Work and Organizational Psychology

This study has been undertaken to find out the impact of work family conflict and family work conflict on job satisfaction and life satisfaction of University employees. To see the impact of work and family conflicts on job satisfaction and life satisfaction, the study was conducted in education sector of Pakistan i.e. Public Sector University of Gujranwala Division of Pakistan. The data was collected from 180 respondents from the public sector university through questionnaire. The data was analyzed using SPSS. The results supported past literature and revealed that relationship exists between work & family conflicts and life & job satisfaction. The results also explored the new dimension that strong positive relationship exists between workfamily conflict and family-work conflict. Further it revealed that job satisfaction and life satisfaction of an employee get affected due to the imbalance between his/her work and non-work responsibilities.

The beginning of corporate social responsibility in India has gone under many changes and eventually was brought to India of its cultural norms of companies' commitment of corporate social responsibility, with CSR denoting that the way in which businesses are properly managed to carry an overall positive impression on the societies, communities, cultures and environments in which they function . The basics of CSR deliberate on a statement that not only for public procedure, but even the corporate should be accountable and answerable enough to discourse the social issues and prudent challenges. Therefore the companies must deal with the key issues and related challenges which are to be considered to a certain degree by Indian corporate. It has been witnessed that among the other countries India has one of the richest backgrounds of CSR. Many important steps has been taking in recent years to make the entrepreneurs of India aware about their social responsibility as an integral se...

A jelen exploratív kutatás célja a különböző utcai lapok hajléktalanságról
alkotott reprezentációs mezejének feltárása. A dolgozat
kvalitatív módszer segítségével arra vállalkozik, hogy három ország
egy-egy utcai lapjának (Alberta Street News [Kanada], Big
Issue North [Egyesült Királyság], Groundcover News [Egyesült
Államok]) 2021-ben megjelent cikkeit bottom-up típusú tartalomelemzéssel
az IRaMuTeQ program segítségével (szófelhőelemzés,
klaszterelemzés) vizsgálja. Az elemzés elméleti hátterét Serge
Moscovici szociális reprezentációs kutatásai nyújtják, egy ezekkel
inherensen összekapcsolódó kommunikációs síkon. Dolgozatomban
arra a megállapításra jutottam, hogy a lapok közötti tartalmi
eltérések eltérő kommunikációs stratégiákat takarnak, és ezáltal
eltérő szociális reprezentációs mezőt alakítanak ki a hajléktalanságról.
Az angliai lap számára a hajléktalanság egy eladásra kínált
termék, a kanadai lapnál egyéni élettörténet, az amerikai lapban
pedig társadalmi probléma, amely közösségi válaszok aktiválását
generálja.

En este artículo se analiza la relación entre una serie de expectativas medidas en personas que buscan trabajo y la duración de su situación de desempleo, considerando también las variables edad y sexo. Para ello se propone un modelo explicativo de la conducta motivada de los desempleados donde las expectativas tienen un papel preponderante. Se utiliza como medida cognitiva la escala Expectativas de Control Percibido en Búsqueda de Empleo (ECPBE) y como método de estudio estadístico el análisis de supervivencia (regresión de Cox). Los resultados muestran una relación significativa entre la motivación y la duración del desempleo encontrándose que las personas con puntuaciones altas en el ECPBE tardan como media 14 meses menos en conseguir trabajo que los que puntúan bajo. También se confirman valores más altos que la media en la duración del desempleo para mujeres y los mayores de 30 años.

Faith is Belief Without Proof; therefore, the phrase "In God We Trust" is more than a simple motto; it is a profound statement that encapsulates a complex interplay of philosophical belief, historical context, and social identity. Found on currency, in legal settings, and as a cornerstone of public discourse in many Western nations, particularly the United States, this statement speaks to a widespread cultural and spiritual conviction. A deep, long-detailed exploration of "Faith in God We Trust" requires an examination of its origins, its meaning from various perspectives, and its implications for both individual lives and a pluralistic society. In the Bible, faith is defined as a deep and active trust in God and His promises. It is far more than a simple intellectual agreement or belief in God's existence. The most well-known biblical definition is found in Hebrews 11:1, which states: "Now faith is the assurance of things hoped for, the conviction of things not seen." The following are two key components of faith according to the Bible: (1) Assurance of things hoped for, which speaks to a present certainty about a future promise. It's a confident expectation that what God has promised will come to pass, even if you cannot see the evidence yet. Also, (2) Conviction of things not seen, which refers to a firm belief in the unseen realities of the spiritual world and in God himself. It's an inner knowledge that goes beyond what can be proven with physical senses. This well developed in-depth document has the only purpose to trigger daily conversations related to Faith in God; so, people can understand that religious institutions are simply faith based organizations, not evidence based institutions.

O artigo tem por objetivo analisar alguns sentidos associados com a atuação do psicólogo inserido no Programa Saúde da Família (PSF). Para tanto, foi realizada pesquisa qualitativa, seguindo o método de análise de conteúdo para o tratamento dos dados. O instrumento de coleta dos dados foi uma entrevista semi-estruturada com sete psicólogas voluntárias, no período de julho a agosto de 2006, que atuam em determinados PSF de Santa Maria, cidade na região central do Rio Grande do Sul. Foram selecionados alguns temas de maior recorrência, a fim de compor duas grandes categorias de análise: (1) modelo de identificação/atuação e formação do psicólogo; (2) novos sentidos para a atuação do psicólogo no PSF. De acordo com as entrevistas, predomina a identificação com o modelo clínico de atuação do psicólogo no PSF, tendo como respaldo o modelo acadêmico de formação, o que acarreta algumas dificuldades e adaptações advindas desses modelos. Propõe-se, então, discutir novos sentidos para a atuaç...

Public administrations are facing the challenge of continuous improvement of processes to meet both ethical and compliance standards. This study examines the extent to which non-job relevant factors (gender and tenure) may have a greater impact on managers' positions than job-relevant factors (skills and job performance) in the public sector. Our study with 412 public incumbent managers in different rank positions revealed that tenure and the innovation orientation skill, and gender are the main predictors to upper positions. Moreover, men have shown higher levels of counterproductive performance than women. This highlights the need for a review of human resources processes and the implementation of competency-based management models to achieve fairer procedures and improved ethical public governance.

The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under
investigation should be considered. This study focuses on game-based assessments, which closely resemble leisureoriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability,
tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related
factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire.
Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107).
Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was
small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience
significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).

Penelitian ini bertujuan untuk menganalisis praktik manajemen keberagaman dalam dunia kerja dengan fokus pada studi kasus di Alfamart, khususnya terkait kebijakan dan implementasi dalam mempekerjakan karyawan disabilitas. Latar belakang penelitian didasarkan pada meningkatnya kesadaran perusahaan terhadap pentingnya inklusi dan kesetaraan kesempatan kerja, sejalan dengan regulasi pemerintah serta tuntutan tanggung jawab sosial perusahaan. Metode penelitian yang digunakan adalah pendekatan kualitatif dengan teknik pengumpulan data melalui wawancara mendalam, observasi, serta analisis dokumen perusahaan

O prefácio apresenta o livro de João Víctor Gonçalves como compromisso ético que une psicologia social, clínica e saberes afro-indígenas. A obra surge de uma pesquisa-intervenção realizada como parte do Projeto de Extensão Clínica das Emergências do Núcleo Trabalho Vivo do Instituto de Psicologia da UFRJ em parceria com a Casa Ngoma Capoeira Angola, no Morro da Babilônia no Rio de Janeiro, durante a pandemia de COVID-19. Destaca conceitos propostos pelo autor, como a "terreirificação da clínica", como território vivo de encontros, e o "cruzo", a intersecção de diferentes saberes e formas de cuidado. A clínica proposta questiona a psicologia hegemônica, desafiando o terapeuta a assumir uma postura de "cambono" — aquele que auxilia a escuta sem impor seu saber técnico. O prefácio destaca a sensibilidade como principal ferramenta de trabalho para a criação de novos modos de existência e cuidado. O livro integra a Série Poéticas das Emergências da Editora Fi https://www.editorafi.org/ebook/c160-clinica-cruzo

Cognitive defusion techniques, a core process within third-wave cognitive behavioral therapies (CBTs) such as Acceptance and Commitment Therapy (ACT), represents a fundamental shift from the traditional CBT goal of challenging and changing thoughts. Instead, cognitive defusion aims to alter the client's relationship with their thoughts, allowing them to observe their mental content from a detached, non-judgmental perspective. This paper provides a comprehensive review of cognitive defusion, exploring its theoretical underpinnings, its practical application through various techniques, and its demonstrated efficacy in treating a wide range of psychological conditions. We will argue that by empowering clients to recognize thoughts as mere mental events, rather than literal truths or commands, cognitive defusion offers a powerful and flexible tool for reducing psychological distress, fostering emotional resilience, and promoting behavioral change in alignment with personal values.





Keywords: Cognitive defusion, Acceptance and Commitment Therapy (ACT), cognitive behavioral therapy, metacognition, psychological flexibility, thought-action fusion, mindfulness, mental health.

Online Cabs are becoming popular worldwide. The study focuses upon exploring the impact of perceived risk, perceived enjoyment, subjective norms and facilitating conditions on the customer’s attitude, behavioral pattern and actual usage.In order to achieve the objective the sample of 220 respondents were collected. Measurement model through confirmatory factor analysis and statistical tests were used to establish the validity and reliability of the survey results. Then the structural model (TAM) is analyzed to test the hypothesized relationship among different factors presented in the model. A goodness of fit was also used to analyze the appropriateness of the model. An exploratory study using Purposive sampling survey was carried out for the purpose. The results have shown appropriateness of the model for its applicability in adoption of online cab booking services in Kolkata. The perceived usefulness, perceived ease of use, perceived enjoyment, subjective norm and facilitating con...

The Department of Artibonite in Haiti is a region of immense, yet unrealized, agricultural potential. While it has historically been the nation’s breadbasket for rice production, its agricultural sector has been devastated by a combination of detrimental trade policies, climate change, and chronic political instability. This has led to a crippling dependence on foreign food imports and a state of widespread food insecurity. This in-depth paper presents a strategic blueprint for the cultivation of wild rice (*Zizania spp.*), a high-value, climate-resilient crop, in the Artibonite Valley. Unlike traditional rice, wild rice requires a different set of ecological conditions and cultivation techniques. This in-depth paper outlines a detailed plan for its introduction, including an analysis of the region's climate and hydrology, a phased implementation strategy, and a discussion of the institutional and community-based support necessary for success. It argues that by leveraging its unique hydro-geographical features and fostering a collaborative, community-led approach, the Artibonite can not only revitalize its agricultural sector but also establish a new, sustainable economic engine rooted in a high-value, export-oriented crop.


Keywords: Wild rice, Artibonite, Haiti, agriculture, food security, climate resilience, sustainable development, agroecology, community-based agriculture, irrigation.

Attachment theory, pioneered by John Bowlby, posits that early relationships with primary caregivers profoundly shape an individual's psychological and relational development. While much of the foundational research focused on the mother-child dyad, a growing body of literature highlights the unique and critical role of the father-son relationship. This paper explores the complex phenomenon of the intergenerational transmission of avoidant attachment, where a father, having experienced a similar pattern of emotional neglect or unavailability during his own formative years, unconsciously replicates this style of relating with his son. We will examine the behavioral and emotional manifestations of this pattern, the psychological mechanisms that perpetuate it across generations, and the profound impact it has on the son’s development, including his emotional regulation, relational capacity, and identity formation. The paper concludes by outlining therapeutic interventions aimed at breaking this cycle and fostering secure attachment.




Keywords: Avoidant attachment, intergenerational transmission, father-son relationship, emotional neglect, psychological development, attachment theory, relational trauma, emotional regulation, intimacy.

With an emphasis on the role of social support, the current study attempts to investigate the relationship between university student's academic burnout and perfectionism. High personal standards and selfcriticism are main characteristics of perfectionism, have been linked to increased academic stress and burnout, which negatively impact students' mental health and academic performance. Social support, including emotional, informational, and academic assistance from peers, family, and faculty, is proposed as a protective buffer against the harmful effects of perfectionism. The research uses a cross-sectional survey design, with data collected from 300 university students through self-report questionnaires measuring the levels of perfectionism, academic burnout, and perceived social support. Correlation, t-test, and regression were used to analyze the data. The study aims to identify whether social support mitigates the relationship between perfectionism and burnout, offering insights into how universities can enhance student well-being. Findings from this research indicate that perfectionism is positively correlated with academic burnout, whereas social support is negatively correlated with perfectionism and academic burnout. Moreover, Females scored a higher level in perfectionism and its domains as compared to the male students. Results also indicate that perfectionism and social support are significantly predictive of academic burnout. Findings from this research could help to form interventions that promote adaptive perfectionism and strengthen support networks, ultimately reducing burnout and fostering a healthier academic environment.

With an emphasis on the role of social support, the current study attempts to investigate the relationship between university student's academic burnout and perfectionism. High personal standards and selfcriticism are main characteristics of perfectionism, have been linked to increased academic stress and burnout, which negatively impact students' mental health and academic performance. Social support, including emotional, informational, and academic assistance from peers, family, and faculty, is proposed as a protective buffer against the harmful effects of perfectionism. The research uses a cross-sectional survey design, with data collected from 300 university students through self-report questionnaires measuring the levels of perfectionism, academic burnout, and perceived social support. Correlation, t-test, and regression were used to analyze the data. The study aims to identify whether social support mitigates the relationship between perfectionism and burnout, offering insights into how universities can enhance student well-being. Findings from this research indicate that perfectionism is positively correlated with academic burnout, whereas social support is negatively correlated with perfectionism and academic burnout. Moreover, Females scored a higher level in perfectionism and its domains as compared to the male students. Results also indicate that perfectionism and social support are significantly predictive of academic burnout. Findings from this research could help to form interventions that promote adaptive perfectionism and strengthen support networks, ultimately reducing burnout and fostering a healthier academic environment.

Employee turnover has become one of the most pressing challenges facing organizations today, with direct implications for productivity, financial performance, and organizational stability. This research investigates the causes, consequences, and potential solutions to employee turnover. It highlights key factors such as job dissatisfaction, lack of career advancement opportunities, weak organizational culture, and poor leadership practices. The study also emphasizes the negative outcomes of high turnover rates, including increased recruitment and training costs, reduced employee morale, and the loss of valuable knowledge and skills. Drawing on both theoretical frameworks and practical insights, the research demonstrates how turnover can undermine organizational performance if not effectively managed. Finally, it proposes human resource strategies aimed at retention and engagement, such as developing career growth programs, improving working conditions, and fostering employee commitment. This work contributes to the understanding of turnover in contemporary organizations and offers practical recommendations for HR professionals and managers seeking to reduce turnover and build sustainable workforce strategies.

Today, scales are designed to measure the related variables with as few items as possible. Research models are becoming more complex and researchers are trying to expand their findings with these models. Reasons such as limited time, the decrease in the perception of participants as the number of questions in surveys increases, the time to fill out the survey increases, make it difficult to obtain accurate findings. The shortest 3-item version of Utrecht Work Engagement Scale (UWES) was adapted into Turkish. Data were collected through a survey from 589 teachers working in public schools in Kastamonu. It is aimed to shed light on the problems and solutions that may be encountered in adaptation studies by comparing the research findings with the findings of other previous UWES-3 Turkish adaptations. To determine the structural validity of work engagement, confirmatory factor analysis tested the UWES-9 and UWES-3 scales as a separate structure from the Natural Emotions Scale (NES). The findings obtained as a result of the research, it was concluded that the UWES-9 and UWES-3 scales are a separate structure from the NES. As a result, it was seen that the ability of the scale items to represent the factor they want to measure is very important. It was concluded that if the items have high representativeness, they can explain the related factor well. It was found that the UWES-3 Turkish Scale analyzed within the scope of this research is an alternative and short scale that can be used to measure work engagement.

Today, scales are designed to measure the related variables with as few items as possible. Research models are
becoming more complex and researchers are trying to expand their findings with these models. Reasons such as
limited time, the decrease in the perception of participants as the number of questions in surveys increases, the
time to fill out the survey increases, make it difficult to obtain accurate findings. The shortest 3-item version of
Utrecht Work Engagement Scale (UWES) was adapted into Turkish. Data were collected through a survey from
589 teachers working in public schools in Kastamonu. It is aimed to shed light on the problems and solutions that
may be encountered in adaptation studies by comparing the research findings with the findings of other previous
UWES-3 Turkish adaptations. To determine the structural validity of work engagement, confirmatory factor
analysis tested the UWES-9 and UWES-3 scales as a separate structure from the Natural Emotions Scale (NES).
The findings obtained as a result of the research, it was concluded that the UWES-9 and UWES-3 scales are a
separate structure from the NES. As a result, it was seen that the ability of the scale items to represent the factor
they want to measure is very important. It was concluded that if the items have high representativeness, they can
explain the related factor well. It was found that the UWES-3 Turkish Scale analyzed within the scope of this
research is an alternative and short scale that can be used to measure work engagement.

Among the factors of production, the factor of employees that is also considered as a human capital plays a significant role in the achievement of goals of an organization. This research study analyses the correlation of ethical behaviour and career success of the employees working in the higher educational institutes of public sector. However, the majority of globalization literature has attempted to provide an empirical evidence of the rise of worldwide business influential using several indicators. The analysis of this research study shows a positive correlation between career success and ethical behaviour. Data were gathered from 234 teaching faculty members of public sector universities of Pakistan by random sampling. Analysis of this research would remain beneficial for higher authorities in formulating policies for universities and monitoring the performance of faculty members. The results of this research study would guide the faculty members of public sector universities to identify the avenues of career success. As it is witnessed in different South East Asian countries such as Indonesia and Malaysia. The contribution of this research study would take part in the literature on organizational behaviour, employee development, career success and ethical behaviour.

The Ministry of Maritime Affairs and Fisheries plays an important role in making the sea the future of the nation with three mission pillars, namely the mission of sovereignty, sustainability, and welfare. To realize this missions, the ministry carries out bureaucratic reform and innovates in community service, which depends on the innovative work behavior of its middle managers. This study analyzes the direct effect of transformational leadership and self-determination on innovative work behavior. The mediation roles of person-organization fit and social media usage are also tested. One hundred thirty middle managers were selected as respondents and completed the questionnaire online. The analyzing of this research data was carried out with structural equation modeling. This research output clearly shows innovative work behavior improvement among middle managers. It can be used as a basis for consideration for middle managers in formulating policies related to innovative work behavior by focusing on more appropriate transformational leadership and self-determination, as well as the involvement of person-organization fit and social media usage.

This study aims to test and analyze the effect of proactive personality on organizational citizenship behavior, both directly and indirectly, through job satisfaction and affective commitment in correctional institutions in Indonesia. The sample of this study was 211 frontline officers in correctional institutions throughout Indonesia. Furthermore, the data were evaluated and analyzed with partial least square structural equation modeling (PLS-SEM) analysis to determine the acceptance or rejection of the hypothesis. Based on the test results, it was found that the direct effect of proactive personality on organizational citizenship behavior was not significant. However, this study shows that job satisfaction and affective commitment function as variables mediating proactive personality’s full influence on organizational citizenship behavior. This research has proved the role of job satisfaction and affective commitment mediation on the influence of proactive personality on organizational citizenship behavior. These results expand the knowledge expressed by previous research on the effect of personality on organizational citizenship behavior with job satisfaction and affective commitment mediation.

This research delves into the intricate interplay between perceived organizational support, proactive personality, and voice behavior. Furthermore, it establishes the pivotal role of work engagement as a mediating factor within the articulated research model. The study engaged 287 healthcare professionals within correctional institutions and detention centers in Indonesia, employing a dual-phase questionnaire distribution to capture the dynamic aspects of the participants' experiences. Utilizing the statistical technique of Partial Least Square-Structural Equation Modeling with the SmartPLS 4 program as an analysis tool, the collected data underwent comprehensive analysis. The outcomes reveal that proactive personality significantly influences voice behavior both directly and indirectly through its impact on work engagement. Conversely, perceived organizational support directly influences work engagement but does not exhibit a direct impact on voice behavior. These findings underscore the significance of proactive personality in fostering a conducive environment for constructive organizational change from a grassroots perspective. The study suggests that organizations prioritize the cultivation of proactive personality traits to stimulate voice behavior, thereby facilitating ongoing improvements and sustainable organizational progress.

Purpose - This study explores how emotional intelligence, customer orientation, deep acting and surface acting influence job satisfaction among middle managers in their interactions with customers, colleagues and business partners. By examining these factors, we aim to provide insights into their collective impact on job satisfaction and interpersonal dynamics within organizational contexts. Design/methodology/approach - By involving 95 middle managers at Indonesian Internet service providers as respondents, this research used a questionnaire to collect data. Next, the data were analyzed using the partial least square-structural equation modeling (PLS-SEM) technique, which evaluated measurement models and structural models. A total of twelve hypotheses were tested in this study. Findings - This study found that customer orientation does not have a significant effect on deep acting, thereby nullifying its indirect effect on job satisfaction. Conversely, it’s demonstrated that both deep acting and surface acting serve as partial mediators in the relationship between emotional intelligence and job satisfaction. Furthermore, surface acting emerges as a partial mediator in the connection between customer orientation and job satisfaction. Originality/value - By exploring the relationship between customer orientation, emotional intelligence and job satisfaction among employees, this study seeks to reveal novel insights. The study examines the impact of these critical elements, which are necessary for middle managers to effectively manage their emotions and cultivate significant connections, on their overall job satisfaction and interpersonal dynamics in their diverse responsibilities.

This dataset contains data from a survey of officers in correctional institutions throughout Indonesia. A total of 1284 officers completed the survey regarding their self-assessment of proactive work behavior, perceived organizational support, person-environment fit, proactive personality, and role breadth self-efficacy. In addition to raw data, this dataset presents the characteristics of respondents, a description of respondents' answers, and statistical validation of this survey data. This dataset can be reused by researchers for the evaluation of factors that encourage proactive behavior in the correctional context. In addition, this dataset can be utilized by policy makers related to human resource management in correctional institutions in Indonesia.

Purpose - This research seeks to reveal the mediating role of work engagement and affective commitment as individual aspects that have the potential to bridge the effect of empowering leadership on the task performance of Correctional Service counselors in Indonesia, especially due to the limited literature on these two aspects in the context of public organizations. Design/methodology/approach - Quantitative research was conducted on 350 counselors throughout Indonesia. The data was collected by distributing questionnaires online. The collected data were then analyzed using Structural Equation Modeling to test the seven research hypotheses. Findings - Empowering leadership significantly strengthens task performance, work engagement and affective commitment. For indirect effects, this study found that affective commitment partially mediates the effect of empowering leadership on task performance. Meanwhile, work engagement failed to act as a mediator because it did not significantly impact strengthening task performance. Originality/value - Notably, the unexpected result of work engagement's inability to significantly boost task performance deviates from the prevailing trends observed in previous empirical research, thereby adding a novel dimension to the findings of this study.

Purpose – This study seeks to investigate how psychological capital (PsyCap), proactive personality and perceived organizational support (POS) influence organizational citizenship behavior (OCB) through the lens of meaning of work (MoW) within correctional institutions in the North Sumatra, Indonesia. Design/methodology/approach – This study employed a quantitative approach involving 276 officers. Path analysis was conducted utilizing the partial least squares-structural equation modeling (PLS-SEM) technique. Findings – The ten-hypotheses testing showed that one hypothesis is not supported, specifically the effect of proactive personality on OCB. However, the indirect effects of PsyCap, POS and proactive personality on OCB through MoW were successfully proven. Originality/value – The results of this study both reinforce and provide insights into how the MoW can contribute to OCB, particularly within the context of densely populated correctional facilities. It aims to fill a significant gap in the current body of knowledge and enhance our understanding of the key factors that influence the behavior of correctional officers in a challenging and complex environment.

Purpose-The study sought to investigate how servant leadership affects employees' organisational citizenship and innovative behaviour by emphasising the mediation role of psychological empowerment. Relying on social exchange and self-determination theories, the present research examined the associations between these key elements in organisational dynamics. Design/methodology/approach-Two waves of data were obtained from 325 supervisor-subordinate dyads working for 15 nonprofit organisations. Findings-The results uncovered a significant and positive connection between leaders with a strong servant mindset and employees' organisational citizenship and innovative behaviour. Psychological empowerment was found to serve as a mediator in the anticipated correlations. Cultivating leaders with an enduring servant attitude was found to significantly boost employees' organisational citizenship and innovation, supported by improved psychological empowerment. Originality/value-This study is distinctive as it fills a gap in research on the relationships between servant leadership, psychological empowerment and work outcomes in the global nonprofit sector, particularly in the Eastern context. This disposition, when given the opportunity, will contribute to strengthening working productivity.

dad laboral muestran resultados mas elevados en los permanentes, aunque es mayor la percepción de equidad en los temporales. Finalmente, se han obtenido diferencias significativas en función del nivel jerárquico en el factor "bienestar laboral" y "participación en la toma de decisiones" de obligaciones del empleador, en los tres factores relativos al cumplimiento del empleador, en justicia y en confianza. Todos estos resultados se discuten y analizan señalándose las implicaciones teóricas y prácticas.

Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2). La innovación permite que las organizaciones respondan eficazmente a cambios rápidos en su entorno empresarial, residiendo en gran medida tal capacidad innovadora en sus trabajadores y trabajadoras. Mientras que estos deben ser innovadores, sus puestos con frecuencia suponen demandas elevadas que pueden hacerles difícil innovar en su trabajo. La hipótesis activa del modelo demandas-control sugiere que puestos muy exigentes pero con suficiente autonomía mejoran el desempeño innovador. La mejora de un importante recurso atencional en el trabajo como el mindfulness podría desempeñar un papel similar, precisándose más investigación a este nivel. El objetivo principal de este estudio es examinar la contribución relativa de la autonomía y el incremento en mindfulness como moderadores de la relación de las exigencias del puesto con el desempeño innovador. Los resultados obtenidos con 221 trabajadores indicaron que en situaciones previas de gran demanda de trabajo (T1) aquellos trabajadores que aumentan su capacidad de mindfulness serán más innovadores en el futuro (T2). Desempeño innovador Demandas del puesto Autonomía en el puesto Mindfulness Análisis del cambio

Innovation enables organizations to respond successfully to rapid changes in a business environment. This innovation capability largely relies on employees. Although workers are required to be innovative, their jobs frequently contain higher demands that might make it difficult for them to innovate at work. The Job Demands-Control model active hypothesis suggests that highly demanding jobs that allow individuals enough discretion enhance innovative performance. Improving an important attentional resource such as mindfulness at work might also play a similar role, although there is a need for more research at this level. The main aim of this study is to examine the relative contribution of job control and increases in mindfulness as moderators in the job demands-innovation work behaviours relationship. The results obtained with 221 workers indicated that in previous situations characterized by high job demands (T1), workers who increase their capacity for mindfulness are more innovative in the future (T2). La innovación permite que las organizaciones respondan eficazmente a cambios rápidos en su entorno empresarial, residiendo en gran medida tal capacidad innovadora en sus trabajadores y trabajadoras. Mientras que estos deben ser innovadores, sus puestos con frecuencia suponen demandas elevadas que pueden hacerles difícil innovar en su trabajo. La hipótesis activa del modelo demandas-control sugiere que puestos muy exigentes pero con suficiente autonomía mejoran el desempeño innovador. La mejora de un importante recurso atencional en el trabajo como el mindfulness podría desempeñar un papel similar, precisándose más investigación a este nivel. El objetivo principal de este estudio es examinar la contribución relativa de la autonomía y el incremento en mindfulness como moderadores de la relación de las exigencias del puesto con el desempeño innovador. Los resultados obtenidos con 221 trabajadores indicaron que en situaciones previas de gran demanda de trabajo (T1) aquellos trabajadores que aumentan su capacidad de mindfulness serán más innovadores en el futuro (T2). Desempeño innovador Demandas del puesto Autonomía en el puesto Mindfulness Análisis del cambio

Maintaining and sustaining safety is extremely critical in high-reliability organizations. Upward voice contributes to a proactive approach to safety and allows the early identification of potential problems before they cascade into tragic consequences. Despite its relevance, research tends to focus on the antecedents of upward voice rather than its consequences or the mechanisms and boundary conditions that explain its potential benefits for safety. Method: This study responds to this research gap by examining the relationship between upward voice and safety performance, and the mediating role of team learning in this relationship. The current study also explores the moderating effect of safety climate on the direct effect of upward voice on team learning. Additionally, it examines how this moderation influences the indirect effect of upward voice on safety performance through team learning. The sample was composed of 617 workers from two nuclear power plants of the same organization. Results: Results revealed a moderated mediation effect: the indirect effect of upward voice on safety performance through team learning was conditional upon the level of safety climate. As safety climate increases, the indirect positive effect becomes stronger.

Los cambios que se han producido en las tecnologías, mercados y en las relaciones interpersonales han provocado que, a partir de los años 80, se produzca también un cambio en el estilo de liderazgo ejercido resurgiendo la idea de Liderazgo Carismático como aquél que mayores beneficios posibles conlleva. Del mismo modo, se observa una mayor preocupación por la cultura organizacional y, en concreto, por las expectativas que se generan respecto a los miembros de la organización, y viceversa. Consideramos que debe producirse relación entre estos constructos y, este hecho, está generando nuevas formas de medida. Para comprobarlo analizamos la relación entre Carisma (medido mediante el M.L.Q. de Bass) y las dimensiones de Cultura (apuntadas por Alonso, 1994). Además, aplicamos el análisis Intra-entre-grupos para ver cúal es el nivel de análisis (individual o grupal) en el que se explica la relación. Comprobamos que Carisma está más relacionado con algunas dimensiones de Cultura (por ejemplo, consideración, innovación, calidad u orientación a los resultados, entre otros) y que el nivel en que se explica la relación es fundamentalmente en el entregrupos.

A wide range of theoretical and empirical treatments link parental background to educational and occupational outcomes for children. Comparatively few studies have examined these e ects in concert with the related social psychological dynamics of self-esteem and locus of control. Our multivariate examination of 1,927 respondents shows that net of traditionally employed regressors such as parental education and occupation, self-esteem and locus of control materially a ect respondents' educational and occupational attainments. The article concludes with a discussion of the importance of self-esteem and locus of control as social psychological facilitants to status attainment and identi es directions for future research.

Sosyal politika anlam ve kavram olarak uzerinde cok tartisilan konulardan biridir.  Endustrilesme ise dunyanin siyasal, sosyal ve ekonomik tarihinde onemli bir gecis donemidir.18. yuzyil boyunca Avrupa’da yasanan siddetli sinif catismalarinin ulkelerin varligini tehdit eder duruma gelmesi, devletleri endustrilesmenin beraberinde getirdigi sosyal sorunlara mudahale etmek zorunda birakmistir. Zamanla devletin sosyal sorunlara mudahalesinin artmasi sosyal politikalarin gelisimine zemin hazirladi. Daha sonra sosyal politikalar, 1.ve 2. Dunya Savaslari’nin yikici etkisi nedeniyle toplumsal duzeni korumak amaciyla ortaya konulan politikalar oldu. Sosyal politika geleneksel sekilde toplumsal refah ve iyilige katkida bulunan birtakim politikalar ve uygulamalar ile ilgilidir. Geleneksel sosyal politika calismasi sosyal sorunlar, refah devleti ve onun temel sosyal hizmetlerini kapsar. Diger taraftan endustrilesme ve sosyal politika arasindaki iliski; insanoglunun uretime baslamasindan beri su...

“Where Do You Cry in an Open Plan Office” explores the space of the commercial office; a daily fixture in the lives of hundreds of millions of white-collar workers around the world. The COVID-19 pandemic has placed the design, use, and future of office space under unprecedented scrutiny. However, despite increased attention, decades-old assumptions regarding office spaces remain unquestioned. Extant literature frequently characterizes the history of the commercial office as one of continuous positive evolution, suggesting that over the past hundred years offices have been transformed from controlling Taylorist workhouses to, well-lit, comfortable, humane centers of high-tech work.

Rooted in the Marxian tradition, this dissertation uses labor process theory (Braverman, 1974) to interrogate dominant office history narratives, examining the office first and foremost as a site for capitalistic extraction of labor.

The wider history of the office is contextualized through in-depth analysis of three key time periods and corresponding themes/events: the turn of the twentieth century, Scientific Management, and the birth of the commercial office as a discrete spatial type, the middle of the twentieth century and emergence of Theory Y, and the early twenty-first century and the rise of the technology worker. Three case studies are used to examine the particulars of office ideology, design, and utilization: Frank Lloyd Wright’s 1904 Larkin Administration Building, Robert Propst’s 1968 Action Office 2 furniture system, and an anonymized contemporary Midwestern American technology headquarters.

The dissertation suggests the history of the commercial office can most accurately be described as one of continuity—with the same office design, the open office, being repackaged and repeated throughout history. Continuity of office design, it is argued, emerges from the continuous influence and pressures of capitalism upon the space, place, and operations of the office. From the factory to the Googleplex, capital’s never-ending quest for profit has dictated the possibilities and realities of physical work spaces, shaping the very foundations of our understanding of what the office is and might be. It is only though a refutation of capitalism, the dissertation concludes, that we will achieve fully human spaces of work.

Esta revisão analisa, de forma sistemática, artigos sobre carreira na perspectiva do microcomportamento organizacional. A pesquisa se centrou em artigos fundamentados em pesquisa empírica e divulgados até junho de 2012 nas bases de dados SciELO Brasil e PePSIC. Foram utilizadas aproximadamente duas dezenas de termos de busca para recuperação dos artigos, tais como carreira, trajetória profissional e percurso profissional. A aplicação desses critérios de busca contabilizou 60 artigos, os quais foram analisados com base em procedimentos utilizados em três revisões anteriores no âmbito do microcomportamento organizacional. Assim, as categorias temáticas de carreira presentes nesses artigos e os dados sobre autoria, ano e veículos de publicação foram investigados. Diversos elementos referentes ao método utilizado, como instrumentos e amostras, foram igualmente sistematizados. Os resultados apontam a trajetória profissional pregressa como a categoria mais frequente na amostra (32% do total). A revisão também indica crescimento recente no número de publicações e considerável alinhamento entre esses artigos sobre carreira e a área de microcomportamento organizacional em geral. Entretanto, nos estudos sobre carreira foi detectado menor esforço de validação de instrumentos. Com base nesse levantamento, o artigo discute a inserção da temática da carreira no campo do microcomportamento organizacional e como os estudos orientados para o passado, presente ou futuro da carreira se apresentam nessa literatura. Por fim, propõe uma agenda de investigação sobre carreira nas organizações. Palavras-chave: Carreira; comportamento organizacional; revisão de literatura. This paper systematically reviews empirical articles on careers, specifically from the micro-organizational behavior perspective. The papers were published as recently as June 2012 in the SciELO Brasil and PePSIC databases. Approximately 20 terms such as career, professional trajectory, and professional path were used to retrieve papers. In the end, 60 articles were found. The analysis followed procedures already used in three previous reviews in the micro-organizational behavior field. We investigated career themes, authorship, year and vehicle of publication, as well as various elements relating to method, such as instruments and sample. The results show prior career path as the most frequent category in the sample (32% of the total). The review also indicates a recent growth in the number of publications and a considerable alignment between the articles on career and the articles on the micro-organizational behavior area in general. However, less effort has been detected in career studies toward validating instruments. Based on the analyzed data, this paper discusses the integration of career studies in the microorganizational behavior area. It also examines how the time frames (present, past, and future) are addressed in this literature. In conclusion, we propose a research agenda for investigating careers in organizations.

the overall approach to justice perceptions and the multifoci perspective of justice judgments. Specifically, this study aims to explore the effects of two additional sources of justice, coworker-focused justice and customer-focused justice, on relevant employees' outcomes-burnout, turnover intentions, job satisfaction, and workplace deviance-while controlling the effect of organisation-focused justice and supervisor-focused justice. Given the increased importance attributed to coworkers and customers, we expect coworker-focused justice and customer-focused justice to explain incremental variance in the measured outcomes, above and beyond the effects of organisation-focused justice and supervisorfocused justice. Participants will be university students from Austria and Germany employed by service organisations. Data analysis will be conducted using structural equation modeling.

Money motivates neither the best people, nor the best in people. It can move the body and influence the mind, but it cannot touch the heart or move the spirit," Dee Hock, founder of VISA International. The current economic crisis means not only the loss of employment for many workers, but also the worsening of some working conditions. For example, wages, job security and hours are some of the basic working conditions that have been affected in recent times. In this article we focus on how the decline in some of these basic conditions negatively affects both the level and dynamics of work motivation. To this end, we will structure the article as follows. Firstly, we will discuss briefly what is meant by work motivation and we outline some of the more established knowledge in the field. Secondly, forming the core of this work, we present some of the most significant results from our own investigations that have evaluated work motivation in our context. Specifically, in past investigations our research team was mainly interested in two issues: the first was to understand how and why we are motivated at work, and the second was to understand how motivation evolves over time. Thirdly, and finally, we will discuss how the changes in certain labor conditions (e.g. stability, security, remuneration, etc.) can influence work motivation according to the findings presented in the previous section. In doing this, we aim to provide practical guidance for understanding motivational dynamics and how we can influence them. By work motivation, we mean "the psychological processes that determine (or provide energy to) the direction, intensity and persistence of action within the continuous flow of experiences that characterize a person in relation to their work" (Kanfer, 1990, p. 3). Direction, intensity and persistence are the three forms of expression of motivated behavior. The interest in motivation goes back a long way in our discipline and from the time of the early behaviorists, such as Tolman or Hull, psychology was concerned with the initiation of learned behaviors or patterns in the animals studied. The interest in work motivation in applied psychology is very pragmatic: together with competencies and elements of the context (e.g., having the appropriate tools) these comprise the key determinants of job performance. Summarizing briefly some of the more established knowledge, we highlight the following: motivation varies within each worker, between workers and

Esta dissertação teve como objetivo compreender como o sofrimento psíquico vivenciado por servidores técnico-administrativos em universidades públicas era instrumentalizado pela Nova Gestão Pública. Fundamentado na Psicodinâmica do Trabalho, o estudo parte da hipótese de que as Estratégias Defensivas, longe de simples efeitos colaterais da precarização, poderiam ser utilizadas como recursos de intensificação e controle do trabalho em um contexto de desmonte das condições laborais, contingente e carreira dos trabalhadores. A pesquisa ocorreu em duas universidades públicas, por meio de entrevistas semiestruturadas com oito servidores técnico-administrativos em sofrimento laboral, sendo analisadas com base na Análise Clínica do Trabalho e na Análise Temática de Conteúdo. Após exames quanto ao funcionamento das instituições e análise das entrevistas, tornou-se nítido que as vivências de sofrimento emergiam sob formas diversas de violência laboral e eram amplificadas por estratégias gerenciais que operacionalizavam a Dialética Exclusão/Inclusão, a Banalização das Injustiças Sociais e a Precarização Subjetiva. Ademais, verificou-se que práticas como o assédio moral, a sobrecarga, o poder catedrático e a descaracterização da identidade técnico-administrativa não apenas produziam sofrimento, mas também reforçavam o desempenho e a submissão ao trabalho alienado, a despeito da crescente precarização dos postos. A dissertação conclui que, nas universidades sob o domínio da Nova Gestão Pública, a instrumentalização do sofrimento dos servidores tornou-se um mecanismo de baixo custo e alto rendimento para manter o produtivismo acadêmico – esse, por sua vez, elevado à condição de imperativo de sobrevivência institucional diante dos cortes orçamentários e da dependência crescente por financiamento privado e apoio das agências de fomento.

El concepto de acoso grupal o mobbing fue introducido en los años ochenta a las ciencias sociales por el etólogo Konrad Lorenz, como analogía de sus observaciones en varias especies de animales en libertad. En su significado original más simple, se llama mobbing al ataque de una coalición de miembros débiles de una misma especie contra un individuo más fuerte. Actualmente, se aplica a situaciones cuando un sujeto es sometido a persecución, agravio o presión psicológica por uno o varios miembros en el contexto laboral, con la complicidad o desinterés del resto.

This study examined a longitudinal moderated mediation model for answering the question of how and why perceptions of organizational politics influence turnover intentions, and how employees' political skills are contingent upon this relationship by reducing job anxiety. Data were gathered in three waves from employees in the banking sector (N = 347). The results of multiple linear regression analyses indicate that job anxiety mediates the relationship between perceptions of politics and turnover intentions, and employees' political skills reduce turnover intentions by weakening the effect of perceptions of politics on job anxiety. This study contributes to human resource management and organizational psychology literature by explaining moderated mediation mechanisms through which perceptions of organizational politics affect employee turnover intentions.

El tema central de este artículo es la jubilación y el burnout de los empleados mayores. Analizamos si existe una relación entre las dimensiones de agotamiento emocional y despersonalización características del burnout y las intenciones de jubilación de los empleados mayores. Asimismo, se investiga si existe una relación entre las intenciones de jubilación y las características del puesto de trabajo, el apoyo social y la autoeficacia, así como con las citadas dimensiones del burnout. Los datos proceden de una investigación con empleados holandeses y sus parejas (N=2.892). Los resultados permiten ver que la carga laboral excesiva, un trabajo duro desde el punto de vista físico y una ausencia demasiado grande de desafíos están relacionados con los sentimientos de agotamiento emocional. La despersonalización se explica por la escasez de desafíos en el trabajo, la carga laboral excesiva, una falta de apoyo social por parte de los compañeros y una baja autoeficacia. El agotamiento emocional, la despersonalización y las relaciones conyugales explican en gran medida las intenciones de jubilación. El burnout y el proceso de jubilación están muy relacionados, pero parecen ser hasta cierto punto dos procesos diferentes. Mientras que el burnout se determina esencialmente dentro del entorno laboral, los factores externos al trabajo son cruciales en la comprensión de la jubilación.

Abstract
Bu makale, depresyonu bireysel bir patoloji olarak değil; geç kapitalist düzenin görünürlük, üretkenlik ve hız rejimlerine karşı zihinsel bir duraksama, duygusal bir çatlak ve bilişsel bir direnç biçimi olarak ele alır. Guy Debord’un gösteri toplumu, Bernard Stiegler’in epistemik proleterya ve Franco Berardi’nin iletişimsel kapitalizm kavramları çerçevesinde, depresyonun yalnızca tedavi edilmesi gereken bir bozukluk değil, aynı zamanda sistemin dayattığı normatif zaman ve duygulanım rejimlerine karşı bireyin son savunma hattı olduğu öne sürülür. Sosyal medya gibi mecralarda depresyon ya bastırılmakta ya da estetikleştirilerek dolaşıma sokulmaktadır; böylece depresyon, hem görünmezleştirilen hem de metalaştırılan bir duygulanım biçimi hâline gelir. Makale, bu çelişkiyi bir okuma alanı olarak değerlendirerek depresyonun, sistemin sürdürülemezliğini ifşa eden bir “noetik çöküş” semptomu olduğu kadar, düşünsel bir yeniden doğuşun imkânı da olabileceğini ileri sürer.

Aims and objectivesTo explore how change‐of‐shift handoffs relate to nurses' clinical judgments regarding patient risk of deterioration.BackgroundThe transfer of responsibility for patients' care comes with an exchange of information about their condition during change‐of‐shift handoff. However, it is unclear how this exchange affects nurses' clinical judgments regarding patient risk of deterioration.DesignA sequential explanatory mixed‐methods study reported according to the STROBE and COREQ guidelines.MethodsOver four months, 62 nurses from one surgical and two medical units at a single Canadian hospital recorded their handoffs at change of shift. After each handoff, the two nurses involved each rated the patient's risk of experiencing cardiac arrest or being transferred to an intensive care unit in the next 24 hr separately. The information shared in handoffs was subjected to content analysis; code frequencies were contrasted per nurses' ratings of patient ris...