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Journal articles on the topic 'Work and Organizational Psychology (WOP)'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Romeo, Marina, Montserrat Yepes-Baldó, Enric Pol, and Santiago D. De Quijano. "A. Duarte Gomes & revista Psychologica: Building the WOP Psychology in Portugal." Psychologica 62, no. 1 (2019): 273–93. http://dx.doi.org/10.14195/1647-8606_62-1_14.

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The aim of this paper is to analyze the set of contributions of A. Duarte Gomes to the journal Psychologica. Specifically, his co-authors, the impact of his publications on other researchers, and the topics that have been the subject of his interest are analyzed. The search resulted in a total of 17 articles, published between 1991 and 2016, signed by him and in co-authorship. In this journal, A. Duarte Gomes reaches the highest levels of visibility in 2005, with a total of five articles of various kinds. The largest number of publications co-authored in Psychologica was with Leonor Pais and T

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2

van Dijk, Hans, and Marino van Zelst. "Comfortably Numb? Researchers’ Satisfaction with the Publication System and a Proposal for Radical Change." Publications 8, no. 1 (2020): 14. http://dx.doi.org/10.3390/publications8010014.

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In this preregistered study we evaluate current attitudes towards, and experiences with, publishing research and propose an alternative system of publishing. Our main hypothesis is that researchers tend to become institutionalized, such that they are generally discontent with the current publication system, but that this dissatisfaction fades over time as they become tenured. A survey was distributed to the first authors of papers published in four recent issues of top-15 Work and Organizational Psychology (WOP) journals. Even among this positively biased sample, we found that the time it take

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3

Visc, Bruno, Eveli Freire Vasconcelos, and Eduardo Pellicioli. "O PSICÓLOGO ORGANIZACIONAL E DO TRABALHO NA GESTÃO DE PESSOAS: perspectiva ética como competência primordial." Revista Foco 10, no. 3 (2017): 90. http://dx.doi.org/10.28950/1981-223x_revistafocoadm/2017.v10i3.414.

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Este artigo é uma revisão reflexiva da literatura especializada em Psicologia Organizacional e do Trabalho (POT) e tem como objetivo permitir uma visão geral sobre a atuação na área, enfatizar a prática profissional em gestão e distinguir a ética como uma pauta imprescindível. Em sua elaboração, foram referenciados estudos teóricos e empíricos. Em meio ao atual cenário brasileiro e aos inúmeros desafios impostos às organizações e a seus profissionais, são propostas reflexões no sentido de contribuir com a criação de estratégias de transformação da situação organizacional, a partir da formação

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4

Machniak, Arkadiusz. "Department of the Internal Military Service of Military Units of the Ministry of the Internal Affairs in Przemyśl Organizational and personnel structure, and scope of activity." Scientific Journal of the Military University of Land Forces 195, no. 1 (2020): 55–68. http://dx.doi.org/10.5604/01.3001.0014.0260.

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The origin of the Military Interior Service of the Military Units of the Ministry of Internal Affairs (MSW) goes back to 1957, when pursuant to the Regulation No. 021/57 the Ministry disbanded the Information Division of the Border Guard Troops and the Information Department of the Internal Security Corps, later transformed into the Military Interior Service of the Internal Security Corps (WSW KBW) and the Border Guard Troops (WOP). In 1973, the Service of the Military Units of the Ministry of Internal Affairs (WSW JW MSW) was appointed. Subsequently, new local structures were created in Biały

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5

Büssing, André, Tom Cox, Amanda Griffiths, José María Peiró, Wilmar Schaufeli, and Charles de Wolff. "Work and organizational psychology in hospitals." Work & Stress 10, no. 3 (1996): 193–94. http://dx.doi.org/10.1080/02678379608256799.

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6

Castiello D'Antonio, Andrea. "Coaching psychology and positive psychology in work and organizational psychology." Psychologist-Manager Journal 21, no. 2 (2018): 130–50. http://dx.doi.org/10.1037/mgr0000070.

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7

Bal, P. Matthijs, and Edina Dóci. "Neoliberal ideology in work and organizational psychology." European Journal of Work and Organizational Psychology 27, no. 5 (2018): 536–48. http://dx.doi.org/10.1080/1359432x.2018.1449108.

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8

Symon, Gillian, and Catherine Cassell. "Neglected perspectives in work and organizational psychology." Journal of Occupational and Organizational Psychology 79, no. 3 (2006): 307–14. http://dx.doi.org/10.1348/096317906x109676.

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9

Calas, Marta B., and Wendy Hollway. "Work Psychology and Organizational Behaviour: Managing the Individual at Work." Academy of Management Review 17, no. 4 (1992): 812. http://dx.doi.org/10.2307/258811.

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10

Das, T. K., P. J. D. Drenth, H. Thierry, P. J. Willems, and C. J. de Wolff. "Handbook of Work and Organizational Psychology, Vol. 2." Administrative Science Quarterly 31, no. 2 (1986): 321. http://dx.doi.org/10.2307/2392800.

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11

Burke, Ronald J. "Organizational Factors Influencing Work Habits." Perceptual and Motor Skills 79, no. 1 (1994): 273–74. http://dx.doi.org/10.2466/pms.1994.79.1.273.

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1608 employees of a single professional services firm rank-ordered four influences on their work habits. Meeting clients' and customers' requirements ranked first, followed by their own expectations, bosses' expectations, and coworkers' expectations. Differences in rankings were found as functions of organizational level but not sex of respondent.

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12

Klumb, Petra, Achim Elfering, and Christiane Herre. "Ambulatory Assessment in Industrial/Organizational Psychology." European Psychologist 14, no. 2 (2009): 120–31. http://dx.doi.org/10.1027/1016-9040.14.2.120.

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In this review, we demonstrate the contribution of ambulatory assessment (AA) research to I/O psychology by reference to four dynamic phenomena, the investigation of which we judge to benefit most from the application of AA techniques: (a) work strain and coping with work stressors, (b) the work/nonwork interface, (c) social interactions at the workplace, and (d) job attitudes and work-related emotions. As we see it, the greatest potential of these studies lies in the analysis of how interindividual differences modulate intraindividual processes. After demonstrating the value of the method, we

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13

Berry, Mary O’Neill, Walter Reichman, Jane Klobas, Malcolm MacLachlan, Harry C. Hui, and Stuart C. Carr. "Humanitarian work psychology: The contributions of organizational psychology to poverty reduction." Journal of Economic Psychology 32, no. 2 (2011): 240–47. http://dx.doi.org/10.1016/j.joep.2009.10.009.

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14

Jans, N. A. "Organizational factors and work involvement." Organizational Behavior and Human Decision Processes 35, no. 3 (1985): 382–96. http://dx.doi.org/10.1016/0749-5978(85)90029-9.

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15

Cohen, Aaron. "Personal and Organizational Responses to Work-Nonwork Interface as Related to Organizational Commitment." Journal of Applied Social Psychology 27, no. 12 (1997): 1085–114. http://dx.doi.org/10.1111/j.1559-1816.1997.tb00288.x.

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16

Murphy, Mary C., and Stephanie L. Reeves. "Personal and organizational mindsets at work." Research in Organizational Behavior 39 (2019): 100121. http://dx.doi.org/10.1016/j.riob.2020.100121.

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17

Carter, Angela J. "Commentary on neoliberal ideology in work and organizational psychology." European Journal of Work and Organizational Psychology 27, no. 5 (2018): 552–53. http://dx.doi.org/10.1080/1359432x.2018.1517116.

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18

Bal, P. Matthijs, Edina Dóci, Xander Lub, et al. "Manifesto for the future of work and organizational psychology." European Journal of Work and Organizational Psychology 28, no. 3 (2019): 289–99. http://dx.doi.org/10.1080/1359432x.2019.1602041.

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19

Ilgen, Daniel R. "Health issues at work: Opportunities for industrial/organizational psychology." American Psychologist 45, no. 2 (1990): 273–83. http://dx.doi.org/10.1037/0003-066x.45.2.273.

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20

Malvezzi, Sigmar. "Origin, consolidation, and perspectives of Work and Organizational Psychology." Revista Psicologia, Organizações e Trabalho 16, no. 4 (2016): 367–74. http://dx.doi.org/10.17652/rpot/2016.4.12650.

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21

Witt, L. Alan, and Mark N. Beorkrem. "Satisfaction with Initial Work Assignment and Organizational Commitment1." Journal of Applied Social Psychology 21, no. 21 (1991): 1783–92. http://dx.doi.org/10.1111/j.1559-1816.1991.tb00504.x.

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22

Liu, Erli, and jiatao Huang. "Occupational self-efficacy, organizational commitment, and work engagement." Social Behavior and Personality: an international journal 47, no. 8 (2019): 1–7. http://dx.doi.org/10.2224/sbp.8046.

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We examined how occupational self-efficacy is related to organizational commitment, and how it indirectly influences work engagement. Participants were 328 part-time Master of Business Administration students in China. We used structural equation modeling and chi-square difference tests to analyze the data and assess the proposed mediating effect. Results showed that occupational self-efficacy had a direct effect on organizational commitment and an indirect effect on work engagement through the mediator of organizational commitment. Our findings extend previous results and show that occupation

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23

Gil, Francisco, Carlos‐María Alcover, and José‐María Peiró. "Work team effectiveness in organizational contexts." Journal of Managerial Psychology 20, no. 3/4 (2005): 193–218. http://dx.doi.org/10.1108/02683940510589000.

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24

Sypniewska, Barbara. "Counterproductive Work Behavior and Organizational Citizenship Behavior." Advances in Cognitive Psychology 16, no. 4 (2020): 321–28. http://dx.doi.org/10.5709/acp-0306-9.

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25

Ugwu, Fabian O., and Ike E. Onyishi. "Linking Perceived Organizational Frustration to Work Engagement." Journal of Career Assessment 26, no. 2 (2017): 220–39. http://dx.doi.org/10.1177/1069072717692735.

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The study examined the link between perceived organizational frustration and work engagement and the moderating roles of sense of calling and psychological meaningfulness in this link. Primary and postprimary (high) school teachers ( N = 207) from Southeast Nigeria were sampled for the study. Consistent with our propositions, perceived frustration was found to be negatively related to work engagement. Sense of calling and psychological meaningfulness were positively related to work engagement. The results of the moderated regression analyses showed that teachers with high sense of calling were

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26

Kennedy, Frances A., Misty L. Loughry, Thomas P. Klammer, and Michael M. Beyerlein. "Effects of Organizational Support on Potency in Work Teams." Small Group Research 40, no. 1 (2008): 72–93. http://dx.doi.org/10.1177/1046496408326744.

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27

Wu, Ting, QiTaiSong Shen, Hanqing Liu, and Cong Zheng. "Work Stress, Perceived Career Opportunity, and Organizational Loyalty In Organizational Change: a Moderated Mediation Model." Social Behavior and Personality: an international journal 47, no. 4 (2019): 1–11. http://dx.doi.org/10.2224/sbp.7824.

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We applied job demands–resources theory to construct a negative work characteristic (i.e., work stress) and a positive work characteristic (i.e., perceived career opportunity) in the context of organizational change to investigate how these characteristics affect employees' organizational loyalty. Participants were 2048 Chinese employees from a state-owned power company where a government-led power price reform had taken place. Results show that work stress is negatively related to organizational loyalty via job satisfaction, and that perceived career opportunity (PCO) is positively related to

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28

Agarwala, Tanuja, Amaia Arizkuren, Elsa Del Castillo, and Marta Muñiz. "Work–family culture and organizational commitment." Personnel Review 49, no. 7 (2020): 1467–86. http://dx.doi.org/10.1108/pr-11-2019-0608.

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PurposeTo understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.Design/methodology/approachQuestionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.FindingsThe three countries were both similar and different with Peru and Spain more similar to

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29

Hu, Bin, Zhenhu Hou, Miranda Chi Kuan Mak, et al. "Work engagement, tenure, and external opportunities moderate perceived high-performance work systems and affective commitment." Social Behavior and Personality: an international journal 47, no. 5 (2019): 1–16. http://dx.doi.org/10.2224/sbp.7353.

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We examined the role of our proposed moderators, namely, work engagement, organizational tenure, and perceived external opportunities, in the relationship between perceived high-performance work systems (HPWS) and affective organizational commitment. We conducted a survey with 94 employees of an information technology company in China. The results showed that the effect of perceived HPWS on affective commitment is stronger among employees with longer tenure, and weaker among employees who perceive more external opportunities. The results also showed that the effect of perceived HPWS on affecti

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30

Burke, Ronald J. "Organizational Support for Work-Personal Life Balance: Sex Differences." Psychological Reports 85, no. 2 (1999): 454–56. http://dx.doi.org/10.2466/pr0.1999.85.2.454.

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This study compared perceptions of organizational support for balance of work and personal life among female and male managers and professionals. 251 women and 279 men reported similar organizational support when demographic differences were controlled. Both groups indicated only moderate organizational support for work-personal life balance.

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31

Fan, Peng. "Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support." Social Behavior and Personality: an international journal 46, no. 6 (2018): 995–1010. http://dx.doi.org/10.2224/sbp.6915.

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I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderat

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32

Randall, Marjorie L., Russell Cropanzano, Carol A. Bormann, and Andrej Birjulin. "Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior." Journal of Organizational Behavior 20, no. 2 (1999): 159–74. http://dx.doi.org/10.1002/(sici)1099-1379(199903)20:2<159::aid-job881>3.0.co;2-7.

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33

Van Dijk, Hans, and Marino Van Zelst. "Work and Organizational Psychology Researchers' Satisfaction with the Publication System." Academy of Management Proceedings 2019, no. 1 (2019): 16949. http://dx.doi.org/10.5465/ambpp.2019.16949abstract.

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34

Gruman, Jamie A., and Alan M. Saks. "What is work good for? A positive organizational psychology perspective." Industrial and Organizational Psychology 12, no. 4 (2019): 448–50. http://dx.doi.org/10.1017/iop.2019.75.

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35

Hodgkinson, Gerard P. "The interface of cognitive and industrial, work and organizational psychology." Journal of Occupational and Organizational Psychology 76, no. 1 (2003): 1–25. http://dx.doi.org/10.1348/096317903321208862.

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36

Rodrigues, Ana Carolina de Aguiar, and Maria Nivalda de Carvalho-Freitas. "Theoretical fragmentation: Origins and repercussions in Work and Organizational Psychology." Revista Psicologia, Organizações e Trabalho 16, no. 4 (2016): 310–15. http://dx.doi.org/10.17652/rpot/2016.4.12630.

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37

Riketta, Michael, and Angela Landerer. "ORGANIZATIONAL COMMITMENT, ACCOUNTABILITY, AND WORK BEHAVIOR: A CORRELATIONAL STUDY." Social Behavior and Personality: an international journal 30, no. 7 (2002): 653–60. http://dx.doi.org/10.2224/sbp.2002.30.7.653.

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The authors postulated that attitudinal organizational commitment (AOC) and accountability to an external audience mutually moderate their relationships with work behavior. These hypotheses were tested for two types of work behavior (in-role performance and organizational citizenship behavior), using self-report data from 63 employees of a German healthservice organization. As expected, the correlation between AOC and in-role performance was higher for low as opposed to high accountability, and the correlation between accountability and in-role performance was higher for low as opposed to high

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38

Redelinghuys, Kleinjan, Sebastiaan Rothmann, and Elrie Botha. "Flourishing-at-Work: The Role of Positive Organizational Practices." Psychological Reports 122, no. 2 (2018): 609–31. http://dx.doi.org/10.1177/0033294118757935.

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The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale—Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale—Short Form, T

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39

BURKE, RONALD J. "ORGANIZATIONAL SUPPORT FOR WORK-PERSONAL LIFE BALANCE: SEX DIFFERENCES." Psychological Reports 85, no. 6 (1999): 454. http://dx.doi.org/10.2466/pr0.85.6.454-456.

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40

Spagnoli, Paola. "Organizational Socialization Learning, Organizational Career Growth, and Work Outcomes: A Moderated Mediation Model." Journal of Career Development 47, no. 3 (2017): 249–65. http://dx.doi.org/10.1177/0894845317700728.

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The current study aimed at examining a moderated mediation model based on the theoretical framework of organizational socialization. In particular, the mediating effect of organizational career growth (OCG) in the relationship between organizational socialization learning and work outcomes (job satisfaction and performance) was assessed through a multigroup approach on an overall sample of 474 Italian employees. Specifically, structural equation modeling through the bootstrap method was used to test the mediation hypotheses on three dichotomous moderating variables: gender (men/women), parenth

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41

Shahriari, Mohsen, and Sayyed Mohsen Allameh. "Organizational culture and organizational learning: does high performance work systems mediate?" Journal of Workplace Learning 32, no. 8 (2020): 583–97. http://dx.doi.org/10.1108/jwl-03-2020-0047.

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Purpose The primary purpose of this study is to examine the effect of organizational culture (OC), that is, group, developmental, hierarchical and rational culture on organizational learning (OL) of employees in electricity distribution companies of Isfahan province. Further, the role of the high-performance work system (HPWS) as a mediator between OC and OL has also been explored. Design/methodology/approach Questionnaire survey method has been used for data collection, and data analysis was completed through a two-stage partial least squares structural equation modeling technique. At the fir

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42

Wech, Barbara A., Kevin W. Mossholder, Robert P. Steel, and Nathan Bennett. "Does Work Group Cohesiveness Affect Individuals' Performance and Organizational Commitment?" Small Group Research 29, no. 4 (1998): 472–94. http://dx.doi.org/10.1177/1046496498294004.

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43

Gullickson, Terri. "Review of Psychology Applied to Work: An Introduction to Industrial and Organizational Psychology." Contemporary Psychology: A Journal of Reviews 40, no. 2 (1995): 177. http://dx.doi.org/10.1037/003450.

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44

Schaufeli, Wilmar B. "Heavy work investment, personality and organizational climate." Journal of Managerial Psychology 31, no. 6 (2016): 1057–73. http://dx.doi.org/10.1108/jmp-07-2015-0259.

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Purpose – The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a “bad” and work engagement, which represents a “good” kind of heavy work investment. More specifically, it is hypothesized that workaholism is positively related to neuroticism (H1) and that work engagement is negatively related to neuroticism and positively to the remaining Big Five personality traits (H2). In addition it is hypothesized that workaholism is positively related to an overwork climate (H3), whereas work engagemen

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45

Karanika-Murray, Maria, Nikita Duncan, Halley M. Pontes, and Mark D. Griffiths. "Organizational identification, work engagement, and job satisfaction." Journal of Managerial Psychology 30, no. 8 (2015): 1019–33. http://dx.doi.org/10.1108/jmp-11-2013-0359.

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Purpose – Organizational identification refers to a person’s sense of belonging within the organization in which they work. Despite the importance of organizational identification for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. The purpose of this paper is to provide an understanding of how organizational identification relates to job satisfaction. Design/methodology/approach – Adopting a social identity perspective, the authors present and test two models that describe work engagement and its constituent dimensi

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46

Wegge, Jürgen, Hans Jeppe Jeppesen, Wolfgang G. Weber, et al. "Promoting Work Motivation in Organizations." Journal of Personnel Psychology 9, no. 4 (2010): 154–71. http://dx.doi.org/10.1027/1866-5888/a000025.

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What are the best interventions that Work and Organizational Psychology offers today for promoting high work motivation in organizations? This paper seeks to answer this question in two steps. First, we briefly summarize the main findings from 26 meta-analyses concerned with traditional practices such as goal setting, feedback, work design, financial incentives, or training. These practices can improve both organizational performance and the well-being of organizational members. Second, we examine in more depth a new, increasingly important high performance work practice: Employee involvement

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47

Johns, Gary. "The nature of work, the context of organizational behaviour, and the application of industrial-organizational psychology." Canadian Psychology/Psychologie canadienne 39, no. 1-2 (1998): 149–57. http://dx.doi.org/10.1037/h0086803.

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48

Huang, Meiju, and Mei-Yen Chen. "Internal Marketing, Customer Orientation, and Organizational Commitment: Moderating Effects of Work Status." Psychological Reports 113, no. 1 (2013): 180–98. http://dx.doi.org/10.2466/01.11.pr0.113x18z8.

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Associations among internal marketing, customer orientation, and organizational commitment were examined, particularly with regard to the moderating effects of work status on the relationships between internal marketing and customer orientation or organizational commitment, in a cross-sectional design with structural equation modeling. Two studies ( Ns = 119 and 251) were conducted among full- and part-time service employees at Taipei Sports Centers. Internal marketing was associated with organizational commitment and customer orientation. Customer orientation was associated with organizationa

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49

Kohan, Andrea, and Dwight Mazmanian. "Police Work, Burnout, and Pro-Organizational Behavior." Criminal Justice and Behavior 30, no. 5 (2003): 559–83. http://dx.doi.org/10.1177/0093854803254432.

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50

Casper, Wendy J., Jennifer A. Martin, Louis C. Buffardi, and Carol J. Erdwins. "Work--family conflict, perceived organizational support, and organizational commitment among employed mothers." Journal of Occupational Health Psychology 7, no. 2 (2002): 99–108. http://dx.doi.org/10.1037/1076-8998.7.2.99.

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