Journal articles on the topic 'Problem employees – Psychology'
To see the other types of publications on this topic, follow the link: Problem employees – Psychology.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Problem employees – Psychology.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Wang, Xiaohong, Meng Wang, and Feng Xu. "From problem-solving demands to employee creativity: Bidirectional support." Social Behavior and Personality: an international journal 50, no. 7 (July 6, 2022): 1–13. http://dx.doi.org/10.2224/sbp.11551.
Full textAbstract:
Previous results concerning the link between problem-solving demands and employee creativity have been mixed. In this study we clarified this relationship by investigating individual differences in employees' proactive personality and professional ethics. Participants were 343 supervisor–employee dyads in China. We examined the hypotheses using conditional process analysis. Consistent with our hypotheses, problem-solving demands were positively related to employee creativity, and proactive personality played a moderating role in this relationship, which was more positive when the employee had a more proactive personality. The interaction term of proactive personality and ethical professional standards improved the relationship between problem-solving demands and creativity, which was strongest when employees had a personality that was highly proactive and their professional standards were highly ethical. Theoretical and practical significance of the findings are discussed.
2
Mao, Nan. "The Role of Music Therapy in the Emotional Regulation and Psychological Stress Relief of Employees in the Workplace." Journal of Healthcare Engineering 2022 (January 29, 2022): 1–7. http://dx.doi.org/10.1155/2022/4260904.
Full textAbstract:
With the increasing global attention to the problem of staff stress, scholars in the fields of sociology, psychology, and medicine are seeking effective solutions. Music therapy has entered the field of vision of scholars with its unique advantages and is used to maintain the mental health of workers in various industries and improve work efficiency. To solve the problem of employees’ psychological pressure, ordinary psychotherapy is mainly done through conversation. At present, the psychological pressure generated by employees in the workplace is obviously unable to be treated by ordinary psychological treatment methods. Music therapy can play its role in this situation. This article collects a large amount of data through surveys to obtain the job satisfaction data of medical care, education, and restaurant staff for the corresponding occupations, analyzes the data, and considers the role of music therapy in this type of industry to relieve the psychological pressure of relevant staff. In the end, it is concluded that music therapy can stimulate employees’ creative inspiration, eliminate employee fatigue, and eliminate some potential unfavorable factors. It can also enhance the friendship between employees, improve employee work efficiency and employees’ sense of corporate identity, and reduce employee pain sense. In general, music therapy can have a positive impact in many areas, especially in corporate applications, which can have a positive impact on employees in many aspects in the workplace.
3
Lange, Rense, and James Houran. "Perceived Importance of Employees' Traits in the Service Industry." Psychological Reports 104, no. 2 (April 2009): 567–78. http://dx.doi.org/10.2466/pr0.104.2.567-578.
Full textAbstract:
Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee.
4
Jyung, Chyul-Young, Yoowoo Lee, Sunyoung Park, Eunhye Cho, and Romi Choi. "Factors Affecting Employees’ Problem-Solving Skills in Technology-Rich Environments in Japan and Korea." Sustainability 12, no. 17 (August 30, 2020): 7079. http://dx.doi.org/10.3390/su12177079.
Full textAbstract:
This study conducts an analysis about the impact of basic background, cultural capital, skill use, and participation in training on employees’ problem-solving proficiency in Japan and Korea based on data from the Programme for the International Assessment of Adult Competencies Survey (PIAAC). This research compared four clusters (basic background, cultural capital, participation in training, skill usage) to determine the factors affecting problem-solving skills in technology-rich environments (PSTRE) in Japan and Korea. In addition, we examined whether aging moderate the relationship between skill usage and participation in training and PSTRE. The finding shows that PSTRE is associated with the basic background, cultural capital, and skill usage. Moreover, the interaction effect between the use of skill at home and age is statistically significant in Japan. Our results provide new insights for vocational psychology and work-life research in the context of employers, employees, as well as policymakers.
5
Lyons, Paul, and Randall P. Bandura. "Management coaching with performance templates to stimulate self-regulated learning." European Journal of Training and Development 41, no. 6 (July 3, 2017): 508–18. http://dx.doi.org/10.1108/ejtd-03-2017-0016.
Full textAbstract:
Purpose Much has been written about self-regulated learning (SRL) (including mind-sets) in psychology and education, but little research is found in the HRD or training literature regarding the stimulation of this learning. This paper aims to present a practical training tool, performance templates (P-T), to demonstrate how a line manager may assist employees improve their problem-solving skills as well as stimulate SRL. Design/methodology/approach Presented are literature reviews and assessments of the areas of: line manager in coaching role, SRL theory and the phases of SRL in action. Following is a detailed explanation and demonstration of the P-T method. Finally, the efficacy of PT is examined and constraints are noted. Findings Demonstrated in the paper is how a line manager may function as the key actor in assisting employees to become more effective self-regulating learners and problem-solvers. The method presented can stimulate employee motivation and help employees to internalize self-regulating learning processes. All of this should help employees become more growth-oriented, self-confident and goal-directed participants in organizational life. Originality/value Rather than simply discuss what SRL is about, this paper provides an effective tool, P-T, for use in the stimulation and direction of SLR. The use of the tool also helps organization participants to achieve progress on some current problems.
6
Cui, Wen-Wen, Ting Tao, Chun-Lei Fan, Li-Gang Wang, and Wen-Bin Gao. "Media multitasking, ego depletion, and employee depression: Selfcontrol as a moderator." Social Behavior and Personality: an international journal 51, no. 1 (January 12, 2023): 1–8. http://dx.doi.org/10.2224/sbp.12094.
Full textAbstract:
Employees frequently have to use various media to complete multiple tasks at work, and depression has become a common problem influencing their mental health and work efficiency. We conducted a survey to investigate the relationship between the media multitasking and depression of 490 employees of a state-owned enterprise in China. The results showed that media multitasking was positively correlated with employee depression. Moreover, ego depletion significantly mediated the relationship between media multitasking and depression, and self-control moderated the relationship between ego depletion and depression. Greater self-control may help buffer the effect of ego depletion on depression. These results have theoretical and practical implications for improving employees' mental health during China's enterprise transformation process.
7
Житар, В. Д. "Psychological features of the Police employees." Вісник Луганського державного університету внутрішніх справ імені Е.О. Дідоренка 1, no. 93 (March 30, 2021): 275–84. http://dx.doi.org/10.33766/2524-0323.93.275-284.
Full textAbstract:
Psychological characteristics of police officers are now thoroughly investigated in legal psychology. At the same time development of the problem was, both in terms of psychological analysis of the structure of professional law enforcement officers, and in terms of the psychological characteristics its inherent set of psychological characteristics. Even the cursory reviews of the basic psychological characteristics and structural elements of the employee’s professional activity shows how complex and multifaceted its activities. It makes them a variety of requirements, among which one of the most important - having developed important professional qualities of the individual.
8
Venkat, Vuppalapati Vijaya, and S. Roohi Kursheed Khan. "Role of Competency Environment based Empirical Study and Education on Employees Retention and Psychological Analysis." International Journal of Early Childhood Special Education 14, no. 1 (March 17, 2022): 841–50. http://dx.doi.org/10.9756/int-jecse/v14i1.221098.
Full textAbstract:
A healthy relationship between Employer and employee psychology is a critical factor for any successful business. Both Employer and employees are responsible for attaining the company’s goal and vision, for which an empirical study is performed. Employee turnover is a significant problem faced by many organizations. Employee turnover is a major issue in the competitive Automobile sector. This research study attempts to assess and evaluate the role of competency management & its impact on the work environment & work-related challenges and its effects on employee retention in large-scale automobile & ancillary companies in Chittoor District, Andhra Pradesh. Empirical and quantitative research would use a mixed research approach, and the data were collected from 82 Managers and 116 Engineers of various automobile companies & ancillary companies in Chittoor District, Andhra Pradesh. Competency management positively affects work enrichment& enlargement, which is positively related to work autonomy and participative decision making. Work autonomy and participative decisions are making lead to employee psychology retention. This education can be useful for future employee maintenance in business applications.
9
Podolskii, Andrei Ilich, and Olga Afanasevna Idobaeva. "On the problem of training in pedagogy and psychology of deviant behavior." Moscow University Pedagogical Education Bulletin, no. 4 (December 29, 2017): 110–20. http://dx.doi.org/10.51314/2073-2635-2017-4-110-120.
Full textAbstract:
The paper considers the current issues of University students training in pedagogy and psychology of deviant behavior. Emphasis is placed on the personality of the teacher, working in a special educational institution. Individually-typological features of other employees of special educational institutions (SEI) and their relationship with certain psychological characteristics of SEI students are also studied.
10
Oorzhak, Larisa. "Professionalism in interethnic relations in the internal affairs bodies." Applied psychology and pedagogy 6, no. 4 (October 4, 2021): 43–51. http://dx.doi.org/10.12737/2500-0543-2021-6-4-43-51.
Full textAbstract:
The article is devoted to one of the urgent problems of ethnopsychology-the prerequisites for achieving professionalism in the management of a multinational team in the internal affairs bodies. Based on the materials of theoretical analysis and empirical research, ethnopsychological phenomena are analyzed in the context of management psychology, the mechanisms of their functioning are studied. The study of the problems of ethnic psychology, in particular, the psychology of management, is currently important for achieving the effectiveness of the practical activities of employees. In turn, the study of the ethnopsychological characteristics of employees expands the scientific understanding of the individual, allows us to reveal the characteristic patterns of social determinism and historical variability of the human psyche. In the conditions of a complexly changing modern society, the problem of the ability to professionally manage a multinational team in the Department of Internal Affairs is particularly acute. Achieving a high level of performance.
11
Mackey, Jeremy D., and Pamela L. Perrewé. "The Relationships Between Hindrance Stressors, Problem Drinking, and Somatic Complaints at Work." Group & Organization Management 44, no. 4 (October 3, 2017): 807–38. http://dx.doi.org/10.1177/1059601117733900.
Full textAbstract:
Problem drinking is an important behavioral phenomenon with numerous implications for employees’ health and well-being within and outside the workplace. Although recent research has demonstrated that workplace stressors have effects on employees’ problem drinking, additional research is needed to examine the role employees’ problem drinking plays in the workplace stress–strain process. We draw from the transactional model of stress and the self-medication hypothesis to address this gap in prior research by offering a novel explanation for the indirect effects of hindrance stressors on employees’ somatic complaints at work through problem drinking. Overall, we find support for the hypothesized model using a time-separated data collection with a heterogeneous sample of employee respondents from the United States ( n = 223). This study extends prior stress research by making two important contributions to theory and research. First, we make an empirical contribution by examining problem drinking and somatic complaints at work, which are both understudied organizational phenomena that have importance to numerous organizational stakeholders. Second, we draw from the transactional model of stress and the self-medication hypothesis in a novel way that provides an important explanation for why hindrance stressors in the workplace are indirectly associated with somatic complaints at work through employees’ use of problem drinking as a self-medication coping mechanism.
12
Kabakov, Vitaliy V., and Diego Felipe Arbeláez Campillo. "Summer internship with university students in the context of COVID-19 restrictions." LAPLAGE EM REVISTA 7, no. 3C (September 28, 2021): 248–55. http://dx.doi.org/10.24115/s2446-6220202173c1603p.248-255.
Full textAbstract:
The article discusses the advantages and disadvantages of distance learning for staff in connection with the provision of advanced training courses. The purpose of the article is to highlight the most serious problems and advantages that an employee may face in the field of distance learning. The method for solving the problem posed is the analysis of articles and relevant literature in the field of sociology, psychology, information technology, etc. The results define the pressing problems of distance education, including the novelty of the research. One of the problems is associated with a change in ideas about what training is in the era of active digitalization. The second problem is related to the new learning opportunities that technology provides today (VR or AR learning technologies). Thus, modern IT technologies, individually and often together, have changed the concept of problems and learning opportunities and have led to the emergence of new training opportunities in the field of professional development of employees.
13
Jaiswal, Akanksha, and C. Joe Arun, S J. "What Comprises Well-being at Workplace? A Qualitative Inquiry Among Service Sector Employees in India." South Asian Journal of Business and Management Cases 9, no. 3 (October 26, 2020): 330–42. http://dx.doi.org/10.1177/2277977920958508.
Full textAbstract:
The notion of well-being has been evolving as research continues to unfurl its multidimensional nature. The importance of well-being in the organizational context is becoming a valuable line of inquiry, and employee well-being has emerged as a pivotal focus in positive psychology. Despite this, employees report high levels of disengagement and stress at work. Thus, we conducted 15 in-depth interviews with middle- and senior-level managers in the service sector in India to understand the factors that impact an employee’s well-being. Research question: What comprises an individual’s well-being at the workplace? Theory: Conservation-of-resources theory, broaden-and-build theory. Type of the case: Applied problem-solving. Basis of the Case: Phenomenon. Protagonist: Not needed. Findings: Data was analysed using grounded theory. We synthesized the factors contributing to employee well-being into the following themes: encouraging organizational culture, providing social support, demonstrating positive leadership, integrating work and life, finding meaning in work, providing autonomy and ensuring good working conditions. Discussion: Study findings extend the conservation-of-resources and broaden-and-build theories by emphasizing on gain spirals; that is, individuals use a positive effect to conserve, replenish, broaden, and build their inner resources and well-being. While leaders in an organization invest in enhancing employees’ well-being, they need to be cognizant of the several factors at interplay. An overall positive environment, autonomy, safety and meaningfulness contribute holistically towards the well-being of employees.
14
Dong, Li Li, Zong Shuai Ma, Wei Dong, and Xiang Zhang. "Research on Psychology Data Clustering Algorithm Based on CUDA." Advanced Materials Research 989-994 (July 2014): 1664–70. http://dx.doi.org/10.4028/www.scientific.net/amr.989-994.1664.
Full textAbstract:
This paper analyzed the employees' MMPI Psychological data of a company. Aiming at the problem that traditional K-Means algorithm is sensitive to the initial clustering center, this paper used hierarchical clustering algorithm CURE to mitigate the problem. Finally using CUDA technology clustered several times, so as to improve the execution efficiency of the algorithm. Through experimental verification, the improved K-Means algorithm behaved well in both execution efficiency and clustering results.
15
Korulczyk, Tomasz, and Helena D. Cooper-Thomas. "Person–Supervisor Fit and Proactive Behavior and Unethical Behaviors." Roczniki Psychologiczne 23, no. 3 (February 16, 2021): 247–66. http://dx.doi.org/10.18290/rpsych20233-4.
Full textAbstract:
This study examined how person–supervisor fit is related to employees’ proactive behavior and unethical behavior towards the organization. The study involved 321 employees representing various sectors in Poland. The participants completed the Person–Supervisor Fit Scale, Proactive Behavior Scale, and the Unethical Behavior Questionnaire. Results show that a supplementary fit is weakly and positively related to proactive behavior but is not related to complementary fit. Surprisingly, supplementary fit is weakly but positively related to unethical behavior, while complementary fit from a needs–resources perspective is weakly and negatively associated with unethical behavior. Conclusions may be applied to organizational settings challenged by the problem of employee unethical behavior and their low proactivity in the context of person–supervisor congruence.
16
Sayapina, Karina, and Daniela N. Botone. "Counterproductive Work Behavior in Russian Nanotechnology Organizations." Psychology in Russia: State of the Art 14, no. 1 (2021): 49–68. http://dx.doi.org/10.11621/pir.2021.0105.
Full textAbstract:
Background. Organizational behavior plays a significant role in the effectiveness of enterprises specializing in nanotechnology. Its negative side – counterproductive work behavior (CWB) – has not been analyzed sufficiently in this industry. We evaluated different theoretical approaches to this problem. Objective. To estimate the predominant forms of counterproductive work behavior in relation to dimensions such as the intensity of the nanotechnology industry, seniority in the organization, and the age and gender of the subjects. Design. We used a descriptive exploratory methodology that analyzes the preponderance of counterproductive work behavior in profile companies throughout the Russian Federation. CWB was assessed through a self-report questionnaire and in-depth interview with each employee. The results were analyzed by correlation-regression analysis in SPSS. Results. We found significant correlations between the variables “intensity of the nanotechnology industry within the organization”, “seniority of employees within the organization”, “age of employees”, and the total score of CWB. Regarding the CWB dimensions, the highest average of the scores was obtained for “low level of conscientiousness” (mean = 21.75; SD = 2.9), followed closely by “low level of personal development” (mean = 20.53; SD = 3.09). Among the CWB dimensions, it seems that the conscientiousness of the employees plays a key role in the continuation of their professional activity and consequently in the increase of seniority in the organization. Conclusion. A professional difficulty can be perceived as a challenge by an employee with good physical and/or psychological resilience. Russian nanotechnology companies should evaluate their approach to dealing with employees and mitigate situations that might be unnecessarily stressful. From the data obtained through the semi-structured interview, we found that what happens in a work group is essential in the emergence of CWB. Organizations need clear policies that empower employees to deal with certain work tasks and with employees who engage in specific CWB.
17
Khoreva, Violetta, and Heidi Wechtler. "Exploring the consequences of knowledge hiding: an agency theory perspective." Journal of Managerial Psychology 35, no. 2 (February 12, 2020): 71–84. http://dx.doi.org/10.1108/jmp-11-2018-0514.
Full textAbstract:
PurposeThe purpose of the study is to explore empirically the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective. Hence, in line with agency theory and prior literature on knowledge hiding, the study investigates the associations between different facets of knowledge hiding and individual-level job performance, as well as the mediating role of employee well-being in the associations.Design/methodology/approachStructural equation modeling was used to analyze multisource survey data from a sample of 214 employees and 34 immediate supervisors, in a professional services company in Finland.FindingsEvasive hiding was found to be negatively associated with in-role job performance and positively associated with innovative job performance. Playing dumb was found to be positively associated with in-role job performance. Finally, even though the association between rationalized hiding and innovative job performance was found to be positive, it was found to be of a smaller magnitude when employee well-being was taken into account.Practical implicationsForceful unhealthy competition and exploitative and workaholic cultures are discussed to reduce knowledge hiding behavior among employees and their negative consequences.Originality/valueThe study highlights the paradox of managing organizational knowledge. In line with agency theory, we advocate that while knowledge sharing is one of the major assets of organizational welfare from the organizational perspective, it may resonate with the employee's perspective. Consequently, unless employees' self-interest and organizational interests are aligned, the paradox of managing organizational knowledge arises, and the classic agency problem occurs.
18
Badarovska Mishevska, Marina. "MULTI CRITERIA DECISION MAKING – RANKING AND PROMOTING EMPLOYEES." KNOWLEDGE INTERNATIONAL JOURNAL 31, no. 5 (June 5, 2019): 1235–41. http://dx.doi.org/10.35120/kij31051235b.
Full textAbstract:
The analytic hierarchy process (AHP) is a structured technique for organizing and analyzing complex decisions, based on mathematics and psychology. The method was developed by Thomas L. Saaty in the 1970s and has been extensively studied and refined since then. It has particular application in group decision making and is used around the world in a wide variety of decision situation. Rather than prescribing a "correct" decision, the AHP helps decision makers choose one that best suits their goal and their understanding of the problem. The technique provides a comprehensive and rational framework for structuring a decision problem, for representing and quantifying its elements, for relating those elements to overall goals, and for evaluating alternative solutions. Decision making is the choice of one alternative, from two or more, to which the course of the activity is directed and the problem is solved. The decision-making process is a rational attempt by the manager to achieve the goals of the organizational unit. The decision-making process can be thought of as a "brain and nervous system" of an enterprise. Decisions are made when a person wants things to be different in the future. Given each specific situation, making the right decisions is probably one of the most difficult challenges for managers. Managers in day-to-day work deliver programmed and unprogrammed decisions that solve simple or complex problems. Simple decisions have an impact on the short-term performance of the enterprise, and complex decisions have an impact on the long-term future and success of the enterprise. Users of the AHP first decompose their decision problem into a hierarchy of more easily comprehended sub-problems, each of which can be analyzed independently. Once the hierarchy is built, the decision makers systematically evaluate its various elements by comparing them to each other two at a time, with respect to their impact on an element above them in the hierarchy. The AHP converts these evaluations to numerical values that can be processed and compared over the entire range of the problem. In this article, it is explained the application of the AHP method in order to evaluate and promote employees in the enterprise "X" with several criteria. The obtained results enable the manager to evaluate the employees in an objective way and make an objective decision for their promotion. Its application for selecting the best among employees, in their assessment and promotion, allows managers to use a specific and mathematical tool to support the decision. This tool not only supports and qualifies decisions, it also allows managers to justify their choice, as well as to simulate possible results.
19
Varhama, Lasse M., and Kaj Björkqvist. "Conflicts, Workplace Bullying and Burnout Problems among Municipal Employees." Psychological Reports 94, no. 3_suppl (June 2004): 1116–24. http://dx.doi.org/10.2466/pr0.94.3c.1116-1124.
Full textAbstract:
The psychosocial workplace environment among the municipal employees of a Finnish town with 57,000 inhabitants was investigated. The prevalence of both self-experienced and observed cases of conflicts, burnout, and workplace harassment (bullying) was measured. Altogether, 1,961 employees (1,491 women and 309 men) whose mean age was 42.6 yr. ( SD = 9.8) participated in the study. Sex, age, and workplace differences were found. Of the respondents, 27% had experienced difficult or extreme conflicts, 29% experienced burnout, 50% had seen at least one colleague experience burnout, 16% felt they had been bullied, and 37% had seen a colleague being bullied at work. Men reported experiencing more conflicts than women. The frequency of reporting burnout symptoms and bullying was associated with age. Strong correlations were found among the various problem areas.
20
Welbourne, Jennifer L., Ashwini Gangadharan, and Celina A. Esparza. "Coping style and gender effects on attitudinal responses to incivility." Journal of Managerial Psychology 31, no. 3 (April 11, 2016): 720–38. http://dx.doi.org/10.1108/jmp-11-2014-0340.
Full textAbstract:
Purpose – The purpose of this paper is to examine whether emotion- and problem-focussed employee coping styles affect the relationship between workplace incivility and job attitudes (job satisfaction, sense of community), and whether these effects vary by gender. Design/methodology/approach – Survey methodology was used to obtain self-report data from a sample of 314 working adults (90 percent Hispanic, 62 percent female) enrolled in courses at a public university. Findings – Targets of workplace incivility experienced lower job satisfaction and sense of community at work. Employees who typically used problem-focussed coping (PFC) to respond to work stressors experienced greater negative outcomes associated with incivility. Mixed results were found for employees who typically engaged in emotion-focussed coping (EFC) at work: frequent use of avoidant coping and religious coping buffered against the impact of incivility, however, support seeking coping styles strengthened the negative outcomes associated with incivility. These effects varied by gender. Practical implications – The results highlight the benefits of two EFC styles (religious coping, avoidance coping) in the context of workplace incivility. The findings also indicate limitations of PFC and support seeking coping in the context of incivility. Accordingly, the authors make suggestions for managers to facilitate employees to overcome problems of incivility. Originality/value – Few studies have investigated qualities that enable employees to effectively manage incivility. Further, the role of coping styles in relation to incivility is relatively unexplored. To address these gaps, the authors examined the extent to which PFC and EFC styles impact the relationship between incivility and work attitudes.
21
Burke, Ronald J. "Responsibility for Eldercare: A Concern for Organizations?" Psychological Reports 75, no. 2 (October 1994): 945–46. http://dx.doi.org/10.2466/pr0.1994.75.2.945.
Full textAbstract:
This study examined responsibility for eldercare among 1608 employees of a single organization. Only 90 employees (5.6%) indicated such responsibilities. Women and men were equally likely to have eldercare responsibilities. The small percentage of employees having eldercare responsibilities reflected the relatively young age of the sample. While not a large problem for employees at present, as they and their parents age the firm may find increasing future need for policies and programs in this area.
22
Singh, Sharda, Rajasekhar David, and Sitamma Mikkilineni. "Organizational Virtuousness and Work Engagement: Mediating Role of Happiness in India." Advances in Developing Human Resources 20, no. 1 (November 15, 2017): 88–102. http://dx.doi.org/10.1177/1523422317741885.
Full textAbstract:
The Problem The positive psychology movement has led to an increased attention in organizational virtuousness, engagement, and happiness. Though attention has been devoted to studying the relationship between organizational virtuousness and performance, there is limited research that explores the relationship between employees’ perception of organizational virtuousness and work engagement. The Solution A cross-sectional survey was carried out on a sample of knowledge workers from diverse Indian industries. The findings of the study showed that the employees’ perception of organizational virtuousness predicts work engagement not only directly but also indirectly through happiness. The Stakeholders Managers can nurture organizational virtuousness in organizations to enhance employee happiness and promote a more engaged workforce. Considering the findings of the study, Human Resource Development (HRD) professionals should make the best use of their human capital by fostering positive psychological states such as work engagement.
23
Rose, Michael. "Good Deal, Bad Deal? Job Satisfaction in Occupations." Work, Employment and Society 17, no. 3 (September 2003): 503–30. http://dx.doi.org/10.1177/09500170030173006.
Full textAbstract:
Sharply varying levels of job satisfaction in occupations in the UK are documented and explained primarily by reference to individual level data for a large sample of current employees collected in 1999-2000. An accompanying critique of the approach to job satisfaction in some applied and organizational psychology makes two points. First, the terms job and work need to be more carefully distinguished when examining satisfaction data, giving more attention to the terms of the employment contract, skill data, and the mobility implications of jobs, and relatively less weight to employee involvement, empowerment and self-actualization. Second, job satisfaction data supply evidence of the competent rational evaluation of utility on the part of employees, though individual affectivity undoubtedly conditions such assessments. The findings support a re-balancing in explanation between extrinsic and intrinsic sources of job satisfaction, while showing that work-related stress and excessive hours may in practice comprise a more urgent practical problem for management than socio-technical aspects of work-life quality.
24
Tovmasyan, Gayane. "The Impact of Skills, Personality and Psychology on Management and Decision Making: Empirical Study Among Managers and Employees." Business Ethics and Leadership 6, no. 3 (2022): 5–13. http://dx.doi.org/10.21272/bel.6(3).5-13.2022.
Full textAbstract:
This paper summarizes the arguments and counterarguments within the scientific discussion on the issue of the influence of skills, personality factors, and psychology on management and decision-making processes. The systematization of literature on the problem of managerial decision-making has shown the impact of a significant number of internal factors on the effectiveness of corporate governance. The main purpose of the research is to determine whether personality impacts management processes in organizations. The object of the study is 25 managers and 60 employees of companies working in different spheres. The analysis in the paper is carried out in the following logical sequence: at the first stage, the literary sources containing the results of previous studies on this topic were analyzed; based on the obtained results, a survey of managers and employees of companies was conducted, and appropriate conclusions were made. Methodological tools of the research include survey, interview, and statistical methods: cross tabulation with Pearson Chi-square testing. The paper presents the results of an empirical analysis, which shows that most employees and managers think that the efficient managers are the ones who are loved by employees. According to the managers and employees, these are the best skills that an efficient manager should have: communication skills, leadership skills, decision-making skills, professional knowledge and practice. Both employees and managers think that the best managers are extroverts, ambitious and leader-like. According to the managers and employees, the most efficient managers are analytical, active, social, wise and enthusiastic. According to managers, the most efficient managers are characterized as the thinker (melancholic) and socially useful, and according to employees, the most efficient manager is characterized as the doer (choleric) and socially useful. According to managers and employees, a good decision-maker is analytical and wise. The results may be useful for organizations, also for studies in management, HR, psychology, personal development, etc.
25
Vaníčková, Radka. "Psychology of health and mental hygiene: Psychosocial risks, consequences, and possibilities of work stress prevention." Problems and Perspectives in Management 19, no. 1 (January 28, 2021): 68–77. http://dx.doi.org/10.21511/ppm.19(1).2021.06.
Full textAbstract:
The relevance of the study lies in the warning of burnout syndrome, which is currently the most frequently solved problem among workers. The study aimed to determine which of the most affected groups of workers is most endangered by psychosocial risk factors. The study aims to point out the issue of burnout syndrome and determine preventive steps to prevent burnout syndrome. The best-chosen method was a survey, which allowed getting as many results as possible. The questionnaire survey interviewed 80 respondents in 2018. The total number of relevant questionnaires used was 50. 11 questionnaires were from employees in the sales department, and 39 questionnaires from employees in the warehouse. Data from questionnaires were processed in Microsoft Excel 2017. Data from questionnaires were selected according to closed and open questions. Open-ended questions were evaluated by keywords. The results, as secondary data, also took into account the primary data. The results of the questionnaires provided a percentage overview of psychosocial stress factors among sales staff and warehouse workers. The results of the questionnaires also served as an incentive to provide measures against burnout syndrome.
26
Hing, Nerilee, and Sally Gainsbury. "Risky business: Gambling problems amongst gaming venue employees in Queensland, Australia." Journal of Gambling Issues, no. 25 (June 1, 2011): 4. http://dx.doi.org/10.4309/jgi.2011.25.2.
Full textAbstract:
This study examines gambling and problem gambling among gaming venue staff and provides a quantitative analysis that is directly comparable to the general population. A sample of 511 staff from casinos, hotels, and clubs in Queensland, Australia completed a questionnaire. Results indicate that employees exceed the average for gambling participation, regular gambling, and usual gambling duration for every type of gambling for which comparisons could be made. Problem gambling rates amongst staff were 9.6 times higher than for the Queensland population. Problem and moderate-risk gamblers were typically males who worked around gambling facilities and assisted patrons with gambling. A substantial proportion of problem and moderate-risk gamblers report increasing their gambling since commencing work. These results are of interest, given the importance of understanding how exposure interacts with gambling behaviour, of debates about the nature of this interaction, and of industry-based responsible gambling policies that particularly focus on gaming venue employees.
27
Bugaichuk, Tatiyana V., and Polina A. Polyakova. "PSYCHOLOGICAL ASPECTS OF USING BIG DATA TECHNOLOGY IN THE CONTEXT OF DISTANCE LEARNING." Yaroslavl Pedagogical Bulletin 116, no. 5 (2020): 177–83. http://dx.doi.org/10.20323/1813-145x-2020-5-116-177-183.
Full textAbstract:
The issue of studying a person's abilities to perceive a large amount of information during the period of distance learning is poorly understood and extremely relevant. The problem of our research is the identification of modern technologies for supporting education system specialists in working with a large amount of information, the ability to perceive and analyze it, as well as reducing the level of information fatigue among educational workers during distance learning, since the digitalization of education has an intense negative impact on mental processes of employees, on their psychological and social well-being. The article describes the results of a theoretical study of the interdisciplinary convergence of the indicated problem, expanding the understanding of Big Data technology through the psychology of abilities and the psychology of education. At the same time, the authors of the article note the increasing role of Big Data technology in the modern conditions of a pandemic and distance learning. Big Data technology or «Big Data» means a certain system of methods and some algorithms for working with large amounts of data. These data sets are aimed at acquiring a qualitatively new understanding of what this information carries. Now there are four main directions of the formation of large volumes of data in the education system. These are online training systems, internal information systems of educational organizations, information about employees and the requirements of the organization's management to potential employees, information about students. Having studied the main directions of Big Data development when processing large amounts of various information, we found links with the implementation of Big Data methods, tools and technologies in the field of education and the efficiency of employees. The authors identified and studied an important function of Big Data in the period of distance learning – it is the creation of psychological well-being of employees of the education system and the leveling of the problem of information fatigue.
28
Artemeva, Olga Arkadjevna. "Analysis of the Relations of the Stuff of the Psychological Institute (1913-1937)." Психолог, no. 6 (June 2022): 57–72. http://dx.doi.org/10.25136/2409-8701.2022.6.38751.
Full textAbstract:
The subject of the study was the subjects' connections reflecting the degree of similarity of the research topics of the founder (G.I. Chelpanov), subsequent leaders (K.N. Kornilov, A.B. Zalkind, V.N. Kolbanovsky), and leading employees of the Psychological Institute in 1913-1937. In the context of solving the problem of collective forms of development of domestic psychology, a slang analysis of the titles of their published psychological works was carried out. In order to take into account the semantic meanings, the quantitative analysis of the titles is supplemented by the results of a qualitative analysis of the subject and type of publications, the availability of reprints and biographical data of their authors, as well as the results of an event analysis of the social history of the development of Russian psychology in the first half of the twentieth century. The results obtained testify to the strength of the subject connections of the institute leaders and specific leading employees who supported them in the implementation of research programs and in the development of topical problems of psychological theory and practice; which determined the effectiveness of their joint scientific activities in the 1920s-1930s. The main topic that united scientists was general psychology, to a lesser extent pedagogical psychology. Due to the presence of subject connections, the Institute's staff made a significant collective contribution to the definition of the theoretical and methodological foundations of the study of the psychology of behavior, consciousness and such mental processes as sensations, perception, memory, thinking, and speech; into the development of methods of psychological research: experimental, biographical, observation methods, testing, etc. The solution of the problems of pedagogical psychology, as well as other practice-oriented areas of psychology – developmental, social, special, labor psychology, etc., by the staff of the Institute was based on the tradition of organizing experimental research, laid down when the institute was founded by G.I. Chelpanov and determined the content of the subject relations of its leading scientists in the following decades.
29
De Meuse, Kenneth P. "Employees' Responses to Participation in an in-House Continuing Education Program: An Exploratory Study." Psychological Reports 57, no. 3_suppl (December 1985): 1099–109. http://dx.doi.org/10.2466/pr0.1985.57.3f.1099.
Full textAbstract:
The present study examined the effects of perceived managerial support, self-ratings of support, and two conceptually relevant demographic variables on employees' participation in an in-house continuing education program. A sample of 163 participating and 128 nonparticipating employees was randomly selected from an organization with an in-house continuing education program in operation for five years. The results indicated that participation was largely related to self-rated attitudes of support such as the program's perceived effectiveness, its familiarity, and personal values regarding in-house continuing education. As hypothesized, the effects of perceived managerial support for the continuing education program were much greater for newcomers (employees with three or less years company service) than more tenured employees. Contrary to what was predicted, perceived managerial support had very little relation to participation whatsoever for established employees. The findings were discussed in terms of the literature on organizational socialization. It was recommended that psychologists direct more research attention to the growing problem of work-force obsolescence facing organizations today.
30
Artemeva, Olga Arkadjevna. "The history of psychology in solving the problem of the development and organization of domestic psychology." Психология и Психотехника, no. 2 (February 2022): 1–13. http://dx.doi.org/10.7256/2454-0722.2022.2.37620.
Full textAbstract:
The subject of the author's scientific analysis is the theoretical and methodological foundations of modern historical and psychological research of the development and organization of domestic psychological science. The article substantiates the role of the history of psychology in the development of psychological knowledge and practice, determining the place of psychology in the life of modern man and society. A brief description of its cognitive, reflexive, axiological, social, organizational-scientific, integrative and prognostic functions, the function of stimulating the progressive development of psychological science is given. Based on the views of V.A. Koltsova, the object and subject of the history of psychology are determined. As the main direction of the historical and psychological search, the author suggests a systematic interdisciplinary study of the personal, social, subject-logical and procedural aspects of psychological cognition. Presents the preliminary results of a comprehensive study of the organization of the work of the first research teams of Soviet psychologists, conducted under her leadership using methods of quantitative and qualitative analysis of biographies of scientific supervisors and employees, data on their scientific activities and bibliographic analysis of lists of works. The author connects the possibilities of analyzing the activities of scientific collectives for the reconstruction of the history of Soviet psychology with the socialist orientation of scientific policy and the introduction of collective ways of organizing activities during this period. The data of the conducted historical and psychological research allow us to draw conclusions relevant to the organization of psychological science in modern Russia. In particular, about the importance of a supportive scientific policy, consideration by researchers of the social order in relation to psychology; practical orientation and continuity in the development of a research program, the dependence of the implementation of methodological guidelines of a leading scientist on the presence of a research team; about the importance of the availability of opportunities to realize the research potential of scientists in terms of teamwork, as well as organizational, mental, creative, pedagogical and moral and ethical abilities of the head of the research team.
31
Обознов, А. А., Д. Л. Петрович, and И. В. Кожанова. "RELATIONSHIPS BETWEEN INDICATORS OF PSYCHOLOGICAL WELL-BEING OF THE INDIVIDUAL, SUBJECTIVE PROFESSIONAL AND ECONOMIC WELL-BEING OF EMPLOYEES." Институт психологии Российской Академии Наук. Организационная психология и психология труда, no. 4(17) (December 30, 2020): 240–59. http://dx.doi.org/10.38098/ipran.opwp.2020.17.4.010.
Full textAbstract:
Рассматривается проблема психологического благополучия одних и тех же работников в профессиональной, экономической (материальной) и других сферах жизни. Актуальность исследования определяется недостаточной изученностью данной проблемы в отечественной психологии. Цель исследования состояла в выявлении связей показателей психологического благополучия личности работников, их субъективного профессионального и экономического благополучия. Проведено эмпирическое исследование связей показателей психологического благополучия личности, профессионального и экономического благополучия сотрудников налоговой службы России (260 чел.). Использовался корреляционный анализ Пирсона. Выявлены тесные прямые связи рассматриваемых показателей. The problem of psychological well-being of the same employees in professional, economic (material) and other spheres of life is considered. The relevance of the study is determined by the lack of knowledge of this problem in Russian psychology. The aim of the study was to identify the relationships between indicators of psychological well-being of employees, their subjective professional and economic well-being. An empirical study of the relationship between the indicators of psychological well-being of the individual, professional and economic well-being of employees of the Tax Service of Russia (260 people) was conducted. Pearson's correlation analysis was used. Close direct connections of the considered indicators are revealed.
32
Savelyeva, Nelly Kh. "Genesis of the problem formation of digital intercultural competence in the period from the 1970s until the early 2000s." Izvestiya of Saratov University. Philosophy. Psychology. Pedagogy 22, no. 1 (March 22, 2022): 95–99. http://dx.doi.org/10.18500/1819-7671-2022-22-1-95-99.
Full textAbstract:
The analysis of works on the problems of vocational education pedagogy made it possible to highlight the crisis points in its development, associated, first of all, with the inconsistency of the educational results content with the requirements of employers and the priorities of state policy in the field of digitalization and innovation. The system of forming employees' key competencies has become one of the priority conditions for the creation and effective functioning of the Russian state innovative economy. The active and widespread introduction of modern science-intensive technologies leads to an increase in the requirements of the state and society for the qualifications of university graduates, the level of their intercultural competence, and readiness to master new approaches to professional activity. These factors explain the close attention of scientists and specialists from different branches of knowledge and areas of pedagogy, psychology, public administration, sociology, informatics, etc., to the problems of intercultural training of future specialists in the context of globalization. The article proposes the periodization of the development of the problem of forming digital intercultural competence, the identification of characteristic trends at the second stage of the problem development, the identification of socio-cultural, historical, scientific and theoretical prerequisites for its formation and development. At the same time, the etymological complexity and diversity of the research problem led to the identification of historical trends in several directions: emergence of information society; formation of the competence nature of the higher education system; development of the problem of forming intercultural competence.
33
Lobanova, Tatiana. "The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel." Behavioral Sciences 10, no. 1 (December 31, 2019): 22. http://dx.doi.org/10.3390/bs10010022.
Full textAbstract:
The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
34
Bullee, Jan-Willem, Lorena Montoya, Marianne Junger, and Pieter Hartel. "Physical location of smart key activators – a building security penetration test." Journal of Corporate Real Estate 20, no. 2 (May 14, 2018): 138–51. http://dx.doi.org/10.1108/jcre-05-2017-0014.
Full textAbstract:
Purpose When security managers choose to deploy a smart lock activation system, the number of units needed and their location needs to be established. This study aims to present the results of a penetration test involving smart locks in the context of building security. The authors investigated how the amount of effort an employee has to invest in complying with a security policy (i.e. walk from the office to the smart key activator) influences vulnerability. In particular, the attractiveness of a no-effort alternative (i.e. someone else walking from your office to the key activators to perform a task on your behalf) was evaluated. The contribution of this study relates to showing how experimental psychology can be used to determine the cost-benefit analysis (CBA) of physical building security measures. Design/methodology/approach Twenty-seven different “offenders” visited the offices of 116 employees. Using a script, each offender introduced a problem, provided a solution and asked the employee to hand over their office key. Findings A total of 58.6 per cent of the employees handed over their keys to a stranger; no difference was found between female and male employees. The likelihood of handing over the keys for employees close to a key activator was similar to that of those who were further away. Research limitations/implications The results suggest that installing additional key activators is not conducive to reducing the building’s security vulnerability associated with the handing over of keys to strangers. Originality/value No research seems to have investigated the distribution of smart key activators in the context of a physical penetration test. This research highlights the need to raise awareness of social engineering and of the vulnerabilities introduced via smart locks (and other smart systems).
35
Akimov, Alexander Аlexeyevich. "OF PREVENTION OF PROFESSIONAL DEFORMATION BY WORKERS OF EMERGENCY RESCUE DEPARTMENTS OF THE STATE SERVICE OF UKRAINE ON EMERGENCY SITUATIONS." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 12 (February 14, 2018): 29–42. http://dx.doi.org/10.31618/vadnd.v1i12.77.
Full textAbstract:
Decrease in the degree of one's own responsibility, loss of altruism, emotional burnout are the most revealing personal changes in the rescuers' specialists, which indicate that they have professional deformation changes. The problem of professional deformation of extreme profile workers is leading within the main problems of labor psychology, engineering, legal and military, as well as the psychology of activity under special conditions. Service in the DSNC of Ukraine belongs to those kinds of professional activities, the conditions and nature of which can have a traumatic impact on the psyche of workers, therefore the issue of prevention, prevention and prevention of professional deformation among emergency rescue troops of Ukraine is urgent.It was determined that the priority directions of prevention of professional deformation among workers of the emergency rescue units of the SSNU of Ukraine are based on an integrated approach and include organizational and administrative, rehabilitation and rehabilitation and psychological and pedagogical methods aimed at promoting: the formation of a positive self-esteem and awareness of the uniqueness of the personality of each person ; supporting a personal position based on beliefs and values of the individual; creation of rules of work in divisions that will ensure the effectiveness of interaction; actualization of personal understanding by the employee of the concept of “professional deformation” as negative changes in personality that arise as a result of influencing the conditions of professional activity for themselves and for other employees; understanding the professional deformation of the employee at different stages of his life in order to find out the causes of its occurrence and deepening; awareness of the employee's responsibility for the consequences of the decisions taken; development of readiness for an active life position; activating a sense of personality; development of creativity and overcoming of stereotypes of thinking of workers; development of group interaction skills; development of skills in information analysis; awareness of the connection between causes and manifestations; development of communicative skills, creation of a positive climate in the emergency rescue unit; emotional relaxation of workers; definition of vital values, etc.
36
Baidarova, Olha, Julia Udovenko, and Olena Chuiko. "INTRODUCTION OF INTERAGENCY COLLABORATION IN COMBATING DOMESTIC VIOLENCE AGAINST CHILDREN IN UKRAINE." Annual of Social Work 29, no. 1 (May 23, 2022): 75–98. http://dx.doi.org/10.3935/ljsr.v29i1.369.
Full textAbstract:
Early detection of and response to the domestic violencenagainst children, provision of security and necessary assistance, remain major challenges for children’s rights protection systems in various countries, including Ukraine. The lack of a systematic interagency collaboration between the institutions responsible for combating domestic violence against children is the most obvious problem in this regard. The article presents the results of data analysis of four focus groups with the participation of 45 employees of different professional institutions, which reflects the main problems and obstacles that hinder effective interagency collaboration. Systematization and generalization of data demonstrate 6 general types of problems within the interagency collaboration: competence of employees; communication and interaction between departments; normative regulation; prevention; level of trust
37
Khosravi, V. "FEATURES THE INFLUENCE OF PERSONALITY TRAITS ON PROFESSIONAL BURNOUT WITH PROLONGED COUNSELING." Modern Psychology 2, no. 3 (5) (September 27, 2019): 18–21. http://dx.doi.org/10.46991/sbmp/2019.2.2(5).018.
Full textAbstract:
The problem of professional burnout in recent times is very relevant and attracts the attention of psychologists. Transformations of the modern world in the field of professional activity change the attitude of people to work, workloads have increased, employees lose confidence in the stability of their social and material status, in long-term job preservation, material benefits, and competition for prestigious and wellpaid work intensifies.journals.ysu.am/index.php/actual-psychology/submission/wizard/2?submissionId=5105#step-2
38
D’Addario, Lia, Tony Kuo, and Brenda Robles. "Do knowledge about sodium, health status by self-report, and having hypertension predict sodium consumption behaviors among Southern California hospital employees?" Translational Behavioral Medicine 11, no. 6 (March 23, 2021): 1254–63. http://dx.doi.org/10.1093/tbm/ibaa148.
Full textAbstract:
Lay Summary A major problem in the United States is the overconsumption of high sodium foods. These foods often put people at higher risk of hypertension, heart disease, and stroke. Recent public health efforts have tackled this problem by making it easier to select/purchase healthier, lower sodium foods in different settings. Hospital employees are one such group that has been the focus of these interventions. Presently, little is known about what explains sodium-related dietary behaviors among hospital employees. To address this gap, we used data from a survey of hospital staff who were exposed to sodium reduction interventions in the workplace to examine how their knowledge, attitudes, and self-reported health status affected their sodium consumption. A key finding was being in “good health” and having the belief that salt intake matters for health predicted decreased sodium consumption among the survey participants. These and other study findings provide context and insights into ways in which further sodium reduction could be achieved among at-risk hospital employees.
39
Clapp, R. G., and S. M. De Ciantis. "Adaptors and Innovators in Large Organizations: Does Cognitive Style Characterize Actual Behavior of Employees at Work? An Exploratory Study." Psychological Reports 65, no. 2 (October 1989): 503–13. http://dx.doi.org/10.2466/pr0.1989.65.2.503.
Full textAbstract:
This study explores empirically the relationship between employees' cognitive preferences for different styles of creative problem-solving, as measured by the Kirton Adaption-Innovation Inventory (KAI), and their actual behavior in relation to organizational change in a large industrial setting. The hypothesis that overt creativity, problem solving and decision-making behavior is modified in a large industrial setting (even though the underlying cognitive style preference remains intact) in a way that is predictable and observable, is supported and replicated across three work groups. The research design produces a matrix with cognitive style and actual behavior as its axes, constructed using the inventory, together with colleagues' ratings of behavior based on items from the same inventory. Implications for research into the situational influences affecting overt creative problem-solving behavior of individuals at work and organizational change and development are discussed.
40
T., Yu Ksenofontova, Alexander Alexandrovich Voronov, Alexandrova N.A., Zharkova E.A., and Svetlana Viktorovna Semenova. "Transformation Education Process Model Development in the Organization." International Journal of Early Childhood Special Education 14, no. 1 (March 17, 2022): 260–67. http://dx.doi.org/10.9756/int-jecse/v14i1.221032.
Full textAbstract:
The education as a whole is an important human development aspect which is directed to the receipt of new knowledge, technics and skills. The transformation education as a rule is the object-oriented process but often difficult because in the education process of the group of people the same information can be accepted by each person differently. One of reasons is the experience difference. Each adult person has a personal life experience which firstly extends permanently and secondly influences on the making of different solutions in the whole life process of people as well as on the information perception during the education. Even people with the similar life experience perceive the information differently but most often the collected experience of people is different. This fact shall be taken into account by entities making the transformation training for the purpose of the effectiveness increase of this process most crucially. During the pass of development life cycle stages the entity analyzes its activity for the purpose of problem detection: after the detection of problems, development and realization of managerial solutions for their solving the whole entity activity model is changed in detail that leads to the complete change of the thinking form of all employees who shall carry out the corresponding training. The article describes approaches to the employee transformation training process model development of the entity: because of the high instability of the external environment the employee training process shall become regular; where the personnel knowledge is developed on the basis of the information studied earlier and professional competencies of employees of the level following to qualification characteristics with the certain periodicity are formed.
41
Meinert, David B., Troy A. Festervand, and James R. Lumpkin. "Psychology of Computer Use: XXV. Locus of Control, Information-System Dialogues, and End-Users' Satisfaction." Psychological Reports 69, no. 3 (December 1991): 747–52. http://dx.doi.org/10.2466/pr0.1991.69.3.747.
Full textAbstract:
This study examined the correlation of locus of control and end-users' satisfaction for three computer dialogue treatments—question/answer, menu, and command language. In the present study, 390 subjects were classified as internally or externally oriented according to an abbreviated form of Rotter's I-E Scale. Subjects then utilized an information system possessing one of three randomly selected dialogues to solve a problem in selecting employees. Their over-all satisfaction with the system was measured. Analysis of variance did not support the hypothesis that locus of control is associated with users' satisfaction.
42
Popova, L. M., and T. S. Pukhareva. "Protective and coping behaviour of representatives of socionomic professions with different professional experience." Vestnik Universiteta, no. 7 (September 9, 2021): 199–204. http://dx.doi.org/10.26425/1816-4277-2021-7-199-204.
Full textAbstract:
The results of a theoretical and empirical study of psychological defenses and coping strategies of behaviour among employees of social service institutions are presented. The following methods were used in diagnostic procedures: “Life style Index” (R. Plutchik, G. Kellerman) and “Methods of coping behavior” (R. Lazarus and S. Folkman). As a result of the study, the respondents revealed the intensity of psychological defenses of the type “intellectualization”, “reactive education”, “denial” and coping strategies “problem solving planning”, “positive reassessment” and “search for social support”. The correlations of psychological defenses and coping strategies of respondents are interpreted. The specific differences of protective-coping behaviour among employees with different professional experience are shown: employees with up to ten years of experience are more inclined to compensated behaviour, and employees with ten years of experience or more – to self-control, a rational approach to solving difficulties, a responsible attitude to what is happening. The results of the study may be useful in the placement of personnel, in career counseling, in the framework of discourses on professional psychology. And further study of psychological defenses and coping strategies will help to understand the specifics of the professional identity of employees of a socionomic profile.
43
Griggs, Tracy L., Lillian T. Eby, Cynthia K. Maupin, Kate M. Conley, Rachel L. Williamson, Olivia H. Vande Griek, and Muriel G. Clauson. "Who Are These Workers, Anyway?" Industrial and Organizational Psychology 9, no. 1 (March 2016): 114–21. http://dx.doi.org/10.1017/iop.2015.123.
Full textAbstract:
The focal article by Bergman and Jean (2016) raises an important issue by documenting the underrepresentation of nonprofessional and nonmanagerial workers in industrial and organizational (I-O) research. They defined workers as, “people who were not executive, professional or managerial employees; who were low- to medium-skill; and/or who were wage earners rather than salaried” (p. 89). This definition encompasses a wide range of employee samples: from individuals working in blue-collar skilled trades like electricians and plumbers to police officers, soldiers, and call center representatives to low-skill jobs such as fast food, tollbooth operators, and migrant day workers. Because there is considerable variability in the pay, benefits, skill level, autonomy, job security, schedule flexibility, and working conditions that define these workers’ experiences, a more fine-grained examination of who these workers are is necessary to understand the scope of the problem and the specific subpopulations of workers represented (or not) in existing I-O research.
44
Pishchalnikov, Dmitry V., Yulia L. Nyrkova, Natalya A. Rudnova, Lidiya V. Sokruta, and Alexander Yu Vnutskikh. "AN INTEGRATED APPROACH TO EXAMINE OF LABOUR PRODUCTIVITY: ACTUAL STATE AND PERSPEKTIVES OF RESEARCH." Вестник Пермского университета. Философия. Психология. Социология, no. 4 (2018): 562–72. http://dx.doi.org/10.17072/2078-7898/2018-4-562-572.
Full textAbstract:
The problem of low labour productivity is a «chronic» problem for Russia. At the same time, some Rus-sian enterprises increase productivity successfully implementimg to the «rational model of labor rela-tions» implementation. The authors assume that the problem of increasing labour productivity is transdis-ciplinary, and psychology of personality and social psychology should play a significant role in finding the solution to this problem. The working hypothesis of this research is that there are statistically signifi-cant differences in personality traits and professional motivation that determine the specific style of activ-ity of employees of enterprises with different labour productivity. In order to test this hypothesis the au-thors did a study in the summer–autumn of 2018 at two industrial enterprises of the Perm Krai. The study has showed that there are practically no significant differences between the personality traits of the em-ployees who work at the enterprises, and the levels of labour productivity. The only exception is the fac-tor «Openness to Experience» that makes a distinction between the employees of enterprises which might be attributed to specificity of the production processes at these two plants and also to specificity of the sample. It is possible that absence of significant differences between the personality traits of the employ-ees of these enterprises evidences that labour productivity is mainly determined by specific social ties in professional groups. So, the first version of the working hypothesis is not confirmed. It is possible that as-signment of roles and responsibilities, as well as the styles of communication and administration are the predictors of labour productivity.
45
Petrovic, Ivana, Svetlana Cizmic, and Milica Vukelic. "Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors." Psihologija 47, no. 2 (2014): 185–99. http://dx.doi.org/10.2298/psi1402185p.
Full textAbstract:
Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R) and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied). Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity). Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research.
46
Hurman, Olena, and Viktoriia Tserklevych. "INVESTING IN PERSONALITY DEVELOPMENT AS THE MOST VALUABLE ASSET OF LONG-TERM COMPETITIVENESS OF THE ENTERPRISE." INNOVATIVE ECONOMY, no. 5-6 (August 2020): 73–82. http://dx.doi.org/10.37332/2309-1533.2020.5-6.10.
Full textAbstract:
Purpose. The aim of the article is a scientific argumentation of the priority of investing in personal development as the most valuable asset of long-term competitiveness of the enterprise. Methodology of research. The following general research methods are used in the article to achieve this goal and solve research problems,: logical analysis, comparison, systematization - to substantiate the relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practice of assessing individual employee value; reflection of Ukraine's position on the Global Competitiveness Index for 2014-2019; identification of goals and objectives of the personnel development system; theoretical generalization - to characterize the essence and place of personal development in the content of modern concepts of personnel management of the enterprise; graphical representation of materials - to reflect the integrated indicator of human capital in terms of psychology of happiness (human self-realization), the basic components of the personnel management system, features and functions of personnel management services in foreign countries. Findings. The article is devoted to the analytical understanding of the most pressing problem in the field of personnel management — the effective development of the employee's personality. The essence and place of personal development in the content of modern concepts of personnel management of the enterprise are characterized. The relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practices of assessing the individual value of the employee are substantiated. The foreign experience of personnel development, first of all — the managerial level — as a priority function of the personnel management service is presented in an annotation. It is investigated that the definition of personnel development priorities should be carried out in two directions: by determining the priority of the goals of personnel policy of personnel management of the enterprise; by determining the priority or severity of individual problems within the existing human capital system that meet the objectives of the enterprise. It is recognized that the main source of stability and long-term competitiveness in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for the growth of staff competence and its comprehensive development. Originality. According to the results of the study it is argued that the main source of stability and long-term competitiveness of the enterprise in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for staff competence and systemic professional development. The content and functions of personnel management services are systematized on the example of multinational corporations of the world. The basic components of the personnel management system in the general system of corporate governance are specified. An integrated indicator of human capital from the point of view of the psychology of happiness (human self-realization) has been formed. Practical value. The obtained results of the research can be used by top managers of service economy enterprises in Ukraine to determine the priority of investment measures in the development of their employees. Key words: personality, development, motivation, diagnostics, personnel department, personnel management service, career chart.
47
Ge, Bailin, Zhiqiang Ma, Mingxing Li, Xiaomeng Chi, Hira Salah ud din Khan, and Ling Yang. "Exploring the Nexus of Healthcare Employees’ Professional Quality, Health Psychology and Service Value: A Qualitative Study." International Journal of Environmental Research and Public Health 19, no. 19 (September 30, 2022): 12462. http://dx.doi.org/10.3390/ijerph191912462.
Full textAbstract:
While the implementation of the “graded diagnosis and treatment” system highlights the important role of general practitioners as “residents’ health gatekeepers”, it brings the problem of insufficient service capacity and difficulty in realizing the service value. At present, the service value of general practitioners is a relatively new topic in the field of general medicine. Therefore, few studies discuss the specific path that affects the realization of their service value. According to literature analysis, the professional quality of general practitioners plays a positive role in improving their service quality. So it can be inferred that the main reason for this phenomenon is that the professional quality level of general practitioners as the service subject is low and they have not been trusted and recognized by the residents of the service object. So far, it is difficult for most residents to change their willingness to go to large hospitals. Training is the most critical link to improving the professional quality of general practitioners. Therefore, how to enhance the professional quality of general practitioners through effective training so as to realize the service value is a problem worth discussing. Our study took 37 general practitioners from 12 Community Health Service hospitals as the interviewees and used grounded theory to mine the internal correlation between variables. The results show that: (1) the professional quality of general practitioners mainly includes three dimensions: professional ethics, theoretical knowledge, and professional skills; (2) through training, the professional quality of general practitioners has been effectively improved; (3) the improvement of general practitioners’ professional quality directly affects the realization of their technical value, environmental value and information value; (4) the professional quality of general practitioners can be improved through training, which will affect the realization of their service value. Our research contribution is to break through the previous research paradigm of analyzing the relationship between variables based on the existing literature. This paper uses the procedural grounded theory method to analyze the concept of general practitioners’ professional quality from scratch through continuous refinement and summary and constructs a theoretical model of the training path from general practitioners’ professional quality to service value. On the one hand, the research results can realize their service value by improving the professional quality of general practitioners. On the other hand, the realization of the service value of general practitioners can provide effective support for patients to create a good medical environment.
48
Zabolotskii, Anton Yu. "МОДЕЛЬ ВИКОРИСТАННЯ СИСТЕМИ ПІДТРИМКИ E-LEARNING ДЛЯ РОЗВИТКУ ІКТ-КОМПЕТЕНТНОСТЕЙ ПРАЦІВНИКІВ ЦЕНТРІВ ДИСТАНЦІЙНОЇ ОСВІТИ УНІВЕРСИТЕТІВ." Information Technologies and Learning Tools 61, no. 5 (October 31, 2017): 76. http://dx.doi.org/10.33407/itlt.v61i5.1699.
Full textAbstract:
The article presents the e-learning support system’s construction for the university. It is provided the model of using the e-learning support system as a tool to increase ICT competence of employees of the distance education centres of universities. There are formulated main tasks that the e-learning support system should solve. It has been carried out analysis of the theory of knowledge, philosophy and psychology on the subject nature of human activity, the activity approach to the development of the person, didactic positions, the theory of the step-by-step formation of mental actions, didactic ideas of the problem approach to learning process. It was stated that one of the key problems of the informatization of society is a problem of a human interaction with various information systems. This problem is especially acute in education domain, where the role of the teacher as the most important source of knowledge was considered traditionally unconditional. The above mentioned challenges need to seek a new model of the educational process, to redefine the functions of its participants.
49
Ashenden, Debi. "In their own words: employee attitudes towards information security." Information & Computer Security 26, no. 3 (July 9, 2018): 327–37. http://dx.doi.org/10.1108/ics-04-2018-0042.
Full textAbstract:
Purpose The purpose of this study is to uncover employee attitudes towards information security and to address the issue of social acceptability bias in information security research. Design/methodology/approach The study used personal construct psychology and repertory grids as the foundation for the study in a mixed-methods design. Data collection consisted of 11 in-depth interviews followed by a survey with 115 employee responses. The data from the interviews informed the design of the survey. Findings The results of the interviews identified a number of themes around individual responsibility for information security and the ability of individuals to contribute to information security. The survey demonstrated that those employees who thought the that organisation was driven by the need to protect information also thought that the risks were overstated and that their colleagues were overly cautious. Conversely, employees who thought that the organisation was driven by the need to optimise its use of information felt that the security risks were justified and that colleagues took too many risks. Research limitations/implications The survey findings were not statistically significant, but by breaking the survey results down further across business areas, it was possible to see differences within groups of individuals within the organisation. Originality/value The literature review highlights the issue of social acceptability bias and the problem of uncovering weakly held attitudes. In this study, the use of repertory grids offers a way of addressing these issues.
50
Savinkov, Stanislav Nikolaevich, and Nina Aleksandrovna Koval'. "The problem of development of the psychological model of professional and personal reliability of the employee of the Ministry of Emergency Situations of the Russian Federation." Психолог, no. 3 (March 2021): 46–61. http://dx.doi.org/10.25136/2409-8701.2021.3.34821.
Full textAbstract:
The modern period of social development is characterized by the active establishment of new psychological, philosophical and socioeconomic knowledge, with a significant increase in the performance and reliability of a specialist, namely in the conditions of multitasking. Therefore, besides the professional competencies, personality traits are also of major importance. In carrying out their professional activity, the employees of the Ministry of Emergency Situations of the Russian Federation often face the challenges related to personal responsibility, morals and ethics, as well as specific perception of professional and personal reliability. The article provides the results of theoretical analysis aimed at determination of the grounds for creating a psychological model for the development of professional and personal reliability of the employees of the Ministry of Emergency Situations of the Russian Federation. The authors analyze the psychological, pedagogical, engineering, sociological; and legal research dedicated to reliability; reveal the key structural components of psychological model of the development of reliability of the staff members; outline the prospects for further research on the topic .The development of personal and professional reliability is a relevant problem of modern psychology and requires comprehensive scientific examination, same as the problem of creating a psychological model for the development of personal and professional reliability of the employees of the Ministry of Emergency Situations of the Russian Federation.