Report of the 19th International Conference “Work and Organizational Psychology“
Report of the 19th International Conference “Work and Organizational Psychology“, 20 – 21 May 2020, online
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Report of the 19th International Conference “Work and Organizational Psychology“, 20 – 21 May 2020, online
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Purpose – Considering that Performance appraisal is one of the most critical activities in the field of Human Resource Management, this research aims to understand the importance of building a performance appraisal system in the organization, in order to achieve the highest results by employees. Aims – Primary aim of this paper is to analyze in detail the performance appraisal system and employee satisfaction. Another aim is comparing if the inclusion of financial or non-financial factors in this system, causes more employee satisfaction; and to see if there is any significant correlation between employee satisfaction with the performance appraisal system and effects such as performance improvement, employee motivation and loyalty to the organization. Methodology – This paper contains an empirical research conducted with employees of two organizations in the banking sector and one hundred respondents. The research is addressed from the employee’s perspective on the performance appraisal system in their respective organizations, by using the questionnaire as an instrument. Findings – The results indicate a strong influence of financial factors on employee satisfaction with the performance appraisal system. As we analyze the effects, we notice a positive correlation between employee satisfaction with the appraisal system, and the improvement of actual performance. Analyzing correlation between motivation and loyalty, it is concluded that the correlation is strongest in the relation to loyalty. Limitations – A wider sample that includes other banking companies would make these results more reliable. Practical implications – These reported findings note that the employee satisfaction with performance appraisal system can be converted to short and long-term benefit for the organization. Ideas on how to achieve such satisfaction are also discussed. Originality – This paper is relevant for all companies, mostly banks, which want to build an effective PAS that is preferable from their employees, and it is more likely to create positive effects towards these employees.
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Four criteria attest to the credibility of subconscious goal effects on organizational related behavior. First, the findings support hypotheses derived from goal setting theory. Second, the empirical experiments, conducted in both laboratory and field settings, have both internal and external/ecological validity. The dependent variables include brainstorming, negotiations, task/job performance, and satisfaction with customer service. Third, the results of these experiments have been shown to be robust with regard to exact and conceptual replications. Fourth, a meta-analysis has shown the practical as well as the theoretical significance of these findings. A goal primed in the subconscious and a consciously set goal have additive effects on job performance and negotiations.
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Power in organizations creates interpersonal settings and lays the ground for designating individual roles and positions of superiors and subordinates. In such a context, influence tactics are situation-specific behaviors used to change the behavior of others and achieve organizational goals. The notion that power and influence can be based on personal or positional variables was used to design the framework of the present studies intended to describe how trait- and state-like variables are related to influence tactics and deinfluentization. The subjects were 250 Polish managers. Study 1 (n = 250) was undertaken to collect data about the influence tactics of Polish managers to fill the void in information in the field of social psychology in organizations. In Study 2 (n = 104) we correlated influence tactics with the personal sense of power. The results proved that the perception of having the ability to exert power over others was positively related to rational persuasion, apprising, and pressure. In Study 3 (n = 69) we investigated the relationships of influence tactics and deinfluentization with the Big Five and directiveness. The results showed that Neuroticism was positively correlated with pressure, legitimating, and coalition, but negatively with rational persuasion and consultation. Extraversion was positively correlated with rational persuasion, so was Conscientiousness. Agreeableness was negatively related to coalition. Directiveness was in a positive relation with pressure but correlated negatively with personal appeals. Deinfluentization positively correlated with Agreeableness and negatively with directiveness.
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The aim of the article is to broaden the knowledge about the mutual relationship between work engagement and professional burnout. In the psychological literature, a lively discussion between the position that these are opposite poles of one dimension and the position that both dimensions are independent has not yet been clearly concluded. The article focuses on the analysis of the causes of both phenomena. It was assumed that one-dimensionality means that the same elements of the work situation affect each of the states but in an opposite way. The research was conducted using standardized questionnaires (AWLS, LBQ, and UWES) on a group of 128 teachers from different types of schools. Statistical analyses relying on regression analysis indicated different sources of each phenomenon, which supports the position of independence of both constructs.
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The aim of this study is to examine the relationship between middle school teachers' organizational spirituality levels and their job satisfaction. The study group of the study consists of 348 teachers who were selected by appropriate sampling method among the teachers working in secondary schools in the central districts of Erzurum province. Organizational Spirituality Scale and Minnesota Job Satisfaction Scale were used to collect data in the study. For the analysis of the data obtained during the research process, Pearson correlation analysis with the help of Spss 20 and Path analysis of the structural equation model with the help of Amos were used. As a result of the research, it was determined that there is a positive and significant relationship between organizational spirituality and job satisfaction, and the sub-dimensions of organizational spirituality are significant predictors of both internal and external satisfaction.
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The method of increase of efficiency of work of labor collective is developed and approved due to the improvement of socially psychological climate. On the basis of the questionnaire questioning, utilizing separate expert descriptions of mutual relations of people in a collective, the integral index of mutual relations is measured in a collective, measures are then developed for the correction of conduct of his cocks with the purpose of improvement of morally psychological climate.
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The purpose of this paper is to determine the influence of leadership on Innovation Efficiency (IE) in manufacturing firms in Kenya. A mixed research methodology was and cross-sectional design was applied. The target population was 2484 leaders and multi-stage sampling was used to sample 345 respondents. Primary data was collected. The results revealed that leadership has a significant influence on IE. It is concluded that management should practice and encourage creativity, exploration, inspiration, exploitation and entrepreneurial mindset to promote IE. Further research should be conducted to find out how leadership should balance the trade-off between risk management and IE.
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The meaning of the terms «stress» and «stressful situation» in the context of public authorities' professional activity is revealed. The relationship between the categories «environment» and «situation» in terms of factors influencing civil servants' stress tolerance is studied. The definitions of the terms "public authority", «subjects of public authority», and the forms of exercising public authority in Ukraine are presented. The standard and distinctive features of state and municipal forms of public power in Ukraine are determined. Among the institutional characteristics of public authorities in Ukraine, those that need to be administered as determinants of stressful situations are singled out: the pressure of civil society and dualism at each public authority level. To confirm this, the article presents the results of its survey of civil servants and local government officials in Ukraine to identify internal and external stressors in their work, which affect its effectiveness and efficiency. The obtained results testify to the lack of perfect legislation in public administration in Ukraine and the ignorance of specialists of all institutional norms that regulate public authorities' professional activity. It is proposed to develop unique training programs for civil servants and officials of local governments on the interpretation of changes to regulations and instructions within these documents. It is also necessary to adapt existing vocational training programs for public authorities to the external environment's requirements, directing them to develop appropriate personal qualities. Also, a mechanism should be introduced to monitor the impact of civil servants' professional training on the effectiveness of their professional activities using measurable indicators to adjust such programs and select the most effective ones.
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The aim of the study is to test the moderating effect of locus of control on the effect of workengagement to innovative work behavior of the employees in the field of food and beveragedepartment. In this context, a field study was conducted on the employees of the food andbeverage department of the hotel businesses operating in Antalya in order to analyze the researchmodel and the data were obtained by using the survey technique. Using the conveniencesampling method, 432 questionnaires were collected from food and beverage employees.Appropriate statistical package programs were used in the analysis of the collected data. As aresult of the research, it has been determined that work engagement affects positively innovativework behavior. Within the scope of the moderating effect, while the internal locus of control hasno effect, it has been found that the external locus of control has a moderating role in therelationship between work engagement and innovative business behavior. Finally, it was seenthat the effect of work engagement on innovative work behavior was significant at low, medium,and high external locus of control levels.
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The purpose of this article is to reveal the role of person-job fit in the influence of employees' person organization fit levels on their contextual performance. In the literature review, no research was found on the role of person-job fit in the relationship between person– organization fit and contextual performance. A questionnaire was created to measure the research variables. Data collected from 458 employees were subjected to frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and hierarchical regression analysis. R2 = 0,179 on the effect of person– organization fit on contextual performance; R2 = 0,217 on the effect of person–organization fit and person-job fit on contextual performance. According to the obtained results; It has been determined that individual-job fit plays a moderating role in the effect of individual-organization fit on contextual performance.
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The employees' opinions gained a strategic value in the organizations as the postmodern management theories also emphasized. That the employee was qualified as basic skills emphasizes the importance of their ideas in terms of organizations. However, it is also important that these ideas are used extensively in order to be effective in their organization. Another important issue is how to encourage the creativity of employees and how creativity can be achieved. Especially, human resource management practices have important implications in terms of how to promote creativity in the workplace. The purpose of this study is to determine the relevance of high performance working systems to creativity applications, psychological capital and psychological safety mechanisms. According to results, there is a positive relationship between high performance working systems, psychological security and creativity applications. These results show that the high performance working systems created by the human resources practices of the employees enable the employees to produce creative ideas and to implement these ideas. It also positively supports employees' psychological security perceptions. abstract should cover the purpose, scope, originality and contribution of the study as well as the methodology, main points, evaluations and recommendations.
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Organizational identification and organizational cynicism have become important research topics for institutions. While it is accepted that organizational identification has efficiency improvement benefits for institutions, organizational cynicism is considered to be reducing the productivity. The main purpose of this study is to determine the relationship between organizational identification and organizational cynicism. Another purpose is to examine the organizational identification and organizational cynicism levels of the administrative staff working in the Faculties of Pamukkale University's Kınıklı Campus. In addition to these aims of the study, another aim is to determine whether there are differences between the groups in terms of the demographic characteristics of the administrative staff. In order to achieve these goals, a survey method was applied to administrative staff. The sample of the study consists of 174 data sets. According to the results of the research, a negative and significant relationship was found between organizational identification and organizational cynicism. In terms of organizational identification, there weren’t found any differences according to the demographic characteristics of the respondents. However, in terms of organizational cynicism, there were found some significant differences according to the age, education and salary opinions of the groups.
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The aim of the study is to determine the sequential mediating roles of boss phubbing and trust in manager in the relationship between supervisor incivility and social exclusion. The research data were obtained from 278 working adults. The study data was used online, and the prepared questionnaire was applied using the convenience sampling method. Descriptive statistics, confirmatory factor analysis, correlation, and regression analysis based on the bootstrap method were used in analyzing the collected data. A sequential mediation model was used to examine the relationship between supervisor incivility and social exclusion. As a result of the analysis, a positive relationship is found between variables except for trust in manager. In addition, supervisor incivility predicts boss phubbing behavior in a positive and significant way. There is a sequential mediation relationship between supervisor incivility and social exclusion between boss phubbing and trust in manager. Finally, according to the results of Bootstrap, it was found that the indirect effect of supervisor incivility on social exclusion via boss phubbing and trust in manager was significant.
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The aim of this study is to determine the regulatory role of self-assessment in the effect of job satisfaction on burnout. The universe of the research consists of 800 employees working in a public institution located in Bandırma and Ankara, and the sample consists of 271 employees working in Bandırma district. Reliability analysis, frequency analysis, normality test, correlation analysis and regression analysis with the regulatory variable were performed with the obtained data. As a result of the correlation analysis, it was found that there is a statistically negative and significant relationship between job satisfaction and burnout, a statistically positive and significant relationship between job satisfaction and self-evaluation, and a statistically negative and significant relationship between burnout and self-evaluation. According to the results of the regression analysis, it is determined that self-assessment has a regulatory role in the effect of job satisfaction on burnout. It has been observed that burnout will decrease as the self-identity of employee’s increases.
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Purpose – To reveal that organizational support perceived by cabin crews of airlines that adopt different competitive strategies has different effects on organizational silence and to contribute to the literature and the sector on the importance of sharing cabin crew's professional knowledge and experience with airline management Design/methodology/approach – The data obtained by applying a questionnaire to the cabin attendants of two airlines, which adopted different business models, was tested through SPSS 22 and AMOS 24 statistical programs. The analysis results obtained using structural equation modeling (SEM) confirmed the hypotheses of the research. Findings – The competitive strategy adopted by the airline company causes differentiation of the levels of organizational support and organizational silence perceived by cabin crew members. Perceived organizational support has more impact on the defensive and protective silence levels of the full-service carrier airline's cabin crews than the low-cost airline, while more on the accepting silence level of the low-cost airline's cabin crews. Discussion – The business model applied by the airline according to its competitive strategy, together with its organizational structure, organizational culture, and human resources practices, it affects the organizational support and organizational silence levels perceived by cabin crew members.
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Purpose – The purpose of this research is to determine the moderator role of the department in the effect of job stress on the turnover intention employees of the food and beverage department (Service and Kitchen) of 3, 4 and 5 star hotel enterprises in Tokat. Design/methodology/approach – Within the scope of the study, a field survey was conducted in 3, 4 and 5 star hotels in Tokat between April 1 - May 15, 2019 and the data were obtained by questionnaire technique. The questionnaire form includes two scales: job stress and turnover intention. The sample of the study consists of 232 employees working in the food and beverage department of hotel enterprises. Frequency distribution, reliability analysis, factor analysis, correlation and simple linear regression analysis were performed on the data obtained from the questionnaires. Findings – As a result of the correlation analysis conducted within the research, a moderate positive correlation was found between the job stress of the employees and their turnover intention. On the other hand, the result of the regression analysis was revealed that the department played a moderator role in the effect of job stress on the turnover intention. Discussion – According to the findings, there is a positive and significant relationship between job stress and turnover intention. Therefore, as the job stress levels of the food and beverage department employees in 3, 4 and 5 star hotel enterprises in Tokat increase, the level of turnover intention also increases. Findings such as "the intention to leave the job and the rate of personnel turnover increase as a result of high job stress in enterprises", which are encountered in different studies in the literature, explain this situation.
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Purpose – The fact that the most important factor affecting success and efficiency in organizations is the human resource, and the importance of concepts such as employees' perception of organizational support and the emotional labor behaviors they exhibit are increasing. In the study, it was aimed to investigate the effect of perceived organizational support on emotional labor behaviors (surface acting, genuine acting and deep acting) with an application made on five-star hotel processing employees. Design/methodology/approach – The universe of his research consists of 544 employees working in five-star hotel businesses operating in Afyonkarahisar. The data used in this study were collected by questionnaires from employees and were analyzed by statistical software package used in the social sciences. Findings – It was determined as a result of the correlation analysis between perceived organizational support and positive behavior and meaningful relationship between genuine acting and deep acting, and that there was a negative and meaningful relationship with surface acting. However, it was determined that perceived organizational support had a positive and meaningful effect on genuine acting and deep acting, and had a negative effect on surface acting. Discussion – Findings obtained in the study support the findings of the research on the subject. It is seen that being supportive of organizations is an important factor in shaping employee behavior and emotions.
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Purpose – Internet has become an important part of daily life with the advances in technology. However, it was seen that employees started to display cyberloafing behaviour in workplace, as the result of using Internet’s becoming widespread and beginning to be used intensively in companies. There are lots of factors directing employees to display cyberloafing behaviour, and within the scope of this study, it was aimed to research whether or not there is effect of job satisfaction on cyberloafing behaviour. Design/methodology/approach – In this regard, a survey questionnaire was prepared, and conducted on 413 employees working at private sector in Gaziantep between 21st of April, 2019 and 17th of July, 2019. In order to measure job satisfaction of emloyees, job satisfaction scale with 5 items developed by Brayfield and Rothe (1951), shortened by Yoon and Thye (2002), and adapted into Turkish by Kuşluvan and Kuşluvan (2005) was used. Moreover, in order to measure cyberloafing behaviours of employees, cyberloafing behaviour scale with 23 items and 4 dimensions developed by Blanchard and Henle (2008), and adapted into Turkish by kalaycı (2010) was used. Gathered data was analysed via SPSS-22 program. In this regard, factor analysis, reliability analysis, regression analysis, Independent Samples T Test and ANOVA Test were used. Findings – As the result of factor analysis conducted for cyberloafing behaviour scale, there were determined 4 factors named as searching, personal-related works, socialization and news reading. Furthermore, as the result of hypothesis tests made in context to the main goal of the study, it was found that job satisfaction does not have significant effect on cyberloafing behaviour factors. Moreover, the finding that the responses given for cyberloafing behaviour factors and job satisfaction are different according to some demographical features of participants, was reached. Discussion – There was determined that the finding indicating there is no significant effect of job satisfaction on cyberloafing behaviour is not is parallel with the findings of previous studies in the literature. Moreover, the reason that job satisfaction does not have effect on cyberloafing behaviour was evaluated as the use of Internet’s to be perceived as a normal behaviour in both daily life and job life.
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Purpose – The main aim of this study is to determine the effects of organizational justice and organizational trust on job engagement. Design/methodology/approach – In the study, the Organizational Justice Scale developed by Niehoff ve Moorman (1993) was used for determining the perception of organizational justice, the Organizational Trust Scale developed by Adams (2004) was used for determining the perception of organizational trust and Job Engagement Scale developed by Schaufeli et al. (2006) was used for determining the perception of job engagement. Reliability, validity, and confirmatory factor analyzes were performed on the data obtained in the study, and the hypotheses were tested with path analysis. Findings – According to the results of the research, it has been observed that interaction justice has a positive effect on the dimensions of trust in the manager, trust in colleagues, and trust in the organization. While procedural fairness has a positive effect on the dimensions of trust in the organization and the manager, it has not seen any effect on the dimension of trust in colleagues. In addition to that, it was concluded that two dimensions of organizational trust, namely the trust in the manager and trust in the organization, had a positive effect on employees' job engagement. Discussion – A significant effect of interaction justice has been observed on all dimensions of organizational trust. The clear and explicit expression of wishes and expectations of managers in their communication with their subordinates are important factors in the formation of organizational trust of employees. It is observed that transactional justice affects trust in the organization and the manager, albeit at a low level. Therefore, it can be inferred that the process of making organizational decisions and declaration of the criteria which are used in this decision making process affect the trust of employees in their organizations and managers. Moreover, according to the research results; it can be interpreted that ensuring the trust in the organization and the manager is an important factor in establishing the engagement of the employees to the job.
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