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Participants needed!
I am currently looking for participants for my research project as part of my MSc in Organizational Psychology. The purpose of the study is to examine wellbeing within organizations.
The study should take approximately 10-15 minutes to complete. To participate you must: be aged 18 years old or above and be currently employed or possess recent working experience.
Participation is completely voluntary, and you may withdraw your participation at any point when completing the study and without a penalty. A complete information sheet will be provided prior to the beginning of the study.
Your help is very much appreciated!
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Done
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Hello people! I am undertaking a research project as part of my MSc Organisational Psychology. The research is based on the role of self-efficacy, emotional intelligence, stress and resistance to change in Small and medium-sized firms.
To be eligible for this research You must be above 18, you must be living in the UK and you must be working in a small medium-sized firm If you meet the requirements above, please fill out the survey using the link below. If you would like to know the results of the study, you can contact me using the details in the survey brief.
https://bbk.qualtrics.com/jfe/form/SV_b4osRlYpH26DwXk To ensure your confidentiality, your responses are anonymised. If you have any concerns regarding the research, please feel free to contact me at aali83@student.bbk.ac.uk. Alternatively, you can reach out to me directly on LinkedIn.
Thank you for your participation :)
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Yes, I live in Nepal. Please how could I help you in this great cause!
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How can I validate a questionnaire for a small sample of hospitals' senior executive managers?
Hello everyone
-I performed a systematic review for the strategic KPIs that are most used and important worldwide.
-Then, I developed a questionnaire in which I asked the senior managers at 15 hospitals to rate these items based on their importance and their performance at that hospital on a scale of 0-10 (Quantitative data).
-The sample size is 30 because the population is small (however, it is an important one to my research).
-How can I perform construct validation for the items which are 46 items, especially that EFA and CFA will not be suitable for such a small sample.
-These 45 items can be classified into 6 components based on literature (such as the financial, the managerial, the customer, etc..)
-Bootstrapping in validation was not recommended.
-I found a good article with a close idea but they only performed face and content validity:
Ravaghi H, Heidarpour P, Mohseni M, Rafiei S. Senior managers’ viewpoints toward challenges of implementing clinical governance: a national study in Iran. International Journal of Health Policy and Management 2013; 1: 295–299.
-Do you recommend using EFA for each component separately which will contain around 5- 9 items to consider each as a separate scale and to define its sub-components (i tried this option and it gave good results and sample adequacy), but am not sure if this is acceptable to do. If you can think of other options I will be thankful if you can enlighten me.
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Faten Amer , sample size it is not a problem at al in Bayesian Factor Analysis, see for example:
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Hello.
For my thesis, I am investigating the relationships between the following three variables:
Hypothesis 1:
Independent Variable: Nominal (Yes/No)
Dependent Variable: Ordinal (5-point Likert Scale)
Hypothesis 2:
Independent Variable: Ordinal (5-point Likert Scale; also used above as dependent variable)
Dependent Variable: Ordinal (5-point Likert Scale; different from above)
I am facing a lot of difficulty in finding an appropriate analysis to conduct in order to investigate the relationships between my variables, especially given the ordinal nature of two of them, which apparently rules out t-tests and linear regressions. Any advice on which analysis to use for both hypotheses above would be appreciated.
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H1 ordinal logistic regression
H2 ordinal logistic regression
Google this regression topic or see the attached course notes.
Best wishes, David Booth
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Can anyone please recommend any technique or a good reading to estimate sample size for quantitative survey based study in the field of organizational psychology. I need to collect matching data from employees and their supervisors and planning to use Structural Equation Modeling (SEM) for analysis.
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Difficult to develop generalized guidelines regarding sample size requirements for SEM (MacCallum, Widaman, Zhang, & Hong, 1999). Despite this, various rules-of-thumb have been advanced, including (a) a minimum sample size of 100 or 200 (Boomsma, 1982, 1985), (b) 5 or 10 observations per estimated parameter (Bentler & Chou, 1987; see also Bollen, 1989), and (c) 10 cases per variable (Nunnally, 1967). Such rules are problematic because they are not model-specific and may lead to grossly over-or underestimated sample size requirements. MacCallum et al. (1999) demonstrated that model characteristics such as the level of communality across the variables, sample size, and degree of factor determinacy all affect the accuracy of the parameter estimates and model fit statistics, which raises doubts about applying sample size rules-of-thumb to a specific SEM ( Wolf et al, 2013)
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Hi All,
I have a question for regarding the interpretation of my stats results.
The moderation effect is significant as per graph attached.
The IV is work values, M is organizational resource, and the DV is positive work outcome.
The beta coefficients for IV and M was positive, however, the interaction was negative. From the coefficient values and the graph, I understand that the slope was reducing such that the higher the organizational resource (M), the relationship between the IV and DV will reduce.
I have also performed the mean split test (with +1SD & -1SD) and the results were significant for both levels at (B = 0.3404, p < 0.01) in the low resource groups and (B = 0.1476, p < 0.05) in the high resource groups. This reaffirms the substitution effect as shown in the graph.
Now, the question is, is it possible to interpret this result so that the effect of moderator is more powerful for low work values group? Because the logic just doesn't really makes sense to me when the interaction goes in this direction. I have concerns on the interpretation on this results because by logic and theory, work values-outcomes relationship should be enhanced with resources support. I have tried to find relevant literatures to support this stance but it was really challenging.
Thank you in advance. Any comments/suggestions/opinions/material recommendation are much appreciated.
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Hi,
Have a look at the 95% C.Is in the Low, Mid, and High groups.If the C.I does not include zero then it is ok otherwise reject that particular group.
If this condition is satisfied, then the width of the C.Is.
given that both the above conditions are satisfied, accept the result and interpret.
Before that have a look at the results of previous studies and check your own data. One should have a strong reason to go against the normal stream.
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Hi!
I’m disillusioned by the emphasis on the frantic continuously changing rat race work culture. In my remote job search now, I’m looking for alternative models that fit with people, like myself, who work better in a steady environment. I’m compiling a list of companies that embrace this , or at least tolerate it .
Would you suggest any companies that fit this description?
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I think that this frantic pace of change, as you described, is an outcome of environmental changes, meaning, companies that operate in very dynamic industries are forced to adjust quicker. Focus on more traditional industries, in which technology does not evolve that quickly, if you are looking for more steady working environments. I hope this helps, Hashem Elassad , good luck!
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Hell Expert(s),
I am considering a variable that has a further 5 sub-variables (dimensions). Concerning this, how should I check moderation for such kind of variable? Am I supposed to consider those all as separate moderators while analyzing data in Hayes Process Macro (Model 01)?
Next, while considering those all as separate, if one moderator (dimension) demonstrates a different effect (-/+) compared to others, what approach should I adopt to interpret? 5 dimensions reflect mental stability; if one is missing or has a different effect, how to address that?
Regards,
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Treat each sub variable as a moderator on the same x in successive regressions assuming the composite variable is a moderator.
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I'm conducting a job satisfaction study to predict telephone agents' turnover. I'm looking to increase participants for my study. How should I approach the directors of call centers to request their permission? Their contact information are usually not available in the company's website. If you have conducted studies with call centers, I would really appreciate if you could share with me your strategies of contacting call centers' directors and convincing them to let you conduct your study at their companies.
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Top-bottom approach
1. Identify the BPO company.
2. Go to their website.
3. Contact them directly.
Gatekeeper Approach
1. Go to your LinkedIn account.
2. Look for the HR of BPO company
3. Contact that HR directly
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Currently, I want to gather preliminary data about turnover intentions among employee of a company using interview method. My biggest concern is with the corona pandemic, possibly each of the employee will try to hold onto their jobs whatever it takes, thus i believe they will possibly try to give the impression that they are "satisfied" with their jobs. Is there any tips for making questions for assessing their turnover intention in this situation? Thank you very much.
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It's true that COVID 19 is resulting in the low business and probable job cut fear, but Turnover may not get affected by this factor. Turnover happen mainly for getting higher position n salary or for shifting near native place.
Try to build queastion considering these two aspects.
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I'm conducting an anonymous quantitative survey on SurveyMonkey and some participants left the majority of the questions unanswered. How can we encourage participants to completely answer all questions in the survey?
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Its a tricky question. May be some incentive!
Did you do pilot testing before running the main survey? Many a time respondents find questions offending/ response anchors not appropriate etc. The demographics of people who left the survey mid way, may provide you some insight as why some kind of people are not responding to some specific questions.
all the best!
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Very inters testing. I am trying to learn about the effects on EI for high anxiety and stressed out leaders. There may be many commonalities here.
How were you planning on ascertaining level of burnout?
thanks
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The level of burnout can be measured by using a scale of Burnout. One such published scale's citation -
Malach-Pines, A. (2005). The burnout measure, short version. International Journal of Stress Management, 12(1), 78.
First, you might also need a scale such as DASS to measure the level of Anxiety and Stress of leaders. Then, identify the sample from which you collected the data who have high anxiety and stress. After that, you can use the Burnout Inventory on this sample only.
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According to Van Raan (2004), "a 'Sleeping Beauty in Science' is a publication that goes unnoticed ('sleeps') for a long time and then, almost suddenly, attracts a lot of attention ('is awakened by a prince')" (p.467). Are you aware of any examples of 'sleeping beauties' in the domains of organizational behavior/psychology or management?
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This happened with my early counterproductive work behavior research, originally called organizational aggression. I published the first paper in 1975 (sleeping beauty) which (along with others in 1978 and 1987) was pretty much ignored for 20 years:
Then Robinson & Bennett published a paper (the prince) on deviance in 1995, which was a similar phenomenon, and has been very influential and highly cited.
After that the topic exploded and our work began to be noticed and cited. In 2001 we "rebranded" organizational aggression as CWB, which resulted in our work getting even more attention:
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Are there any validated measurement instruments for transfer of (sales) training? I am interested in the actual post-training behavior on the job. Maybe a combination of self-, peer- and supervisor-report?
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Hi Franziska
Kodo (www.kodosurvey.com) have developed a methodology, based on acad research and best practice, for measuring e.g transfer of learning. They also have a digital platform to reduce the workload and do the analysis automatically.
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I've analyzed correlation between A variable and B variable.
A and B is multilevel data that was measured repeatedly.
So I got correlation within level and between level.
But I couldn't find p value so I couldn't know this correlation is significant.
How can I do?
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see Significance of Correlation Coefficients in Mplus
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Hi.
I am trying to analyze moderating effect in HLM 8.
And I also input control variable.
But the problem is control variable has "and so on" option.
So, when running analysis, I find some of my data got loss.
Problem related control variable is position and supervisor position.
These variables have 1 to 5 point. (1. staff 2. administrative manager 3. section chief 4. chief 5. manager)
In this situation, how can I proceed analysis without data loss?
I remember but not exactly that in some of study, "and so on" option became average point
throughout control variable. (Ex. "and so on" become 2.3, because average position in the study is at 2.3).
Is it possible or are there another alternative?
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Hi Hyun,
does "so on" mean "none of the mentioned positions"? If yes, you could simply code that with 6 as a "mixed category" (it is no missing, as I understand it but a systematic choice). To incorporate that as a control variable you will have to create 5 dummy variables. Perhaps I am missing something but this would be my first thought....
Best,
Holger
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I am interested in the area of Talent Management in Human Resource Management. I want to understand and proffer a solution to employee turnover using Talent Management skills.
What other areas of HRM can help solve this problem?
Change in Organizational Psychology/ Culture?
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Because we have poor managers who are more concerned with financial goals and less concerned with making sure people are trained and motivated.
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Hi.
I have short question.
I am conducting analysis to test whether PSM moderate between TL and JC.
But, my study variables are combined with control variables.
In this situation, when testing the ineraction effect, control variables can be added in level2 slope term?
Or control variable can be added only in level 2 intercept term?
Therefore, what is the appropriate way upper or lower? (upper image or lower image)
What is the appropriate way in conventional multilevel modeling?
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if the control variables at Level-2, upper one (at the intercept ones) is correct. If the control variables at Level-1, you need to include them at the Level-1 step. Hope this is helpful.
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Statistically, I saw that moderator has no or inconsistent correlation with IV and DV in thesis.
Actually in my situation, I measured baseline IV, DV and moderator once(each level2).
And I measured IV and DV 3 times(each level1). It is nested multilevel design.
I am conducting to test cross-level interaction effect with HLM.
IV was Group mean centered and moderator was Grand mean centered.
I found significant cross-level interaction effect.
But the problem is, I found that baseline IV and DV has high correlation with moderator.
Therefore, I can predict that moderator has high correlation with IV and DV.
In this situation, can I tell that there is really significant cross-level interaction effect?
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If you are saying that your data doesn't support your initial hypothesis that sometimes happens. But notice baseline IVB having high correlation with the moderator is moderation ie, interaction . I suggest you review this by looking at this link: https://www.bing.com/search?FORM=U528DF&PC=U528&q=moderation+in+regression+form and especially consider this one:
  • Moderation Analysis -- Advanced Statistics using R https://advstats.psychstat.org/book/moderation/index.phpA moderation effect indicates the regression slopes are different for different groups. Therefore, if we plot the regression line for each group, they should interact at certain point. Such a plot is called an interaction plot. To get the plot, we first calculate the intercept and slope for each level of the moderator. For this example, we have
  • This should help. Best wishes, D. Booth
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Hello!
I have a dataset with all managers, but some of them manage one another within the dataset. I have a column that shows who manages who (Manager ID; there are about 200 managers and the rest are their followers).
All of the respondents answered questions a self report question, and then all of them answered questions about their own job satisfaction. I want to find out whether leaders who answered the question have team members who are more satisfied. 
For some reason, I don’t think that I’m doing this correctly. Any suggestions? Thank you very much for your consideration and advice!
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I would suggest consulting the following textbook:
Joseph F. Hair Jr., William C. Black, Barry J. Babin, Rolph E. Anderson (2010) Multivariate Data Analysis, Seventh Edition, Pearson, 816 pages.
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Hello all. for my MSc thesis I am studying relationship between LMX and work and contextual performance, mediated by the psychological empowered construct of Spreitzer (1995). I conducted surveys in which employees scored LMX relationships, empowerment, and performance. They invited their manager/supervisor via email for a different survey, in which this person had to score the LMX from his/her perspective and the performance of the employee who sent out the invitation to the manager survey.
So the employee scored LMX with manager, empowerment, and performance. The manager scored LMX with employee and performance of employee.
Ideally I would like to analyse variance between units as well: multiple employees who report to the same manager make a team. Until now I have around 10 managers with at least 3 employees reporting to the same manager; total employee number is 40.
If I would conduct single level mediation analysis I have a total of around 90 cases, also not a lot of data I'd say.
I could create a group employee LMX variable (CWC), so the group mean of LMX scored by employees under the same manager. Then analyse the relationship between this variable and individual performance, mediated by individual perceptions of psychological empowerment. I could also examine everything on group level, so group LMX's effect on group performance, mediated by group empowerment.
I am wondering if it makes sense to study group differences with so little groups and few employees within groups. Also, do I center predictor variables at the grand mean (CGM) or group mean (CWC)? If yes, which ones?
Thanks in advance!
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Since some of your employees are in groups with the same manager, there is the possibility that some managers have overall better relationships than others, and this can create problems in the analysis. You can check to first see if there are group differences on your variables. ICC(1) can show how much of the variance is between-groups, and one-way ANOVA with group as the IV can tell you if you have significant group differences. If you do, one approach to control for those differences is using pooled within-group correlations. If there isn't much group difference, then you can ignore the group structure. Your sample size is pretty small to do multi-level modeling. You won't have much power.
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Dear research community,
I am currently writing a proposal for a meta-analysis. I am aware that meta-analyses are applied in, for example, medical settings to identify the effectiveness of a treatment/intervention, which means that the meta-analysis tests the same variables but from different sources. What if I look into studies with different variables but with a similar research question (e.g. how do employees cope with organizational change) and would like to run a meta-analysis to identify which are the most relevant predictor and outcome variables?
Thank you in advance for your help!
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I've collected a host of resources on meta-analysis as well as non-parametric effect measures on Frank Harrell's data methods website. That is a great place to discuss the statistical aspects of research, particularly in the health care context.
Nonparametric Effect Size estimation, Likelihood Methods, and Meta Analysis
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Social exchange theory and norms of reciprocity are used interchangeably, what is the actual difference between these concepts? if there is any.
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Social Exchange Theory refers to the behaviors that can be thought of as the result of cost-benefit analyses by people attempting to interact with society and the environment. In this regard we may refer to Blau, 1983. According to social exchange theory, as individuals interact over time, they experience the need to reciprocate the support and assistance of the other person, called the norm of reciprocity. I
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Hi All.
I am conducting a study on occupational stress management. I have been advised to use Interpretative Phenomenological Analysis to do this but I have mixed feelings about it. While IPA explores respondents' lived experiences and they way make sense of phenomena, is it still a suitable method to analyse people's occupational stresses and their coping mechanisms?
Thanks,
Marta
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I do agree the view of an opportunity for an exploration of your topic by means of IPA. Here, Hetherington’s study/methodological consideration may be helpful, namely: …..the study uses interpretative phenomenological analysis to gain insight into the experience of occupational stress amongst a sample of signed language interpreters in the North West of England. The findings suggest two significant causes of occupational stress for signed language interpreters…..Interpretative Phenomenological Analysis.....is to gain an understanding of psychological processes/individual perception/experience in relation to occupational stress….(see: Hetherington, 2011, pp. 9, 138 and 141).
  • Hetherington, A. (2011) A Magical Profession? Causes and Management of Occupational Stress in the Signed Language Interpreting Profession, in Leeson, L., Wurm, S. and Vermeerbergen, M. (eds.) Signed Language Interpreting: Preparation, Practice and Performance. Manchester, UK: St. Jerome Publishing, pp. 8-9, 138-159.
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Dear all,
Can anyone recommend a scale for measuring the hierarchical position in an organisation by self-report? The scale should measure the hierarchical position regardless of the industry or type of organisation.
I am grateful for any advice!
Thanks in advance,
Veronika
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I don't know if you could make a correlation between the level of organisational trust and the hierarchical position of an individual. For instance, Paine (2003) and Shockley-Zalabak (2000) provides some scales how to measure trust on an individual level.
Literature:
Shockley-Zalabak, P., Ellis, K., & Winograd, G. (2000). Organizational trust: What it means, why it matters. Organization Development Journal, 18(4), 35.
Paine, K. D. (2003). Guidelines for measuring trust in organizations. The institute for public relations, 2003, 9-10.
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What theoretical, methodological and practical advantages can be derived from the use of Bayesian approaches in data analysis in organizational psychology?
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Mr. Heiko Breitsohl,
Thanks for your answer
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In psychology, we have many approaches to base our evaluation and treatment of a patient, such as psychology of education, community psychology, social psychology, humanistic approach, cognitive-behavioural approach, neuropsychological approach, industrial-organizational approach, psychodynamic, etc. I get that some approaches don't fit with the level of target/observation (e.g. I/O psychology for a single mother at home dealing with major depression), and that each one is a tool in the toolbox for a specific need and objective, but I ask for a possible integration of similar or potentially complementary approaches (neuropsy with TCC or humanistic with ecological model of Bronfenbrenner confirmed with neuropsy, etc.). In summary, I am curious of what has been proposed to build a sort of unity with some of the approaches in modern psychology.
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I think that in the practice of therapists, most of whom are physicians (psychiatrists) but can also be clinical psychologists, method-integrating treatment methods have prevailed. Training events and supervision today ensure that new therapeutic approaches and successes are passed on that did not previously exist.
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Dear All,
I would like to measure the self-evaluated quality of workplace relations (to team members / colleagues / supervisors). Could anybody recommend a validated scale or measurement approach? I was thinking about items like "Most of my colleagues are like friends", "I like talking about my private life with most of colleagues" or "I have a good relationship with most of my colleagues".
Thank you very much!
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Hi Veronika,
Two of the factors that shape team-management relationships and inter-team relationships are trust and equity. There are many types of each factor. Trust is context sensitive as is equity. For example, equity can apply to various role issues like feeling your role responsibilities in a particular situation are equitable. Equity has referents against which a person judges the situation, which you may or may not be interested depending on your goals. It is also important whether your research objectives are nomothetic or idiographic. Are you trying to make generalizations about constructs or predictions for a specific group?
George
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We're a Volunteer Science, a collaboration among scientists from leading research universities to expand the tools available for social and behavioral research.
We would like to see see if you/your faculty would be interested in running group experiments in their classes. 
The basic idea is the faculty would spend 10-30 min of class time playing a specified game. We can provide some teaching material faculty can use to lead a class discussion. 
Our experiments can be working in a social science class, business school class (particularly management, strategy, or industrial/organizational psychology, or computer/information sciences classes focusing on HCI, social data, or networking. 
Please let me know if you're interested in knowing more about Volunteer Science.
For more information, please feel free to check out the 3 pagers attached.
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Hi Alnishal,
Volunteer Science is a collaboration among scientists from leading research universities to expand the tools available for social and behavioral research. Most social and behavioral research is expensive and time intensive because it requires recruiting and maintaining pools of participants.
Volunteer Science is a web laboratory that will accelerate behavioral research by improving statistical power by involving more people, lower costs by using open standards, reduce data collection time by creating a community of active and engaged participants, and promote citizen engagement with and interest in scientific research.
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As one of the most comprehensive systems of describing occupations, O*NET (occupational information network) is vastly important for practitioners and researchers alike. What attempts have been made to translate the content model into other languages, other than for the Spanish language?
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I am conducting research as part of my thesis for the Master of Organisational Psychology and am looking at which motivational drivers account for the most variance in high performing employees. I am struggling to find good measures of job performance (i need a self report and supervisor report measure)
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The following paper contains a job performance scale that has been frequently used in research. It can be used for supervisor or self ratings.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617. doi:http://dx.doi.org/10.1177/014920639101700305
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I learned that my research interest (i.e. work motivation, engagement, leadership, burnout, workaholism) falls within the field of Organizational Psychology.
Is it possible to follow a positivist/deductive approach for a PhD-level research?
Knowing there's no right or wrong to do research, would love to hear your thoughts.
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Hi Bayan,
Your area of research, shall turn out to be very interesting, but what is important it your orientation and research question. A positivist approach is well accepted for a PhD level work. However, I would suggest not to fall for the approach and methodology in the initial stages of your research. A strong and vigorous, review of literature may help you and prove as a guiding light on your research endeavour. Try to find your specific area of interest within Org. Psy and then see what are the best practices. Then decide the approach. Also a word of caution - best practices may not always be the right practices for your research. Hence please start from narrowing doing to the specific research and then take off with an extensive review of literature which not only include the subject but also the approaches, you will find your answer. In all this do not forget your own world view as an individual i.e. your opinion on how the world operates, it shall prove instrumental in deciding your approach.
P.S. - Yours guide's view on this may be your bible.
All the best for your Journey
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I'm investigating extremely delayed retirement among old entrepreneurs, from both organizational and psychological point of view. Could anyone suggest me specific literature?
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As an MDT in a secure hospital, we have mooted the possibility of using a tool to evaluate our effectiveness as a team. We have no set framework (even how we are conceptualising 'effectiveness' at this point); however, are considering the following:
input from all stakeholders (e.g. service users, carers, nursing teams, and individual team members), tapping into various relevant domains; and drawing influence from a range of fields (e.g. organisational psychology, systemic practice, and interpersonal models such as family therapy and attachment).
Does anybody have any experience in this area? I would be interested in generating some ideas / discussion about how this could be done.
Many thanks
Alex
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Hi Prudence,
Thanks for your thoughts. We are definitely considering focus groups, though, as you say, this might be time consuming. I was hoping to find some existing theory that might negate the need to do this!
Thanks
Alex
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I have reached out to the two possible contacts that I have, which have not been fruitful. I have also reached out to my LinkedIn and Twitter network to try to identify an organization to participate in my team-level research, but I still have not had any luck. I have been offering to provide a consulting service to help with personnel or leadership decision making in exchange for the participation. I have also stated whom the PhD-holding supervisor the project. Please let me know any suggestions you have, or if you have access to a large organization that may be willing to participate in team cohesion research.
Thanks,
M. Justin Miller, M.S.
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...a pretty random suggestion but as someone who works in health care there are likely to be lots of hospitals who fit the bill. While health services managers are not necessarily particularly research literate and no t all organisations are research active, the idea of research is not alien to them. I think it's well worth a try. Twitter and Linkedin well worth a try but i suspect a direct phone call or (failing that) email) to a senior person is likely to be more productive. Do a bit of background research to get the names before you start.
Don't expect people to be impressed by you, a PhD or your supervisor (if they are that's a bonus) but work on piquing their interest in what you are actually researching.
Good luck
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Looking for recent (preferably meta-analytic) findings that yielded estimates of the proportion of shared variance among common personnel selection methods such as structured and unstructured interviews, assessment centers, general cognitive abilities tests, personality tests, etc. Thank you
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This isn't a meta-analysis but the following paper provides correlations among assessment center exercises, cognitive ability tests, and perosnality tests:
Spector, P. E., Schneider, J. R., Vance, C. A., & Hezlett, S. A. (2000). The relation of cognitive ability and personality traits to assessment center performance. Journal of Applied Social Psychology, 30, 1474-1491. .
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We know that the employee's attitudes express his or her positive or negative feelings towards a specific thing such as the organization or the leader, which can change over time to turn from positive to negative or vice versa. Can Attitudes turn into personal traits that are hard to change?
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Employee attitudes when they crystallize over time may become personal traits
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Indeed, recent research seems to suggest that unstructured interviews capture some personality variance...which is not the case of structured interviews. It is clear that structured interviews have higher predictive validity but the validity of unstructured interviews is not zero and then it is possible that unstructured interviews have incremental validity to explain job performance.
Thank you in advance!
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Dear François,
Thank you for your reply and interesting comments and suggestions. It was first a curiosity because I do not intend to test this hypothesis (or at least not yet) but I was wondering if maybe it had already been tested...probably not yet (or it has been tested but with another purpose in mind, which is why it is so difficult to retrieve this information)..I think more and more often at the possibility that unstructured interviews have been underestimated by academics (and overestimated by practitioners). I am wondering if it is not worth investing time to reflect even further on this issue and to develop structured "unstructured interviews"... I know it is a strange expression but it expresses my idea that there is important information elicited in unstructured interviews that is not captured in classic "structured interviews" such as applicant personality...It is unfortunate that this information is not captured because it predicts important outcomes at work...Now the question is "how can we structure unstructured interviews"?...It will be maybe my focus for the next years
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I am conducting a quantitative dissertation using a correlational design.  I will have Likert scale results from a stress survey and "Years of Experience" (0-4, 5-9, 10-14, 15-19, 20+)from each participant. 
My current professor suggested: ""You will need to use Laerd to identify your variable types and approach. A traditional correlational study will not work here because of variable types and also distribution of numbers."
I located recommendations to treat my Likert scale variable results from the Law Enforcement Officer Stress Survey as Ordinal, while converting the Ratio variable of Officer Years of Experience to an Ordinal as well to allow for correlation. Does this seem like an appropriate course of action?
 Additionally, I am unclear what type of modified correlational study would be required, and how distribution of numbers relates in this case.
Any suggestions or clarification anyone can offer?
Thank you in advance!
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Hi, Robert,
I am quite reluctant to appear to disagree with the advice your professor offered, but I might suggest that there is a miscommunication of some kind. Pearson r is clearly not the correct statistical test for you data, but Spearman rho is fairly robust the testing the association of ordinal scale variables.
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Do users like to feel that they can customise beyond an out of the box experience? 
Do they like to feel in control and rewarded or are they confused by the complexity of settings menus? 
My hunch is that the more loyal a user is to an app, they more they'd appreciate being able to customise it. 
Curious as to whether anyone has some research on this. 
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Literature shows that HR practices are negatively related to stress or turnover intention. I have organisational justice as a mediator between them. But my pearson corelation results shows that r=.265 for stress and r= .163 for turn over intention (TOI) which is a weak relationship. Can I still run mediation of org. justice between hr practices and stress/TOI . Is it necessary that my dependent and independent variable should have negative corelation.
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If your results are do not match the literature then you need to study more literature or perhaps increase your sample size. Even if you get opposing results it does not matter as long as you can justify properly in your discussion. 
For mediation the necessary condition is that your independent variable and mediator should have significant relationship. If this condition is fulfilled you can go ahead with mediation. Search Baron and Kenny for help in mediation analysis and if you are using PROCESS search for papers by Andrew F. Hayes.
Good Luck
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What are the effects of organizational team building on employee morale, job retention, and work environment?
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10 benefits of teamwork in the workplace.
1. Boosts Productivity
First things first, working within a team allows for the workload to be shared equally among members and distributed according to each member’s skills and strengths. With more hands on deck, tasks are completed faster and more efficiently, basically increasing productivity.
For example, if one employee has to deliver an important report within 24 hours but has a backlog of 72 hours’ worth of work, the end result will most likely be subpar. Worse, still, he might not even be able to finish it at all. However, if he were to collaborate with someone else, chances are the report will be delivered with plenty of time to spare.
2. Provides a Support Network
A strong team environment is essential for the success of any business, especially during difficult and challenging times when team members will help and rely on each other for support and guidance. This allows them to remain focused on the goal and they can complete projects more efficiently. Conversely, a stressed-out individual with a heavy workload working alone is at risk of becoming overwhelmed and making bad and costly decisions, as well as burning out.
3. Encourages Innovation
Two heads are better than one, and this is especially true in the workplace. Teams are better able to produce more creative, innovative and practical solutions to problems than someone working alone.
When bouncing ideas off one another in a brainstorming session, employees tend to feel more confident about coming up with unique and more outside-the-box ideas. On the other hand, someone working alone will usually present the safer option to their manager.
4. Improves Morale
When the workload is shared and members of a team collaborate, they can feel a greater sense of accomplishment when they complete a task and reach a goal that they would not have been able to achieve had they been working alone. This, combined with a sense of belonging, appreciation and recognition, can drastically improve employee self-esteem and morale. In turn, when employees find joy in their work and experience job satisfaction and less stress, companies see a drastically lowered turnover rate.
5. Attracts Talent
Within the next 10 years, the global workforce is expected to be almost entirely comprised of Millennials. And considering how Millennials value collaboration over competition, it’s important that companies cater to the needs of their future employees by creating a company culture they want to be part of. By doing so, companies are able to attract – and retain – top talent.
6. Establishes Strong Relationships
Another huge benefit of teamwork is the establishment and development of strong relationships among co-workers. This helps them communicate more freely and openly, as well as encourage and motivate each other to work to their strengths and talents, which is key to the success of any organisation.
Generally speaking, being part of a team allows members to build trust and share a strong bond with each other, creating an environment where they feel comfortable trying new ways of doing things and asking questions about things they don’t understand. Without trust, the team is destined to fail and will inevitably crumble.
7. Improves Service
The importance of teamwork is not limited to the workplace but also to the service provided to customers. Generally speaking, people tend to shy away from companies with unhappy employees and prefer doing business with organisations whose employees demonstrate a strong work ethic and team spirit. Teams that work well together are, therefore, essential in improving service and meeting the needs of customers.
8. Allows Flexibility
Collaboration in the workplace may mean the added benefit of a more flexible work schedule, as members are generally cross-trained to cover for each other’s skills and strengths. In fact, this allows employees to plan their personal obligations (like childcare or doctor’s appointments, for example) with little disruption to projects while ensuring that important and fast-approaching deadlines are met. It’s also important to note that flexible working can help to improve productivity and develop a better work-life balance for employees.
9. Teaches Conflict Resolution Skills
No two employees are the same and polar-opposite personalities will clash in the workplace. They often have different habits and work styles, and this can frustrate one another. However, because each member of a team collectively works toward a common goal, they learn to resolve disagreements on their own for the sake of the project and their team. This is especially important in healthcare as it increases patient safety.
10. Advances Your Career
Finally, working as part of a team can help you advance your career. By collaborating with others at work, you’re exposed to their skill sets, can learn from them and expand your own skill set. Not only that but it also provides you with the prospect of building your professional network with alliances that can potentially lead to bigger and better opportunities further down the road.
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Hi folks,
i want to survey employee in three waves and need to connect the three timepoints to the individual. Furthermore I need to survey one leader of every employee at each timepoint for causal inferences.
Do you have any suggestions for software which is easy to use for this purpose?
Thank you
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Dear Phil,
you can collect the data with any software.
The key-point then, later, before data analysis is to be able to restructure the database in the way you want. It is a matter of "statistical unit". For example, in your case, the statistical unit could be the employee, with a huge number of variables like evaluations from periods 1, period 2, period 3 etc. A good software I know to operate changes in statistical units is Sphinx. 
Is it clear enough? Regards.
Stephane
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I am unable to find a theoretical framework that explains meaningfulness at workplace. If meaningful is a construct, what are its dimensions?
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you can try this reference as well: it provides the dimensions for meaning of work from Budd (2011).
Budd, J. W., & Spencer, D. A. (2015). Worker well-being and the importance of work: bridging the gap. European Journal of Industrial Relations, 21(2), 181-196.
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I am starting to compile my pile of notes to write a paper investigating the notion of "orthogonality."
Currently, we have a decent understanding of "concatenation" that is, when building a theory it is better to have more independent variables than dependent variables. When creating a diagram of a theory, for example, we want to have more than one causal arrow pointing toward each box.concept/variable. However, it is rather difficult to decide which variables are "best". For a negative example, it is reasonable to say that more pay from teaching work and more pay from royalties are two causal variables that lead to more money in the bank. However, those two are "additive."
While true and reasonable, they are not very interesting - they provide a broader understanding, but don't provide a deeper understanding. They are so similar that they cannot be considered "orthogonal" to one another.
Instead, if one were to say "more labor and more parts both combine to create more finished widgets" we could more easily see labor and parts as orthogonal to one another. They are multiplicative instead of additive. There will be no resulting finished widgets if either causal variable drops to zero.
Another way to look at it is as a process of abstraction/categorization. That is, for example, when we do qualitative research, we take the responses from interviews and clump them into categories or themes. Big problem here... are those the best categories - or are they representative of shallow understanding? When we are interviewing people about heir eating habits, we might find ourselves talking about apples and oranges, do we create two categories (apples and oranges) and "oh look, these are different categories of peoples' preferences" *or* do we create more subtle categories such as color, flavor, acidity, sweetness, etc. which would provide a deeper understanding? With that deeper understanding, we might (for example) suggest alternative fruits (or, who knows, at a deeper level, understand the genetic structure of the fruits - OK - that's not really qualitative... but you get the idea... different categories might give us deeper understanding).
If we are able to understand how to create themes/categories that are orthogonal to one another, we can generate more effective research results to create better theory to better understand our world and enact effective change.
So... I hope to write an article that will help theory-builders understand that relationship and provide some tools for building better theories.
And, I would appreciate your thoughts, insights, etc!
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Really? Why is that?
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I am looking for a scale that measures professionals commitment to their professional organization.
I have found one scale by Meyer and Allen (1991) which focused on affective commitment, continuous commitment, and normative commitment of employees and the company they work for. However, I am looking for the same concept except for professionals (clinicians) and their commitment to a professional organization (membership) in which they do not work for. 
I found an adapted version of the Organizational Commitment Questionnaire (OCQ). Angle and Perry (1981) focused on the respondents' commitment to supporting the goals of the organization (commitment to work) and their commitment to retain membership in the organization (commitment to stay). However, the issue with this scale was that they were the only ones to validate their subscales (which focus close to what I am looking for).
Do you know of any scales that measure what I am looking for?
Thank you in advance.
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Thank you all for your help!
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We want to work on a project relating to organisational psychology where we wish to collect data for different constructs at different time waves (unlike longitudinal study). Can somebody tell why it's important and/or suggest some relevant literature?
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Thank you so much dear C. Brian Flynn for your guidance and telling the right articles. Thanks Cuiping Ma, Vivek Anand, and Nur Suhaili Ramli for your valuable answers and comments. 
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Whats the difference between Organization-based Psychological Ownership & Organizational Commitment?
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You are correct to infer that the two have some core similarities, although as you implied, there are also some important differences, with PO having more of an identity bent as compared to OC. (Anecdotally, imagine the employee who is highly committed to remaining with his/her company - possibly for a myriad of reasons - but does not necessarily personally identify with the company).  Some research has indicated that PO may be predictive of OC (see Han et al., 2010; Liu et al., 2012).  There is a good recent review of PO in JOB (Dawkins et al., 2017) that will point you toward some more relevant studies including those I noted above.
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Can some one suggest me scales on variable Organizational Knowledge Sharing Climate or recommend an article on the the same?
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Hello Muhammad - good question. I have attached a few avenues which I hope you find useful. I would also be very minded of cultural differences, as practices in relation to knowledge sharing differ dramatically across cultural. I'm working on a study right now where the differences are very stark.
I hope these are useful, kind regards, Tony.
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I need to code parameters like responsibility or status (gain/loss) for my thesis. However, it is extremely difficult for me to come up with an approach to code status.
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Okay, another book that talks specifically about ethnographic coding is The Ethnographic Interview by James Spradley.   This book has clear details and illustrations for coding ethnographic research.
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I am looking for the most commonly used questionnaire used to measure work commitment/ organisational commitment (OC) and Job Stress in service industry. Can someone kindly provide me with some suggestions that I can refer to?
Thank you!
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I would recommend the following reference for organizational commitment is
Meyer, J.P., Allen, N.J. and Smith, C.A. (1993), “Commitment to organizations and occupations: extension and test of a three-component conceptualization”, Journal of Applied Psychology, Vol. 78 No. 4, pp. 538-551.
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Good evening, colleagues!
In one of our qualitative study, we investigate organizational identity (employees' identity, organizational citizenship). Now we would like to collect some quantitative data. Do you know any validated measurements (questionnaires preferred) on identity? Any suggestion would be helpful!
Faithfully,
Eugene
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dear Yevgen, take a look at scale suggested by Leach et al. (2008) in Journal of Personality and Social Psychology, and our 2013 paper in British Journal of SP (Postmes, Haslam, & Jans, 2013, see also https://www.researchgate.net/publication/258509180_SISI_social_identification for recommendations on how to implement & measure this). For older scales that are interesting and relevant you could check out Mael & Ashforth's org.identification scale as well as Meyer & Allen's work on org. commitment.
Finally, you may be interested in a new measure of identity content we developed: Turner, Postmes, & Van Zomeren, 2015. http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0137879
Best, Tom
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I am aware of metan, but it not clear to me that this package is very user friend if one is interested in examining/pooling correlation effect sizes that are common in psychology or business studies.  If it is useful for these types of studies, it would be great to have a brief "how to" explanation.  Thank you in advance.
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Thank your for reply, do you have some example syntax that you can share that illustrates the use of the command with correlations as the main effect sizes being evaluated.  Thanking you in advance
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We are planning a study to compare a set of specific daily motivations between job families.
We will be developing a survey specifically for the constructs we are interested in using  combination of grounded analysis and PCA in a larger sample, but we would like to compare our results to existing instruments and/or to be able to base our constructs on elements that have already appeared in the context of work motivation.
I have used various intrinsic motivation-based surveys in the past, so I would especially like something on specific intrinsic / extrinsic motivators at work - that is, not just whether the job as a whole is motivating.
I have a background in mixed methods and experimental research, but this is my first real foray in to work/organizational psychology so a bit of help to get started would go a long way!
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Hi Andreas, 
I think Hamid had a typo: Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational behavior, 26(4), 331-362.
Christian
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Organizational psychology
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Have you asked any US, Veterans Administration Patients? I would be more than willing to discuss this, and I probably know more than a few other patients, about service provider performance. Or it would be reasonably easy to point someone to empirical study results already published. Bear in mind time era results will require evaluation on that basis.
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I am doing research on intercultural workplace romances. There are many research on this subject in the States, but not much internationally. I am interested in more on international cases and research on this subject. Please exchange what you have. 
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Thank you very much Shilpa!
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Does anyone have questionnaire to measure the job satisfaction of lecturers ?
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Hello,
There are measures in the following references...
Awang, Z., Ahmad, J. H., & Zin, N. M. (2010). Modelling job satisfaction and work commitment among lecturers: A case of UiTM Kelantan. Journal of Statistical Modeling and Analytics, 1(2), 45-59.
Bilimoria, D., Perry, S. R., Liang, X., Stoller, E. P., Higgins, P., & Taylor, C. (2006). How do female and male faculty members construct job satisfaction? The roles of perceived institutional leadership and mentoring and their mediating processes. The Journal of Technology Transfer, 31(3), 355-365.
Mehta, S. (2012). Job satisfaction among teachers. IUP Journal of Organizational Behavior, 11(2), 54.
Other measures that can be adapted for your work...
Ironson, G. H., Smith, P. C., Brannick, M. T., Gibson, W. M., & Paul, K. B. (1989). Construction of a Job in General scale: A comparison of global, composite, and specific measures. Journal of Applied psychology, 74(2), 193.
Kinicki, A. J., McKee-Ryan, F. M., Schriesheim, C. A., & Carson, K. P. (2002). Assessing the construct validity of the job descriptive index: a review and meta-analysis. Journal of applied psychology, 87(1), 14.
You may wish to use a single-item measure...
Wanous, J., Reichers, A., & Hudy, M. (1997). Overall job satisfa ction: How good are
single-item measures? Journal of Applied Psychology, 82, 247–252.
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i want to justify my findings that employees are more concern about their career opportunities than the favorable image of the firm.
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Hello Yasir. Congrats for choosing an interesting question. I hope a paper of mine can be of some use to you. Congrats once again.
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Is there any work related to the role of neuroscience in the organizational setting ?
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I would like to find a questionnaire of consumer style inventory based on sproles and kendall (1986) theory. would you mind to help me? Consumer style inventory (CSI)
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Thanks for your help Mr. Arif and Mr. Dhani.
it means a lot for me :)
Godspeed
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I'm evaluating a correlation between Emotional Intelligence and Project Success in project managers.
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Radaisa:
I am not sure whether the questionnaires used in the first article have been validated and proven to be reliable but at least those questionnaires may provide a peer-reviewed source for your use. The second article may also be of use ... at least I hope so.
Enjoy the journey.
Dr. Jay
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I have administered an experiment measuring engagement and frustration during a task. In one condition (Condition 1), task engagement is related to biological makers (i.e. heart rate, electrodermal activity, body temperature, etc... ), while in Condition 2 there is no relationship. Similarly, the opposite trend is true in regards to frustration where it pairs with biomarkers in Condition 2 and not Condition 1. I am unsure how to interpret this finding as this is the first study I have used biomarkers in. Any advice or help would be much appreciated.
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 Perhaps an explanation can be found in the differences in the two conditions. For instance, if Condition 1 is primarily priming task engagement but not frustration for some reason, the biomarkers appear only to link to engagement. Similarly, if Condition 2 is primarily priming frustration but not engagement, the markers appear only to link to frustration.  
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I'm investigating empirically (mainly organizational pathologies and dysfunctional dynamics) issues related to the involvement of relatives by marriage in family firms
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Dear Fillipo Ferrari.
If your perform an Internet search, for example, a Google search on the terms inbreeding and consanguinity you will probably find many theoretical and empirical references related to your question having to do with marriage between relatives.
It is likely that you have already done this. Is this were the case ignore my suggestion. Let me say that you question was, is, and will certainly be a highly debated topic, mainly because it has given rise to many theoretically debates and empirical research, and has profound social implications.
Best regards,
PS. Unfortunately "inbreeding", so to say, exists in many educational sets, universities, for example. When this is the case, promotion to the rank order of any type of professor (e.g., associate professor, full professor) is not generally based on one's merit, but rather on what may be called  "false friendship". This type of inbreeding is highly detrimental to a just functioning of schools, universities, and other organizations.  Of course, in this case, "inbreeding" is being used in a metaphorical rather than literal sense. 
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edit: no more answers needed, thank you very much
I have only found evidence that contributes to the opposite (Kahnemann), but I believe that it depends on the measurement, so I would like to include more references in my research.
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Rebekka, you might want to take a look at these:
Angeles, L. (2010). Children and life satisfaction. Journal of happiness Studies, 11(4), 523-538.
Kohler, H. P., Behrman, J. R., & Skytthe, A. (2005). Partner+ Children= Happiness? The Effects of Partnerships and Fertility on Well‐Being. Population and development review, 31(3), 407-445.
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I've found EWPS, but it is designed for subjects with/without mental disorders.I'm looking for an instrument to be used in a self-report format. Anyone have ideas?
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Check out this systematic review
Both the Stanford Presenteeism Scale and the Health and Work Questionnaire work well.
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I'm investigating the discrimination versus non family members within family firms. I need a tool in order to measure the nature and the strength of such behaviour
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Are you looking at discrimination by your respondents or as experienced by your respondents?  If the latter - this recent report by my colleagues may be helpful
best wishes
Libby Drury
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In the Andean world of peasant agriculture, wisdom is love, nurturance, symbiosis, conversation, reciprocity, and dance. That wisdom may be comprehended by the Quechua expression Sumaq Kawsay, commonly translated as "good living", although we prefer "fullness of life". The notion of Sumaq Kawsay has been lately the subject of academic debate in Latin America, particularly in the Andes, since it has been chosen as the leitmotiv by Ecuadorian and Bolivian Constitutions in the past two years.
The Ecuadorian Constitution in particular introduces, for the first time, the idea of nature as a subject entitled to rights, in the same way as human beings. The academic and social groups in which the term was first used, aim to propose a new development model based in Andean cultural roots, built on respect, equality among all, solidarity, harmony and equity. 
We have found a similar notion, "Gawad Kalinga" ("to give care" in Tagalog) in the Philippines. Are there any other ancestral principles that are similar in other cultures? f
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You are welcome. The complexity for policy makers and governments in trying to balance the values of Aboriginal and Indigenous peoples with 'main-stream science and technology' becomes very evident when you consider the UN Declaration on the Rights of Aboriginal People - particularly with respect to veto rights and energy development which is an active issue in Canada today. Also, under the Canadian Nuclear Waste Act there is an requirement to find a permanent repository for Canada's accumulated nuclear waste. The process that has been adopted is called adaptive phased management. At its core is a commitment to voluntary, informed consent. Many Aboriginal people embrace an ontology and metaphysics that is anti-main stream science and some are unconvinced that nuclear waste should be returned to mother earth which is the proposed activity - a deep geological repository. How we privilege understandings of our world from capitalist, environmentalist, indigenous perspectives as well as other social justice perspectives is one of the key challenge of our day.
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Hello! I am Jessica from the Netherlands and having some trouble with my thesis! I want to draw 4 control variables in my conceptual model, but how do I do that? Right now, I have drawn lines from the control variables to the dependent variables. The test I am using is the Jonckheere Terpstra test. Am I drawing this right? I've included the model below, the big squares are my independent- and dependent variables and the small squares are my control variables pointing to my dependent variables. I would really appreciate if you could look at this for me!
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 Hi Jessica.  Drawing the lines from the control variables to the variables you expect them to potentially influence is correct.  Your model looks fine in that regard.  
A broader question is why are you including those four controls and why only control their effects on the DV?  I'm not suggesting it's wrong but you will want to be sure you are justifying their inclusion and why they are influencing certain variables and not others.  Perhaps you have already, just a suggestion!  Good luck!!
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Examine factors affecting  career choice as a clue
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Daniel, virtually every senior level coaching client I have dealt with over time, at some stage of their process, will introduce career dissatisfaction. My experience has been that virtually all of these clients failed to invest the time, effort and money, into seeking help with exploring and understanding their own personality preferences. Again, in my opinion, this leads to poor choices in all areas of life, not just in career choice. However, career choice has a tumultuous effect on people's lives both from a satisfaction aspect but even more importantly, from a mental health perspective.
My experience has shown that as the person's career develops and their dissatisfaction grows, often at a deep unconscious level that they are obviously not aware of, their 'resentment' at their situation presents in the workplace in a variety of ways. In other words, it is not always the fault of the employer or the boss etc. It may very well have its roots in the issue you raise.
This issue has grown in such proportions now that the level of disengagement around the world is at an all-time high. At the last census that the Gallup organisation carried out in 2012-2013 and findings released in 2014, the average disengagement measured across more than 150 countries, was 87%. This is staggeringly high and if ti remains unaddressed, in my opinion, it will pose a serious threat to achieving organisational goals in the future.
Daniel,iIt is definitely an issue worth debating i.e. how badly does poor career choice affect the level of disengagement? In my opinion, it contributes a great degree to the topic you raise however, against the lack of formal research in this area, this opinion is anecdotal and based on personal experience.
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I have searched Scholar, Google, and various databases; naturally I came across several nonverbal annotation manuals, yet none focus specifically on natural leader-follower interaction occurring in real-life organizational settings (e.g. supervisor-led staff meetings, day-to-day work floor interactions).
I am asking the ResearchGate community in the hope that someone could point me in the right direction!
Thank you.
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Thank you Ian and Camille for you helpful suggestions!
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Work Setting 
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Be aware that the observation subscale doesn't load mindfulness factor, if you had a sample without the experience with meditation.
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There are various scales for measuring retention. e.g Turnover intentions, Intention to stay. Please suggest which measure among these or any other will be suitable to associate retention with employer branding? 
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What test should I do with SPSS to identify whether a categorical variable (e.g. gender) is confounding variable or not if my iv & dv are all continuous variables?
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You could take different paths.
One of them is to use a model (ie. some kind of regression) and include your confounding variable into the model and see if it changes parameter estimates.
Second one may be doing similar analysis (ie. regression) through different categories of that categorical confounding variable and see if parameter estimates changes. From this you will get a subjective understanding of degree of confounding while from the former you could get more precise.
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Can it be true under most circumstances?
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