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Психологическая медиакомпетентность родителей: основное содержание и структура

Author(s): Larisa Vladimirovna Skorova,Yulia Viktorovna Smyk / Language(s): Russian Issue: 1/2019

Introduction. The article is devoted to the problem of developing psychological media competence. The purpose of the research is to clarify the main content and structure of parents’ psychological media competence. Materials and Methods. The research methodology is based on the ideas of Russian psychologists about the role of the environment in the development of a child, in particular, on L.S. Vygotsky’s cultural- historical approach, which determines the environment as a source of children’s mental development. The main methods of this research are theoretical methods aimed at theoretical generalizations, identifying the nature and content of the phenomena under study. Results. The article defines the concept of “psychological media competence of a parent”. The authors clarify its role within the parental competence, taking into account the media-transformation of children’s social and cultural developmental environments. The study reveals the following components within the main characteristics of parental psychological media competence: informative characteristics (parental value-semantic self-determination, collaborative activities, and psychological literacy), procedural characteristics (psychological media experience, attitude to the media, reflexive actions), productive characteristics (understanding the media, compliance of this understanding with media standards, and the ability to transmit the experience of understanding the media). The model of psychological media competence of a parent is presented. The authors propose and clarify the following methods of studying parents’ psychological media competence: content analysis, semantic differential technique, method of unfinished situations, and media analysis. Conclusions. The authors summarize the main content of parents’ psychological media competence, highlight the structure of this phenomenon, and demonstrate methods of its studying.

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CAMERON-QUINN ÖRGÜT KÜLTÜRÜ TİPLERİ İLE YENİLİKÇİLİK ARASINDAKİ İLİŞKİNİN İNCELENMESİ

Author(s): Esra Kayış,Murat Gürkan Gülcan / Language(s): Turkish Issue: 1/2020

In a competitive environment, the goal of each organization is to win new customers. Individuals who have knowledge in this context constitute a tool for the production of innovations. But this is thanks to his personal knowledge, skills and abilities. It is possible to produce new innovative ideas that will help organizations to compete. Increasing competitiveness and continuous improvement are essential conditions for the survival and success of organizations. Purpose of the research to define knowledge as an important element in the innovation process. Continuity of the organizational culture, which is one of the variables of the organization, is an essential condition for the survival and success of the organizations by increasing the effective talents and improving them continuously. Cameron-Quinn is to reveal the relationship between the concepts of organizational culture and innovation. Relationship between cultural culture and organizational culture in research. After examining the multilateral literature, those who are connected with other organizational variables such as commitment, satisfaction, leadership and innovation of organizational cultures are determined in the literature review that the culture there is risk taking, accepting uncertainty, customer focus, group design, decision making and organizational assurance.

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PRE-SERVICE TEACHERS’ RESISTANCE PRACTICES TO REFLECTION

Author(s): Mazor Cohen Irit / Language(s): English Issue: 2/2019

Educational preparation programs emphasize the importance of reflection in order to learn and promote preservice students’ teaching. In the current research, five first year pre-service students who participated in a collective reflective discourse, in a small group in one of the educational colleges in Israel, expressed solid resistance to reflection. The aim of the research was to expose these resistance practices. The research question is: What resistance practices to reflection are used by primary school pre-service teachers (PST) at the beginning of the first preparation year?The research findings showed that the pre-service teachers (PST) used the following resistance practices in order to express their resistance to reflection: discursive practices of negative sentences, using examples from their previous experience to reflection as useless and accusing the pedagogical instructor; behavioral practices of their discourse manner and types of laughter. This article will start with a literature review on: reflection in teachers’ education, and pre-service teachers’ resistance practices. Next, there will be a description of the collective reflective discourse in a small group, followed by qualitative content analysis and findings. Finally, conclusions will be added and discussed.

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Jak pomagać? – program wsparcia adaptacyjnego do celów reintegracji zawodowej osób z niepełnosprawnościami i starszych

Author(s): Andrzej Najmiec / Language(s): Polish Issue: 2/2020

The paper describes types, assumptions and forms of help of support’s programs in purpose of vocational reintegration. Attention is paid to various forms of help conditioned by the phase of dealing with loss of efficency. The cooperation of various supporting specialists requires an unified and exhaustive classification system - the International classification of functioning, disability and health (ICF). The role and attitude of psychologists are important in the process of adaptive support. There is a model of an exhaustive assessment of work capacity developed in CIOP-PIB.

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TEENISTUSSOORITUSE EDUKUST ENNUSTAVAD TEGURID KAITSEVÄE ÜHENDATUD ÕPPEASUTUSTE 14. PÕHIKURSUSE NÄITEL

Author(s): Ivo Silbaum,Kersti Kõiv / Language(s): Estonian Issue: 1/2016

The aim of this study is to propose a uniform basis for the appraisal of job performance of cadets based on the analysis of five factors that infl uence job performance. This is an empirical study. The data was gathered from the 14th BOTC (2010 – 2015), and then analysed using various statistical analysis methods (factor analysis, regression, correlation and average comparison). Based on the result of the analysis it was found that the weighted average grade had a success rate of 12.2% in predicting future job performance, but could not predict the consolidated results. It also became evident that of the five factors, the best predictor of successful future job performance was the assessment of leadership qualities by fellow students. The study focused more on the construct of the task performance than it did on the contextual performance. Finally, it was found that the results of the general physical test were most closely connected to motivation. However, due to the fact that it is impossible to use the results of the general physical test to predict the success of future job performance or any of its constructs in a statistically relevant way, a proposal was made to exclude the results of the general physical test from the assessment criteria, or rather to use it as a form of non-differentiated assessment. Furthermore, it was discovered that the degree of participation in extra-curricular activities is solely connected to task performance, and had a predictive success rate of 11%. The results of the analysis proved that the results from the “discipline” category are closely connected to task performance and loosely connected to the success of future job performance as well as to the motivation construct. By itself the discipline result had a predictive rate of 16.1% for successful future job performance. In addition, the regression analysis of the collected results of the five factors, and the success of future job performance showed that when compiling a ranking to appraise a cadet’s job performance, the general proposal should only be comprised of an assessment of leadership qualities by fellow cadets. When taken separately this is the best predictor of a platoon leader’s job performance success and when combined with the collected results of all constructs it becomes diluted within the other factors and does not form a model. Counterarguments were also found, and approximate relative importance of the factors was calculated by weighing. In the event that the leadership assessment of students of the ENDC would remain unchanged, a proposal was made to use a ranking method to determine relative importance when compiling an appraisal of cadet job performance success. For the final result, the leadership assessment would form 57%, the discipline factor 28%, the weighted average grade 8%, and the activeness of participating in extra-curricular activities 7%.

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Conference Report – “Work and Organizational Psychology 2019”

Author(s): Veronika Pastrnáková / Language(s): English Issue: 2/2019

Conference Report – “Work and Organizational Psychology 2019”, Brno, Czech Republic, 22nd – 23rd May 2019

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Örgüt Otoritesine İtaat: Dezoort ve Roskos-Ewoldsen’in İtaat Ölçeği’nin Uyarlanması

Author(s): Gokhan Turkoz,Bilge Aksay,Utku Gugercin / Language(s): Turkish Issue: 3/2020

Despite the comprehensive research on authority and authoritarianism in management and organization field, studies on submissiveness are rather scarce. Furthermore, no scale focusing on submission to authority in the workplace was adapted to Turkish to our knowledge. Nevertheless, determining the submission levels of employees to orders, including the inappropriate ones, would provide beneficial clues for an effective management process. In this context, this study aims to adapt Submissiveness to Organizational Authority Scale developed by DeZoort and Roskos-Ewoldsen (1997) into Turkish. A survey was conducted among 257 white-collar employees. The data was analyzed by using exploratory and confirmatory factor analyses. In order to assess construct (convergent and discriminant) validity of the scale, four different (sub)scales were used. These were Locus of Control Scale (Belief in an Unjust World), Authority Behavior Inventory (Respect for Institutional Authority), Rahim Organizational Conflict Inventory (Form-A, Obliging), and Dean's Alienation Scale (Normlessness). The findings of the study suggested that the scale is a reliable and valid measurement tool, consisting of 2 dimensions. The findings highlight the impacts of cultural and linguistic issues on the adaptation process.

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Effects of Employee Motivation on Organizational Performance at Ethiopian Telecom South West Region Jimma

Author(s): Wolde Shiferaw Dubagus,Eminent Negash,Aregu Asmare,Shimekit Kelkay Eshete / Language(s): English Issue: 2/2020

The study examined the effects of employee motivation on organization performance of crews in Ethio telecom South West Region Jimma. The data were collected through self-administered questionnaire from 229 respondents and 219 were returned. Both primary and secondary sources of data were consumed in this study. The quantitative research approach was implemented and simple random sampling technics were adopted to provide equal chances for respondents. Exploratory research design and data was analyzed using correlation and regression analysis. The correlation analysis indicates that there was a positive relationship between the independent variables and dependent variables. The result of the regression implies that the independent variables have accounted for 78.1% of variance in the dependent variable. Based on the outcome of the study, the researcher recommend that, it is better if the company focuses on employee motivation factors, mostly Promotion, employee benefit, teamwork and training so as to improve its performance.

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UPRAVLJANJE STRESNIH EMOCIJ NA DELOVNEM MESTU

Author(s): Jerca Pavlič,Zdenka Šadl / Language(s): Slovenian Issue: 91/2019

The article deals with work-related stress that ever more employees experience in the modern business world. The article criticises the discourse of the individualisation of stress, which states that employees must construct themselves as individuals and shape their own reality beyond the scope of broader collectivism. The authors set the model of managing stress emotions at a group level and deal with the concept of a group emotional culture, which enables employees to be more successful and effective in coping with stress by using group emotional norms, strategies, rituals and routines and cultural artefacts. The article focuses on the problems of growing work-related stress, which ought to be characterised as an organisational problem and dealt with on a primary, secondary and tertiary level.

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TOKSİK LİDERLİĞİN ÖRGÜTSEL SİNİZM ÜZERİNDEKİ ETKİSİ: OTOMOTİV SEKTÖRÜNDE BİR ARAŞTIRMA

Author(s): Deniz Elber Börü,Taha Yusuf Çakarel,Ozan Emre Ufacik,Gökhan Arslan / Language(s): Turkish Issue: 12/2020

The purpose of this study is to examine the impact of employees’ perceptions of toxic leadership on their cynical behavior. A questionnaire was applied to 160 people working in an automotive company in Istanbul and the data obtained were analyzed with the SPSS.20.0 (Statistical Package for Social Sciences) package program. As a result of the analysis; it has been revealed that toxic leadership has an explanatory effect on organizational cynicism in the examinations, it was understood that the participants’ perceptions of toxic leadership was not high, but organizational cynicism could still arise. This result shows the sensitivity and importance of leadership behavior. In terms of the dimensions obtained as a result of the factor analysis, it has been observed that the dimensions of toxic leadership’s worthlessness and negative mental state have significant effects on cynicism.

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Symulacja współpracy z robotem w wirtualnym środowisku pracy. Wyniki badań ankietowych – praktyka (2)

Author(s): Andrzej Grabowski / Language(s): Polish Issue: 11/2020

The article presents the results of research on the use of virtual reality to analyze the impact of an industrial collaborative robot on an employee. The results of the statistical analysis of measurements from the conducted research are discussed. The impact of the presence of an industrial robot on objective indicators such as time and precision of the performed tasks of assembling motors as well as subjective indicators such as anxiety and spatial presence describing the realism of simulation in virtual reality was discussed.

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Job crafting in Serbia: Serbian mixed-method validation of the job crafting scale

Author(s): Milica Vukelić,Ivana B. Petrović,Svetlana Čizmić / Language(s): English Issue: 1/2021

The aim of the current study was to validate the Serbian adaptation of the Job Crafting Scale (JCS), applying both qualitative and quantitative approaches, within three studies totalling 832 employees from different industries. Job crafting is work behaviour aimed at modifying job tasks in order to enhance and maintain work motivation. In Study 1, we have tested the understanding of all items and their possible cultural embeddedness. In Study 2, we have tested the JCS factor structure, factors’ reliability and validity. In Study 3, we have tested the invariance of the proposed models (Study 2 and Study 3 models) and criterion validity by analysing the correlation between the JCS and work engagement. Qualitative analysis has revealed that the majority of items transferred the intended meaning. Special care should be taken in interpreting the decreasing hindering job demands dimension scores, since these items might point toward behaviours that were not perceived as positive. With its overall reliability, second-order four-factor model invariance and criterion validity, originally composed 21-item JCS could be considered to be a valid instrument for assessing job crafting in Serbia. The present study has also shown that the 12-item JCS-Serbian short version has satisfactory psychometric properties and that it could be considered as a valid local job crafting scale.

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Samobójstwa polskich marynarzy jako jedna z przyczyn zgonów na statkach morskich – przegląd badań (1)

Author(s): Maciej Kijowski / Language(s): Polish Issue: 2/2021

Seaman’s work on the sea-going ship gives occasion to number of negative circumstances for physical and psychical spheres of his life. Environmental disturbances, impossibility of abandonment of a ship, separation with family or friends make people of the sea one of professional group of highest both risk and percentage of suicides. The author pays special attention to social importance of seamen’s suicides that is connected with their circumstances, quantity and unexpectedly high percentage in total amount of seamen’s deaths at work. A value of this paper is also reminder of a term ‘calenture’, almost forgotten and unknown in contemporary scientific literature, probably connected with the seamen’s inclination to suicide. The article is based on analysis of committed suicides, as well as hazy results of researches over them.

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ALGI YÖNETİMİ VE ÖRGÜTSEL İNOVASYON ÖRGÜTSEL ÖĞRENMEYİNİ NASIL TETİKLER

Author(s): Bülent Akkoyun / Language(s): Turkish Issue: 49/2021

The aim of this study is to identify the effect and degree of influence of organizational innovation and the management ability of perception management on organizational learning. Although the starting points of both organizational innovation and organizational learning are the management level that will trigger or activate both elements; the lack of emphasis on the perception management ability of the management level indicates that there is a need for studies in this area. The lack of studies conducted together with the variables of manager perception management ability; organizational innovation and organizational learning also reveals a deficiency in this sense in the literature. On the other hand; in addition to the contribution to the literature; this study will reveal the triggering factors of manager perception management ability and organizational innovation; both in general and especially in the shrinking market conditions with the effect of recent global crises such as migration and coronavirus; to reveal the importance of the issue in order for organizations to carry their assets to the future. Primary data collected from 372 subjects were included in the study conducted with quantitative analysis methods; time delayed and face-to-face questionnaire. The fieldwork of the research lasted 3 months. As a result of the research; medium and high level positive effects of manager perception management ability and organizational innovation on organizational learning were determined. A model that will reveal implicit knowledge as well as perception management; innovation and latent talent; which are common in all kinds of market conditions for businesses of all sizes and for contributing to the literature; has been brought to the fore.

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What motivates Gen Z at work? An empirical analysis

Author(s): Ravikiran Dwivedula,Poonam Singh / Language(s): English Issue: 2/2020

Purpose – The purpose of this research is to advance the current research on work motivation in generation Z workforce. Empirical research on this topic is nascent. We attempt to address this research gap. Aim – The objective of this paper is to identify the underlying job characteristic factors that explain motivation in generation Z. Design/methodology/approach – In line with the research objective, we employed empirical research methods. We surveyed 317 employees belonging to this generational cohort using an online survey. Principal component analysis (PCA) was used to identify the underlying motivation factors. Findings – Four factors- ‘Job enabled growth opportunities’, ‘Organization support’, ‘Accountability’, and ‘Interaction and feedback’ were extracted using PCA. These factors accounted for 61.98% of total variance, thus providing a framework of motivating job characteristics specific to generation Z. Limitations of the study – Self-report measures were used to obtain responses. Also, the sample size puts constraints on our analysis at this stage to determine any differences on perceptions of work motivation based on demographical data such as age, professional experience, and employment status. Our future research would include a larger sample size could possibly allow us to explore these research avenues. Practical implications – The results of this study are potentially useful to design employee engagement practices. Specifically, the findings of this study have implications for human resource practices such as learning & development, performance management, job analysis, and compensation management. Originality/value – We believe it is one of first works exploring generation Z worker motivation using empirical methods, and a generalized global sample. This study is but a small step in the right direction.

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GROUP DEVELOPMENT STAGES. A BRIEF COMPARATIVE ANALYSIS OF VARIOUS MODELS

Author(s): Sebastian Vaida,Dan Șerban / Language(s): English Issue: 1/2021

Group Development is one of the most important cornerstones of social life. It dictates how our work and social circles develop and influences the relationships in our lives, and in turn, these relationships dictate the levels of satisfaction we report in our lives. Teamwork is also important in our experiences as it is strongly related to group development and is linked with many aspects, such as professionalism and efficiency in teams. In this paper, we discuss the importance of group development for any forming teams and analyze the concept within nine models (Bass and Ryterband, Tubb, Cog’s Ladder, Homan, Woodcock, Fisher, Jones, Tuckman and Wheelan), with a particular accent on the last two (Tuckman and Wheelan).

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Searching for panacea to management ills: Trust models revisited

Author(s): Sheikh Shamim Hasnain / Language(s): English Issue: 1/2019

his is a literature-based paper addressing a few trust models and studies. Trust is a multi-disciplinary subject occupying a pivotal position in the academic and corporate worlds. Many researchers have examined its impacts on various organisational issues. The impact of trust is much context specific. Some researchers have identified the factors of perceived trustworthiness as capability, benevolence and integrity. It reveals that competence, openness, concern and reliability are the dimensions of trust. Availability, competence, consistency, discreetness, fairness, integrity, loyalty, openness, promise fulfilment and receptivity are the ten conditions of trust, identified by the researchers. Some trust models find that high trust reduces competitive behaviour among the individuals and the organisations. Trust failure involves huge penalties to the organisations. Researchers agree that trust is a strong monitoring tool and it reduces expenditures, and leads to higher productivity. Future researchers may empirically examine various trust dimensions and models in various contexts.

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The process of deciding in an independent team

Author(s): Hana Mohelska / Language(s): English Issue: 2/2013

The team work is a modern form of work organization when the independent teams take over a big part of responsibility for the causes of their actions by co-decision. The team members are equal partners and they solve the team goals together. Thanks to that they are able to improve the communication and create an appropriate atmosphere which is the key of successful outcomes - not only the team ones but as well the whole organization which they are working for. The principle of teams prefers the form of making team decisions and problem solving rather than individual activity because in this case there is a constant risk of misunderstandings and communication problems. The independent teams are the main organizational part of the lean production built on lean production cells. The part of the article concentrates on the process of making decisions in the independent teams and explores the possibilities of using the independent teams' potential while making self-decisions, delivers own results of the research. Own research in this area has continued the project, the contribution of research shows partial results obtained by experiments in autonomous teams. The conclusion summarizes the results and points out that even an autonomous team should address to the basic framework of powers. This article is supported by the grant no. GAČR 402/09/0662 Decision-making processes in autonomous systems of the Czech Science Foundation.

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The effect of the meaningfulness of work on job satisfaction, job stress and intention to leave

Author(s): Hatice Necla Keleş,Mine Afacan Findikli / Language(s): English Issue: 2/2016

The meaningfulness of work is defined as the importance of the purposes of work in people's view of life and attitudes. There are studies about the meaningfulness of work that describe not only its significant and positive contributions to the meaningfulness of people's lives, but also as taking pleasure in work, which has a variety of cognitive, emotional, behavioral and economic benefits. The meaningfulness of work defined as the importance of the purposes of work in people's view of life and attitudes can be connected with variables in the field of organizational behavior. The purpose of this study is to determine the effects and correlations among job satisfaction and intention to leave with a path analysis to be carried out as part of a research model for these variables. It is intended to contribute the literature by analyzing the effects and correlations among the variables with a structural equation model and to obtain data about employee behavior in organizational life. The universe of the study is comprised of employees of an insurance business in Istanbul. This study will use the following data collection tools: the "Work and Meaning Inventory" by Steger, Frazier,Oishi & Kaler (2012), the "Minnesota Satisfaction Questionnaire" developed by Weis and adapted to Turkish by Oran (1989), the "Intention to Leave Scale" by Wayne, Shore and Linden (1997) and “Perceived Stress Scale” developed by Cohen, Kamarck & Mermelste (1983) and adopted to Turkish by Bilge, Ögce, Genc & Oran (2007).

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Emotional intelligence - the driving force in efficient leadership

Author(s): Georgiana Corcaci / Language(s): English Issue: 25/2020

Emotional intelligence is defined as a form of social intelligence that involves the ability to discriminate, monitor and use one's own and others' emotions to guide one's own thoughts and actions (Albrecht K. 2007). The purpose of the research is to verify the extent to which the level of emotional intelligence influences the leadership style. The objectives of the research are: 1. identifying the profile of leaders; 2. appreciation of the level of emotional intelligence influences the appreciation of the leadership style; 3. the level of leadership responsibilities influences the appreciation of the leadership style; 4. the gender of the respondents influences the appreciation of the leadership style of the bosses. In conclusion, we observed a significant correlation between leadership style and the level of leadership responsibilities, in the sense that as leaders receive new career challenges the leadership style focuses on problem solving and obstacles become a priority.

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