Psychological Climate: Differences Between Organizational and Individual Referents

Introduction. The article presents the results of a survey of employees of the railway industry and volunteers of various professions on their attitude to the possibility of employment of women as a locomotive driver and assistant driver. The aim of study is to determine the socio-psychological aspects of allowing women to work as a driver and assistant driver of an electric train among employees of various professions, including in the railway industry. Materials and methods. Anonymous online survey conducted among 112 people: 60 women aged 29.9±7.9 years (from 19 to 55 years), and 52 men aged 29.6±8.4 years (from 15 to 53 years). Results. There is an ambiguous attitude to the prospects of allowing women to work as a driver and assistant driver of an electric train. The most urgent problems of an organizational nature that accompany changes in labor legislation are noted: the abolition of allowances "for harm", the increase in the retirement age, inconveniences in holiday homes that are currently designed exclusively for men. There are also positive prospects for these changes: the possibility of healthy professional competition and the emergence of new areas of professional growth for women, as well as increasing the prestige of OAS "Russian Railways" by creating an image of a company that provides candidates with equal rights regardless of gender. Conclusions. The appearance (although it would be more accurate to say "return") of women to work as drivers and assistant drivers is not a forced measure, as it was in wartime, but the result of the modernization of rolling stock and railway infrastructure, bringing to the fore the assessment of professionally important operator qualities, regardless of the gender of candidates. However, gender characteristics cannot be ignored in the socio-psychological context - for example, when recruiting locomotive crews with mixed composition or when creating a favorable psychological climate in a locomotive depot.

Download Full-text

Peculiarities of family roles distribution in the marrige subsystem

Humanitarian studios: pedagogics, psychology, philosophy ◽

10.31548/hspedagog2020.03.057 ◽

2020 ◽

Vol 3 (152) ◽

pp. 57-64

Author(s):

O. O. Oliinyk ◽

Keyword(s):

Research Methods ◽

Scientific Information ◽

Married Couples ◽

Research Problem ◽

Psychological Climate ◽

Theoretical Research ◽

Problem Analysis ◽

Family Roles ◽

Marital Relations ◽

The Family

Changing the system of family values, views of the society on the significance and functioning of the family institution contribute to the transformation of marital role relationships in modern families. The already formed model of role interaction, the ability of spouses to define and clearly distribute family roles and to treat them responsibly is the important factors in building constructive marital relations and creating a favorable psychological climate in the family. Objective. The research deals with the analysis of the essence of the “family role” concept and the classification of family roles; experimental definition and analysis of the main types of family roles in marital relations. Methods. Theoretical research methods were used to solve the research problem: analysis of scientific psychological literature, generalization method, systematization of scientific information. To solve the second part of the set objective, the empirical research methods were used, such as: conversation, psychodiagnostic method “Distribution of roles in the family” by Yu.Ye. Alioshyna, L.Ya. Hofman, O.M. Dubrovska, and also the method of processing and quantitative and qualitative interpretation of results. The research was conducted during September-October 2020. The study involved 11 married couples (husband and wife) with different marital experience of 22 people aged 25 to 47 years (Kyiv). All the couples have children aged 1 to 20 years. The results of an empirical study of the peculiarities of family roles distribution showed that the roles of entertainment organizer (63.64 %), master (mistress), (72.73 % and 63.64 %), the family subculture organizer (54, 55 % and 45.45 %) women and men share almost equally; the roles of educator and “psychotherapist” is more typical for women (90.91 % and 81.82 %); The role of sexual partner and the partner responsible for material support is more often performed by men (90.91 % and 72.73 %). The prospects for further research are seen in the study of role interaction in the parental families of adolescents and young people as a prerequisite for their future family roles.

Download Full-text

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

OPUS HR Journal ◽

10.21863/opus/2015.6.2.007 ◽

2015 ◽

Vol 6 (2) ◽

Author(s):

Ginu George ◽

Binoy Joseph

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Academic Research ◽

Psychological Climate ◽

Citizenship Behavior ◽

Set Up ◽

Relationship Of ◽

The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

Download Full-text

The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v2i3.2286 ◽

2012 ◽

Vol 2 (3) ◽

pp. 172 ◽

Cited By ~ 12

Author(s):

Masoodul Hassan ◽

Ammara Akram ◽

Sana Naz

Keyword(s):

Organizational Behavior ◽

Turnover Intention ◽

Banking Sector ◽

Negative Relationship ◽

Psychological Climate ◽

Job Fit ◽

Mediating Role ◽

Person Organization Fit ◽

The Impact ◽

The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

Download Full-text

Moderator effects of organizational tenure on the relationship between psychological climate and affective commitment

Journal of Management Development ◽

10.1108/02621711011039187 ◽

2010 ◽

Vol 29 (4) ◽

pp. 394-408 ◽

Cited By ~ 14

Author(s):

Brian English ◽

David Morrison ◽

Christopher Chalon

Keyword(s):

Affective Commitment ◽

Psychological Climate ◽

Moderator Effects ◽

Organizational Tenure ◽

The Relationship

Download Full-text

Towards the Socratic Mission: Imitatio Socratis

Kierkegaard Studies Yearbook ◽

10.1515/kierke-2021-0009 ◽

2021 ◽

Vol 26 (1) ◽

pp. 193-222

Author(s):

Mathias G. Parding

Keyword(s):

Psychological Climate ◽

The Other ◽

The Political ◽

Political Movements ◽

Other Hand ◽

Political Associations ◽

The One ◽

Point Of Departure ◽

The Church

Abstract It is known that Kierkegaard’s relation to politics was problematic and marked by a somewhat reactionary stance. The nature of this problematic relation, however, will be shown to lie in the tension between his double skepticism of the order of establishment [det Bestående] on the one hand, and the political associations of his age on the other. In this tension he is immersed, trembling between Scylla and Charybdis. On the one hand Kierkegaard is hesitant to support the progressive political movements of the time due to his skepticism about the principle of association in the socio-psychological climate of leveling and envy. On the other hand, his dubious support of the order of the establishment, in particular the Church and Bishop Mynster, becomes increasingly problematic. The importance of 1848 is crucial in this regard since this year marks the decisive turn in Kierkegaard’s authorship. Using the letters to Kolderup-Rosenvinge in the wake of the cataclysmic events of 1848 as my point of departure, I wish to elucidate the pathway towards what Kierkegaard himself understands as his Socratic mission.

Download Full-text

Exploring the impact of abusive supervision on employee' voice behavior in Chinese construction industry: a moderated mediation analysis

Engineering Construction & Architectural Management ◽

10.1108/ecam-10-2020-0829 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Naseer Abbas Khan ◽

Ali Nawaz Khan

Keyword(s):

Construction Industry ◽

Work Engagement ◽

Self Efficacy ◽

Abusive Supervision ◽

Mediating Effect ◽

Psychological Climate ◽

Employee Voice ◽

Voice Behavior ◽

Content Type ◽

The Impact

PurposeThe purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.Design/methodology/approachThis study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.FindingsThe results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.Originality/valueThis study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

Download Full-text

Stretch goals and unethical behavior: role of ambivalent identification and competitive psychological climate

Management Decision ◽

10.1108/md-04-2019-0433 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Chang Chen ◽

Zhe Zhang ◽

Ming Jia

Keyword(s):

Unethical Behavior ◽

Psychological Climate ◽

Disruptive Effect ◽

Two Phase ◽

Content Type ◽

Mba Students ◽

Mediating Role ◽

Moderated Mediation Model ◽

Competitive Psychological Climate

PurposeThe purpose of this study is to examine the effect of stretch goals on unethical behavior and explore the mediating role of ambivalent identification and moderating role of competitive psychological climate.Design/methodology/approachA total of 350 MBA students from Northwestern China completed the two-phase survey. The bootstrapping analysis outlined by Hayes was used to assess a moderated mediation model.FindingsThis study found that stretch goals could trigger employees' unethical behavior via ambivalent identification. Competitive psychological climate intensified the relationship between stretch goals and ambivalent identification. Moreover, such a climate aggravated the indirect effect of stretch goals on unethical behavior via ambivalent identification.Practical implicationsOrganizations and managers should use stretch goals prudently and implement measures to reduce the ethical cost.Originality/valueThis study provides unique contributions by identifying ambivalent identification as an important mediator and competitive psychological climate as a boundary condition of stretch goals' disruptive effect on unethical behavior.

Download Full-text