Academic literature on the topic 'Psychological work climate'
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Journal articles on the topic "Psychological work climate"
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O'Neill, Bonnie S., and Lucy A. Arendt. "Psychological Climate and Work Attitudes." Journal of Leadership & Organizational Studies 14, no. 4 (May 2008): 353–70. http://dx.doi.org/10.1177/1548051808315553.
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Weziak-Bialowolska, Dorota, Piotr Bialowolski, Carlued Leon, Tamar Koosed, and Eileen McNeely. "Psychological Climate for Caring and Work Outcomes: A Virtuous Cycle." International Journal of Environmental Research and Public Health 17, no. 19 (September 25, 2020): 7035. http://dx.doi.org/10.3390/ijerph17197035.
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The current literature’s focus on unidirectional effects of psychological and organizational climates at work on work outcomes fails to capture the full relationship between these factors. This article examines whether a psychological climate for caring contributes to specific work outcomes and investigates whether work outcomes support the climate for caring, creating a feedback loop. Results confirm a bi-directional, temporal association between perceived climate for caring and two of the four explored work outcomes: self-reported productivity and self-reported work quality. The effect of a perceived caring climate on these work outcomes was stronger than the effect in the opposite direction. The perception that the work climate was caring was also found to affect work engagement, but the reverse relationship was not identified. We did not find any evidence for a link between job satisfaction and a climate for caring at work in either direction.
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Vanajan, Anushiya, Ute Bültmann, and Kène Henkens. "Health-related Work Limitations Among Older Workers—the Role of Flexible Work Arrangements and Organizational Climate." Gerontologist 60, no. 3 (May 31, 2019): 450–59. http://dx.doi.org/10.1093/geront/gnz073.
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Abstract Background and Objectives Given their increasing prevalence with age, chronic health conditions (CHCs) are substantially affecting older workers and organizations. An important question is whether and how flexible work arrangements and organizational climates may help to reduce the work limitations experienced by older workers. Grounded on the Job Demand–Resource model, we hypothesize that access to flexible work arrangements (working-time flexibility, workplace flexibility, phased retirement) and supportive organizational climates (healthy ageing climate, psychological safety climate) are vital job resources that are associated with fewer health-related work limitations among older workers experiencing CHCs. Research Design and Methods Multilevel data were collected among 5,419 older workers (60–65 years) in 624 organizations in the Netherlands. Perceived health-related work limitations of older workers diagnosed with arthritis (N = 2,330), cardiovascular disease (N = 720), and sleep disorders (N = 816) were analyzed. Results Multilevel ordered logistic regression analyses revealed that perceived access to flexible working hours and a psychologically safe organizational climate was associated with fewer health-related work limitations among older workers with CHCs. Discussion and Implications Facilitating longer working lives is a key policy challenge within organizations, in particular if older workers are constraint by CHCs. This study shows that offering flexible working hours and ensuring a psychologically safe climate, where older workers with health issues are inclined to share their work needs and preferences, are likely to contribute to healthy ageing in the workplace.
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Day, David V., and Arthur G. Bedeian. "Predicting Job Performance Across Organizations: The Interaction of Work Orientation and Psychological Climate." Journal of Management 17, no. 3 (September 1991): 589–600. http://dx.doi.org/10.1177/014920639101700304.
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We investigated whether perceived psychological climate interacted with an individual personality dimension in predicting the job performance of a national sample (n = 483) of accounting professionals. Work orientation (Wo; Gough, 1985)-a specialty index developed from the California Psychological Inventory-was used to predict job performance as a function of climate. Results from a series of hierarchical regression analyses indicated that overall climate, a composite offactors derivedfrom the Litwin-Stringer (1968) Organizational Climate Questionnaire, significantly interacted with Wo such that more positive climates were associated with better performance for high Wo individuals regardless of organizational tenure. Subsequent analyses indicated that three specific climate dimensions (viz., Warmth-Support, Reward, and Accommodation) significantly interacted with Wo in predicting job performance. Consistent with an interactional perspective, these results suggest a need to consider both personality and situational characteristics to better understand the job performance of accounting professionals across organizations.
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Chaudhary, Richa, and Santosh Rangnekar. "Development climate and work engagement: a multilevel study." Evidence-based HRM: a Global Forum for Empirical Scholarship 5, no. 2 (August 7, 2017): 166–82. http://dx.doi.org/10.1108/ebhrm-01-2016-0001.
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Purpose The purpose of this paper is to examine the relative impact of psychological HRD climate and HRD climate quality on work engagement. In addition, the paper attempts to examine the boundary conditions of the proposed relationship by proposing and testing HRD climate strength as the moderator of the relationship between psychological HRD climate, HRD climate quality and work engagement. Design/methodology/approach Data were collected from a total of 375 business executives from select business organizations in India using standardized measurement instruments. As the present study involved variables at different levels of analysis, hierarchical linear modeling (HLM) approach was utilized for the purpose of data analyses. Findings The results of HLM revealed that the shared employee perception of development climate accounted for significant percentage of between person variance in work engagement above and beyond individual climate perceptions. HRD climate strength was found to moderate the psychological HRD climate and work engagement relationship but the interaction of HRD climate strength with HRD climate quality did not add further to the understanding of work engagement process. Practical implications The findings of the present research imply that creating a climate of human resource development is a compelling intervention, which could provide competitive advantage to the firm in terms of enhanced work engagement levels among employees. Originality/value The study established the importance of social system or social interaction climate in its own right by demonstrating its unique effects on individual attitudes over individuals’ idiosyncratic perceptions.
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D'Amato, Alessia, and Fred R. H. Zijlstra. "Psychological climate and individual factors as antecedents of work outcomes." European Journal of Work and Organizational Psychology 17, no. 1 (March 2008): 33–54. http://dx.doi.org/10.1080/13594320701307420.
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Vartia, Maarit. "The sources of bullying–psychological work environment and organizational climate." European Journal of Work and Organizational Psychology 5, no. 2 (June 1996): 203–14. http://dx.doi.org/10.1080/13594329608414855.
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Chang, Po-Chien, Jui-Ching Chien, and Tong-Ming Lin. "Moderated Mediation Effect by Group Interaction in a Political Work Environment." Social Behavior and Personality: an international journal 42, no. 10 (November 18, 2014): 1651–60. http://dx.doi.org/10.2224/sbp.2014.42.10.1651.
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We drew on social exchange and situational strength theoretical perspectives to examine the mechanism through which the political climate influences employee turnover intention. Participants comprised 750 employees working in 56 work groups in Taiwan. The findings demonstrated that psychological contract breach partially mediated the relationship between political climate and employee turnover intention. In addition, group interaction moderated the indirect effect of political climate on employee turnover intention through psychological contract breach, such that the mediated effect of political climate was weaker in good group interaction than in poor group interaction.
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Gagnon, Serge, Maxime Paquet, François Courcy, and Christopher P. Parker. "Measurement and Management of Work Climate: Cross-Validation of the CRISO Psychological Climate Questionnaire." Healthcare Management Forum 22, no. 1 (March 2009): 57–65. http://dx.doi.org/10.1016/s0840-4704(10)60294-3.
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Sušanj, Zoran, Ana Jakopec, and Antonija Radoš. "Interactive Effects of Multi-Foci Justice Climates on Teams’ Psychological Empowerment." Suvremena psihologija 22, no. 1 (June 10, 2019): 27–37. http://dx.doi.org/10.21465/2019-sp-221-02.
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Psychological empowerment refers to the degree in which an employee feels that he controls events in the organization. This construct is studied on a group level as well, as a team members’ common experience. Team empowerment is a multidimensional construct that includes the collective belief about freedom, independence and discretion in decision-making (autonomy), teams’ effectiveness (potency), the importance and value of teams’ work (meaningfulness), and the contribution of the teams’ work to organizational performance (impact). Organizations are interested in empowering individuals and teams because empowerment relates to positive work outcomes. Justice climate, as an important component of the overall experience of the working environment, greatly determines psychological empowerment. The aim of this study is to verify the interactive effects of organizational, supervisory and peer justice climate on teams’ psychological empowerment. We analyzed data collected from 196 work teams from different organizations. Results of polynomial regression combined with response surface methodology show that with the increase of the level of congruence between multi-foci justice climates, teams’ psychological empowerment increases as well. Misalignment between different sources of justice climate, a situation in which one source is fair while the other is unfair, does not affect the team members’ joint perception of psychological empowerment. As long as the team perceives one source of justice as fair, the teams’ psychological empowerment is high, regardless of the injustice of another source. Although the cross- sectional study design does not allow inferring causality, the theoretical implications of the results for the application of the congruence theory in the organizational context in understanding the effects of (mis)alignment between different sources of justice climate, as well as the practical applicability of the results in human resource management, are discussed. Keywords: teams’ psychological empowerment, multi-foci justice climate
Dissertations / Theses on the topic "Psychological work climate"
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Conning, Kerri Cope John. "Psychological Climate and Work Addiction Risk: Do the Perceptions of Our Organizations Matter?" [Greenville, N.C.] : East Carolina University, 2009. http://hdl.handle.net/10342/2223.
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Redding, Blake. "Psychological climate, personality and organisational proactivity : an exploration of the relationship /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18540.pdf.
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Arnaud, Anke. "A NEW THEORY AND MEASURE OF ETHICAL WORK CLIMATE: THE PSYCHOLOGICAL PROCESS MODEL (PPM) AND THE ETHICAL CLIMATE INDEX (ECI)." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2384.
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ABSTRACT With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest's (1986, 1979) "Four-Component" model of individual-level ethical decision-making and behavior, I specify four dimensions of EWC necessary for the emergence of ethical behavior: collective moral sensitivity, collective moral judgment, collective moral motivation, and collective moral character. I developed a multidimensional instrument capable of capturing each of these dimensions at the climate level. I anticipate that this theory and instrument will allow researchers to understand EWCs and their impact on attitudes and behaviors more effectively than previous approaches. Chapter 1 reviews the organizational climate and culture literatures, so as to gain a comprehensive understanding of the organizational climate construct in general and how it differs from organizational culture in particular. Chapter 2 includes a review and evaluation the EWC literature. This helped to identify opportunities and suggestions for a new theory and measure of EWC. Chapter 3 describes the development of the new theory of EWCs, the Psychological Process Model, with propositions for future research. Chapter 4 informs about the development of the Ethical Climate Index, the measure used to assess the new theory of EWCs. It describes 3 studies that were used to construct the Ethical Climate Index to measure the ethical work climate dimensions of collective moral sensitivity (12-items), collective moral judgment (10-items), collective moral motivation (8-items), and collective moral character (6-items). Study 1 and 2 resulted in parsimonious and reliable scales for each one of the four dimensions. Results of the 3rd study support convergent and discriminant validity for each one of the scales and suggest that the ECI is a valid and reliable predictor of ethical and unethical behavior. Implications and suggestions for the use of this measure in future research is discussed.Ph.D.
Department of Management
Business Administration
Business Administration: Ph.D.
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Rodriguez, Jose Luis. "INCLUSIVE LEADERSHIP AND EMPLOYEE ENGAGEMENT: THE MODERATING EFFECT OF PSYCHOLOGICAL DIVERSITY CLIMATE." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/682.
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Leadership is a well-known complex phenomenon that focuses on important organizational, social and personal processes, where leadership is dependent on a process of social influence, which occurs between the leader and follower (Bolden, 2004). Therefore, leaders need to operate with a certain understanding of leadership and the environment in order to address the increasing pressures and demands that come with being a leader. However, leadership concepts too often focus on leader behaviors apart from their effects on followers; in contrast, Inclusive Leadership (IL) highlights the importance of leadership as a social construction process between the leader and follower. The present study first examines the association of IL and employee engagement (EE), and second, the moderating effect of Psychological Diversity Climate (PDC) on the association between IL and EE. Specifically, context that related to leader characteristics and employee behavior was furthered explored to help shape an understanding on how contextual factors affect the relationship. First, a bivariate correlation revealed that IL was shown to be significantly and positively related to EE. Second, a regression analysis using Andrew Hayes’ PROCESS tool on SPSS was used to examine the moderation, which found that PDC did not significantly moderate the relationship between IL and EE. Additional analyses were further explored to address the insignificant findings for the purpose of explaining if one of IL’s sub-dimensions significantly affected the moderation analysis. Similar, to hypothesis testing, no significant results were found. The results suggest that immediate supervisors play a critical role in enhancing EE; however, no additive effect occurs when a PDC is incorporated. Implications and recommendations for future research are discussed. Data consisted of 221 adult men and women working a minimum of 12 months and 20 or more hours a week to support our model.
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Riggle, Robert J. "The impact of organizational climate variables of perceived organizational support, workplace isolation, and ethical climate on salesperson psychological and behavioral work outcomes." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002037.
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Balogun, Tolulope Victoria. "An intergrated model of the role of authentic leadership, psychological capital, psychological climate and intention to quit on employee work engagement: A comparative analysis." University of the Western Cape, 2017. http://hdl.handle.net/11394/6327.
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Philosophiae Doctor - PhD (Industrial Psychology)Organizations exist for the primary aim of meeting particular objectives: innovation and advancement, customer satisfaction, profit making and delivery of quality goods and services. These goals are mostly channelled with the intent of demonstrating high performance crucial for the continued existence of the organization especially in these rapidly changing global economies. This target, however, cannot be achieved without the aid of employees in the organization. A plethora of previous studies have proven that efficiency, productivity, high performance and stability on the job can be better achieved when the employees are dedicated, committed to their work roles and experience work engagement. The experience of work engagement on the part of the employees is not a random event; it depends on a myriad of factors that include authentic leadership. Leaders have a cumulative change effect on their followers; hence, leaders in an organization can be termed as core drivers of employee engagement. Hence, it becomes imperative to seek to understand what authentic leadership as a construct has to offer to the workplace.
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Shafadi, Julia. "Ledares förväntningar på medarbetares bidrag till arbetsklimatet." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39308.
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Forskning visar att ledares förväntningar på medarbetarna är betydelsefullt för att skapa ett gott arbetsklimat, trots detta är forskningsområdet relativt outforskat. Denna studie syftar till att undersöka ledares förväntningar på medarbetare, utifrån hur medarbetarna kan bidra till ett gott arbetsklimat. Studien utfördes genom semistrukturerade intervjuer med 8 ledare, med ett åldersspann på 34-55 år, det var fem män och tre kvinnor. Det insamlade materialet meningskoncentrerades och analyserades med en narrativ metod. Resultatet visade att ledare kan tydliggöra sina förväntningar på sina medarbetare genom tydlig kommunikation, delaktighet och uppföljning. Resultatet visade även att de faktorer som ledarna beskrev som viktiga för arbetsklimatets framtid var; att ge feedback, att ha målfokus, att ta ansvar för arbetsklimatet och att tydliggöra förväntningar.Slutsatsen blev att det finns ett behov av att tydliggöra de förväntningar som ledarna har på sina medarbetare. Det visade också att involvera medarbetarna i arbetsklimatarbeten och att skapa en medvetenhet om ett gemensamt ansvar för arbetsklimatet kan vara ett betydelsefullt sätt att göra detta.
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Munyaka, Sharon Audley. "The relationship between authentic leadership, psychological capital, psychological climate, team commitment and the intention to quit in a South African manufacturing organisation." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1021088.
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Grounded in the positive psychology paradigm the recently recognised core construct of psychological capital was focussed in a South African study. A non-experimental, correlational study (n=204) examined the relationship between authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. The present study was exploratory in nature and the pattern of relationships being investigated had not been previously tested in a South African context. A self-administered composite questionnaire consisting of five psychological scales were distributed to employees in the junior to senior management level at a global tyre manufacturing organisation based in Port Elizabeth, South Africa. The five scales were the Authentic Leadership Questionnaire by Walumbwa, Psychological Capital Questionnaire by Luthans, Psychological Climate by Koys and DeCotiis, Team Commitment by Bennett and the Intention to Quit Scale by Cohen. All the measures applied on the South African sample were developed outside South Africa and model equivalence had to be established. The content and structure of the measures were investigated through confirmatory factor analysis and exploratory factor analysis. With the exception of the Cohen scale of intention to quit, all other measures changed their factorial structures to suit the present data. The propositions in the study were tested through descriptive statistics, t-tests, ANOVA, post hoc tests, Cohen’s d, Pearson product-moment correlation and multiple regressions. Structural equation models were built to test the relationships between the scales and sub scales of authentic leadership, psychological capital, psychological climate, team commitment and intention to quit. Results of the analyses carried out, show significantly strong relationships between the variables. Of note is the marked relationship between authentic leadership and psychological climate. Most of the propositions were accepted in light of the relationships that emerged. The proposition indicating structural equation models was rejected because none of the models built in the study successfully produced an adequate fit on the data. Contributions of the study were in terms of the portability of the measurement instruments applied in the study as well as the relationships that emerged. Re-validation of the measures is required to enable clarity on how the variables in the study are interpreted across cultural contexts. Directions for future research include extending the study to other samples and other cultures. Measuring social desirability of the instruments could possibly provide clarity on how the different samples respond to the measures. Studies that compare the reading ability as well as the ability to comprehend the items in the measures would provide valuable information.
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Didla, Shama. "Influence of leadership and safety climate on employee safety compliance and citizenship behaviours." Thesis, Available from the University of Aberdeen Library and Historic Collections Digital Resources, 2008. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?application=DIGITOOL-3&owner=resourcediscovery&custom_att_2=simple_viewer&pid=25498.
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Buck, Michael Anthony. "Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/268.
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In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.
Books on the topic "Psychological work climate"
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Dollard, Maureen F., and Tessa S. Bailey. The Australian workplace barometer: Psychosocial safety climate and working conditions in Australia. Samford Valley, Queensland: Australian Academic Press, 2014.
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Sachkova, Marianna, Ol'ga Krushel'nickaya, Galina Kozhuhar', Vladimir Orlov, Marina Rashodchikova, Nataliya Haymovskaya, and Natal'ya Meshkova. Socio-psychological phenomena in the modern educational space. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1718831.
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The monograph presents the results of research on socio-psychological phenomena in the educational space of a modern school and university. Numerous works, including those carried out directly by the authors, have demonstrated the high importance of taking into account socio-psychological phenomena in optimizing the motivation of teaching children and youth, in creating a favorable psychological climate within student groups and educational organizations, in preventing and resolving conflicts in the educational environment, as well as in implementing psychological and pedagogical activities aimed not only at improving the academic achievements of students, but also at their comprehensive mental and personal development.
It is addressed to undergraduate and graduate students, graduate students studying in the areas of "Psychology" and "Psychological and pedagogical education" , as well as researchers, teachers and researchers dealing with the problems of socio-psychological features of education and training in modern educational organizations.
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Crouch, Andrew. Influences of psychological climate, personal preferences and hierarchical level on behaviour in managerial work groups. 1985.
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Roberson, Quinetta M., ed. The Oxford Handbook of Diversity and Work. Oxford University Press, 2013. http://dx.doi.org/10.1093/oxfordhb/9780199736355.001.0001.
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To keep pace with the changing business environment as globalization permeates both consumer and labor markets, this handbook offers the most current research in the workplace diversity, exploring what diversity means and its impact on group and organizational functioning. The volume is comprised of eight sections. The first section provides a fundamental introduction and overview to the history and current state of workplace diversity. The second section explores various conceptualizations of diversity. The third section focuses on psychological perspectives on diversity, touching on the self in diverse work contexts, intergroup bias, and the experience of stigma. The fourth section deals with interactionist perspectives on diversity, including chapters on diversity as knowledge exchange, diversity as disagreement, and diversity as network connections. The fifth section provides contextual perspectives on diversity, e.g., how context shapes diversity outcomes, diversity cognition and climate, and viewing diversity as a competitive advantage. Sections six and seven consider practice perspectives and systems perspectives in diversity, touching on leadership, diversity training, work-life interface, and law and diversity. Finally, the book concludes with a chapter on future directions for diversity theory and research.
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van Knippenberg, Daan, Astrid C. Homan, and Wendy P. van Ginkel. Diversity Cognition and Climates. Edited by Quinetta M. Roberson. Oxford University Press, 2013. http://dx.doi.org/10.1093/oxfordhb/9780199736355.013.0013.
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Demographic diversity at work can yield performance benefits but also invite psychological disengagement and be a source of interpersonal tension. In managing this double-edged sword of demographic diversity, the role of diversity cognition (beliefs, attitudes) and climates seems particularly promising, and in this chapter we take stock of the state of the science in this area. We conclude that research in diversity cognition and climates will benefit from more attention to diversity as a group characteristic to complement the dominant focus on demographic dissimilarity, and from more attention to the potential positive effects of diversity to complement the dominant emphasis on diversity’s potential negative effects. This is a conclusion that by and large holds across the study of individual diversity beliefs and attitudes, individual diversity climate perceptions, and shared diversity climate perceptions.
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Martin, Jeffrey J. Achievement Goal Theory. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190638054.003.0018.
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Similar to achievement motivation theory (AMT), achievement goal theory (AGT) has a long history in sport psychology research. This chapter discusses the origins of AGT, followed by a review of AGT research in disability sport. AGT is based in how athletes define success, and most of the work in this area has been done with the Task and Ego Orientation in Sport Questionnaire (TEOSQ). Lots of disability sport research has involved researchers asking athletes to complete the TEOSQ and then differences in groups (e.g., disabled athletes versus able-bodied athletes) have been examined. In contrast to AMT research, climate scales paralleling the orientation scales have been developed, allowing researchers to investigate if task climates promote well-being. Most of the findings regarding both task and ego orientations and climates support what is known in able-bodied sport: both task orientations and climates are adaptive and positively linked to other positive psychological constructs and negatively linked to negative constructs. Researchers in disability sport should consider research on avoidant goals and states of goal involvement that result from both orientations and climates.
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Brown, Andrew, Christopher T. Flinton, Josh Gibson, Brian Grant, Barrie Greiff, Duane Hagen, Stephen Heidel, et al. The Culture of Risk, Diminished Loyalty, and the Dangerous Insider. Edited by Andrew Brown, Christopher T. Flinton, Josh Gibson, Brian Grant, Barrie Greiff, Duane Hagen, Stephen Heidel, et al. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190697068.003.0006.
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While technology, globalization, and litigation have brought remarkable changes, many good, there are negative consequences as well. Changes in the psychological contract driven by these three forces have created a climate of organizational risk and security vulnerability. This is particularly the case in the world of information technology, in which “knowledge entrepreneurs” prioritize their own security and career over loyalty to the company. Globalization challenges the closeness necessary to build loyalty. Feelings go underground and managers may be unaware of the estranged and resentful employee on the path to committing fraud or sabotage. Because of sensitivity to litigation, employees’ behavior may not be observed or documented. If management is not alert and responsive to the changes taking place in the culture, the work environment may slowly evolve into one that supports behavior and attitudes that are both damaging to the employees and dangerous for the organization.
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Lazarus, Philip J., Shannon Suldo, and Beth Doll, eds. Fostering the Emotional Well-Being of our Youth. Oxford University Press, 2020. http://dx.doi.org/10.1093/med-psych/9780190918873.001.0001.
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Fostering the Emotional Well-Being of Our Youth: A School-Based Approach is an edited work that details best practices in comprehensive school mental health services based upon a dual-factor model of mental health that considers both psychological wellness and mental illness. In the introduction, the editors respond to the question: Are our students all right? Then, each of the text’s 24 chapters (five sections) describes empirically sound and practical ways that professionals can foster supportive school climates and implement evidence-based universal interventions to promote well-being and prevent and reduce mental health problems in young people. Topics include conceptualizing and framing youth mental health through a dual-factor model; building culturally responsive schools; implementing positive behavior interventions and supports; inculcating social-emotional learning within schools impacted by trauma; creating a multidisciplinary approach to foster a positive school culture and promote students’ mental health; preventing school violence and advancing school safety; cultivating student engagement and connectedness; creating resilient classrooms and schools; strengthening preschool, childcare and parenting practices; building family–school partnerships; promoting physical activity, nutrition, and sleep; teaching emotional self-regulation; promoting students’ positive emotions, character, and purpose; building a foundation for trauma-informed schools; preventing bullying; supporting highly mobile students; enfranchising socially marginalized students; preventing school failure and school dropout; providing evidence-based supports in the aftermath of a crisis; raising the emotional well-being of students with anxiety and depression; implementing state-wide practices that promote student wellness and resilience; screening for academic, behavioral, and emotional health; and accessing targeted and intensive mental health services.
Book chapters on the topic "Psychological work climate"
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Rai, Arpana, and Upasna A. Agarwal. "Linking Workplace Bullying and Work Outcomes: Mediating Role of Psychological Contract Violation and Moderating Role of Psychosocial Safety Climate." In Indian Perspectives on Workplace Bullying, 79–110. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1017-1_4.
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Baltes, B. B. "Psychological Climate in the Work Setting." In International Encyclopedia of the Social & Behavioral Sciences, 12355–59. Elsevier, 2001. http://dx.doi.org/10.1016/b0-08-043076-7/01437-6.
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Junça Silva, Ana, António Caetano, and Rita Rueff Lopes. "Humor Daily Events and Well-Being: The Role of Gelotophobia and Psychological Work Climate." In The Science of Emotional Intelligence. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.96631.
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This study aims to: (1) analyze the relationship between humor-daily events and well-being; (2) test the mediating role of positive affect in this relationship; (3) analyze the moderating role of gelotophobia between humor-daily events and positive affect, and; (4) explore the moderating role of psychological climate between positive affect and well-being. To test these goals, we conducted a quasi-experimental study with 93 participants. We used regressions and bootstrapping analyses to test the moderated mediation model. The relationship between the humor-daily events and well-being was mediated by positive affect and this relation was moderated by psychological work, such that this relationship was stronger when a positive psychological work climate was identified. Gelotophobia did not moderate the relationship between humor daily-events and positive affect, however, it significantly and negatively predicted positive affect. This paper adds considerable evidence of the relationship between humor-related daily events and its impact on well-being. Psychological work climate strengthens the association between positive affect and well-being, after humor daily events.
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Fernandes, Diana, and Carolina Feliciana Machado. "Green Transformational Leadership as a Redefinition of the Organizational Psychological Contract." In Advances in Intelligent, Flexible, and Lean Management and Engineering, 21–50. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5768-6.ch002.
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This study grounds on the contemporary concern towards sustainability, reviewing literature to ascertain the personality traits of current leaders, framing them under the most effective leadership style in order to leverage organizational green consciousness and performance. It provides insights on the multilevel social dynamics outlining individual citizenship behaviors at work, as it advances that organizations shall rely on green transformational leadership to enhance the workforce green cognitions and behaviors, providing workplace opportunities to engage in environmental management related activities, thus leveraging green consciousness and performance. Hence, this study maps the current leader's personality traits so that their leadership paradigm may be best captured in terms of the value congruence between leaders/followers, solidifying a green psychological climate at the organization, impacting on its psychological capital and ownership, reconfiguring the organizational psychological contract by defining it as a collaborative learning process.
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Varias, V., and A. N. L. Seniati. "The role of work-life balance as a mediator between psychological climate and organizational commitment of lecturers in higher education institutions." In Diversity in Unity: Perspectives from Psychology and Behavioral Sciences, 373–80. Routledge, 2017. http://dx.doi.org/10.1201/9781315225302-47.
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Esfahani, Mohammad Dalvi, Mehrbakhsh Nilashi, Azizah Abdul Rahman, Amir Hossein Ghapanchi, and Nor Hidayati Zakaria. "Psychological Factors Influencing the Managers' Intention to Adopt Green IS." In Green Business, 1386–419. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7915-1.ch068.
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This paper proposes a comprehensive framework of the individual factors that influence organizational decision-makers to adopt Green information systems (IS), based on a review of psychological theories and empirical studies on Green IS and technology adoption. The objectives of this paper are, firstly, to explain that the adoption of Green IS by managers is directly influenced by their intention, which is assumed to be influenced by their attitude towards Green IS, subjective norms, perceived behavioral control and personal norms. In the framework, attitude towards Green IS is influenced by managers' positive and negative affect in response to Green IS. The findings of this study show that subjective norms are reflected from three sources containing primary, secondary and work referents. Perceived behavioral control includes self-efficacy, monetary cost–benefit assessment and the ethical climate of the organization. Personal norms are influenced by awareness of consequences, ascription of responsibilities and personal values including self-transcendence and self-enhancement. Secondly, the paper aims to assess the importance of the individual factors that influence the organizational decision-makers to adopt Green IS. Accordingly, the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) is applied to rank the importance of the factors incorporated in the proposed framework. The data for this study is collected by conducting an online survey through a structured questionnaire-based instrument comprising 5-point Likert-type scales. The findings of this study contribute to the Green IS literature by improving the decision-making process in IS adoption for the purpose of environmental sustainability enhancement. It is hoped that the proposed model would help to clarify the relative importance of the psychological and socio-demographic factors influencing the adoption of Green IS by organizational decision-makers.
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Xue, Fei, and Zhonghua Gou. "Healing Space in High-Density Urban Contexts." In Advances in Civil and Industrial Engineering, 489–507. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3637-6.ch021.
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People in cities are experiencing various kinds of work-life conflict, burnout, and turnover towards mental and physical illness. These challenges are exacerbated by highly dense urban environments, which result in extra environmental stress such as noise and crowding. The research is set in Southeast Asia, where a large population lives and works in cities and suffers physical and psychological pressure due to the high-density environment. The research is to find correlations between the specific site configurations, physical environments, and human perceptions in the high-density urban context. Based on this, the chapter proposes a series of design strategies and implementations for the cities with comparable climate conditions and urban morphology. The output of this research contributes to the reinterpretation of “healing space” from medical and behavioral sciences to environmental studies and then transforms it into buildable design strategies and recommendations.
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Aditya, Chandana. "Reviewing Appreciative Inquiry Through the Lens of Emotional Intelligence, Intrinsic Motivation, and Need Hierarchy." In Advances in Human Resources Management and Organizational Development, 93–105. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9675-2.ch006.
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This chapter attempts to shed light on a relatively new concept of appreciative inquiry, which is a learning as well as research technique. The uniqueness of this concept is in its focus on positive and growth-oriented changes in the lives of individuals as well as in organizational culture. The chapter attempts to relate the role of appreciative inquiry with some of the well-researched psychological constructs like emotional intelligence, need hierarchy, and self-determination. Studies related to such constructs and AI techniques are mentioned to highlight its contribution in organizational transformation. Though the importance of this technique is primarily in the field of human resource development, it can be applied with equal emphasis in promoting work culture and overall organizational climate.
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Kasemsap, Kijpokin. "Exploring the Role of Organizational Justice in the Modern Workplace." In Advances in Human Resources Management and Organizational Development, 323–45. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch015.
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This chapter indicates the relationship between organizational justice and organizational variables; organizational justice and trust; organizational justice and psychological ownership; organizational justice, ethical behavior, and ethical climate; organizational justice and emotion; organizational justice and negative organizational issues; organizational justice and employee turnover intention; organizational justice and burnout; and the importance of organizational justice in the modern workplace. Employees want to work for the fair and ethical organizations and be treated with respect. Organizational justice is an important asset that sustains productivity, profits, and employee morale in the modern workplace and refers to the extent to which employees perceive workplace procedure, interactions, and outcomes to be fair in nature. Enhancing organizational justice should be a priority for organization because it can reduce the incidence of workplace deviance, absence, and disengagement in the modern workplace.
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and, Hill. "Work with Human Nature." In Building a Resilient Tomorrow, 116–32. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190909345.003.0007.
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Human beings are not psychologically well-equipped to prepare for the impacts of climate change. We are not good at dealing with dangers we have trouble picturing in our minds, and we often succumb to excessive optimism. Human beings are also reluctant to pay short-term costs that are certain in exchange for future, uncertain benefits. Given the enormity of the climate resilience challenge, this chapter outlines how citizens are at risk of feeling overwhelmed and therefore paralyzed by the scope of the problem. If we are going to build resilience to climate change successfully, it argues, we are going to have to work around these cognitive limitations. Human nature is hard, if not impossible to change, so it is best to deploy a variety of approaches and “nudges” that work with human nature, not against it.
Conference papers on the topic "Psychological work climate"
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Hasyim, Wahid, and Wustari L. Mangundjaya. "The Mediating Role of Psychological Capital in the Organizational Climate and Work Engagement Relationship." In Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iciap-18.2019.81.
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Sharafutdinova, Natalia. "Social-Psychological Features of Leadership Manifestation Within the Environment of the Work Team." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-50.
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The effectiveness of a police officer’s professional performance depends on many social processes and phenomena, on socially-oriented and/or person-oriented communication with colleagues, different categories of citizens, on the level of organisation of this activity in general, on leadership and management processes. These days, such areas of psychology as communication between work colleagues, leadership in the circle of colleagues, and other factors impacting professional efficiency remain insufficiently covered. The authors have already touched on the issue of leadership and communication in our research, however, the authors have not carried out a specific study. The study is mainly aimed at the theoretical-methodological and empirical research into the phenomenon of leadership in the workplace team environment. Main research methods: observation, testing, mathematical-statistical analysis and socio-psychological influence methods. Key results: the scientific concept of ‘leadership’ and specificity of its manifestation in the service team was revealed; the problem regarding the lack of methods and techniques for the study of leadership and management processes in the service team was noted; in order to characterise the service team as an integrated system of interpersonal relations the indices of mutual acceptability/unacceptability, cohesion, coherence, etc. were calculated; the results of communicative activity and expression of leadership personality and management style, etc. were obtained; recommendations on how to organise joint activities and develop leadership skills are given. It is also noted that in order to develop leadership qualities in the workplace, it is advisable to develop the readiness of the individual to make responsible decisions, skills and abilities to quickly and correctly assess the personality, the situation, the socio-psychological climate of the workplace team, etc.
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Mutu, Miruna Angela, Camelia Elena Nichita (Vasile), and Iliana Maria Zanfir. "The Impact of the “Zoom Fatigue” Phenomenon and Ways of Managing It." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/16.
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The context of the COVID 19 pandemic has forced managers and entrepreneurs to review how they run their businesses and guide their employees. The new normality has brought with it a number of challenges and changes that have produced immediate and profound effects both in the way business is conducted, the online negotiations giving a formal and less human character, and in the way the employees perceive the work carried out exclusively online. Research has revealed a new phenomenon called "Zoom Fatigue" which is reflected in the human psyche through exhaustion and burnout, a phenomenon caused by the intensity and long duration of video calls and frequent online meetings. Additional cognitive processes required by video calls, the concentration required to absorb all the information transmitted, the lack of visual breaks, multitasking, as well as the merging of professional activity with the familiar environment from the comfort of our home, have led to psychological consequences, such as pronounced fatigue, exhaustion or irritation. All these effects are felt differently by men and women, the latter suffering more from videoconferencing and online work. At the same time, extroverts were found to be less tired than introverted people, feeling the effects of the "Zoom Fatigue" phenomenon differently. For the proper conduct of work and for the creation of a healthy organizational climate and an ethical organizational culture, the role of managers in knowing employees at a human level is of outmost importance, in order to best manage such situations and to identify appropriate measures for motivation and support aimed in particular at female and vulnerable personnel. Orientation towards setting a precise schedule for organizing video conferencing, recommending to avoid multitasking and reducing on-screen stimulus, setting visual breaks, avoiding the use of video calls in their spare time are some of the measures that managers can implement among their employees.
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Szigeti, Mónika Veronika. "BURNOUT PREVENTION WITH PSYCHOEDUCATION IN TEACHERS." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end044.
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Our research aims at prevention of burnout, which can be a protective factor in preventing career abandonment and can contribute to creating and maintaining a positive workplace climate. It also promotes the mental well-being and resilience of teachers and students. Therefore, burnout of teachers is especially important in Hungary, as the gradually increasing professional and administrative burden, the lack of social esteem, as well as the changed learning-teaching environment and the methodological shortcomings of general teacher training significantly increase the risk of burnout. In our research, the staff of the Somogy County Educational Service Center has been involved, mainly special education teachers. The 116-person sample has been conducted with a version of the Maslach Burnout Inventory developed for educators. In our presentation, the test results are presented. According to our findings, out of the three subscales of the subjects' questionnaire, the highest scores were achieved in the Emotional Exhaustion subscale and the lowest in the Depersonalization subscale. However, the emotional exhaustion subscale did not indicate a high burnout value in the study population. The correlations of burnout risk with age and time spent as a teacher has been also analyzed. Problem-focused and change-oriented psychological counseling models are attracting interest in the international literature today (Egan, 2010). By strengthening resilience and supporting a sense of growth, consultation techniques work to strengthen effective interpersonal communication and help the individual plan constructively for the future (Bonanno, 2004, 2005; Kelley, 2005; Linley & Joseph, 2005; Litz, 2005; Maddi, 2005). All of this are relevant to our research because we plan to provide burnout prevention psychoeducation counseling programs to educators. The literature also mentions the phenomenon of learned helplessness, which has its roots in childhood and is a breeding ground for both depression and burnout (Seligman,1991). Learned inertia can influence members of the helping professions toward passivity (paralysis, loss of control, hopelessness, unresponsiveness) and is therefore particularly burdensome for the individual, along with the challenges of helping professions. Results of our research shed light on the burnout level of special educators, personality traits important for coping and related burnout prevention (e.g., empathy, psychological immune competence) and the applied coping mechanisms that guide burnout prevention psychoeducation as a comprehensive concept.
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Kralj, Danijela, Irena Istenič, and Nevenka Šestan. "Skupaj za prijazno, vključujoče in varno delovno okolje." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.33.
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The situation we are experiencing on a global level and in the domestic environment confirms long-standing warnings that human and planetary survival requires radical changes in the way we think and respond to the demanding problems and challenges of today's society. The COVID19 epidemic has further exacerbated the deterioration. There is too much intolerance, even towards those who, in their moral and professional obligation to humanity and the medical profession, risk their own lives to save the lives and health of others. As social and personal hardships intensify, the dark forces of human character accumulate and destroy interpersonal and social relationships. Due to the increasingly serious consequences, such as psychological and physical violence, discrimination and exclusion in the workplace, a comprehensive and inclusive (integrated, integrative) model of an inclusive and safe work environment is being established worldwide. Inclusive practices have a positive effect on productivity by improving organizational climate and employee motivation, commitment and adherence to business ethics and values of the organization, while reducing turnover and risk of deviance. Therefore, they are often mentioned as the starting point for integrated and connected, integrated business, applicable business ethics and integrity, sustainable social responsibility, and achieving sustainable development goals in the era of new technologies and Industry 4.0. Thus, as part of a tertiary research project, in January 2020 we organised a seminar with a workshop for UKCL employees on a friendly, inclusive and safe working environment. The findings and conclusions are presented in this paper.
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Yurjeva, A. S., and Ya A. Korneeva. "Mental regulators of shift employees in diamond mining in the far north." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.740.755.
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The article presents an analysis of mental regulators of fly-in-fly-out personnel in diamond mining in the Far North. The study involved 70 fly-in-fly-out workers operating in the diamond mining in Far North. In our study, we relied on the concept of E. A. Klimov, who distinguished three groups of mental regulators of labor: representation of labor object, representation of labor subject, subject-object and subject-subject relations. Research methods are psychophysiological and psychological testing aimed at the diagnosis of mental regulators of labor, as well as questionnaires and projective methods for a qualitative study of mental regulators of labor. We have developed a questionnaire, which included such parameters as the assessment of comfort/discomfort of climatic and geographical, industrial and social conditions; assessment of the degree of danger of various professional situations that may arise during a fly-in; self-assessment of oneself as a professional, one’s professional skills, knowledge and adherence to safety precautions, personal qualities, job satisfaction, “price” of activity. We also developed a method of unfinished sentences. We conducted a content analysis of the results of the method of unfinished sentences, where we identified categories and subcategories related to the representation of labor object, representation of labor subject, subject-object and subject-subject relations. Statistical processing was carried out using multidimensional methods. As a result of the study, the peculiarities of the mental regulators of labor of fly-in-fly-out workers in diamond mining were identified, which must be taken into account when developing more targeted programs for supporting fly-in-fly-out work and selecting personnel in mining companies.
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Mouli, T. Sai Chandra. "Towards Understanding Identity, Culture and Language." In GLOCAL Conference on Asian Linguistic Anthropology 2019. The GLOCAL Unit, SOAS University of London, 2019. http://dx.doi.org/10.47298/cala2019.3-8.
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Knowledge of self is at the core of all human endeavours. In the quest identity assumes significance. It acquired greater relevance and respect on account of Postcolonial concerns. ‘Class’ emerged as the basis of a person’s identity. Subsequent to liberation of colonies from alien rule, postcolonial concerns gained ground. Focus on indigenous ways of life adds new dimension. Social, cultural, psychological and economic structures became the basis of one’s own view of identity. These dynamics are applicable to languages that flourished, perished or are on the verge of extinction. In India, regional, linguistic, religious diversity add to the complexity of the issue in addition to several subcultures that exist. Culture is not an independent variable. Historical factors, political developments, geographical and climatic conditions along with economic policies followed do contribute to a larger extent in fixing the contours of a country’s culture. Institutional modifications also sway the stability of national culture. Cultural transmission takes place in diverse ways. It is not unidirectional and unilateral. In many countries culture models are passed on from one generation to another through recitation. The learners memorize the cultural expressions without understanding meaning or social significance of what is communicated to them. Naturally, this practice results in hierarchical patterns and hegemony of vested elements. This is how norms of ‘high’ and ‘low’ are formed and extended to written works and oral/folk literatures respectively. This presentation focuses on the identity, culture and language of indigenous people in Telugu speaking states of Telangana and Andhra Pradesh in South India.