Analysis of bibliometrics indicators competence approach articles’ revealed the presence of established traditions in the study of competence in social, industrial-organizational and clinical psychology. Intensive empirical studies conducted with application of competence framework present in human sciences. In Medicine and Health Sciences urgent need to assess the competence of health personnel assessment; in Management and Business Studies ability to continuous training of workers, teams, organizations, organizational networks is becoming a key to their successful launch, development and survival; Computer Science research interest concentrate on Digital competence.
Psychological study of competence and expertise, which began in the 60’s (McClelland, 1973; White, 1959), has taken a strong position in the study of different human’s activities. The article presents the current state based on bibliometrics data of new and popular trends in research of competence-based approach in the organization.
The primary search was provided according to the abstracts database Scopus on request «person-centred approach». As a result, two distinct studying traditions was found. First, referring to the classic person-centered approach of Carl Rogers formed in the Advisory practice uses it in the organization. Additionally, view the compliance category all articles link to two books on Rogerian approach (Kirschenbaum & Henderson, 1990; Rogers, 1977). The second tradition uses a statistical method Latent Profile Analysis, this method contrasts studies centered on the establishment of links between research variables (Variable-centered), studies that are divided into groups of “clustering” of the subjects themselves (Person-centered). None of the articles of this tradition have reference to the work of Rogers and his followers. The search was limited organizational and psychological themes. We took into account only articles in English. In the column “number of citations” stated the absolute number of citations of this publication in the Scopus database on 19/09/2016.
In this review questions such as “What is a good use of time?”, “How can one achieve satisfaction with their time?” and “How can one’s relationship with time contribute to their well-being?” are raised and discussed with regard to empirical research on various aspects of positive psychology of time. This paper differs from traditional approach to thinking about time in organisations in three substantial ways. Firstly, it reviews the existing empirical research on time use, focusing on the implications of this research for organizations and individuals. Secondly, it highlights the limitations of believing that time is infinitely stretchable and defined good time use as one that results in increased well-being, rather than productivity at the expense of well-being. Thirdly, although the workplace is in the centre of the paper, we view time use from a broader perspective of life and work-leisure balance. A range of evidence is considered, based on both objective and subjective time use studies, suggesting specific measures to increase well-being through time use, first of all, at workplace, but also touching on other domains, such as media, leisure, etc. Based on Self-Determination Theory, we argue that good time use results from choosing activities that help people to satisfy their basic needs and are directed at intrinsic goals (helping other people, establishing relationships, developing and growing as a person, maintaining health and balance in one’s life). A pathway to increase basic need satisfaction and, as a result, happiness associated with good time use, is by supporting autonomy: giving people more opportunities for choosing and working towards goals that are self-congruent and intrinsic, benefitting both themselves and societies.
The study analized the relation between collective organizational efficacy and collective work engagement. Employees (N = 252) from 10 Italian companies from Food & Beverage sector participated in the study. The questionnaire included specific collective organizational efficacy scale and Utrecht Work Engagement Scale, shortened version, adapted at the collective level. Statistical analysis revealed positive relationship between collective organizational efficacy and collective work engagement. The results confirmed that work groups which are involved in their work and demonstrate energy and dedication to working process, are confident and optimistic about organizational capacity to achieve dsired outcomes. Results also showed that collaboration among employees, their understanding and sharing of organizational goals and mission, and dedication to work process predict collective organizational efficacy in internationalization. This result provides managers with information about which type of behaviors need to be emphasized in order to improve collective organizational efficacy and to increase the chance for success on the international market.
The paper aims to show the motivational function of personality resources in the organizational context. Based on the Personality Potential model (Leontiev, 2011) and Self-Determination Theory (SDT), we hypothesized that personality resources facilitate productive motivation and engagement with the work environment, resulting in positive outcomes for the individual, as well as for the organization. We aimed to explore three research questions: 1) whether personality resources positively predict autonomous motivation and negatively predict controlled motivation, 2) whether work motivation mediates the effects of personality resources on well-being outcomes, and 3) whether personality resources and work motivation have synergistic effects on workplace well-being outcomes. We used data from two samples of employees of a Russian production enterprise using a cross-sectional design (Study 1, N=4,708) and a longitudinal design with a 2-year interval between measurements (Study 2, N=372). The participants completed measures of personality resources (hardiness, dispositional optimism, generalized self-efficacy, tolerance for ambiguity), work motivation, and well-being outcomes (life satisfaction, job satisfaction, work-life balance, work engagement, organizational commitment). A single dimension of personality resources emerged as a positive predictor of autonomous motivation and a negative predictor of controlled motivation, both in the cross-sectional and in the longitudinal perspective. The change in well-being outcomes was mainly explained by autonomous motivation at Time 1. Using a moderated mediation model, we found that work motivation partially mediated the effects of personality resources on well-being outcomes and exhibited the theoretically predicted interaction effects on work-life balance, job satisfaction, and organizational commitment. The results are in line with the hypothesis about the motivating function of personality resources.
The paper presents a theoretical analysis of approaches to work-life balance research and findings of an empirical study of this construct in a sample of employees of a Russian production enterprise (N = 1205) situated in six regions of the country. The survey relied on two approaches to work-life balance operationalization, a direct subjective evaluation of work-life relationships and an evaluation of importance, effort invested, and satisfaction across six life spheres (work, family, hobbies, socialization, health, and education). The dependent variables included life satisfaction, work engagement, emotional burnout, and workaholism. Using confirmatory factor analysis, we developed 11 short scales reflecting different types of work-life relationship (balance, conflict, negative spillover, positive spillover, compensation, independence). The scales were sufficiently reliable for research purposes. Predictable weak to moderate associations with dependent variables indicated convergent validity of the new subjective work-life balance scales. Work-life balance was more positively evaluated by females, older respondents, those with higher education and position, and higher family income. Using hierarchical regression analysis, we found a number of gender differences in the associations of subjective balance and other dependent variables with the distribution of priorities and efforts across the six life spheres, revealing different approaches to positive work-life balance in working males and females. A balanced distribution of priorities and efforts was an essential predictor of well-being in working males. Working females reported higher well-being when they viewed work as a life priority, but invested efforts in family and their own health.
The article deals with subjective experience of work-life balance in the context of Russian culture, particularly the connection between work-life balance and demographic and labor characteristics. There are results of empirical research on a sample of employees (N = 4708 ) from Russian Manufacturing Enterprise. The survey includes four methods: Work-life balance Scale, Satisfaction with Life Scale, brief method for general life satisfaction measure, the scale of organizational attitudes, measuring psychological climate; Utrecht Work Engagement Scale. Work-life balance Scale includes two subscales: “Work interferes with personal life” and, alternatively, “Personal life interferes with work. The results show that work-life balance correlates with demographic variables and indicators of interest in work, life satisfaction and organizational attitudes. The possible developing of measures for self-efficacy improving and well-being enhance is discussed.
The present study aims to identify the relationship between intellectual abilities and the motives of occupational choice. Results of the study suggest what motives of occupational choice related to the level of certain intellectual abilities. So, for example, the negative connection between the level of mathematical abilities and the “career”, “confidence” and “authority” motives were found. The level of the “formallogic” ability is negatively related to the “joining”, “confidence” and “public benefit” motives. Most of the identified interrelations are negative. In particular, it was shown that respondents with the lower levels of intellectual abilities assessed the importance of majority motives much higher than respondents with the higher levels of various abilities in our sample. A new method intended to identify different motives of occupational choice was developed during this work. According to its results the factor structure of occupational choice motives has been obtained.
The model of interrelation between work engagement and personal resources (hardiness, optimism, self-efficacy, ambiguity tolerance – elements of PsyCap construct), different components of job satisfaction (satisfaction of compensation packet; satisfaction of work condition and organizing of the workplace; satisfaction of management; satisfaction of work team; satisfaction of the process and the content of the work), and general life satisfaction are described at this paper. The research was conducted at Russian industrial company from energetics sector (N = 4708). There systems of interrelation and correlation of mentioned variables for employees from different stages of organizational hierarchy were described.
In the present article the factors having impact on the decision of a recruiter at personnel selection are considered. These factors were allocated on the basis of the analysis of scientific literature and expert opinion. They are as follows: education, experience, appearance, knowledge, abilities, skills, knowledge of English, competence, coincidence of values, existence of recommendations, a sex, age, motivation for work in the company, recruiter. The special attention is paid to coincidence (congruence) of values of the candidate and the company as to a factor whichis considered in practice of the large companies. The article generalizes the results of the research, carried out in the Russian division of the international company at thebeginning of 2014. Data were collected during competence-based interviews with candidates for vacancies of professionals without managerial responsibilities. In total 127 interviews were collected. On the basis of the data analysis the model of recruiter’s decisionmaking was constructed, taking into account the statistical significance of factors. The hypothesis that candidates with the values corresponding toshared values of the company, are more successful when passing interview, than those candidates which values don’t correspond to shared values of the company was confirmed. The research findings had practical implication. They promoted the decision to a practical problem in the investigated company — creation of the training program for recruiters taking into account the significant factors defining successful passing of selection process in the company. The scientific originality of results consists in checking the influence of such ill-studied factor, as congruence of values.
The purpose of the research is to identify the relationship between the parameters of the internal image of the organization and the components of organizational loyalty in companies with different levels of stability and social protection of employees. Methods.. Shagzhina’s method for investigating the internal image (Shagzhina, 2008) and the methodology of J. Meyer and N. Allen for the study of organizational loyalty (Meyer, Allen, 1991) have been used. The study sample was 198 employees from three different companies. Characteristics of companies were determined through interviews with management and employees. Internal regulatory documents were also analyzed. Results. The results showed that the relationship between the parameters of the internal image and the components of organizational loyalty is mediated by organizational factors. The correlation of the internal image factors «Opportunity and attractiveness for self-actualization and development» and «Social security» with the affective component of organizational loyalty was discovered in all organizations. However, some specific connections were also found, these connections apparently were mediated by organizational characteristics. For example, strengthening the importance of the factor of the internal image of «Social Security» and its relationship with loyalty can be explained through dissatisfaction of employees in this field. Value of the results. The results of the research can be used in the practice of HR-management, organizational counseling and public to build employee loyalty and a positive internal image of the company.
The article deals with the theoretical approaches to the employee engagement typology in scientific literature, as well as the problem of taking into account individual and organizational levels of employee engagement in managerial decision-making. The purpose of the article is to identify the distinctive features of the two types of employee engagement proposed in scientific literature – work engagement and organization engagement, as well as the links reflecting the possible role of human resource management practices in the process of employee engagement management. The research methodology is theoretical modeling of employee engagement phenomenon from the human resource management perspective. The article consists of three logically connected sections. In the introduction, justification of the research topicality is provided. The main part provides a review of literature, which authors attempt to typologize the employee engagement, identifying such types as work engagement and organization engagement. In addition, this section provides an analysis of conditions and results of employee engagement at individual and organizational levels and describes the relationship between different aspects of this state and human resource management practices. The final section provides the research result – theoretical model which describes an employee engagement structure and a way the different human resource management practices may presumably affect the formation of employee engagement and transformation of individual consequences of employee engagement into competitive advantages of organization. Thus, this article can serve as a basis for further research in the field of employee engagement in general and organizational employee engagement in particular. The findings of the study can be used in development of companies’ organizational policies regarding the field of human resource management.