an attitude to activity, multiplied by years of training, with the appropriate level of ability can not but lead to the achievement of high sportsmanship. The results of the study of the psychological climate and interpersonal relationships in the student volleyball team are presented. It was determined that low normative behavior is observed in 58.75% of players, 30% have an average level and 12.25% have high normative behavior. According to the results of testing among athletes of the volleyball team aged 18-21 in 60% of subjects - low inadequate self-esteem, which is expressed in dissatisfaction with themselves, insecurity, as well as excessive self- criticism. Adequate self-esteem and a certain maturity were found in 40% of the subjects. Accordingly, low self-esteem, which is present in athletes with low behavioral norms, who try to increase their importance through self-expression due to behavioral characteristics. They evade social requirements, try to stand out in the group, violate discipline. When determining the relationship of the psychological climate in the team, it was found that it is influenced by such factors as the level of self-esteem (r = 0.62, at p <0.05) and closed-sociability (r = 0.58, at p <0, 05). Thus, a favorable psychological climate helps the team to move faster towards a common goal, overcome difficulties, the ability to find compromise solutions in conflict situations and, as a result, higher rates of personal and team satisfaction.

The Effect Of Organizational Well-Being On Organizational Commitments Within The University By Applying Psychological Climate As The Moderator Variable

The Effect Of Organizational Well-Being On Organizational Commitments Within The University By Applying Psychological Climate As The Moderator Variable

ФОРМУВАННЯ ПОЗИТИВНОГО ПСИХОЛОГІЧНОГО КЛІМАТУ В ПЕДАГОГІЧНОМУ КОЛЕКТИВІ СУЧАСНОГО ЗАГАЛЬНООСВІТНЬОГО НАВЧАЛЬНОГО ЗАКЛАДУ В УМОВАХ ОСВІТНІХ ЗМІН

The article is devoted to the study of the problem of forming a positive psychological climate in the pedagogical staff of a modern education institution in the context of educational reforms. On the basis of the analysis of the basic theoretical approaches to the content of the concept of “psychological climate”, a general characteristic of the concept of the psychological climate of the teaching staff is generalized; the structure and factors of favorable psychological climate in the pedagogical staff of the modern comprehensive education institution are considered; the ways of increasing the process of forming a favorable psychological climate of the pedagogical team in terms of educational innovations are outlined. The authors emphasize that development of a new system of education and upbringing in primary schools in accordance with the requirements of New Ukrainian school puts forward new, increased requirements for society, education managers, parents, students and teachers, who must care for the continuous growth of their professional, pedagogical skills, creating a new educational environment. The positive psychological climate in the teaching staff is determined by the features of a particular stage of development of society, economic factors, management style, the specifics of interaction between teachers in the school team, the relationship between teachers and students. The driving force that can effectively implement an educational reform is the professional and mobile personality of the teacher. His/her ability to adapt to the changes taking place in the educational sphere is of great importance; to modernize his/her activity according to the requirements of the New Ukrainian school: to introduce innovative teaching technologies, active methods of pedagogical interaction, to build the educational process on humanistic principles. Therefore, the modern educational environment should be as psychologically comfortable as possible. After all, self-realization and improving one’s professional level is possible under the condition of a favorable, positive, healthy psychological microclimate in the team.

Relationship between an advocate and a client: foreign experience

Relationship between the advocate and the client is a set of interrelated rights and obligations, guarantees and responsibilities.Taking into account the current political trends in the state, it can be noted that one of the most common ways of reforming nationalinstitutions is studying their activity in foreign countries. Thus, in order to find ways to improve the relationship between the advocateand the client under the agreement on the provision of legal assistance, we propose to examine the peculiarities of these relations insuch foreign countries as England, Germany, France and Poland. To ensure the consistency of the study, we propose to use certain criteria,such as: legal regulation of relations, name of the contract on the basis of which legal assistance is provided, names that are usedto the parties of the contract, list of their rights and obligations, types of responsibilities and peculiarities of payment for the advocate’sactivity.The urgency of the selected issues is confirmed by the fact that some of its aspects were examined in the scientific writings ofsuch scientists and practitioners as: N. Bakayanova, A. Biryukova, T. Varfolomeeva, T. Vilchyk, S. Fursa, and others.Studying the foreign experience of relationship between the advocate and the client indicates that there are both common and distinctfeatures. The distinguishing features include such as: presence of several types of professions engaged in the advocate activity;compulsory professional insurance; possibility of settling a dispute between the advocate and the client outside the disciplinary proceedings;admissibility of using the success fee.The point of view on the impossibility of introducing compulsory professional insurance for national advocate in the current contextis justified. The idea about advocate`s file, which has recommended character, is examined.The definition of the concept of “trust between the lawyer and the client” is proposed as a result of the actions of the advocateand the client, which depends on the moral-psychological, personal and professional qualities of the advocate and the moral-psychologicaland personal qualities of the client, and finds a manifestation in the special psychological climate of the relationship which promotesthe quality of the order execution.

Influence of Psychological Climate on Organization Performance at Kakamega County Government, Kenya

With the approach of managing performance, employee responsibility has risen as a current authoritative idea as of late. The general objective was to establish the influence of Psychological Climate on organization performance at Kakamega County Government. The study was anchored in the Resource-Based View (RBV). The study hypothesized that there is a relationship between Psychological Climate and organization performance. The descriptive research design was applied. The target population was 332 employees of all degrees of the board and supervisory unit. Purposive examining was utilized to concentrate on specific qualities of a populace that are of enthusiasm under examination. A pilot test was directed on 10 employees to gauge the unwavering quality of the instruments. Data was examined utilizing Statistical Package for Social Sciences (SPSS) programming. To test unwavering quality and legitimacy, a pilot study was directed and Cronbach's coefficient alpha was utilized to set up consistency. A relapse model was utilized to show the connection between factors. The after-effects of the exploration were introduced utilizing recurrence, figures and diagrams. The findings of the study, there is a positive relationship between Psychological Climate and organization performance. In Conclusion, that high-quality Psychological Climate will enhance teamwork and better employee engagement to improve on overall organization performance. Study recommendation is that Kakamega County can enhance its organization performance by creating a better psychological climate. This can be done by creating an environment where there is teamwork cooperation, flexibility in schedules.

Unlived Lives, Imaginary Widowhood and Elizabeth Bowen’s A World of Love

Abstract This article reads Elizabeth Bowen’s 1955 novel A World of Love as exploring the legacy of certain highly imaginative coping mechanisms that were adopted by women in response to wartime losses. Acknowledging how Bowen’s mid-century works exhibit a curious return to the lot of those who came of age amidst the demographic imbalances that followed the Great War, it suggests that A World of Love interrogates the psychological draw of ‘imaginary widowhood’: a form of counterfactual self-fashioning that saw many single women of Bowen’s generation elect to view themselves not as spinsters, but as those who would have been married were it not for the conflict. Noting parallels between the novel’s depiction of a girl whose sexuality is awakened by the letters of a long-dead soldier from the Great War and the various forms of appropriation that were encouraged around the body of the Unknown Warrior—including the 1918 literary hoax The Love of an Unknown Soldier: Love Letters Found in a Trench—the article offers a new account of A World of Love as a text which registers the ambivalent and creatively rich qualities of a psychological climate that was at work throughout the twentieth century. Bowen’s novel, it argues, is propelled by a profound interest in the forces which induced successive generations of British women to forge intimate counterfactual relationships with those lives rendered unliveable, and the loves that were denied them, on account of world war.

The effects of perfectionism on proactive and innovative behaviors: role of psychological climate

Purpose- This study aims to investigate the effects of perfectionism on proactive and innovative behaviors and the moderating role of psychological climate. Methodology- For the purpose of the research, the data which were collected from 190 employees who work in a textile industry as a white-collar worker by the survey method were analyzed by using partial least squares–structural equation modeling method. While conducting analysis, Smart PLS program was used by applying bootstrapping technique (5000 resample) to determine the significance levels of the proposed hypotheses. Findings- The results revealed that both positive and negative perfectionism have significant effect on proactive behavior levels of employees and also positive perfectionism has a significant effect on innovative behaviors of employees. However, it is found out that psychological climate has a moderating role between positive perfectionism and co-worker oriented proactive behaviors. In addition, it is revealed that psychological climate has a moderating role between positive perfectionism and innovative behaviors. Conclusion- The study demonstrates that perfectionism is one of the significant personality traits which considered as the determinants of the positive behaviors such as proactive, innovative and other desirable behaviors in organizations. On the other hand, this study reveals that organizational conditions have an importance role on the exhibition of positive behaviors of employees.