Questions related to Work Psychology
I'd like to ask if you know any studies on the predictive validity of certain individual differences and/or personality traits as predictors for job performance. I'm interested in very specific occupational group (an this group only), that is the quality assurance specialist (software testers).
I struggle with finding such studies, and I believe this is due to the issue with key-words selection. If you happen to know any study from I/O psychology field (or any other similar field) on that matter, I'll be grateful for a recommendation.
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Burnout can be evaluated through multidimensional or unidimensional approach. Some researchers have advocated multidimensional approach for research with simple design.
We are working on study that seeks to understand the effect of work to family issues on the the career development of working mothers especially those within a higher education setting. We would appreciate the following (in addition to what we already have):
1. Any recommendations of scales specific to the career development of working mothers or women in general.
2. Any recommendations of studies that explore work to family issues and career development.
Your assistance will be greatly appreciated
It is highly appreciated to help me with the model (attached word file). The data sample size is 200. As the attached word file shows the result of Baseline Comparisons is not acceptable and is so low, even if the loadings of the items are not low. The field of study is related to work psychology and employee behaviour. Based on the literature review the connection between the variables are logical. Any idea for improving the model fit is so appreciated.
The purpose is to formulate a common research project or to plan writing research papers together, in my sabatical leave (September 2013 to February 2014).
Does anyone have a questionnaire for relationship between employee job satisfaction and job performance in banking sector?
There is evidence that this situation puts stress on doctors. I am interested in detailed mechanisms.
i was researching the relationship between psychological contract breach and work engagement, is there a research gap of previous studies that discuss the issue. please recommend to me a few articles that discuss these issues?
psychological contract (PC) is the unwritten document and its breach can result into negative employee attitudes especially the transactional PC. In this relationship what is the role of employee's psychological capital (hope, confidence, resilience and self efficacy)? Please share your insights
Is it possible that performance appraisal moderates the relationship between psychological contract and intention to stay?
Is anyone aware of studies that have looked into the prevalence of helping professionals who have experienced or are experiencing domestic and family violence, after being qualified?
I'm aware that a service I work for receives a number of calls for support from women who have experienced violence from partners, and are qualified in social work, psychology, or other helping streams. I'm not talking about individuals inspired by their own experiences to enter the helping field, rather individuals who train and work in thise fields, who later enter into relationships characterised by violence. s e
I would like to know your thoughts on what you consider as the "burning questions"in the field of Organizational Behaviour today but you feel current books of OB do not focus on it. What are the new things you would like to see in a good book of OB and wants MBA students to must read it. I will be thankful if you can share some of the topics and issues with relevant references if feasible.
Some studies have found managerial quality to be significantly associated with employee productivity and firm performance (Cirera & Maloney 2017 Innovation Paradox; Haldane 2017 Productivity puzzle; Bloom Sadun & van Reenen 2016 Management as technology). Yet despite these findings, there has been no apparent elevation of this factor in the intervention and treatment of poor productivity organisational environments. The question becomes; why is this so ? Why is the message not getting translated into practice? Is there a need for a wider and richer set of empirical evidence to prove the significance ? Are there strategies to catalyse the process of transformation?
For a research project I'm currently working on I am looking for literature that documents how a firm/organization's past experiences (positive or negative) in collaboration influences current or future attitudes and choices in collaborative relationships (e.g., alliances, JVs, R&D collaboration, buyer-supplier relationships).
By analogy, I know that there is quite some work in psychology that documents the influence of an individual's early-life experiences on their general propensity to trust others in e.g. work or personal relationships as an adult. I'm thus looking for work that studies the same kind of dynamics in an (inter)organizational context.
Currently i.m working on psychological effects of working with children with disabilities. I have chosen teachers from special schools as my respondents but its not clear what tools or techniques i will use. Kindly help me.
Hi there, I need this article:
Vallerand, R. J., & Houlfort, N. (2003). Passion at Work: Toward a New Conceptualization. In S. W. Gilliland, D. D. Steiner, & D. P. Skarlicki (Eds.), Emerging Perspective on Values in Organizations (pp. 175-204). Charlotte: Information Age Publishing.
or the Passion Toward Work Scale (PTWS) for my bachelor thesis.
Is anyone able to send it to me, please? Thanks in advance, Sabina.
I'm investigating the role played by anxiety (related to future performance, job security, etc.) in facing organizational change
I'm investigating if and how family cohesiveness affect innovation dynamics in family firms, hence I need a tool in order to measure it.
With my colleagues we conduct the systematic review on relationship between emotional intelligence (both ability and trait/mixed conceptions) and job performance within certain occupational groups.
If such studies are known to You, I'd appreciate providing me with information about it. Of course we're performing database research, but we are also aware that some of the studies may be hard-to-reach and we're hoping for additional information.
We're interested in any studies (at this point) that include at leas one measurement of emotional intelligence and job performance (regardless of criterion type). If You know one, please let us know (authors, year and title would be sufficient, as well as only DOI)
We want to measure the relation between burnout and satisfaction among algerian workers. so we have found the scale of MBI of Maslash, but we did'nt find JDI. So please researchers if someone has a copy of this scale i will so grateful for him. thanks.
I am looking for references to some well-respected publications which deal with defining the relationship between performance pay program and mental health of teachers. MY research is about human resource management, especially occupational health psychology. I need to defend how do performance pay programs affect mental health, through what way and mechanism? Let me know if you know of any good publications dealing with the relationship between performance pay program and mental health of teachers.
· performance pay program
· mental health
Employees face a choice whether to speak up or remain silent about concerns in working environment depending on certain problems. Scholars agree that if psychological force of an organization increase, silence behaviors would decrease in the same manner. So we wonder that which dimensions of psychological empowerment (meaning, competence, self-efficacy or impact) effect silence behaviors of employees?
I do a study about professionnal orientation of embalmers and their satisfaction at work. So I look for all I can about this thematic.
Thank you !!!
First, let's refer to K.Marx concept of alienation. However, the situation after one hundred and more years has changed significantly in the labour relations situation, stratification of society, technological conditions, etc. Is the theory of alienation still valid for societal analysis nowadays?
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)
Ghoshal and Bartlett in their 1994 Quality of Management (QoM) model posited that the old command and control management model was demotivating and dysfunctional and that leaders in firms should manage with the aim to encourage individual initiative, creativity, engagement, collaboration, learning and development. Birkinshaw and Gibson used this model in their organisational ambidexterity frameworks. Has any further empirical work been done on the QoM?
We are hoping to briefly explore clinicians' emotional wellbeing as they complete their neurology placements here. Does anyone have a short (i.e. three or so questions) set of questions they can recommend that could quickly capture this information so we can heep track of this? Thank you for your help.
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
I heard a presentation on the Kailo Study conducted in a hospital setting which measured the level of the entire workforce in terms of Depression... and then set up a Fitness Center and staffed it with an EAP Professional... they were able to bring down the overall level of Depression in their Workforce... but this is a dated study - am looking for any more current examples of studies that have attempted to address Depression in the entire Workforce and were able to effect the entire culture enough to lower the over-all rate of Depression.... Thanks!
What instruments measure an employee's sense of alignment or mis-alignment ( or satisfaction) with their organization's culture. Do employees have to have high meta cognition skills to be able to assess that alignment or lack of alignment. Finally, has anyone seen any work that links this alignment or lack of alignment with ethnicity?
I'm working now for a theoretic study; it is about the interrelationship and the complementary relationship between:
Job Engagement, Burnout and Job Involvement.
I want to collect the origin studies about these subject, and make a critical analysis for these studies by comparing them, complementary studying.
thanks for all
if it's not a real proposal how do you find statistical values? df , test type, etc.
Looking for Instruments / measures for Promotion & Salary - to study employee retention in service sector
if anyone could assist, Thank you in advance
I found papers on gender socialization but I want specifically on occupation socialization for any innovation adoption.
I sometimes feel that human beings cannot work in the same form all the time. What exactly are the things which stops us and what can be done in this direction ......
The noted Deci and Ryan self-determination theory posits three motivational states relevant to positive performance in jobs at work. These are intrinsic motivation, integrated regulation and identified regulation. The theory does not explicitly articulate an achievement nor goal-oriented component to motivation. It does however speak to a psychological need for competence ie for one to thrive in one's environment. Fulfilling ones competence needs, may therefore be said to reflect achievement and goal orientation. Is achievement and goal orientation therefore a necessary condition for employees to be motivated to excel at their jobs at work ?
I want to know in detail the level o f psychological well being of SME owners on financial performance and what exactly influence their financial performance of their business?
I am working on leadership issues in developing psychological contract. kindly suggest some measure to imporve psychological contract.
My main question is: how it is achieved that a person is interested and excited in their work and want to generate improvements, beyond its formal obligations ?.
I am developing a scale to measure employee creativity. As part of scale development we need to go for content validation by experts so as to ascertain whether the proposed items represent the defined content on employee creativity. I have generated initial pool of items with some reverse items also. I just want to check can we keep reverse items in content validation? If yes should these items be marked as reverse while sending to experts for content validation?
For my study, workplace spirituality is defined from the individual perspective as the recognition that employees have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community (Ashmos & Duchon, 2000).
I'm working on the reverse mobbing also known as bottom-up mobbing.
What are the quantitative researchs about this subject?
I would be grateful If you share with me.
The research is on the impact of stress on job performance as it relates to employees in the school (teachers, administrators, auxiliary staff).
What is the most basic differences between Organizational Behavior and I/O Psychology? What do you think about the two field?
Does anybody know of any studies into recruitment that are not based on work psychology? Something with an ethnographic or ethnomethodological basis would be good. I am not interested in studies discussing reliability, validity or other reductionist approaches.
Studies pertaining to higher education (student selection) particularly welcome.
research interest is regarding workplace bullying, impact on the organization as workplace bullying demoralizes the employee. want some relevant literature
This may be just a passage in a publication or research dealing with the issue in question.
I am a final-year student at Amir Kabir University.
In the field of metallurgy.
I want something about the relationship between materials science and psychology.
I want a Issue that I can research abaut it.
If someone help me,
I am grateful.
I am trying to distinguish between risk aversion to one's self versus risk aversion to one's employer (company) when making decisions at work. That is, does an employee assume the risks of the company as their own personal risks?
I'm trying to determine the effect on productivity on workers subjected to 85dBA+ ambient noise for an 8 hour period. I know that noise effects productivity and other performance/health factors, but can't determine by how much
Teaching Design is not about the final product itself, the process is the key for the experience. the struggle might be physical, mental and sometimes emotional. Sleep deprivation, depression, unconsciousness reflections ...and more.
To sustain the students' envolvement and productivity during all that, the experience must be worth it!
How do you achieve this in your studio? Starting from planning the tasks to the management of the studio itself?
A systematic literature review would be ideal, but anything would help.
I need to assess the ability to engage in complex activities or projects demanding an interdisciplinary approach.
I’m using the word “competency” to involve a three or at least a two dimensional construct regarding:
- Knowledge to recognize different but specialized fields of work, research and study of different disciplines.
- Attitude towards the contribution of different disciplines for complex problems solving and respect for their particular knowledge and practices.
- And probably some skills component involving Team Work (?).
With the term organizational design I am mainly referring to the hierarchical structure (e.g. vertical/top-down, or horizontal/bottom-up).
I have adopted logit as I considered the variable to be binary and categorical, but I am still not totally convinced.
I am trying to explore the factors that are more implicated in banking sectors. Past studies have autonomy, competence, persistence etc as some of the factors of intrinsic motivation.
Can anyone suggest me if there are some more and new factors?
I am looking to conduct a study on psychosocial workplace hazards & health outcomes in female night workers. If you're interested in co-authorship, please get in contact.
my research concentrates on standardized processes in manual labour. Foremost I want to define standardized work in a more specific way.
Once I'm done with it I want to find out, if certain standard levels are connected to characterized levels of physical and psychological stress.
Therefore I need some guideance to find relevant papers, which connect standardized work in gerneral with physical or psychological stress.
I would be very grateful for any kind of help.
The concept of employability appears to be relatively new and has been variously characterised as comprising the three dimensions of career identity, personal adaptability, and social and human capital (Fugate 2004) as well as openness to changes at work, work and career resilience, work and career proactivity, career motivation and work identity (Hennekam, 2013). To the extent that it reflects “the individual’s ability to keep the job one has, or to get the job one desires” (Rothwell et al, 2007) does it provides an indicator of the efficiency and effectiveness of a labour market?
We often use attitude scales developed by others after minor amendments. Since these scales are developed after an intensive research, is it sufficient to check mere validity and reliability of data after such changes?
The idea of community may simply come down to supporting and interacting positively with other individuals who share a vested interest.
Or feelings of belonging, etc.
There is a considerable amount of evidence available in work psychology literature shows that the General Mental Abiligy (GMA) together with conscientiousness are the main predictors of work performance (Barrick & Mount, 1991).
In most cases, GMA is measured by two instruments: Raven’s Progressive Matrices and Wonderlic Personnel Test (Chamorro-Premuzic & Furnham, 2010). My research project is about developing a model of work performance and job satisfaction prediction and because of some problems related to project feasibility, I used average of 3rd grade scores of guidance school (something almost like Grade Point Average (GPA) in US education system) instead of these instruments.
I have some reasons for this decision such as lack of puberty problems, standardized measures and comprehensiveness in evaluation method.
I would like to know your opinions about this way of measuring GMA. Is this a valid method?
Thank you very much
Can anyone suggests an alternate for Maslach Burnout inventory general? I want to meausre emotional exhaustion and cynisism among rescue personnel.
I would like to assess to what extent employees are motivated by the emotional satisfaction they gain from their work. Therefore, I thought, a good way to assess it would be by measuring emotional/hedonic goal orientation. However I could not find a measure that would be applicable for the workplace situation. Have you any suggestions?