Psychological Climate Research Articles

ОСОБЛИВОСТІ ПОДОЛАННЯ ПРОФЕСІЙНОГО ВИГОРАННЯ У СЕРЕДОВИЩІ ВІЙСЬКОВОСЛУЖБОВЦІВ

The article deals with the issue of professional burnout among servicemen who are in the area of combat operations. The peculiarities of psychological counseling of military professional activity of servicemen are described. Psychological support of military personnel includes: psychological counseling, psychotherapeutic assistance, personal factors of professional burnout (introversion, sensitivity, low level of self-esteem and self-respect, desire for dominance); status-role (role conflict, negative stereotypes, dissatisfaction with professional promotion, lower social status, isolation from the reference group); professional-organizational (organizational conflicts, lack of autonomy, excessive control); existential (dissatisfaction with the results achieved, feelings of frustration, dissatisfaction with the results of activities, loss of meaning, loneliness). Professional burnout leads to impaired functioning of the unit, causes a negative psychological climate, and contributes to a decrease in performance. If a serviceman develops symptoms of professional burnout, his psychological state tends to become negative and extends beyond the individual's well-being. The effective performance of combat missions is represented not only by the professional training and physical capabilities of the individual, but also by his or her ability to express responsibility, independence, self-control, flexibility, ability to make independent decisions and constructively interact with other members of the military team under the influence of stress factors and the performance of professional tasks.

Exploring the Relationship between Green Human Resource Management and Green Creativity: The Moderating Influence of Green Behavioral Intention

The research's goal was to investigate how green human resource management promotes the growth of green creativity through the mediating role of individual green values and green psychological climate. Green behavioral intention work as a mediator in the connection between green human resource management and green creativity. Quantitative research was done in Pakistan to cover this issue. A questionnaire was used to collect the data from 450 respondents, including government officials, workers from the private sector, and firm leaders. The suggested framework for this research uses SPSS to generate statistical results such as demographics, reliability, descriptive statistics, and correlation. SmartPLS 4 was used to apply the SEM-Structured Equation Model approach to the provided framework. Green human resource management characteristics, individual green values, green psychological environment, green behavioral intention, and green creativity were shown to have a substantial positive correlation. Discussions and potential ramifications are presented after the conclusion of this paper.

Linking environmentally-specific empowering leadership to hotel employees' green creativity: understanding mechanisms and boundary conditions

PurposeDrawing on conservation of resources and social exchange theories, the authors build and test a theoretical model examining the association of environmentally-specific empowering leadership (ESEL) with green creativity as well as the mediating and moderating roles of green knowledge sharing behavior and green psychological climate, respectively, in this association.Design/methodology/approachData were collected in three different waves from 265 employees working in three-, four- and five-star hotels located in major cities in Pakistan. EFA, CFA and PROCESS macro were utilized to validate the study's research model and to examine the hypotheses.FindingsThe results indicated that ESEL is positively associated with green creativity, and green knowledge sharing behavior is an effective underlying mechanism between the ESEL–green creativity association. Furthermore, this study’s findings suggested that green psychological climate moderates the direct and indirect associations such that the associations were stronger when green psychological climate was more positive rather than less positive.Practical implicationsThe study provides important lessons to managers and policymakers about the benefits of ESEL to achieving green employee creativity within the hospitality sector and helps to contextualize the importance and relevance of addressing global challenges in light of the United Nations (UN) Sustainable Development Goals (SDGs).Originality/valueThe study is the first to explore the green adaptation of empowering leadership, its effects, mechanisms and boundary conditions.

Multiple psychological climates and employee self-regulatory focus: Implications for frontline employee work behavior and service performance

Frontline employees (FLEs) play a critical role in shaping customer experiences and purchase intentions in retail settings. Yet not all FLEs display the same work behaviors or motivational tendencies. Adopting person-environment fit theory, this research investigates whether multiple work climates can coexist within a workplace to support FLEs with different work behaviors. Using multisource data from 285 FLEs and 31 supervisors in the retail banking sector, this study examines whether a quality-focused climate and an initiative-focused climate positively influence FLE service performance via different FLE behaviors. It also examines the moderating effect of FLE self-regulatory focus on the relationship between work climate and FLE behaviors. The results demonstrate that when FLEs are willing to innovate and take risks, a work climate that supports initiative-taking will encourage them to go beyond prescribed job roles to satisfy customer needs. In contrast, when FLEs seek to minimize or avoid risks, a work climate that reinforces rule adherence will support them in using standardized procedures to satisfy customer needs. Managers should not assume that one climate fits all or that one climate is better than the other as this study shows that a quality-focused and an initiative-focused climate can operate in tandem to enhance FLE service performance.

SELF-MARKETING AS AN INNOVATIVE METHOD OF LABOR MARKET RESEARCH

It has long been known that a team is something more than a simple logical arrangement of employees performing interconnected tasks. Management theorists and practitioners understood that the organization is also a social system where individuals and formal and informal groups interact. And the productivity of work, the health of employees and many other things depend on the psychological climate, on the mood of each employee. With the correct arrangement of human resources in the organization, with the correct handling of conflict situations, a breakthrough, a synergistic effect occurs. An organization becomes something more than the sum of its components. This new system becomes much more resistant to external actions, but is easily destroyed if this unity of elements is not maintained. The "organism" of the organization must be provided with a mechanism that would ensure the constant regeneration of lost goals, tasks and functions, would determine all new and new expectations of employees. In management science, there are quite sophisticated socio-psychological methods that can be used to achieve the desired effect. Socio-psychological methods of management mean specific techniques and methods of action on the process of formation and development of the team itself and individual employees. There are two methods: social (aimed at the team as a whole) and psychological (aimed at individuals within the team). These methods imply the introduction of various sociological and psychological procedures into management practice. The quality of the social and psychological climate in the team determines the leader's attitude to society as a whole, to his organization and to each person individually. If, in his understanding, a person is presented as a resource, raw material and production base, then such an approach will not give the proper result, in the management process there will be a skew and a lack or recalculation of resources to perform a specific task. People's actions are always partly based on the assumptions they make, and this is especially true of human resource management. The most important assumptions we make (whether these people can be trusted, whether they like their work, whether they can be creative, why they behave the way they do and how they should be treated) make up our human resource management philosophy. Any HR decisions we make (about the people we hire, the training we provide, the benefits you offer) reflect (for better or worse) the fundamentals of this philosophy.

Psychological caring climate at work, mental health, well-being, and work-related outcomes: Evidence from a longitudinal study and health insurance data

Psychological climate for caring (PCC) is a psychosocial factor associated with individual work outcomes and employee well-being. Evidence on the impacts of various psychological climates at work is based mostly on self-reported health measures and cross-sectional data. We provide longitudinal evidence on the associations of PCC with subsequent diagnosed depression and anxiety, subjective well-being, and self-reported work outcomes. Employees of a US organization with a worker well-being program provided data for the analysis. Longitudinal survey data merged with data from personnel files and health insurance claims records comprising medical information on diagnosis of depression and anxiety were used to regress each outcome on PCC at baseline, adjusting for prior values of all outcomes and other covariates. PCC was found to be associated with lower odds of subsequent diagnosed depression, an increase in overall well-being, mental health, physical health, social connectedness, and financial security, as well as a decrease in distraction at work, an increase in productivity/engagement and possibly in job satisfaction. There was little evidence of associations between PCC and subsequent diagnosed anxiety, character strengths, and work-family conflict. Work policies focused on improving PCC may create a promising pathway to promoting employee health and well-being as well as improving work-related outcomes.

The personnel policy in health care institutions in the light of tasks of provision of medical care quality and medical activity safety

The personnel plays important role in process of maintaining internal quality control and safety of medical care. The employee satisfaction with working conditions is main factor affecting professional development and competence enhancement and consequently quality of medical care. The purpose of the study is to analyze particular personnel policies of the institution and to investigate effectiveness of quality management system regarding health care services. Results. The institution implemented the model of quality management system (ISO 9001-2015) assigning significant role to proper personnel management. The sociological survey was carried out to analyze achieved results and to receive feedback from employees to improve quality management system. The results of sociological survey indicate that the most important targets of personnel policies for 65% of respondents are planning, forecasting skill, competency requirements; for 58% - organization of conditions improving effectiveness of employees; and for 51,7% - maintaining favorable team moral and psychological climate. The employees consider as preferable following ways of professional development: additional training, specialized training programs (78.5%), exchange of experience and communication between Russian and foreign colleagues (51.0%). The analysis established that 61.8% of employees of the institution assume mentoring programs would improve efficiency of new employees. Conclusions. The results of the study revealed that personnel policy of the institution can be improved through implementing particular policies regarding development of employee personal additional competency; of mentoring programs and motivation systems for employees; evaluation of employee individual contribution into achieving the goals of the institution and forming personnel reserve.

Predicting the job performance and job satisfaction of male teachers based on the psychological climate prevailing in the education organization

Objective: Teaching can be very stressful, and teachers suffer more mental health problems than other workers. Job burnout occurs due to severe, continuous, and uncontrolled stress and when the work environment demands exceed the individual's abilities to adapt or succeed. Therefore, this research aimed to determine the effectiveness of transactional analysis on job fatigue and job attachment of teachers working in education. Method: This research method was quasi-experimental and in the form of a pre-test-post-test design with an experimental group and a control group. The statistical population of the current study included all teachers (teachers and principals) of Boyer Ahmad city, from among whom 30 people were selected randomly as a sample. They were randomly divided into two groups: experimental (15 people) and control (15 people). The experimental group was trained with a transactional analysis approach, and the control group received no intervention. A researcher-made job attachment questionnaire and Vodanovich & Kass (1990) job fatigue inventory were used to collect data. The analysis of variance through SPSS-24 statistical software was used to analyze the research data. Results: The results showed that the teaching approach based on Bern's transactional analysis was effective on the tendency of job fatigue and teachers' attachment (P<0.01). Conclusion: Considering that the present study has confirmed the positive effect of Bern's transactional analysis therapy on job fatigue and increasing personal growth, it is suggested to provide the possibility of using TA approach in career counseling centers.

Predicting the job performance and job satisfaction of male teachers based on the psychological climate prevailing in the education organization

Objective: Education is the most important social institution emerging from the context of the society and at the same time its creator and developer, and its effect on the progress of the society is quite noticeable. One of the things that can cause lack of performance and job satisfaction is the psychological atmosphere that dominates the organization. Therefore, this research aimed to predict the job performance and job satisfaction of male teachers based on the psychological climate prevailing in the education organization. Method: The research design was descriptive and correlational. The statistical population of the research was made up of all male teachers in two districts of Tehran. Among the statistical population, 162 people were selected and studied as available sampling. In order to collect data, the psychological atmosphere, job satisfaction, and job performance measures were used. After collecting and extracting the data, the participants' scores were analysed with Pearson’s correlation and linear regression model through SPSS-22. Results: The results showed a significant relationship between the psychological atmosphere governing the organization and job satisfaction and teachers' job performance. Also, the results showed that the psychological atmosphere governing the organization can predict the teachers' job satisfaction and job performance. Conclusion: According to the results of the present research, using teachers' opinions and suggestions and sharing the problems and problems of the organization with them in order to find a solution and correct and improve the work can be an important step in increasing the job performance and consequently the job satisfaction of the teachers.

Psychological climate: conditioning for student organizational disease

Dear Editor, In an article published in the Journal of Public Health, there is a new issue about how universities prohibit students from effective leadership that must include personal conscience and the value of bad luck itself.1 This is interesting to discuss because students learn to socialize and lead student organizations on campus. Student organizations should be a forum for students to express their aspirations and make changes. For student organizations to run according to their goals, namely, to produce talented student leaders and to avoid organizational diseases, it is necessary to instill a psychological climate in these organizations2,3,4–6 Psychological climate is a psychological climate conditioning within an organization. Illnesses in student organizations have a huge impact on the leadership structure, students’ mentality is formed healthily or not depending on their main environment on campus.7 It is so sad when students who are said to be ‘agents of change’ become embryos of the emergence of an oligarchy disease that kills democracy; when oligarchy develops, there will not be equal opportunities for all students to hold structural positions in student organizations—at the department, faculty, university and even national levels.

Psychological Climate and Employee Engagement at Workplace

Objectives: To determine the relationship between drivers of psychological climate and employee engagement considering the workforce who are a part of IT industries in Mysuru and Bengaluru region in India. Methodology: A cross-sectional survey method was adopted for obtaining the required data. Exploratory Factor Analysis, Confirmatory Factor Analysis, Structural Equation Modelling were adopted for examining and analyzing the data. Data was elicited through 445 respondents having their career in various IT industries in Mysuru and Bengaluru region between May 2022 to September 2022. Findings: Structural Equation Modelling analysis reveals that, the fit indices values were admissible. The model fit indices values that were recorded are: Chi- Square Statistics (CMIN/DF) = 2.845; Goodness of Fit index (GFI) = 0.982; Adjusted Goodness of Fit Index (AGFI) = 0.937; Incremental Fit Index (IFI) = 0.963; Tucker – Lewis’s Index (TLI) = 0.900; Comparative Fit Index (CFI) = 0.962; Root Mean Square Error of Approximation (RMSEA) = 0.073. The prominent drivers of Psychological Climate were identified as - Cooperative Work Environment (CWE); Supervisor Facilitation and Support (SS); Job Training and Support (JT) and Organizational Regulations (ROP). The identified factors resulted to have a relationship with Employee Engagement. Novelty: The important drivers of Psychological Climate essential at workplace were identified. The research outcome provides insight for the business managers to significantly focus on the psychological climate factors perceived by employees and build a better working environment. Keywords: Psychological Climate; Employee Engagement; Business Enterprises; Workforce; Structural Equation Modelling

Conflict of Ukrainian Generations X and Y: Ways to overcome it in the context of the war in Ukraine

In the conditions of war, the problem of maintaining a comfortable psychological climate in professional teams and society in general is acutely felt because Ukrainians are in a depressed psychological state. Conflicts among people of different ages are also escalating, as representatives of the baby boomer generation are gradually being replaced by Generation Y, and therefore most Ukrainian companies are teams of representatives of Generations X and Y. The purpose of this study is to find ways to overcome the problem of conflict between different generations. Among the key scientific methods of this study is M. Rokeach’s model, which was used to rank the terminal and instrumental values of representatives of Ukrainian generations X and Y, and the method of canonical correlations, used for comparative analysis of the value structure of the analysed generations. The main results of the study indicate that the aggravation of relations and the emergence of misunderstandings among Ukrainians is a consequence not only of the influence of war, but also of the conflict of the most economically active generations – X and Y. This conflict is caused by differences in the perception of life (i.e., in values), a large difference in the socio-political conditions of formation and belonging to different archetypes of generations according to the Strauss–Howe generational theory. Ukrainian generation X is a recessive generation of “nomads”, while generation Y is a dominant generation of “heroes”. The results of a comparative analysis of the dominant terminal and instrumental values of these generations indicated that 50% of the dominant values are common terminal and only 33% are common instrumental. It was found that the Ukrainian Generation X has more post-materialistic values, while Generation Y prefers materialistic values, which was a consequence of socio-political events in Ukraine, under which these generations were formed. The practical significance of the results obtained lies in the fact that the proposed recommendations for overcoming the conflict of Ukrainian Generations X and Y by factoring in the most important values for each of these generations will help not only to overcome the conflict of generations, but also to increase the effectiveness of their interaction.

Pro-environmental behavior, green HRM practices, and green psychological climate: Examining the underlying mechanism in Pakistan

The success of an organization’s environmental sustainability objectives is contingent on the environmental behavior of its personnel. The present study was conducted to observe how the green human resource management (GHRM) practice improves environmental performance (EP) through psychological green climate (PGC) and pro-environmental behavior (PEB). It also evaluates the moderating role of the individual green value (IGV). Data were collected from HR professionals and health officers directly engaged in human resource practices in private hospitals in Sialkot, Pakistan. To gather the responses, questionnaires were distributed and PLS analysis was used to analyze the data. The findings showed that GHRM explains that the PGC stimulates employees to perform pro-environmental behaviors for better environmental performance. Furthermore, the individual green value moderates the employee’s behavior for better environmental performance. This research paper gives vital practical implications to the top management and regulators in assuring employee engagement in applying green human resource management practices.

Competitive psychological climate, conflict and psychological contract breach

AbstractThe current study adds to existing knowledge by investigating how competitive psychological climate (CPC) is associated with employees' perceptions of the extent to which their employer has failed to appropriately fulfil the psychological contract. To test the research model, we collected information from 247 employees in eight companies. The findings suggest that CPC has a positive indirect relationship with psychological contract breach (PCB) through task and relationship conflict. Additionally, we find that a significant (and negative) direct relationship between CPC and PCP only emerges after partialling out mediation by task and relationship conflict. These findings contribute new insights to the literature with regards the outcomes of CPC and the antecedents of PCB. Furthermore, the results support existing evidence concerning the complex set of outcomes that have been associated with CPC and also generates novel insights into the outcomes for intragroup conflict.

The Effect of Environment Knowledge and Pro-Environment Psychological Climate on Environmental Citizenship Behaviour: The Mediating Role of Environmental Commitment

The purpose of this study is to investigate the impact of environmental knowledge and pro-environmental psychological climate on environmental citizenship behaviour with the mediating effect of environmental commitment. The primary data were collected from 177 employees of five selected commercial banks in the Batticaloa Region of Sri Lanka through self-reported questionnaires and analyzed by using univariate, bivariate, and multi-step mediational analyses. The findings of this study highlighted that environmental knowledge, pro-environmental psychological climate, environmental citizenship behaviour, and environmental commitment are at high levels among the surveyed banks. In addition, the findings discovered that there are positive and significant relationships existing among environmental knowledge, pro-environmental psychological climate, environmental commitment, and environmental citizenship behaviour of employees. Moreover, the mediating analysis revealed that environmental commitment partially mediates the relationship between environmental knowledge and environmental citizenship behaviour as well as the pro-environmental psychological climate-environmental citizenship behaviour linkage. This study has significant implications for managers who want to promote environmental citizenship behaviours, as they can benefit from improving the environmental knowledge of employees and developing a pro-environmental psychological climate in their organizational context.

Green transformational leadership and employee pro-environmental behavior: The role of green thinking and green psychological climate

Climate change is one of the biggest challenges that the world currently faces. The generation of waste, carbon dioxide and large-scale consumption of natural resources by hotels, among others, are some of the significant contributors to climate change. Leaders and employees have a major role to play in the effectiveness of the sustainability initiatives of hotels. Therefore, it is important to understand the mechanism through which leadership can affect the green behavior of hotel employees. The purpose of this study is to examine the mediating role of green thinking (GTH) and green psychological climate (GPC) in the relationship between green transformational leadership (GTL) and employees’ pro-environmental behavior (PEB). To achieve this, the study first investigates the effect of GTL on hotel employees’ PEB. Second, it examines the mediating effects of GTH and GPC in the relationship between GTL and PEB. The study adopts a quantitative research approach, and a structured questionnaire is used to collect data from hotel employees in South African cities, who were selected via the convenience sampling method. The partial least squares structural equation modelling is used to test the hypotheses of the study. The findings reveal that GTL and PEB are significantly positively related. The mediating effects of GTH and GPC are significant. It is recommended that both management and employees should keep up to date with environmental information and implement policies and procedures to continually improve PEB.

Sustainably engaging employees in food wastage reduction: A conscious capitalism perspective

Although food wastage across the world is preventable, yet it's an endemic problem affecting organizations and societies across the planet. In a shift from the existing assumptions of holding customers responsible, we base our study on the conscious capitalism perspective to argue that organizations through its employees can lead a paradigm shift towards environmental sustainability. In this direction, we propose and empirically validate a conceptual model based on the data collected from 335 employees of Saudi Arabian restaurants. The results reveal that when organizations enable intrinsic sustainable interventions, such as an empowering green psychological climate, it positively affects its employees' sense of purpose and their green intrinsic motivation, which consequently drive employees' intention to reduce food wastage. The results also reveal that sense of purpose and green intrinsic motivation partially mediate the relationship between green psychological climate and employees' intention to reduce food wastage. By arguing that employees with a higher purpose and intrinsic motivation towards environmental sustainability can contribute in resolving negative food wastage behaviors across societies, our work provides a new meaning to the role that management and organizations can play in societies grappling with the problem of food wastage.

Mobbing of a school teacher in a modern educational environment

Subject of research: the factors and consequences of mobbing against school teachers. To achieve this goal, the methods of in-depth interview and content analysis of domestic film production were used.
 Purpose of research: to determine the causes, factors and consequences of mobbing against school teachers.
 Methods and objects of research: the empirical basis for the interview method was 25 employees of educational institutions. The empirical base of content analysis of domestic film production was 15 films and TV-series from 1956-2018.
 Main results of research: as a result of the article, macro- and micro factors of mobbing against school teachers in the modern educational environment were identified. The first group includes institutional factors reflecting the current stage of education development (the service function of education, the low social status of the teacher, the long-term neglect of the socialization function of education, the introduction of a test system for evaluating schoolchildren, large volumes of accounting documentation). The second group includes socio-psychological and psychological factors ("outdated" models of communication between teachers with experience and students, the psychological climate in the teaching staff (lack of support from colleagues), awareness of the teacher's insecurity, dissatisfaction with professional activities, the "consumer" position of parents, conniving parenting style in the family of a child, low educational motivation of children).

Onboarding in Polish Enterprises in the Perspective of HR Specialists.

The article discusses onboarding in Polish enterprises analyzed from the perspective of HR specialists. The subject of consideration in the article falls within the area of broadly understood concern for the sustainable development and well-being of employees adjusting to a new work environment during their adaptation period. Actions taken by HR specialists have a significant impact on the behavior of employees and their well-being and satisfaction in the new workplace, including commitment and care for all stakeholders involved in building a positive psychological climate at the time of starting work. The aim of the article was to identify onboarding practices implemented in selected types of Polish enterprises and selected factors determining the choice of specific practices, such as analyzing the dependencies between the type of an enterprise and the implementation of onboarding practices in it, identifying the perception of these practices by HR male and female specialists at a given age and with given seniority, and determining whether the practice of assigning a buddy to new employees depends on the type of enterprise. The study described in the article was conducted in 178 medium-sized Polish enterprises, of which, 25 were manufacturing companies, 34 were trading companies, and 119 were service companies. In each enterprise, an HR specialist completed a questionnaire on onboarding. The analysis of the dependencies between the type of company and the type of onboarding implemented in it (general, position, or team onboarding) revealed no statistically significant differences between the types of companies participating in the study and the type of onboarding implemented in them. The discrepancies between preferences for particular onboarding practices and the gender, age, and seniority of HR specialists participating in the study turned out to be statistically significant and indicate that manufacturing companies more often assign a buddy to new employees in their onboarding process than trading and service companies. The conclusions obtained from the research, apart from the cognitive value, have an application value, e.g., regarding the recruitment of HR specialists.

Influence of management style on the psychological climate in the team

Influence of management style on the psychological climate in the team