Journal articles on the topic '170110 Psychological Methodology, Design and Analysis'
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Арпентьева, Мариям, and Marijam Arpentieva. "Planning in psycho-pedagogical design." Ergodesign 2019, no. 1 (April 2, 2019): 31–41. http://dx.doi.org/10.30987/article_5c518d8d7947f3.63859366.
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The article deals with the issues of design in psychological and pedagogical planning. It is noted that the design methodology is based on a systematic approach to the study and modeling of compound multi-component, complex objects. The article is devoted to the problems of psychological and pedagogical planning, including the planning of educational lesson. The main aspects of pedagogical planning are considered: psychological and pedagogical sense, the place of planning in the structure of psychological analysis of educational lesson (lesson).
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Liu, Tien Lun. "An Innovative TRIZ-Based Methodology to Explore Design Conflicts for Collaborative Product Design." Applied Mechanics and Materials 145 (December 2011): 359–63. http://dx.doi.org/10.4028/www.scientific.net/amm.145.359.
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Due to the product complexity and time constraint, it is common to conduct a collaborative design process to consider design requirements concurrently from the product lifecycle. However, such multi-disciplinary integration process may lead to potential design conflicts which has to be further resolved as the development continues. In this research, we propose a novel analytic model by combining the concepts of Ideal Final Result (IFR) and Trends analysis in TRIZ theory to systematically find the possible design contradictions from a top-down approach. The IFR is used to represent the integration of the developing product requirements which are requested from the collaborative team members. We then apply Trends analysis to compare the current state of existing product and the IFR state of the developing product. Therefore after comparison we will transform the differences into 39 engineering parameters defined in TRIZ to acquire possible design contradictions among components. The contributions of this methodology not only derive design conflicts systematically, but also help designers jump out of their psychological inertia and perform the design process with IFR to achieve distinct innovation.
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Paliotto, Andrea, Monica Meocci, and Valentina Branzi. "Human Factors in Road Design: A Review of Italian Design Standards." Future Transportation 2, no. 4 (November 2, 2022): 902–22. http://dx.doi.org/10.3390/futuretransp2040050.
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Human Factors are stable psychological, psychophysical, and physiological limits that influence the performance and safety of technical systems managed by humans. Roads are made for human use, but nowadays not completely on a human scale. Many studies demonstrate that Human Factors are a key factor in accident occurrence and thus it is mandatory to consider them in the definition of design standards. This research provides a methodological approach to reviewing design standards based on Human Factors. The methodology identifies which Human Factors aspects are relevant for each specific design feature. The reviewer is then able to judge if those aspects are considered using checklists. Moreover, the paper presents a review of the Italian design standards using the proposed methodology. This identifies to what extent Human Factors are considered in the Italian design standards, analyzing if they match the requirements of the three rules of Human Factors proposed by PIARC (Permanent International Association of Road Congresses). The results identify where Italian design standards consider Human Factors and where they do not. This is where further improvements should be made so that engineering solutions could match psychological requirements, for safer and ergonomic road infrastructures. The proposed approach provides a structured and systematic procedure for the analysis which has been found to be suitable also for road safety audits procedures.
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A. Schulz, Steven, Kyle W. Luthans, and Jake G. Messersmith. "Psychological capital." International Journal of Physical Distribution & Logistics Management 44, no. 8/9 (September 30, 2014): 621–34. http://dx.doi.org/10.1108/ijpdlm-06-2013-0174.
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Purpose – A number of studies have identified a relationship between the positive psychological capital (PsyCap) of employees and desirable outcomes. Given current and projected shortages of truck drivers that could become the “Achilles heel” of the global supply chain, the purpose of this paper is to test whether and how drivers’ attitudes and PsyCap relates to their intentions to quit. Design/methodology/approach – Using survey data from truckload drivers (n=251) from two major transportation firms, correlation, regression, and path analysis were conducted to assess the relationship between job satisfaction, organizational commitment, PsyCap, and intentions to quit. Findings – Results of this study indicate strong positive relationships between PsyCap and job satisfaction and organizational commitment and a strong negative correlation with intentions to quit. Structural equation modeling suggests that job satisfaction and organizational commitment mediate the relationship between PsyCap and turnover intentions. Practical implications – Managerial implications for recognizing, understanding, and developing PsyCap in the transportation industry are derived from this study. Specific training guidelines are provided. Originality/value – The major contribution of this paper is that it provides, for the first time, empirical evidence that PsyCap can be utilized to improve retention rates for truckload drivers.
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Hale, Christopher R., and Anna L. Rowe. "Developing Design Requirements from Cognitive Task Data: Replacing Magic with Methodology." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 42, no. 3 (October 1998): 291–94. http://dx.doi.org/10.1177/154193129804200323.
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This symposium addresses the challenge of translating user data to specifications suitable for interface development. Four methodologies will be presented: Decision requirements tables, ecological interface design, object-view and interaction design and procedural networks. These four methodologies will be contrasted relative to three dimensions: (1) type of data used in analysis, (2) point in the design process at which each methodology focuses its impact and (3) the formalisms each uses for translating psychological data into engineering data suitable for specification development. Our introductory remarks will elaborate on these three dimensions, and present an example design problem. The four session participants then will present their respective methodologies, how each addresses the three dimensions and how each can be used to address the example design problem.
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Minai, Mohammad Haris, Hemang Jauhari, Manish Kumar, and Shailendra Singh. "Unpacking transformational leadership: dimensional analysis with psychological empowerment." Personnel Review 49, no. 7 (February 20, 2020): 1419–34. http://dx.doi.org/10.1108/pr-10-2019-0580.
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Purpose Scholarly studies have criticized transformational leadership (TFL) for its lack of conceptual clarity and inadequate operationalization. This study endeavors to do a detailed examination of the dimensions of the construct to address the lack of conceptual clarity. Further, with respect to concerns regarding operationalization, the study does an exploratory evaluation of reconceptualized TFL's relationship with psychological empowerment, a construct through which TFL mostly has its beneficial outcomes.Design/methodology/approachRespondents (n = 335) from an Indian information technology (IT) services organization report on their psychological empowerment and the transformational behaviors of their supervisors using temporally separated (15 days) online questionnaires.FindingsAs expected, the dimensions of transformational leadership are not equally salient in influencing psychological empowerment; however, they explain variance in all dimensions of psychological empowerment. Visioning relates to meaning and impact; inspirational communication relates to all dimensions of empowerment; personal recognition relates to impact and competence; finally, intellectual stimulation relates to self-determination. Contrary to expectations, however, data did not support the relationship of intellectual stimulation and supportive leadership on competence.Research limitations/implicationsData collected from a single organization limit the claims of generalizability, and the use of a cross-sectional design prevents claims of causality. Given the significant variation in relational properties of individual dimensions, scholars can use dimensions of TFL, and therefore theorizing with these is possible.Originality/valueThis paper provides additional support for the unpacking of TFL, by hypothesizing and demonstrating the dimensional relationships between TFL and psychological empowerment.
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Jha, Sumi. "Team psychological safety and team performance." International Journal of Organizational Analysis 27, no. 4 (September 2, 2019): 903–24. http://dx.doi.org/10.1108/ijoa-10-2018-1567.
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Purpose The purpose of this paper is to examine the relationships between team psychological safety and team performance and to test the mediating effect of learning orientation and moderating effect of psychological empowerment on that relationship. Design/methodology/approach Data were collected from 50 teams and 345 team members from 20 different organizations. The moderated mediation analysis of psychological empowerment was tested using hierarchical regression analysis (PROCESS Macro) in SPSS. Findings The results show that higher the psychological empowerment, higher is the effect of psychological safety and learning orientation on team performance. Results supported the moderated mediation analysis of psychological empowerment. Practical implications Given that psychological empowerment and learning orientation of team members will effect team performance, organizational efforts to foster psychological empowerment should be rewarding. Focusing on channelizing team psychological safety to improve team members’ relationship, openness and comfort with each other will increase team performance. Originality/value The study incorporated learning orientation and psychological empowerment to redefine the relationship between psychological safety and team performance.
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Joo, Baek-Kyoo (Brian), Gil Bozer, and Kathryn J. Ready. "A dimensional analysis of psychological empowerment on engagement." Journal of Organizational Effectiveness: People and Performance 6, no. 3 (September 2, 2019): 186–203. http://dx.doi.org/10.1108/joepp-09-2018-0069.
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Purpose The purpose of this paper is to examine the effects of learning organization culture (LOC), learning goal orientation (LGO) and psychological empowerment (PsyEmp) on employee engagement, focusing on the mediating role of each dimension of PsyEmp (meaning, competence, self-determination and impact). Design/methodology/approach Individual perceptions of 329 employees in 9 South Korean for-profit companies were obtained by a cross-sectional survey. Construct validity of each measurement model was examined using confirmatory factor analysis, and the hypothesized structural model was tested by structural equation modeling. Bootstrap analyses were used for testing mediation effects of PsyEmp. Findings The authors found that PsyEmp had a significant effect on job engagement, and that LOC and LGO significantly predicted the level of PsyEmp and engagement. The four dimensions of PsyEmp partially mediated the relationship between the two predictors (i.e. LOC and LGO) and job engagement. LGO had a stronger effect than LOC on both PsyEmp and job engagement. Practical implications Employees who are high in LGO and perceive that an organization provides opportunities for continuous learning with supportive leadership are more likely to experience improved meaning in their work, competence in their knowledge and skills, and foster self-determination with respect to their personal impact on their work and organization. These important facets of PsyEmp that promote employee engagement should be considered by human resource and OD professionals when recommending workplace changes to improve organizational effectiveness and sustainability. Originality/value This study complements the trend to use employee engagement as a proxy for understanding both individual and organizational performance by investigating the relationships among LOC, goal orientation, empowerment and engagement.
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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.
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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Anugerah, Rita, Muhammad Rasyid Abdillah, and Rizqa Anita. "Authentic leadership and internal whistleblowing intention." Journal of Financial Crime 26, no. 2 (April 1, 2019): 556–67. http://dx.doi.org/10.1108/jfc-04-2018-0045.
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Purpose This study aims to investigate the effect of authentic leadership on internal whistleblowing intention through psychological safety. Design/methodology/approach To test the hypotheses, the partial least square analysis is applied to questionnaire survey data from 201 employees from State Province Government of Indonesia. Findings The results reveal that authentic leadership and psychological safety influence the internal whistleblowing intention. The result also indicates that authentic leadership has an indirect effect on internal whistleblowing intention through psychological safety. Originality/value This study has made a valuable contribution for scholars and managers to the understanding of factors that affect internal whistleblowing intention at government officers in Indonesia context.
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Luu, Tuan Trong. "Psychological contract and knowledge sharing." Corporate Communications: An International Journal 21, no. 1 (February 1, 2016): 2–19. http://dx.doi.org/10.1108/ccij-09-2014-0058.
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Purpose – The survival and sustainable growth of Cai Luong (Renovated Theatre) theatre companies as well as Cai Luong theatrical art in Vietnam necessitate the sharing of acting and singing skills between generations of actors. The purpose of this paper is to investigate the role of theatre members’ perception of psychological contract in predicting their sharing of knowledge. Another research purpose is to assess if corporate social responsibility (CSR) of theatre companies can activate the effect chain through psychological contract to knowledge sharing. The last research purpose sheds light on the moderating role of entrepreneurial orientation (EO) for the relationship between psychological contract and knowledge sharing among members of Cai Luong theatre companies in Vietnam setting. Design/methodology/approach – Cross-sectional data for SEM-based analysis was collated from 226 respondents of Cai Luong theatre companies in Vietnam. Findings – Research results unveil the predicting role that CSR played on the relationship between psychological contract and knowledge sharing among members in Cai Luong theatre companies. This relationship was also found to be moderated by EO. Originality/value – Research results extend knowledge management literature through the inclusion of CSR and psychological contract as antecedents of knowledge sharing.
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Safari, Ali, Arash Adelpanah, Razieh Soleimani, Parisa Heidari Aqagoli, Rosa Eidizadeh, and Reza Salehzadeh. "The effect of psychological empowerment on job burnout and competitive advantage." Management Research: Journal of the Iberoamerican Academy of Management 18, no. 1 (January 24, 2020): 47–71. http://dx.doi.org/10.1108/mrjiam-06-2019-0935.
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Purpose This study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity. Design/methodology/approach The statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used. Findings The findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity. Originality/value This study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity.
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Solansky, Stephanie. "Education and experience impact leadership development psychological empowerment." Leadership & Organization Development Journal 35, no. 7 (August 26, 2014): 637–48. http://dx.doi.org/10.1108/lodj-07-2012-0091.
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Purpose – The purpose of this paper is to shed light on psychological empowerment in a leadership development context by addressing two questions. First, what is the role of leadership experience and education value in the psychological empowerment of leadership development? Second, are there significant differences in leadership development implications depending on the extent of psychological empowerment? Design/methodology/approach – These research questions are addressed in an empirical study of n=256 individuals taking part in a leadership development course. The first question was analyzed with regression analysis and the second question was analyzed with analysis of variance and covariance after the individuals were categorized based on their psychological empowerment of leadership development. Findings – As hypothesized, leadership experience and leadership education value are significantly, positively related to the psychological empowerment of leadership development. Additionally, a higher psychological empowerment score did result in better leadership development implications. Conclusions for psychological empowerment and leadership development research are discussed. Originality/value – There is limited research on psychological empowerment and leadership development. This study contributes to the literature by immersing psychological empowerment in a leadership development context and empirically testing theory driven hypotheses based on transformational learning theory and expectancy value theory.
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Jaiyeoba, Haruna Babatunde, Moha Asri Abdullah, and Khairunisah Ibrahim. "Institutional investors vs retail investors." International Journal of Bank Marketing 38, no. 3 (November 25, 2019): 671–91. http://dx.doi.org/10.1108/ijbm-07-2019-0242.
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Purpose Guided by several pioneered studies, the purpose of this paper is to comprehensively investigate the investment behaviours of Malaysian retail and institutional investors in an attempt to identify whether the influence of psychological biases is equally applicable to investor divides. Design/methodology/approach The researchers have adopted a quantitative research design by way of survey methodology to obtain data from institutional and retail investors in Malaysia. In addition, the authors have mainly employed second-order measurement invariance analysis to uncover the difference across investor divides. Findings The tests of measurement invariance at the model level indicate an insignificant difference between institutional investors and retail investors. The post hoc test (at the path level) reveals that institutional and retail investors are similar with respect to representative heuristic, overconfidence bias and anchoring bias; though the results also show that they are different with respect to religious bias and herding bias. Research limitations/implications Based on the findings of this study, it is generally not logical to assume that institutional investors completely behave rational during investment decisions. Besides, future researchers are called upon to directly compare the investment decisions of institutional and retail investors with respect to whether the influence of psychological biases is equally applicable to them, particularly on the investigated psychological biases and other psychological biases that are not covered in this study. Originality/value This study has offered insight into whether the influence of psychological biases is equally applicable to institutional and retail investors in Malaysia using second-order measurement invariance analysis. This study is unique in context and the approach it has adopted.
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Karanika-Murray, Maria, and George Michaelides. "Workplace design." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 224–43. http://dx.doi.org/10.1108/joepp-08-2014-0048.
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Purpose – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach – The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4,287 individuals and 212 workplaces and with integrated regulation as the criterion outcome. Findings – Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Practical implications – The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research can focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value – This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. This questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces.
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Pokhrel, Shree Krishna, and Ritu Goyal. "Psychological Workplace Climate, Emotional Intelligence and Employee Well-Being in Nepali Information Technology Industry." International Research Journal of Management Science 7, no. 1 (December 31, 2022): 131–46. http://dx.doi.org/10.3126/irjms.v7i1.50633.
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Objectives – This paper investigates the impact of psychological workplace climate (PWC) on employee well-being (EWB). It also examines the moderating effect of emotional intelligence (EI) on the relationship of psychological workplace climate and overall employee well-being. Design/Methodology/Approach – Quantitative approach is used as a design involving a self-administrated questionnaire for data collection from 125 information technology professionals working in 7 different software development companies of Kathmandu Valley. Different analytical tools like correlation analysis, hierarchical regression, and one-way analysis of variance (ANOVA) tests are executed to test the proposed hypotheses. Findings – The results highlight the positive impact of psychological workplace climate on overall employee well-being and the moderating effect of emotional intelligence is evident in the relationships between independent and dependent variables. Practical Implications – These findings highlight that managers must consider psychological workplace climate while formulating organizational policies and strategies. It also serves as a guideline for IT managers to improve their emotional intelligence for the well-being of their employees. Originality/Value – The study depicts the high value of moderating variable - emotional intelligence and independent variable- psychological workplace climate on employee well-being, which is crucial knowledge to managers and chief executive officer (CEO) for building successful businesses.
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Khan, Jabran, Mastura Jaafar, Basharat Javed, Namra Mubarak, and Tahira Saudagar. "Does inclusive leadership affect project success? The mediating role of perceived psychological empowerment and psychological safety." International Journal of Managing Projects in Business 13, no. 5 (May 20, 2020): 1077–96. http://dx.doi.org/10.1108/ijmpb-10-2019-0267.
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PurposeThrough the lens of the leader–member exchange theory, this study assessed the relationship between inclusive leadership (IL) and project success by incorporating the mediating roles of psychological empowerment (PE) and psychological safety (PS).Design/methodology/approachTime-lagged data were collected from 328 employees working in project-based organisations across the information technology industry. Structural equation modelling (SEM) using AMOS 26 was employed for data analysis.FindingsBy using the SEM approach, the confirmatory factor analysis had verified the distinctiveness of the variables used in this study. The findings displayed that IL increased project success both directly and indirectly through the mediating roles of PE and PS.Originality/valueThis study addressed two research questions that have been left unanswered in the literature. The initial research question is “how IL enhances project success?”, and this study found that IL enhanced project success. The second research question is “what are the suggested mechanisms for IL to promote project success?” This study has proven that IL enhanced project success through two important mediating mechanisms, namely, PE and PS.
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Bedon, Chiara, and Silvana Mattei. "Facial Expression-Based Experimental Analysis of Human Reactions and Psychological Comfort on Glass Structures in Buildings." Buildings 11, no. 5 (May 14, 2021): 204. http://dx.doi.org/10.3390/buildings11050204.
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For engineering applications, human comfort in the built environment depends on several objective aspects that can be mathematically controlled and limited to reference performance indicators. Typical examples include structural, energy and thermal issues, and others. Human reactions, however, are also sensitive to a multitude of aspects that can be associated with design concepts of the so-called “emotional architecture”, through which subjective feelings, nervous states and emotions of end-users are evoked by constructional details. The interactions of several objective and subjective parameters can make the “optimal” building design challenging, and this is especially the case for new technical concepts, constructional materials and techniques. In this paper, a remote experimental methodology is proposed to explore and quantify the prevailing human reactions and psychological comfort trends for building occupants, with a focus on end-users exposed to structural glass environments. Major advantages were taken from the use of virtual visual stimuli and facial expression automatic recognition analysis, and from the active support of 30 volunteers. As shown, while glass is often used in constructions, several intrinsic features (transparency, brittleness, etc.) are responsible for subjective feelings that can affect the overall psychological comfort of users. In this regard, the use of virtual built environments and facial expression analysis to quantify human reactions can represent an efficient system to support the building design process.
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Cai, Zhao, Hefu Liu, Qian Huang, Yue Kang, and Liang Liang. "Encouraging client’s knowledge sharing in enterprise system post-implementation through psychological contract and entrepreneurial orientation." Information Technology & People 33, no. 2 (September 30, 2019): 689–709. http://dx.doi.org/10.1108/itp-11-2018-0510.
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Purpose The purpose of this paper is to discuss the relationship between psychological contract and knowledge sharing behavior in the enterprise system (ES) post-implementation stage. The fulfillment and obligation of psychological contract are proposed as antecedents of knowledge sharing behavior performed by client firms. Additionally, entrepreneurial orientation (EO) is considered a moderator in the relationship between psychological contract and knowledge sharing. Design/methodology/approach This study adopted the questionnaire survey to collect data from 132 client firms of a focal ES provider in the garment industry of China. Hierarchical regression analysis was used for data analysis. Findings Psychological contract fulfillment is negatively related to knowledge sharing, whereas the positive role of psychological contract obligation is supported. EOstrengthens the role of both psychological contract fulfillment and obligation in shaping knowledge sharing behavior of client firms. Originality/value This study adopts forward- and backward-looking approaches in decision making as a theoretical lens to investigate how to improve client firms’ knowledge sharing behavior through psychological contract. By figuring out the roles of psychological contract and EO in influencing knowledge sharing, this research benefits both vendor and client firms in maintaining sustainable collaboration and continuous improvement of ES projects.
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Irfan, Saira, Rizwana Amin, Umbreen Khizar, and Wizra Saeed. "The Relationship between Employee Attitude Toward Change and Organizational Commitment: The Moderating Role of Psychological Defense Mechanisms." Journal of Business and Social Review in Emerging Economies 7, no. 3 (September 30, 2021): 761–72. http://dx.doi.org/10.26710/jbsee.v7i3.1929.
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Purpose: The purpose of this research was to determine which defense mechanisms can help to regulate the link between attitude toward change and organizational commitment. Psychological defenses are characterized as protective processes that help individuals maintain their integrity in the face of threat and danger. Previously, extant research has mainly emphasized organizational issues while individual psychological factors have remained largely ignored. Therefore, this paper seeks to investigate the moderating effects of psychological defense mechanisms on the relationship between employee attitude toward change and organizational commitment.
Design/Methodology/Approach: A total of 499 employees were chosen from the banks of the Southern Punjab, Pakistan, using a purposive sampling methodology. The information was gathered using validated questionnaires. The data was analyzed for descriptive statistics, correlation, and hierarchical multiple regression analysis.
Findings: The findings showed a positive correlation between employee positive attitude toward change and organizational commitment and a negative relationship between employee negative attitude toward change and organizational commitment. The results of the moderation analysis revealed that the association between employee attitude toward change and organizational commitment is negatively moderated by all three defense mechanisms.
Implications/Originality/Value: The findings highlight the significance of psychological factors during the organizational change process and suggests recruiting employees with positive attitudes.
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Саврасов, М. "METACREATIVE ABILITIES: SCIENTIFIC APPROACHES AND EXPERIMENTAL INTROSPECTIVE RESEARCH METHODS." Вісник ХНПУ імені Г. С. Сковороди "Психология", no. 61 (2019): 203–20. http://dx.doi.org/10.34142/23129387.2019.61.12.
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Aim. The purpose of our study is based on the urgent need of nowadays in the complex psychological diagnosis of metacreative abilities, which requires the creation of a reliable, valid, standardized methodology for the psychological diagnosis of a given personal construct, which would be based on the modern scientific psychological model of the diagnosed phenomenon (structure, features, etc.) Material and methods. As the methods and techniques of empirical research we use correlation analysis procedure by K. Pearson, questionnaires, interviews, method of expert evaluations. The empirical sample, which actually tests our proposed methodology for compliance with the basic psychometric criteria, includes the students of the first, third and fifth years of full-time studying of the Faculty of Physics and Mathematics, Faculty of Psychology, Economics and Management, Faculty of Technology, Elementary and Professional Education of the State higher educational institution «Donbass State Pedagogical University» (town Slovyansk), a total of 420 people aged between 18 and 30 years (specialization «Music», «Choreography», «Design and Fashion Design», «Basic Design», «Accounting and Taxation», «Management», «Psychology», «Mathematics», «Physics», «IT»). Results. Our methodology is evaluated according to four testing criteria: standardization, norms, reliability and validity. They are the criteria that are used to demonstrate the scientific adequacy of using this technique to measure individual mental differences. Observing the predictive power, it should be noted that during the year between the first and second surveys of the members of our sample by this method, those who had the results above average demonstrated significant creative achievements (artistic creativity, writing of scientific works, the development of advanced technologies of training and work). Finally, assessing constructive validity, we note that this test correlates positively with other relatively valid procedures for measuring creativity (convergent validation), and there is also a negative correlation between the results of the given methodology and the tests that measure conceptually different personality qualities. Conclusions. We have proposed an experimental and introspective technique «Metacreative Abilities» ( EIMCA ) which consists of two blocks – «Awareness in the field of creativity» and «Reflection in the field of creativity». Psychometric evaluation of our methodology was conducted using the criterion of standardization, normativity, reliability and validation with those to prove the scientific adequacy of the use of this technique for measuring the stated individual psychological differences.
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Stark, Daniel, Sophie Thomas, David Dawson, Emily Talbot, Emily Bennett, and Arleta Starza-Smith. "Paediatric neuropsychological assessment: an analysis of parents’ perspectives." Social Care and Neurodisability 5, no. 1 (February 4, 2014): 41–50. http://dx.doi.org/10.1108/scn-07-2013-0027.
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Purpose – Modern healthcare services are commonly based on shared models of care, in which a strong emphasis is placed upon the views of those in receipt of services. The purpose of this paper is to examine the parents’ experiences of their child’s neuropsychological assessment. Design/methodology/approach – This was a mixed-methodology study employing both quantitative and qualitative measures. Findings – The questionnaire measure indicated a high overall level of satisfaction. Qualitative analysis of parental interviews provided a richer insight into the parental experience and indicated four major themes. Practical implications – Implications covered three major areas. Firstly, whilst a high value was placed upon the assessment, the need for further comprehensive neurorehabilitation and intervention was highlighted. Secondly, this study highlights the significant adversity experienced by such families and subsequent unmet psychological needs which also require consideration. Finally, findings from the current study could assist in improving future measures of satisfaction in similar services. Originality/value – This is the first published study of parental experiences of and satisfaction with paediatric neuropsychological assessment in the UK.
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Sneijder, Petra, Baukje Stinesen, Maartje Harmelink, and Annette Klarenbeek. "Monitoring mobilization: a discursive psychological analysis of online mobilizing practices." Journal of Communication Management 22, no. 1 (February 5, 2018): 14–27. http://dx.doi.org/10.1108/jcom-12-2016-0094.
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Purpose The purpose of the paper is to describe the ways in which people use language to achieve mobilization. Recognizing and anticipating the discursive practices that are used online, for instance for mobilization, increasingly is a primary concern for professionals in crisis communication or issue management. Design/methodology/approach A discursive psychological perspective is drawn upon to conduct a qualitative analysis of the interactional and rhetorical features of mobilization on two Facebook event pages, and to discover patterns of talk. Findings Three dominant discursive patterns were identified: disputing the integrity of authorities, constructing a positive atmosphere and a feeling of “togetherness” and constructing decisive identities. These activities play an important role in mobilization and are accomplished by the use of language. Furthermore, it demonstrates that mobilization involves the concern of not overtly presenting oneself as a victim or activist. Research limitations/implications Insights into the discursive strategies people use to achieve mobilization are important for recognizing these discursive phenomena during media monitoring. The analysis presented in this paper does not allow the authors to draw general conclusions nor the success of the strategies in terms of the actual events. Practical implications The study offers important insights for communication professionals (for instance, in the domain of crisis communication), enabling them to recognize mobilizing practices in other contexts and designing an adequate response. Social implications The study exposes those issues that are important for mobilizing a community and creating public engagement. Originality/value In addition to other studies on the role of language in mobilization, the current study adds a perspective that takes into account both the rhetorical and the interactional features of mobilization. Furthermore, the findings are implemented in a training for professionals in the domain of crisis communication.
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Na, Jin-Cheon, and Yingxin Estella Ye. "Content analysis of scholarly discussions of psychological academic articles on Facebook." Online Information Review 41, no. 3 (June 12, 2017): 337–53. http://dx.doi.org/10.1108/oir-02-2016-0058.
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Purpose The purpose of this paper is to provide a comprehensive understanding of scholarly discussions of academic publications on the social web and to further discuss the validity of altmetrics as a research impact assessment tool for academic articles. Design/methodology/approach Facebook posts citing psychological journal papers were collected for both quantitative and qualitative analyses. A content analysis approach was adopted to investigate topic preferences and motivations for scholarly discussions among academic and non-academic Facebook users. Findings Non-academic users were more actively engaged in scholarly discussions on Facebook than academic users. Among 1,711 Facebook users in the sample, 71.4 percent of them belonged to non-academic users, while 28.6 percent were from an academic background. The Facebook users cited psychological articles with various motivations: discussion and evaluation toward articles (20.4 percent), application to real life practices (16.5 percent), self-promotion (6.4 percent), and data source exchange (6.0 percent). However, nearly half of the posts (50.1 percent) were simply sharing articles without additional user comments. These results implicate that Facebook metric (a count of mentions of a research article on Facebook), as an important source of altmetrics, better reflects the attitudes or perceptions of the general public instead of academia. Originality/value This study contributes to the literature by enriching the understanding of Facebook metric as an academic and non-academic impact assessment tool for scientific publication. Through the content analysis of Facebook posts, it also draws insights into the ways in which non-academic audiences are engaging with scholarly outputs.
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Shahzad, Imran Ahmad, Muhammad Farrukh, Nazar OmerAbdallah Ahmed, Li Lin, and Nagina Kanwal. "The role of transformational leadership style, organizational structure and job characteristics in developing psychological empowerment among banking professionals." Journal of Chinese Human Resource Management 9, no. 2 (October 8, 2018): 107–22. http://dx.doi.org/10.1108/jchrm-01-2018-0002.
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Purpose The purpose of this paper is to investigate the antecedents of psychological empowerment among bank managers in Beijing, China. Specifically, it aims at investigating the impact of transformational leadership, organization structure and job characteristics on psychological empowerment among banking professionals. Design/methodology/approach Questionnaires were distributed to bank managers in Beijing which were randomly selected through the cluster sampling technique. PLS-SEM was used for analysis to testify the hypotheses. Findings Statistical results showed; transformational leadership, organization structure and job characteristics were directly and positively related to psychological empowerment. Originality/value The proposed model is essential in providing guideline for the development of employees. These recommendations can be adopted by the organizational trainers and human resource personnel for the betterment of their organization.
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Huang, Chi-Cheng, and Ping-Kuo Chen. "Exploring the antecedents and consequences of the transactive memory system: an empirical analysis." Journal of Knowledge Management 22, no. 1 (January 8, 2018): 92–118. http://dx.doi.org/10.1108/jkm-03-2017-0092.
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Purpose This study aims to explore the influence of social interaction processes on transactive memory system (TMS) practice, the mediation of knowledge integration to the relationship between TMS and team performance and the moderation of team psychological safety to the relationship among TMS, knowledge intentions and team performance. Design/methodology/approach The authors collected data from a sample of 366 team members from 55 research and development (R&D) teams in Taiwan and conduct the analysis using the partial least squares method. Findings The results of this study indicate that social interaction processes have a positive effect on a TMS; a TMS can foster team performance, but knowledge integration mediates the relationship between the TMS and team performance; and team psychological safety can moderate the relationship between the TMS, knowledge integration and team performance. Originality/value Existing studies not only fail to explore the influence of social interaction processes on a TMS practice but also lack empirical analyses to explore knowledge integration as a mediator and team psychological safety as a moderator. This study fills that gap by developing a model that includes these types of relationships and suggests the importance of the TMS in the context of R&D.
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Pochebut, L. G., V. A. Chiker, I. V. Kuznetsova, S. D. Gurieva, D. S. Beznosov, N. V. Volkova, and T. G. Yanicheva. "Psychological Diagnostics of Organizational Social Capital." Social Psychology and Society 13, no. 3 (2022): 62–79. http://dx.doi.org/10.17759/sps.2022130305.
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The objective of this article is to develop and validate the scale for measuring organizational social capital consolidation (OSCC).Background. The problem of methodological support for the study of the social capital of an organization is relevant, since there are no reliable and proven methods of its research in social psychology to date. In accordance with the concept proposed by us, a methodology for diagnosing the main components of the organization’s social capital has been developed, its reliability and validity have been verified.Study design. The study comprises a three-phase process. In the first phase, the OSCC scale was developed. In the second phase, five socio-psychological studies were conducted by using OSCC scale in various organizations. The third phase includes the analysis of psychodiagnostics capabilities of the developed scale, its reliability, and validity.Participants. A total of 382 employees from 23 to 46 years old working for St. Petersburg organizations participated in the study. The average age was 35 years old. Males accounted for 40,6% of the sample, while females — 59,4%.Methods. The study applies the confirmatory factor analysis, the analysis of internal consistency and correlation analysis.Results. OSCC scale has construct validity and is reliable across the samples. The scale consists of four components: trust, commitment to targets and organizational values, following behavioral norms, and support of organizational reputation. Each component, anchored on a 5-point scale, includes four items.Conclusion. The OSCC scale is valid and reliable for measuring the main components of organizational social capital and estimating its consolidation.
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Kasekende, Francis. "Psychological contract, engagement and employee discretionary behaviours." International Journal of Productivity and Performance Management 66, no. 7 (September 11, 2017): 896–913. http://dx.doi.org/10.1108/ijppm-07-2016-0136.
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Purpose The purpose of this paper is to examine the mediation effect of employee engagement on the relationship between employer obligations, employee obligations and state of the psychological contract and employee discretionary behaviours. Design/methodology/approach The empirical data were collected using self-administered questionnaires with 278 participants from 11 commissions and three agencies in the public service in Uganda. The authors used hierarchical regression analysis to investigate the hypotheses. Findings The results indicate that employer obligations, employee obligations and state of the psychological contract were positively related to employee discretionary behaviours. In addition, employee engagement was found to be a partial mediator between employee obligations, employer obligations and state of the psychological contract and discretionary behaviours among for both subordinate and supervisory staffs. Originality/value Since little is known about the process by which public service commissions and agencies in Uganda promote employer obligations, employee obligations and state of the psychological contract on discretionary behaviours, this paper contributes to the literature by examining human resource management practices in a developing country context.
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Liao, Shu-sien, Da-chian Hu, Yu-Chun Chung, and Li-Wen Chen. "LMX and employee satisfaction: mediating effect of psychological capital." Leadership & Organization Development Journal 38, no. 3 (May 2, 2017): 433–49. http://dx.doi.org/10.1108/lodj-12-2015-0275.
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Purpose The purpose of this paper is to investigate the relationship between leader-member exchange (LMX), job satisfaction (JS), life satisfaction (LS), and psychological capital (PC) for employee relation management. Design/methodology/approach A total of 319 valid questionnaires were received from employees of financial and electronics manufacturing industries in Taiwan, and they were then analyzed using a structuring equation model with SPSS 12.0 and LISREL 8.8. Findings Good LMX increases psychological capital. Psychological capital enhances both JS and LS, and psychological capital serves as a full mediator for both JS and LS. A moderating effect of industrial characteristics is found between LMX and LS and between psychological capital and LS. Practical implications The findings suggest that managers need to focus on leadership style in order to develop employees’ life and JS through building psychological capital. Originality/value This study not only obtained further support for predictions derived from the LMX theory but was also a more extensive analysis of the meaningful relationships between job and LS with a mediating effect of psychological capital on employee relation management.
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Carratalá-Bellod, Helio, and José Francisco Guzmán-Luján. "Analysis of psychological variables predicting stress and sports-academic engagement in judokas." RICYDE. Revista internacional de ciencias del deporte 18, no. 70 (September 1, 2022): 219–34. http://dx.doi.org/10.5232/ricyde2022.07002.
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The objective of this research was to know the relationship of the predictive variables of stress and commitment in the sports and academic context of adolescent judokas based on different personal characteristics, such as sex and sports level. Material and methods: A selective research methodology was used, with a retrospective ex-post-facto design. The sample consisted of 111 competing judokas (59 men and 52 women) aged between 11 and 19 years, all of them students of regulated secondary education. Results: In general, the sample effect size was large in variables like Sport Task Coping; medium in Sport Distancing Coping and short in Sport Emo- tion Coping. The correlational analysis between the variables of interest showed the existence of a negative relationship of stress with resilience and commitment, both in the academic and sports fields. Second, two clusters were extracted from the sample using the Ward’s method and taking into account the interval provided by the squared Euclidean distance standardized by Z scores and generating a dendrogram. The analyses carried out show the existence of two large groups of judokas with similar characteristics to each other and different from the rest. The results verified the relationship between stress variables and the commitment between the academic and sports context, therefore, the sports practice could be used as a means to improve stress coping strategies and to improve commitment in the academic field. Conclusions: Sports stress predicts academic stress, and sports stress and resilience predict academic engagement.
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Piga, Barbara E. A., Nicola Rainiso, and Marco Boffi. "Experiential Simulation and Psychological assessment as a learning process in architectural higher education." SHS Web of Conferences 64 (2019): 02013. http://dx.doi.org/10.1051/shsconf/20196402013.
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This paper presents the advancements of an applied methodology developed by the authors, namely an architect and two environmental psychologists, based on Virtual Reality coupled with psychological surveys − developed ad hoc by the authors − for urban design; in particular, the paper discusses its application in the field of architectural higher education. The proposed method is based on the pre-evaluation of people’s urban experience for testing the effectiveness of design solutions, discovering the unforeseen, and reducing the risk of failure. The method connects architectural to psychological approaches and investigations. The procedure can be schematized as follows: (1) final users navigate the simulation of the design scheme and feedback is collected; (2) the analysis of these collected data is run by professionals and discussed with the designers that then develop the final design solution. In this contribution, we illustrate the application to the urban design development carried out by 100 students of the last year of the Master of Science in Architecture and Urban Planning working in groups. The paper will firstly synthetically present the overall research; secondly, it will argue about its application for higher education; finally, it will conclude by describing the pros and cons of the experimentation, especially in relation to the whole learning and maieutic process and its impact on the design solutions adopted by students, with a focus on the experiential multisensory design.
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Kashirsky, Dmitry V., and O. V. Myasnikova. "Phenomenon of Self-Objectification in Women: Analysis of foreign Studies and a View through the Prism of Russian Psychology." National Psychological Journal 40, no. 4 (2020): 61–74. http://dx.doi.org/10.11621/npj.2020.0405.
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Background. At present, self-objectification of females is a very common phenomenon, reflecting the desire of women to meet the standards accepted in the society and manifested in excessive (even pathological) care of achieving the “ideal” appearance. This phenomenon was under study in various foreign psychological concepts and approaches, and especially in the theory of B. Fredrickson and T.E. Roberts. However, despite similar research in Russian psychology, the phenomenon has not been disclosed within Russian psychological methodology. In this regard, it is very important to analyze foreign publications for the subsequent development of an integrative approach to the study of self-objectification in females in the context of Russian psychology. Looking into this phenomenon from the standpoint of Russian psychological methodology would be useful for developing methods of assessment, intervention, and psychotherapeutic assistance for Russian girls and women experiencing psychological problems due to negative self-objectification. The Objective is to conduct a theoretical analysis of the phenomenon of women’s self-objectification in line with the national cultural-historical and activity methodology. Design. The paper provides a review of the publications on self-objectification in females which is analytical in its nature. In the paper, the basic approaches to the study of the phenomenon of self-objectification in females in foreign psychology are determined, and also the ways to understand the phenomenon in the context of the Russian psychological tradition proposed in the works of L.S. Vygotsky, A.N. Leontiev, S.L. Rubinstein developed by their students and the followers are shown. Results. The phenomenon of self-objectification in females is considered within the context of fundamental issues of psychology — the relationship of ‘outer’ and ‘inner’ contents, and particularly, within the framework of the subject-activity approach of S.L. Rubinstein and the activity theory of A.N. Leontiev. The role of the “social situation of the development” (L.S. Vygotsky) in the development self-objectification in females is shown. The mechanism of interiorization as a female’s adoption of the social ideas and attitudes is described. The process of interiorization is considered through three facets: individualization, intimization, and production of consciousness. The phenomenon of self-objectification was interpreted through the lenses of L.S. Vygotsky ideas about the intertwining of two domains of mental development in ontogenesis, i.e. the biological maturation of a person and the processes of mastering culture, and also within the notions of cultural-historical defectology. Conclusion. The research results contribute to expanding the scientific theoretical views of psychologists working within the national methodology to shape the phenomenon of self-objectification in females, which could facilitate further understanding of this theoretical construct and increase the number of empirical works in the research area. Female self-objectification through the prism of the Russian research methodology will contribute to the methodological status of this issue, enriching the idea of female self-objectification primarily at the philosophical (worldview) level and at the general scientific level of methodology (E.G. Yudin). All these will increase the interpretative capabilities of the concept. The materials of the paper can contribute to developing an integrative approach for understanding female self-objectification. The findings can be sufficient for creating methods of psychodiagnostics and psychotherapy for girls and women experiencing psychological problems due to the negative impact of self-objectification.
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M. Hechanova, Ma Regina, Jason O. Manaois, and Hiro V. Masuda. "Evaluation of an organization-based psychological first aid intervention." Disaster Prevention and Management: An International Journal 28, no. 3 (June 3, 2019): 401–11. http://dx.doi.org/10.1108/dpm-10-2018-0330.
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Purpose The purpose of this paper is to develop and assess an organizational intervention consisting of psychological first aid (PFA) and Open Space Technology (OST), and its impact on individual resilience and perceived organization support. Design/methodology/approach The study used a non-experimental, pre-test and post-test design. Measures of employee post-trauma, resilience and organizational support were measured before and after the PFA intervention. Findings Paired sample t-tests revealed significant pre/post-increases in individual resilience and perceived organization support. Correlational analysis revealed that resilience was associated with perceived organization support. Evaluations revealed that participants found the small group sharing, information about coping and the open space problem-solving activities particularly worthwhile. Research limitations/implications A limitation of the study was the lack of a randomized control group in the design. Future research may utilize more robust designs such as experimental and longitudinal studies to evaluate impact. Practical implications This study indicates how the use of an organization-based intervention can be adopted for employees who undergo an emergency in their workplace. The combination of PFA and OST was found to be valuable in improving individual resilience and perceived organization support. In addition, OST can better facilitate problem-solving performance in intact groups, as it enhances collective interaction and community efficacy among survivors. Originality/value The study contributes to the dearth of knowledge on the use of PFA when used in an intact organization as part of its crisis intervention.
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Lupsa, Daria, Loreni Baciu, and Delia Virga. "Psychological capital, organizational justice and health." Personnel Review 49, no. 1 (November 7, 2019): 87–103. http://dx.doi.org/10.1108/pr-08-2018-0292.
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Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.
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Seo, Sukyung, and Chunmin Lang. "Psychological antecedents to customized apparel purchases." Journal of Fashion Marketing and Management: An International Journal 23, no. 1 (March 11, 2019): 66–81. http://dx.doi.org/10.1108/jfmm-10-2018-0128.
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Purpose The purpose of this paper is to determine the influences of consumers’ internal-oriented psychological factors (i.e. self- promotion, need for uniqueness, self-expression and self-monitoring) and external-oriented psychological properties (i.e. social identity and other-directedness) on the perception of customization and the sense of extended-self; further to identify whether the perception of customization and the sense of extended-self lead to purchase intention toward customized apparel products. Design/methodology/approach Data were collected through an online survey among college students in the USA, generating a valid sample size of 338 participants. Factor analysis and Structural Equation Modeling were utilized to test proposed hypotheses. Findings The results indicated that need for uniqueness and self-monitoring were significantly related to consumers’ perception of customization and the sense of extended-self, whereas impacts of self-expression and other-directedness were not significant. Furthermore, the results also confirmed that consumers’ perception of customization and the sense of extended-self were positively associated with purchase intention of customized apparel products. Originality/value This study investigates consumers’ psychological features that influence consumers’ buying intention of customized apparel products, which is the first attempt. The study results are insightful and beneficial for marketers to construct target consumer segmentation under different cultural and social settings.
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Mousa, Mohamed. "Organizational inclusion and academics’ psychological contract." Equality, Diversity and Inclusion: An International Journal 39, no. 2 (October 7, 2019): 126–44. http://dx.doi.org/10.1108/edi-01-2019-0014.
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Purpose The purpose of this paper is to focus on three Egyptian public business schools in an attempt to explore the impact of organizational inclusion on the psychological contract with academics through the mediating the role of responsible leadership. Design/methodology/approach A total of 330 academics were contacted and given a set of questionnaires. After three follow-ups, a total of 240 responses were collected with a response rate of 72.73 percent. Multiple regressions were employed to indicate the level of variation in the types of psychological contract can be explained by organizational inclusion and responsible leadership. Findings The findings highlighted a positive impact for organizational inclusion on the psychological contract with academics through mediating responsible leadership or, in other words, the statistical analysis showed that responsible leadership has a role in mediating the relationship between the organizational inclusion of academics and their psychological contract type. Originality/value This paper contributes by filling a gap in HR management and higher education literature in which empirical studies on the relationship between organizational inclusion, responsible leadership and the psychological contract with academics have been limited until now. This may create better research opportunities for cross-disciplinary papers by scholars of HR, higher education and leadership.
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Proenca, Teresa, Ana Torres, and Ana Sofia Sampaio. "Frontline employee empowerment and perceived customer satisfaction." Management Research: Journal of the Iberoamerican Academy of Management 15, no. 2 (June 19, 2017): 187–206. http://dx.doi.org/10.1108/mrjiam-04-2016-0663.
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Purpose The purpose of this paper is to examine the influence of structural empowerment, psychological empowerment and intrinsic motivation on perceived customer satisfaction in contact centers. Design/methodology/approach A questionnaire was conducted among 703 employees of a contact center. Data analysis was based on structural equation modeling. Findings Structural empowerment results in higher levels of perceived customer satisfaction through psychological empowerment and intrinsic motivation. Furthermore, structural empowerment effect on psychological empowerment is mediated by intrinsic motivation. Practical implications Previous predictions regarding counterproductive impact of empowerment in a low-service heterogeneity sector, such as contact center are challenged and a transformative message is disclosed in what concerns human resource management (HRM) in contact centers. Originality/value The research provides valuable insights for both scholars and practitioners regarding the process through which employees’ psychological empowerment and intrinsic motivation improves customer satisfaction in the context of contact centers.
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Searle, Robert John, and Ianiv Borseti. "Adapted dialectical behaviour therapy skills group service evaluation." Advances in Mental Health and Intellectual Disabilities 15, no. 1 (January 9, 2021): 1–7. http://dx.doi.org/10.1108/amhid-06-2020-0015.
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Purpose The purpose of this paper is to determine the effectiveness of an adapted dialectical behaviour therapy (DBT) treatment programme for individuals with an intellectual disability, via completion of a service evaluation. Design/methodology/approach Outcome measurements were competed at pre-, post- and 12 months follow-up, and the effectiveness of the intervention was assessed using a Friedman analysis. Findings Findings demonstrated that the treatment group showed significant differences in their “psychological distress” scores, but no significant differences were found in their “psychological well-being”, “anxiety” or “quality of life” (WHO-QOL) scores over time. Originality/value Overall, the current study adds to the small but growing literature that supports using the skills training group part of DBT as a stand-alone psychological intervention when working with people with an intellectual disability.
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Tatarko, A. N., E. V. Maklasova, Z. K. Lepshokova, V. N. Galyapina, M. V. Efremova, D. I. Dubrov, M. A. Bultseva, E. V. Bushina, and A. A. Mironova. "Assessment methodology of involvement in information and communication technology using." Social Psychology and Society 11, no. 1 (2020): 159–79. http://dx.doi.org/10.17759/sps.2020110110.
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Objective of the study is to develop and test a methodology for assessing the degree of involvement in the use of ICT in various areas of life. Background. Modern social and physical environments are saturated with digital incentives that encourage people to get involved in interacting with these environments through information and communication technologies (ICT). However, to this date, there are no psychological instruments that comprehensively assess the involvement of individuals in the use of ICTs. Study design. The study was conducted using a socio-psychological survey. To measure involvement in the use of ICT, an authoring methodology was developed and validated. Participants. The study included two samples. The first sample included 859 respondents (average age 36.1 years; 32% of males). The second — 171 respondents (35% of males; age range from 25 to 44 years). Measurements. For data processing, exploratory and confirmatory factor analyses, Cronbach coefficient alpha, and correlation analysis were applied in the SPSS 19.0 and AMOS 20 programs. Results. Good results of confirmatory factor analysis indicate the presence of reliability-consistency of the methodology. The final version of the methodology includes 4 scales: “Economic actions on the Internet”, “Communication on social networks”, “Using a smartphone”, “A variety of areas of ICT use”. The empirical and external validity of this methodology was also evaluated, as a result of which we received confirmation of these types of validity from the developed methodology. Conclusions. The technique developed by the authors is reliable and valid and can be used both for research and for applied purposes.
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Kwon, Chang-kyu, Seung-hyun Han, and Aliki Nicolaides. "The impact of psychological safety on transformative learning in the workplace: a quantitative study." Journal of Workplace Learning 32, no. 7 (September 18, 2020): 533–47. http://dx.doi.org/10.1108/jwl-04-2020-0057.
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Purpose The purpose of this study is to examine the impact of psychological safety on transformative learning in the workplace. This study focused on psychological safety as a specific practice that may or may not independently contribute to transformative learning outcomes. Design/methodology/approach Data was gathered from 132 employees in one US manufacturing company through a survey asking about the perception of psychological safety and the experience of transformative learning. A mediation analysis was conducted to test the effects of transformative learning processes – social support, attitude toward uncertainty and criticality – on the relationship between psychological safety and transformative learning outcomes. Findings The results of this study showed that psychological safety led to transformative learning outcomes mediated by transformative learning processes including social support, attitude toward uncertainty and criticality. Originality/value Existing literature reveals little about the mechanism of how transformative learning occurs in the workplace. This study contributes to the field of human resource development by explaining the relationship between psychological safety and transformative learning, as well as first attempting to use transformative learning as a viable construct in workplace research.
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Zhang, Yejun, and Min (Maggie) Wan. "The double-edged sword effect of psychological safety climate: a theoretical framework." Team Performance Management: An International Journal 27, no. 5/6 (June 18, 2021): 377–90. http://dx.doi.org/10.1108/tpm-01-2021-0005.
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Purpose Psychological safety climate has been commonly conceptualized as a facilitative team property. Despite the literature review and meta-analysis conducted recently, little is known about the potential dark side of psychological safety climate. The purpose of this paper is to develop a theoretical framework to advance our understanding of both the bright and dark sides of psychological safety. Design/methodology/approach Drawing on extant theories and previous literature, the authors propose a conceptual framework of the mechanisms and boundary conditions underlying the relationship between psychological safety climate and dysfunctional team behavior. Findings The authors propose that the relationship between psychological safety climate and dysfunctional behaviors in the team is directly contingent on psychological safety climate strength, and indirectly contingent on task interdependence, group faultlines, group conflict asymmetry and team power distance differentiation. Originality/value First, the authors attempt to expand psychological safety climate literature by considering its potential damaging outcomes. Second, they contribute to the theory of psychological safety climate by suggesting a theoretical model consisting of the boundary conditions wherein psychological safety climate could reduce team effectiveness. Finally, the authors incorporate climate strength into the psychological safety literature to probe the antecedents of psychological safety climate strength and when it matters to the subsequent negative outcomes.
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Lee, Yunsoo. "JD-R model on psychological well-being and the moderating effect of job discrimination in the model." European Journal of Training and Development 43, no. 3/4 (May 7, 2019): 232–49. http://dx.doi.org/10.1108/ejtd-07-2018-0059.
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Purpose The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources and psychological well-being among aged workers. Design/methodology/approach This study used “National Survey of Midlife Development in the United States (MIDUS Refresher)” data collected from 862 aged workers in the United States from 2011-2014. A moderated multiple regression analysis was adopted. Findings The results of the multiple regression analysis show that skill discretion, self-esteem, optimism and active coping had positive effects on psychological well-being, while chronic job discrimination had a negative effect on psychological well-being. Co-worker support, supervisor support, job demands and decision-making authority were not significant. Among the interaction terms, the moderating effect between optimism and chronic job discrimination was significant. Originality/value Based on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model.
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Uen, Jin-Feng, Rama Krishna Kishore Vandavasi, Kun Lee, Prasanthi Yepuru, and Vipin Saini. "Job crafting and psychological capital: a multi-level study of their effects on innovative work behaviour." Team Performance Management: An International Journal 27, no. 1/2 (February 3, 2021): 145–58. http://dx.doi.org/10.1108/tpm-08-2020-0068.
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Purpose This study aims to test the cross-level effects of team job crafting on individual innovative work behaviour (IWB) and the mediating role of team psychological capital (PsyCap). Design/methodology/approach This longitudinal study tested a multilevel design in a sample of 163 employees, clustered into 45 teams. Job crafting and PsyCap were aggregated to the team level to examine the effects of team job crafting Time 1 on individual IWB Time 2. In addition, mediation analysis was tested to determine whether team-level job crafting Time 1 can affect individual IWB Time 2 through team PsyCap Time 2. Findings Results found that team job crafting was positively related to individual IWB, and the relationship was mediated by team PsyCap. Practical implications This study includes implications for adopting job crafting behaviour at the team level to improve individual IWB. Originality/value This cross-level study is the first to verify the effects of team job crafting on individual IWB and team PsyCap as a mediator. This study extends the literature on job crafting by using a multilevel design in the analysis.
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Jayaweera, A. Thushel, Matthijs Bal, Katharina Chudzikowski, and Simon de Jong. "Moderating effects of national culture on the psychological contract breach and outcome relationship: a meta-analysis." Cross Cultural & Strategic Management 28, no. 3 (February 12, 2021): 574–99. http://dx.doi.org/10.1108/ccsm-07-2020-0137.
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PurposeThis paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).Design/methodology/approachAfter an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.FindingsThe findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.Originality/valueWhile existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.
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Pradhan, Rabindra Kumar, Madhusmita Panda, and Lalatendu Kesari Jena. "Transformational leadership and psychological empowerment." Journal of Enterprise Information Management 30, no. 1 (February 13, 2017): 82–95. http://dx.doi.org/10.1108/jeim-01-2016-0026.
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Purpose The purpose of this paper is to examine the role of transformational leadership in psychological empowerment in Indian retail industry. This study also tries to examine whether organizational culture plays a mediating role in the relationships between transformational leadership and psychological empowerment. Design/methodology/approach A sample of 310 respondents was randomly selected from different Indian retail organizations for the study. Data collections were carried out using a set of standardized questionnaires. Raw data were analyzed using SPSS 20.0 and process plugin of Hayes for mediation analysis. Findings The empirical investigations of the study have shown that transformational leadership is positively related to psychological empowerment. The study also found partial mediation of organizational culture between transformational leadership and psychological empowerment. Research limitations/implications First of all, the sample size of the study is relatively small (n=310). The study is limited to the employees of eastern Indian retail organizations. Second, the common method bias is presumed to influence and inflate the relationships between the variables of the study as the data on all three variables were collected at the same point of time from respondents. Practical implications The road map presented in this paper may be helpful for the retail executives to diagnose organizational culture and leadership styles prevailing in the organization and their influence on psychological empowerment. The study may be helpful for retail managers to develop a desirable culture through the practice of transformational leadership that would enhance the empowerment process. Originality/value This paper adds value to the limited body of knowledge about the association among transformational leadership, psychological empowerment, and organizational culture. The findings presented in this paper would be beneficial for Indian researchers, OD experts and organization scientists in developing a culture of empowerment by the help of transformational leadership. Unique statistical tools have been used for mediation analysis.
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Ali, Mudassar, Zhang Li, Maqsood Haider, Salim Khan, and Qaiser Mohi Ud Din. "Does humility of project manager affect project success? Confirmation of moderated mediation mechanism." Management Research Review 44, no. 9 (April 1, 2021): 1320–41. http://dx.doi.org/10.1108/mrr-10-2020-0640.
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Purpose The philosophy of the conservation resource theory, this paper aims to evaluate the relationship between humble leadership on project success by integrating the mediating role of psychological empowerment and the interacting effect of top management support on the direct relationship (humble leadership and project success), as well as indirect relationships through psychological empowerment. Design/methodology/approach Time lag data were gained from 337 persons working in the project-based organization across the information technology industry. Confirmatory factor analysis and structural equation modelling were used in this study. Findings By using the structural equation modelling method, the confirmatory factor analysis verified the uniqueness of the variable used in this research. The outcomes exhibited that humble leadership raised project success both directly and indirectly through mediation (psychological empowerment). Furthermore, Top management support was expected to have a moderating effect on the direct but not on the indirect relationship (via psychological empowerment). Originality/value This study demonstrates how top management support is essential for the project manager and project team members for the successful execution of the project. Particularly, minimal empirical research examines the interacting effect of top management support on humble leadership and employee psychological empowerment.
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Purushothaman, Punithakumari, Susila T, Iswarya Santhanakrishnan, Saranya Rajamanickam, Karthikeyan K, and Babu Samuel. "Psychosocial Perceptions as Significant Impact Modifiers - A Mixed Method Research Among Hospitalized Covid-19 Patients in A Tertiary Care Hospital in Coimbatore District, Tamil Nadu." National Journal of Community Medicine 13, no. 12 (December 31, 2022): 882–88. http://dx.doi.org/10.55489/njcm.131220222563.
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Context: Covid 19 pandemic which evolved in successive waves had profound pyschosocial impact on affected individuals. Perceptions had impact on both individual and environmental level with potential behavioural consequences. The aim of the research is to study the psychosocial perception and psychological impact of COVID- 19 among hospitalized COVID-19 patients. Methodology: The study was a mixed method research (Quan-Qual sequential design) conducted in the Covid wards of a tertiary care hospital in Coimbatore district. The psychological impact was assessed using the General Health Questionnaire, Perceived Stress Scale. The results of quantitative analyses and qualitative analyses were expressed as proportions and done using thematic analysis using grounded theory respectively. Results: About 55% of the hospitalized Covid-19 patients had psychological impact. On multivariate analysis, the factors which emerged as independent risk factors for presence of psychological morbidities due to COVID were presence of high stress level, sleep disturbances and their perception of COVID as high threat. Conclusions: Focussed Counselling with specific reference to attend to spiritual health component in addition, would go a long way in diminishing immediate and long-term psychological impact due to covid-19 illness.
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Erkutlu, Hakan, and Jamel Chafra. "Benevolent leadership and psychological well-being." Leadership & Organization Development Journal 37, no. 3 (May 3, 2016): 369–86. http://dx.doi.org/10.1108/lodj-07-2014-0129.
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Purpose – The purpose of this paper is to examine the relationship between benevolent leadership (BL) and psychological well-being (PWB) as well as to test the moderating roles of psychological safety (PS) and psychological contract breach (PCB) on that relationship. Design/methodology/approach – Data encompasses 1,009 employees from 23 five-star hotels in Turkey. The moderating roles of PS and PCB on the BL and PWB relationship were tested using the moderated hierarchical regression analysis. Findings – The moderated hierarchical regression analysis results reveal that there was a significant positive relationship between BL and employee PWB. In addition, the positive relationship between BL and well-being was stronger when PS was higher than when it was lower. On the contrary, high-PCB weakened the positive relationship between BL and PWB. Practical implications – This study showed that both PS and BL enhance well-being. Managers could promote PS by breaking down the barriers preventing effective communication and discussion. Moreover, the results of this study indicated that the state of the psychological contract is a significant predictor of employees’ well-being. Organizational practices and policies, especially human resource practices, should be carefully designed and implemented as to prevent PCB, an important source of employee dissatisfaction and distrust. Originality/value – The study provides new insights into the influence that BL may have on PWB and the moderating roles of PS and contract breach in the link between BL and employee well-being. The paper also offers a practical assistance to employees in the hospitality industry and their leaders interested in building trust and enhancing well-being.
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Ibrahim, Aladin M. "NONMONETARY INFLUENCES ON PSYCHOLOGICAL EMPOWERMENT IN THE LODGING ORGANIZATIONS." International Journal of Management, Innovation & Entrepreneurial Research 6, no. 1 (February 12, 2020): 01–06. http://dx.doi.org/10.18510/ijmier.2020.611.
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Purpose of the study: The primary purpose of this study is to investigate the extent of influence of the nonmonetary factors on the psychological empowerment of the employees.
Methodology: Quantitative design was employed in this study. A total of 290 frontline employees in lodging facilities were surveyed using a convenience sampling method during the data gathering. It used frequency counts, percentage, mean, and Stepwise Multiple Regression Analysis (MRA) in the data analysis to describe perceptions and examine the predictive power of the factors to psychological empowerment.
Main Findings: Nonmonetary factors can influence the psychological empowerment of employees in lodging organizations. It reveals that variation in the rating of psychological empowerment is explained by the factors namely: nature of work, operating procedures, promotions, and supervision.
Applications of this study: The findings of this study are beneficial primarily to hospitality organizations in designing effective empowerment programs for its employees which enables them to foster a positive organizational culture in the long run. Future researchers can use this study as one of the references in studying organizational behaviors in the hospitality industry.
Novelty/Originality of this study: This study provides an in-depth analysis of the nonmonetary factors to psychological empowerment of employees in lodging sectors using quantitative approaches.
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Saeed, Maryam. "Mediation effect of psychological contract between personality dimensions and turnover intention." Journal of Economics, Finance and Administrative Science 25, no. 50 (April 13, 2020): 205–19. http://dx.doi.org/10.1108/jefas-06-2019-0101.
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Purpose This study aims to test the mediating role of psychological contract (PC) in a relationship between personality dimensions and turnover intention. Design/methodology/approach The current study is analytical in nature. The data for the purpose of the analysis is collected from 300 software engineers working in Lahore, Punjab. Purposive sampling technique is used for the collection of this data. The response rate was 87.33 per cent. Different data analysis techniques such as correlation, regression analysis, are used to test the 10 hypotheses of the study. Moreover, the study adopted a cross-sectional survey design. Findings According to regression analysis, extroversion, conscientiousness and agreeableness personality dimensions brought positive but insignificant increments in turnover intention. However, emotionally stable personality dimensions brought positive and significant increments in turnover intention. Open to experience personality dimension brought negative but insignificant decrement in turnover intention. Results showed extroversion personality dimension brought a very less but insignificant increment in variations of PC, which have higher contributions in variations of turnover intention. Emotional stable, conscientiousness and agreeableness personality dimensions brought also very less but a significant increment in PC. Open to experience personality dimension have negative but insignificant decrement in PC. Results showed the mediation impact of PC among emotional stability, conscientiousness and agreeableness personality dimensions and turnover intention. However, PC does not mediate among extroversion, open to experience personality dimensions and turnover intention. The paper concludes with recommendations for further research. Originality/value This study will help the organization in reducing the turnover rate and can enhance the motivation level of their employees.