Science topics: PsychologyOrganizational Psychology
Science topic
Organizational Psychology - Science topic
Explore the latest questions and answers in Organizational Psychology, and find Organizational Psychology experts.
Questions related to Organizational Psychology
Who is available to join as 3-4 committed co-authors for a Scoping Review on Predictors of Workplace Belonging among Immigrants?
Read out if you are available and committed to contribute. Open Access publishing, collaborative work, mutual support, no fees incurred for OAP.
I'm soon to begin working on my master's thesis on the bureaucratic processes in the evangelical church and the threat they pose to spirituality. I was curious to know if there's any studies vinculating both topics, or analyzing any political or organizational concepts in the evangelical church.
also elaborate the influence in the following disciplines
1. management
2.sociology
I am conducting my MSc in Organisational Psychology and my thesis is centred on how managers support their teams various needs (across both short- and long-term and with regard to wellbeing or performance).
In my analysis, I am observing codes which differ in the managers style when meeting their teams short term needs compared with their long term needs as the managers talk differently / use different language to explain their actions.
Would this be an example of discursive analysis, and if so, is it then inappropriate to refer to if using a IPA methodology?
Many thanks in advance!
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 :)
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.
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.
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.
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.
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?
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,
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.
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.
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?
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
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?
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?
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?
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?
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?
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?
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?
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!
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!
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!
Social exchange theory and norms of reciprocity are used interchangeably, what is the actual difference between these concepts? if there is any.
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
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
What theoretical, methodological and practical advantages can be derived from the use of Bayesian approaches in data analysis in organizational psychology?
What are your experiences with the various software/apps for experience sampling?
Which one would you recommend?
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.
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!
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.
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?
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)
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.
I'm investigating extremely delayed retirement among old entrepreneurs, from both organizational and psychological point of view. Could anyone suggest me specific literature?
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
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.
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
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?
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!
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!
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.
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.
What are the effects of organizational team building on employee morale, job retention, and work environment?
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
I am unable to find a theoretical framework that explains meaningfulness at workplace. If meaningful is a construct, what are its dimensions?
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!
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.
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?
Whats the difference between Organization-based Psychological Ownership & Organizational Commitment?
Can some one suggest me scales on variable Organizational Knowledge Sharing Climate or recommend an article on the the same?
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.
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!
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
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.
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!
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.
Does anyone have questionnaire to measure the job satisfaction of lecturers ?
i want to justify my findings that employees are more concern about their career opportunities than the favorable image of the firm.
Is there any work related to the role of neuroscience in the organizational setting ?
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)
I'm evaluating a correlation between Emotional Intelligence and Project Success in project managers.
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.
I'm investigating empirically (mainly organizational pathologies and dysfunctional dynamics) issues related to the involvement of relatives by marriage in family firms
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.
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?
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
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
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!
Examine factors affecting career choice as a clue