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Statutinių organizacijų darbuotojų patiriamo streso ir psichologinio kapitalo sąsajos

Author(s): Aistė Diržytė,Eglė Visakavičiūtė,Aleksandras Patapas / Language(s): Lithuanian Issue: 4/2015

Police officer‘s work is one of the most stressful environments that requires a lot of emotional, cognitive and physical efforts. Some officers manage to cope with negative experience better than others. At the same time there are particular departments where police officers encounter continual direct or potential physical threat, which requires special psychological resources. The aim of the presented study was to explore psychological capital, which, supposedly, has a lot of influence on how a person will perceive stressful events and how he will be able to cope with the stress. The sample of this study was 150 police officers. The results of this study have showed, that psychological capital and stress are closely related: the higher the level of psychological capital is, the lower level of stress is being experienced.

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Psikolojik Sözleşme İhlalleri ile Örgütsel Güven ve Örgütsel Bağlılık İlişkisi: Kamu ve Özel Sektör Karşılaştırması

Author(s): Hakan Koçak,Hakan Koç / Language(s): Turkish Issue: 4/2018

Psychological contract is a concept that is referred to describe dynamic, evolving according to the changes over the time and unwritten expectations that are based on reciprocity between the employee and his/her organization. One side of this contract is comprised of the employer such as working hard doing quality work, honesty, obeying working rules within the organization, loyalty, etc. And the other side of this contract is comprised of the psychological expectations of the employee from its employer organization such as equal treatment, job security, opportunities for self-development, etc. When either party fails to meet the terms of the contract the situation called “psychological contract breach” arises. Psychological contract breaches on the other hand, may bring about many unwanted results within the organization both employers and employees. This study aims at finding the effect of the psychological contract breaches on the organizational trust and organizational commitment. For this purpose, data were collected using simple random sampling method from the employees working at various public and private sector organizations in the city of Ankara. The results of the study have proven that there are a statistically significant and strong relationships between psychological contract breach perception and both organizational trust and organizational commitment and that these relationships differ significantly in terms of some demographic variables. The study also comprises an analysis with regard to the effects of working sectors (public or private) on the relationships between psychological contract breach perception and both organization trust and organizational commitment.

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The Effect of Servant Leadership on Psychological Empowerment and Organizational Identification

Author(s): Ahmet Baytok,Ali Avan,Özcan Zorlu / Language(s): English Issue: 1/2019

Purpose – The aim of this study is to determine the effects of servant leadership on psychological empowerment and organizational identification. Design/methodology/approach – Within the context of quantitative research approach, data collected from 309 hotel employees by questionnaire. Reliability of data measured with Cronbach’s Alpha coefficient where the Factor analysis were performed to check validity. Validity analysis has followed by Correlation and Regression analyses in which research hypothesis were tested. Findings – Results of the study assign that there is a significant relationship among servant leadership, psychological empowerment and organizational identification. Furthermore, results also support pre-assumptions suggesting that servant leadership behaviors significantly affect psychological empowerment of employees and their identification process with the organization. Within this context, empowerment and vision sub-dimensions of servant leadership contribute psychological empowerment of hotel employees. Additionally, visionary and humility behaviors of servant leaders increase the organizational identification level of them. Discussion – Entrepreneurs in hospitality industry those who want to deliver high quality service should consider to employ servant leaders/executives in order to have more empowered and identified employees. Also, contributions of servant leaders are an important field for the academicians, since they can create a positive and creative service philosophy among staff and can heighten service quality.

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İstismarcı Yönetimin Prososyal Motivasyon Üzerindeki Etkisinde Örgütsel Özdeşleşmenin Aracı Etkisi

Author(s): Daimi Koçak / Language(s): Turkish Issue: 1/2019

Purpose – The purpose of this study is to investigate the mediating effect of organizational identification in the relationship between abusive supervision and prosocial motivation. Design/methodology/approach – In the research, the relationships among the variables were examined according to the model created as a result of the literature research. Research data were collected using survey method about 304 employees working in a manufacturing sector in Turkey. These data were analyzed by using SPSS and AMOS statistical programs and the results were explained within the framework of social identity theory and motivation theories. Findings – As a result of the study, it was found that organizational identification has a full mediating effect on the relationship between abusive supervision and prosocial motivation. In addition, it was found that there was a negative relationship between abuse supervision and organizational identification and a positive relationship between organizational identification and prosocial motivation. Discussion – According to the findings, it can be said that the identification of the employees with their organizations in increasing the level of prosocial motivation is of great importance. It is thought that this study will make a significant contribution to the literature in terms of understanding the concept of prosocial motivation. In the light of the information obtained from the research, suggestions were made to the managers and future studies.

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Drivers of Entrepreneurial Motivations: The Role of Institutional Quality

Author(s): Valentina Diana Rusu,Angela Roman / Language(s): English Issue: 09/2019

The aim of our research is to empirically evaluate and analyse the effects of quality of institutions on the level of early-stage entrepreneurial activity, but also the effects on the motivation of individuals to start new businesses and thus to enter into entrepreneurship. Our research focuses on member countries of the European Union, using panel data estimation techniques and targets a period of fifteen years, between 2002 and 2016. The results of our study show that, the level of the total early-stage entrepreneurial activity can be significantly affected by the quality of institutions, and the impact of institutional factors is different depending on the types of entrepreneurial activities analysed. The findings of the study confirm previous findings showing that the economic freedom and the quality of governance are significant predictors of entrepreneurial activity but also of individuals’ motivation to start a business. The results of our empirical investigation could be of interest to policymakers, who should be concerned about identifying and implementing the most appropriate measures to increase the quality of institutions, which should lead to the promotion of entrepreneurship and the development of entrepreneurial activities within a country.

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Conference Report – “Work and Organizational Psychology 2019”

Author(s): Veronika Pastrnáková / Language(s): English Issue: 2/2019

Conference Report – “Work and Organizational Psychology 2019”, Brno, Czech Republic, 22nd – 23rd May 2019

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TURKUSOWE ZARZĄDZANIE NA PRZYKŁADZIE FUNDACJI TRANSGRESJA

Author(s): Aneta Bilnicka,Justyna Chyla / Language(s): Polish Issue: 3/2022

The article is devoted to one of the concepts of self-management, which is the tu- rquoise management. The analyzed organization is a non-governmental organization, which manifests the characteristics of turquoise management. The main purpose of the article is an attempt to answer the question what are the characteristics of turquoise management in the analyzed organization. The method used to describe the example of non-governmental organization is: desk research and quantitative method - an in- depth interview. The article also presents the benefits, as well as potential threats to the organization, resulting from the implementation of self-management and its concept. Further direction of research is also indicated.

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ZARZĄDZANIE PODSTĘPNE W ORGANIZACJACH

Author(s): Jan Boguski / Language(s): Polish Issue: 3/2022

The aim of the article is to present ways of influencing human behavior. By using the right methods, techniques and strategies, you can manipulate the human psyche. They are used to trigger specific activities that may be pro-social or anti-social. There is a cer- tain lack of knowledge about these activities in this area. Therefore, a research problem arises in the form of the question: are there elements of manipulation in organizations, and if so, in which spheres of activity? A fundamental research question arises from such a research problem: why do people use manipulation and deception in organiza- tions? Therefore, I assume a research hypothesis that people use various methods and manipulative techniques to achieve the goals set by the organization and the resulting tasks. The aforementioned goals and tasks are part of the strategy of operation. The answer to the research question and the hypothesis posed requires the use of the me- thod of critical analysis of documents and the monographic method.

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Mesleki Yılgınlık Ölçeği (MEYÖ): Ölçek Geliştirme Çalışması

Author(s): Hasan Tutar,Gamze Ay,Nevzat Şahin / Language(s): Turkish Issue: 2/2023

Purpose – Intimidation is an emotional state that can occur in the initial stage of burnout syndrome, as an emotion that employees feel negatively towards their work. The main purpose of this research is to develop the " Professional Frustration Scale," which can be used to determine the professional frustration of employees, especially in the later stages of their careers. Design/methodology/approach – In order to develop the scale, data were collected from four different research groups. In the scale development process, a process consisting of the creation of the item pool, simplification of the items by conducting a pilot study, test and retest analysis, and exploratory and confirmatory structure analysis was followed. Cronbach Alpha, rho_A, and integrated reliability (CR) values were calculated for the reliability analysis of the scale. Convergent validity and discriminant validity values were calculated for the validity of the scale. For criterion-related validity analysis, a structural equation model was created by using the turnover intention scale. Results – The data obtained from the research group consisting of private sector employees revealed that the scale has a three-dimensional structure. In the item validation process, confirmatory factor analysis was performed with the data obtained from the second research group. For criterion-dependent validity, a research model was developed by using the dimensions of the scale and the turnover intention variables. It was concluded that professional frustration predicted intention to turnover, and criterion-dependent validity was achieved. Professional frustration scale; It was named as “Cooling towards Work (13 items)”, “Work-Private Life Mismatch (5 items)” and “Loss of Motivation in Work (4 items)”. Discussion – Analysis findings It can be argued that the “Professional Frustration” Scale is a valid, reliable, functional check used to measure the perceptions of professional frustration of all employees, including public and private organization employees.

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ZARZĄDZANIE GOSPODARSTWEM DOMOWYM W WARUNKACH ZAGROŻENIA

Author(s): Bogdan Nogalski,Iwona Czaplicka-Kozłowska,Andrzej Kozłowski / Language(s): Polish Issue: 3/2023

The household is the basic entity in the structure of the state and should be the most important subject of interest of all sciences. The aim of reaserch is to diagnose the management of the household under stable and threatened conditions and to identify factors that may negatively affect its functioning. The research covered the household’s disposition of necessities under conditions of threat, particularly natural factors and war. The research was carried out in more than 200 households by a diagnostic survey method using an anonymous survey technique among working students. The research tool used was a survey questionnaire. The research shows that households are not prepared to function under conditions of danger by war and also the impact of nature causing flooding, lack of electricity or disruptions in the use of public transport. It has been recognised that the primary cause of risks is lack of knowledge of how to act in an emergency situation. When creating a management system to ensure the safety of households and citizens, a critical analysis of local and supralocal safety programmes, including emergency management technologies, is essential. Based on such analysis, local and supra-local plans for behaviour and participation of all citizens and organisations should be built to ensure safety. Recommendations addressed the issue of gun ownership, emigration and the degree of community organisation in an emergency. It was also recognized that a fundamental issue to ensure security is the knowledge of citizens about possible threats and the rules for dealing with emergencies.

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PSYCHOLOGICAL CONDITIONS OF CHANGE MANAGEMENT IN THE ORGANIZATION

Author(s): Mirosław Laszczak / Language(s): English Issue: 16/2023

The strength of an organization lies in its ability to change. However,organisational inertia and a natural reluctance for members to go beyond the boundaries ofwhat is known and predictable ‒ are serious obstacles. This opens up a space for psychologyin management studies, in particular the need to identify recipes for reconciling the membersof the organization and effectively carrying out the organizational transformation.Such researches has been carried out in parallel with the development of managementsciences. Elton Mayo’s achievements, Kübler-Ross’s suggestions, Kurt Lewin’s model, someobservations relating to strengthening attitudes and shaping behaviour were quickly adaptedby management theory and managerial pragmatics. However, one must realize thatpsychology has its limitations. Not always and not all of its indications can be transferred tothe ground of the organization without reflection. Because while psychology is useful, it can'treplace theory of the management.

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Horizontal Trust and Intra-Group and Inter-Group Processes in Enterprises in Innovative Industries

Author(s): Felicjan Bylok / Language(s): English Issue: 2/2024

Theoretical background: Discussions on the search for factors to increase the company’s market position increasingly focus on intangible assets. One of them is trust, which, based on interpersonal cooperation within employee groups and organizations, supports the flow of knowledge and information necessary to create innovations. Therefore, it may become a key factor in increasing the company’s chances of gaining a competitive advantage on the market.Purpose of the article: The aim of the article is to identify the connections between horizontal trust and group processes supporting the creation of innovations.Research methods: The assumed goal was achieved thanks to the use of a survey method that was used to identify the attributes of organizational trust and their impact on intra- and inter-group processes in the surveyed enterprises in the innovative industry. The study was nationwide. The research frame included companies employing over 50 people in innovative industry enterprises. Based on the random selection method, a research sample was constructed consisting of 575 employees employed in enterprises from innovative industries, i.e. pharmacy, energy, automotive and IT. Main findings: As a result of the research, the impact of organizational trust attributes on intra-group pro- cesses was identified, in particular on the quality of tasks performed requiring team cooperation, sharing knowledge with other colleagues and reducing opportunism in the team, as well as inter-group processes, including the flow of information and cooperation between employee teams, departments in the company, creating innovations in cooperation with other teams. The research results provide knowledge on the use of organizational trust attributes that can be used to build an organizational culture based on trust in en- terprises. In a cognitive sense, the research results contribute to understanding the role of organizational trust in activities to create innovation.

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Krytyczne myślenie jako model ciągłego doskonalenia procesów w strategicznym zarządzaniu biznesem

Author(s): Marzena Jadwiga Styś,Anna Kołodziej-Bugajska / Language(s): Polish Issue: 20/2024

The article pays special attention to skills and competencies based on critical thinkingas an element of continuous improvement in the process of strategic business management,which should be possessed by every efficient leader and leader of the 21st century. Criticalthinking at work improves its effectiveness and efficiency, giving you the tools to solve moreobjective, precise and optimal solutions. Analyzing data in a critical approach allows for a moreaccurate understanding of data, elimination of errors, faster drawing of conclusions, moreeffective identification of problems and their sources so that potential solutions enable makingbetter, more optimal decisions for the benefit of people and the world.

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Determinanty zarządzania międzykulturowego w świetle badań Geerta Hofstedego

Author(s): Justyna Dziedzic / Language(s): Polish Issue: 2/2023

The article explores the dynamics of multicultural management, spotlighting the in- fluence of cultural dimensions on organizational practices across different nations. It delves into the seminal works of Geert Hofstede and other notable scholars such as Ruth Benedict, Margaret Mead, Alex Inkeles, and Daniel Levinson, offering insights into how cultural variances shape management strategies in a global context. The paper il- lustrates the impact on leadership and organisational behaviour by emphasizing Hof- stede’s cultural dimensions, such as power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, and long-term versus short-term orientation.

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Logika i semiotyka w pracy menadżera

Author(s): Grzegorz Ignatowski / Language(s): Polish Issue: 2/2023

Official applications are sometimes replaced by e-mail, and information to employees is sent via social media. Clear communication within an organization is therefore be- coming increasingly important. Logic, particularly semiotics or the logical theory of lan- guage, is helpful in this regard. Semiotics is the science of signs and sign systems that make up language and deals with the types, properties and functions of these signs. It includes semantics, syntactics and pragmatics. Semantics is the science that studies the relationships that occur between signs and the reality to which these signs refer. Semantics deals with the issue of the meaning of given expressions. This is important because the media create new meanings of traditionally understood linguistic signs. The issue of metaphor is coming up more and more often in discussions about the work of a manager and how to communicate. As much as metaphors can prompt action, their ambiguity calls for careful use.

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The mediating role of optimism and self-efficacy in the relationship between job autonomy and turnover intention

Author(s): Biljana Mirković / Language(s): English,Serbian Issue: 4/2024

This study sought to find empirical evidence that supports the Job Demands-Resources model's extension, i.e., the inclusion of personal resources as a mediator between job resources and work-related outcomes in the model. Using the Conservation of Resources (COR) theory, we hypothesized that optimism and self-efficacy mediate the relationship between job autonomy and turnover intention. A convenience sample of 168 employees (45.2% female) working in diverse companies in Bosnia and Herzegovina was applied to test our hypothesis. The relationship between job autonomy and turnover intention was fully mediated by optimism. The obtained finding extends the Job Demands-Resources model by theoretically and empirically including the mediating role of personal resources in the relationship between job resources and work-related outcomes. In addition, the obtained result supports the Conservation of Resources theory, i.e., it confirms that existing resources can accumulate further resources that benefits employee behaviour.

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Firm’s innovation culture and external collaboration: Mapping the state of research

Author(s): Aleksandra Zygmunt,Ondrej Dvoulety / Language(s): English Issue: 3/2024

Objective: The objective of the article is to systematically review the existing research on the linkages between the firm’s innovation culture and external collaboration.Research Design & Methods: This study employed a systematic literature review approach. For the review, we adapted the systematic review protocol advanced by Tranfield et al. (2003) and Snyder (2019). The review covers articles published between 2000 and 2022 and indexed in the Scopus and Web of Science databases. Findings: The results show that the research in the area is still relatively limited but the interest in the field is growing. The review indicates that the research that has been done so far is not homogeneous and addresses various aspects of the relationships between the firm’s innovation culture and collaboration with research organisations, customers, competitors, suppliers, clusters, retailers, distributors, and government institutions. Implications & Recommendations: Although researchers have shed light on the topic, there is a need for an in-depth understanding of the relationship between the firm’s innovation culture and external cooper- ation. The article provides implications for scholars by offering, among others, insights into future research directions including more research on large firms to compare whether the obtained results also apply to the size of firms and more longitudinal studies to increase the number of repeated observations in the field. Moreover, the study suggests the need for practitioners and policymakers to promote the strength- ening of the firm’s innovation culture and to reduce the potential mismatch of expectations between the innovation culture of the firm and collaboration with external partners.Contribution & Value Added: The article extends the current knowledge on the drivers of firms’ innovation activities by providing further findings on the connections between firms’ innovation performance and knowledge diffusion. The study contributes to the field by providing a systematic review that specifically gives attention to the relationship between the firm’s innovation culture and external collaboration.

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FACTORS DETERMINING ORGANISATIONAL CYNICISM: THEORETICAL INSIGHTS

Author(s): Diana LIPINSKIENĖ / Language(s): English Issue: 1/2024

Organisational cynicism has been a topic of discussion and debate among employees and top management. The article analyses the factors that determine the organisational cynicism of employees and seeks to reveal ways to reduce it. Reducing organisational cynicism leads to effective employee management, optimal management of the organisation's results and performance efficiency, therefore, in today's organisations, which are characterized by the fact that they employ employees of different generations who have different attitudes towards the work environment created in the organisation, which determines the emergence of organisational cynicism, the analysis of the factors that determine it becomes relevant. The article consists of two parts: first, the concept of organisational cynicism is revealed, and the second part of the article analyses the factors that determine organisational cynicism. Organisational cynicism in the article is understood as a negative attitude of employees towards the organisation in which they work, manifested in a sceptical and critical assessment of the organisation's behaviour, values, motives and actions, which is often associated with distrust of managers, contempt, suffering, anger and shame. An organisation seeking to reduce organisational cynicism must create conditions that ensure the harmony of employees' personal values and organisational culture, as well as the harmony of employees' needs and motivation system, while striving for a leadership style oriented towards leadership, rather than strict management.

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Measuring job demands and resources: Validation of the new job characteristic questionnaire (JCQ)

Author(s): Boris Popov,Dragana Jelić,Bojana Dinić,Ivana Milinković / Language(s): English,Serbian Issue: 2/2025

For the purpose of measuring job demands and resources, the Job characteristics questionnaire (JCQ) was created. The main aim of this study was initial validation of the JCQ and testing its psychometric properties. A total of 1201 respondents in five independent samples completed the JCQ along with the Work burnout scale (Kristensen et al., 2005), The Utrecht work engagement scale (Schaufeli et al., 2006), the Organisational citizenship behaviour scale (Popov, 2013), and the Intentions to leave the organisation scale (Berat et al., 2016). EFA and CFA performed on the two randomly created subsamples indicated an interpretable 9 factor solution of the JCQ. All extracted dimensions showed the expected intercorrelations, and for the most part meaningful correlations with other relevant variables. Based on the results of this preliminary analysis, the JCQ proved to be a comprehensive, valid and efficient instrument for measuring important job and organisational characteristics. It could be used in both academic and non-academic settings.

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Vocational Productive Narcissistic Organizational Psychology of Motivation

Author(s): A. William McVey / Language(s): English Issue: 1/2025

The article presents the idea of a sociocultural psychodynamic narcissisticorganization within psychology. It sheds some light on the continuum of healthy pro-ductive narcissistic leadership to the pathological non-productive narcissistic leader-ship, and considers four types of productive creative-strategic personality. It concludesthat healthy productive narcissism is not only normal but essential to organizationalsuccess.

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