Industrial/Organizational Psychology

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

•
Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
•
Updated examples, case studies, and references throughout the book
•
Key points and discussion questions following each chapter
•
Updated instructor’s manual available online as a PDF or Word document"

A case study for organizational behavior based on the "DownCity"episode of the fourth season of Kitchen Nightmares.

This document contains (1) a summary of the series (2) a list of the cast of characters (3) an episode recap and (4) two discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the discussion questions, please email "starling.hunter@alumni.duke.edu" with the phrase "Solution request" in the subject line.

SHOW SUMMARY Ramsay's Kitchen Nightmares is a television program featuring British celebrity chef Gordon Ramsay first broadcast on Channel 4 in 2004 in the UK. An American adaptation of this show entitled Kitchen Nightmares debuted September 19, 2007 on Fox. In each episode, Ramsay visits a failing restaurant and acts as a troubleshooter to help improve the establishment in just one week. Ramsay revisits the restaurant a few months later to see how business has fared in his absence.

A case study for organizational behavior based on the "Whopper 101" episode of the third season of The Apprentice.

This document contains (a) a summary of the series (b) a list of the apprentices (c) an episode recap and (d) three discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "starling.hunter@alumni.duke.edu" and place the phrase "Solution request" in the subject line.




Organizational Behavior Examples
Organizational Behavior Example
Organizational Behavior case
organizational behavior case study
organizational behavior cases

Social psychologists are fascinated with human existence. Developing a personal theory about the social-theoretical influences affecting employee engagement, performance, and thus well-being at work could aid global understanding and further explain why disengagement in the 21st Century workplace was measured among nine factors as alarmingly high in the Gallup Poll’s (2013) global workplace survey. Social Learning Theory (SLT) has proved that observational learning is a powerful public and private individual and group behavior modifier. Social Exchange Theory (SET) has proved that people do not persistently monitor their perceived or real costs to obtain desired reward. Evolutionary Psychology (EP) maintains that nature and nurture combine to form who people are. Therefore, combining some theoretical fragments of SLT, SET, and EP form the basic constructs from which to form a personal theory of social workplace psychology termed: Social Workplace Disengagement Theory.

Keywords: Social Learning Theory, Social Exchange Theory, Evolutionary Psychology, Workplace Disengagement

A 4 part series of papers which present the case study of Bobby a working mother, whose child is diagnosed as special needs, across a span of years. It looks at the relationship between the organization for which Bobby works and the employee from an Organizational Development lens assuming the author of the paper was hired by the organization as a Leadership and Training consultant. Lifespan Development theory is applied to this case supported by the works and theories of Barnard, Bowlby, Maslow, Soloman, Sameroff, and Zubka. These theories combine the theories of both Business and Psychology in an organic structure to offer a workable solution through the lens of I/O Psychology.

I. JOB EVALUATION Refers to the composed aftereffects of the most common way of creating a portrayal of what a task includes, including the information and abilities that are important to do the work's capacities. 1) The cycle of get-together, dissecting, and organizing data about a task's parts, qualities, and requirements the work examination. 2) Job investigations and sets of expectations fill in as the reason for some HR exercises including representative choice, assessment, preparing, and work plan. II. USES OF JOB ANALYSIS A. Employee Selection 1) In worker determination, there ought to be an unmistakable comprehension of the assignments performed and the abilities expected to play out those errands. 2) By distinguishing such prerequisites, it is feasible to choose tests or foster inquiries questions that will decide if a specific candidate has the essential information, abilities, and capacities to complete the necessities of the work.

In recent years, organizations have expended considerable effort and resources to develop and improve managers' leadership skills through various forms of play. I explore the role of play in leadership development processes. Drawing on theories of leader and leadership development and theories of play, I develop a conceptual framework, suggesting that play can contribute to different components of leader and leadership development processes (i.e., leadership identity, cognitive abilities, and behavioral skills). Furthermore, the role of creating safe play spaces in leadership development processes is highlighted. The discussion examines the implications and applications of play for leadership development processes, points to the dangers of misuse of play, and outlines directions for further empirical research.

Delta Air Lines’ culture is distinctive. Delta stands out from peers through its industry-leading compensation scheme, its pervasive culture and strongly-held values, its leaders’ efforts to exemplify such principles in recent years.

Delta’s profit-sharing program likely contributes to an aversion to outside cultural influences, such as unions. While Delta’s pilots and flight dispatchers are unionized, Delta is the only major U.S. carrier without unionized flight attendants, baggage handlers, reservation agents, and other traditionally-unionized workgroups.

Delta has industry-leading financial and operational performance. Financially, Delta’s profits and revenues soar above its competitors. Operationally, Delta has led the industry with respect to cancelled flights, flight delays, mishandled baggage reports, denied boardings, and customer complaints. Delta’s leadership attributes these results to the company’s culture, which encourages employees to approach customer and business decisions using empathy, compassion, and common sense. The effects of Delta’s culture are evident, at least to some extent, by Delta’s excellent operational statistics in nearly every category. This paper analyzes the strong influence and extent to which Delta Air Lines' culture contributes to its organizational success.

The objective of the present study was to investigate the relationship between mental health and the type of profession among working women in a private sector organization. Mental Health Questionnaire developed by Jagdish &srivastava (1983) was used. This study examined the difference between the mental health of nurses (who were working in private hospitals) and primary school teachers (who were teaching in private primary schools). The total sample selected for the study was 50 nurses and 50 school teachers from Meerut city. The study followed a cross-sectional design & survey methodology. t-test was used to find out significant differences between the mental health of nurses & primary school teachers. But no significant differences were obtained between the mental health of both the group. When nurses of school teachers were compared on individual dimensions of mental health (such as Positive self-evaluation, Perception of reality, Integration of personality, Autonomy, Group-oriented attitude, and Environmental competence, etc) further no significant difference was obtained on these dimensions. The results have applied implications on assigning the tasks and duties to nurses and teachers at the grass-root level. Another contribution of the present study is in advancing new concepts in the already existing framework of mental health.

Self-control is a central function of the self and an important key to success in life. The exertion of self-control appears to depend on a limited resource. Just as a muscle gets tired from exertion, acts of self-control cause short-term impairments (ego depletion) in subsequent self-control, even on unrelated tasks. Research has supported the strength model in the domains of eating, drinking, spending, sexuality, intelligent thought, making choices, and interpersonal behavior. Motivational or framing factors can temporarily block the deleterious effects of being in a state of ego depletion. Blood glucose is an important component of the energy.

Industrial and Organizational Psychology is a combined science of three components: psychology, industry, and organization. Psychology itself is a scientific studying behavioral and mental processes. And industrial psychology is a branch of science that tries to use a management point of view through organizational efficiency by using the right human resources or people related to the problems of efficient job design, employee selection, employee training, and performance appraisals. The role of psychology in the science of I/O Psychology is to answer psychological problems by combining industry and organization as a practical way to solve emerging problems. Before studying I/O Psychology further, its better to know the introduction of the science itself. This paper contains basic explanations of I/O Psychology such as its definition, history, and its scope, that can lead us to know the introduction of I/O Psychology further.

Manajemen sumber daya manusia adalah suatu disiplin ilmu yang mempelajari tentang pengelolaan sumber daya manusia, baik dalam ranah industri maupun organisasi nirlaba. Dalam mengelola sumber daya manusia, adakalanya seorang manajer SDM harus melakukan pemindahan karyawan baik itu berupa promosi, mutasi, maupun demosi. Pomosi jabatan bagi pekerja adalah suatu hal yang sangat menguntungkan karena mendapatkan banyak keuntungan baik dari segi kesempatan untuk menambah pengalaman kerjanya, serta bertambahnya penghasilan yang didapatkan. Hampir setiap pekerja pasti menginginkan adanya promosi, namun realitas menunjukkan bahwa masih banyak terjadi promosi yang tidak sesuai dengan syarat-syarat yang seharusnya. Seperti yang dipublikasikan oleh portal berita CNN Indonesia, bahwa "promosi jabatan banyak pakai cara nepotisme", terutama dalam lingkungan kementerian dan pemerintahan.(cnnIndonesia.com, 2014) Dalam memutuskan untuk membuat kebijakan mutasi karyawan, perusahaan harus secara bijak karena hal ini bukan hanya wewenang petinggi perusahaan tersebut, tetapi juga terkait dengan pekerja atau karyawan yang akan dimutasi. Portal informasi solo pernah memposting berita dengan judul "Tolak Mutasi, Karyawan Luwes Gading Gruduk Dinsosnakertrans". (www.timlo.net, 2014) Dalam berita tersebut, disebutkan bahwa alasan para karyawan menolak mutasi adalah karena mutasi tidak disertai dengan alasan yang jelas. Realitas lain menunjukkan selain adanya penolakan terhadap ketidakjelasan alasan mutasi, juga terjadi penolakan demosi karena dilakukan oleh pihak yang tidak memiliki wewenang, seperti yang dimuat dalam berita Pos Sore (6 Mei 2014) yaitu "Demosi karyawan sesukanya, YMMI Dilaporkan Karyawannya Ke Komnas HAM" (possore.com, 2014).

Defenisi dari psikologi kerekayasaan adalah suatu kedudukan terhadap proses yang berkaitan dengan interaksi antara manusia, mesin, dan lingkungan kerja yang mempengaruhi tenaga kerja dan rancangan pekerjaan berdasarkan kondisi kerja untuk meminimalisasikan kesalahan manusia ketika berhubungan dengan mesin. Tujuan dari penerapan psikologi kerekayasaan adalah membantu dalam merancang peralatan kerja, tugas-tugas yang harus dikerjakan, tempat kerja, dan meminimalkan keterbatasan kerja karyawan.

The literature on risk perceptions and occupational accidents is replete with causal descriptions which only show the relationship between the two variables. However, there is a "black box" which needs to be illuminated as to the meditational process that links the two variables. To address this gap in the literature, this paper surveys both the theoretical (theories of risk perception) and empirical (related studies) literature and concludes by proposing a process model, so-named Risk Chain Process Model. The implications of this model for both research and practice are discussed..

The term compliance means acceptance and obedience in employees. The aim of present study was to develop and validate the self-report inventory for assessing the employee’s reactions towards organizational change in term of compliance. It can be used to help organizations which consequently would positively affect the economy of Pakistan. The items for this scale were generated empirically. Factorial validity of the scale was determined on the sample of 200 white collar employees. Factor analysis of Compliance to Change Scale resulted in five factors i.e. Readiness, Personal Goals, Change Valence, Compatibility and Organizational Commitment; which yielded satisfactory KMO value of .82 at p<.000 and reliability of .90 Cronbach’s alpha. Convergent validity was estimated by correlating with Change Readiness Scale. The resulting correlation of α=.52 was significant, which added to the validity of Compliance to Change Scale. Discriminant validity was assessed by correlating the scores with Proactive Attitude Scale, which showed inverse relationship. Hence CCS is reliable and valid measure to assess employees’ compliance to change in indigenous context.

"Corruption has become one of the most popular topics in the social scientific disciplines. However, there is a lack of interdisciplinary communication about corruption. Models developed by different
academic disciplines are often isolated from each other. The purpose of this paper is to review several major approaches to corruption and draw them closer to each other. Most studies of corruption fall
into three major categories: (i) rational-actor models where corruption is viewed as resulting from cost/benefit analysis of individual actors; (ii) structural models that focus on external forces that determine corruption; and (iii) relational models that emphasize social interactions and networks among corrupt actors. Focusing on actors’ behavior and the social context, this article explains corruption concepts taken from sociology, economics, organization studies, political science, social anthropology, and social psychology."

Even though it has been over 20 years since Spence and Robbins (1992) first showed perfectionism and workaholism to be closely related, the relationship between perfectionism and workaholism is still under-researched. In particular, it has remained unclear why perfectionism is linked to workaholism. Using data from 131 employees, this study—examining self-oriented and socially prescribed perfectionism—investigated whether intrinsic-extrinsic work motivation could explain the positive relationship between perfectionism and workaholism. Whereas socially prescribed perfectionism was unrelated to workaholism, self-oriented perfectionism showed a positive correlation with workaholism. Furthermore autonomous (integrated and identified regulation) and controlled (introjected and external regulation) work motivation showed positive correlations. However, when all predictors were entered in a regression analysis, only self-oriented perfectionism, identified regulation, and introjected regulation positively predicted workaholism. In addition, a mediation analysis showed that identified and introjected regulation fully mediated the effect of self-oriented perfectionism on workaholism. The findings suggest that high levels of work motivation explain why many self-oriented perfectionists are workaholic.

Perfectionism is a prevalent personality disposition that may affect all domains of life. Work is an important domain of life for many people. Yet, research on perfectionism at work and how perfectionism affects employees’ health and well-being is still limited. Research, however, has investigated perfectionism’s relationships with three key aspects of peoples’ working lives that are closely associated with employees’ health and well-being: work engagement, workaholism, and job burnout. Differentiating between perfectionistic strivings and perfectionistic concerns (Stoeber & Otto, 2006), the present chapter presents an overview of the relevant research findings. Taken together, the findings suggest that (a) perfectionistic strivings show positive relationships with work engagement whereas perfectionistic concerns show no relationships or negative relationships, (b) perfectionistic strivings and perfectionistic concerns both show positive relationships with workaholism, and (c) perfectionistic strivings show negative relationships with burnout whereas perfectionistic concerns show positive relationships. To explain the opposite relationships that perfectionistic strivings and concerns show with burnout, two hypothetical models are presented. In Model 1, autonomous versus controlled motivation explain the opposite relationships of perfectionistic strivings and concerns with burnout. In Model 2, adaptive versus maladaptive coping explain the relationships. The chapter concludes with directions for future research on perfectionism, work engagement, workaholism, and job burnout pointing out the importance of longitudinal studies and intervention studies.

One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use of a continuous, dependent-response scale instead of a discrete, Likert-type scale, causes moderated regression analysis effect sizes to increase an average of 93%. We suggest that use of relatively coarse Likert scales to measure fine dependent responses causes information loss that, although varying widely across subjects, greatly reduces the probability of detecting true interaction effects. Specific recommendations for alternate research strategies are made.

الكتاب الذي بين أيدينا يتناول تسعة مواضيع رئيسة من السلوك التنظيمي، هي:

مقدمة
الفصل الأول: علم النفس التنظيمي، تعريفه، تاريخه، ميادينه، و مجالات تطبيقاته
الفرد في المنظمة
الفصل الثاني: الشخصية في العمل
الفصل الثالث:  الدوافع
الفصل الرابع: ضغوط العمل
الجماعات و العمليات التنظيمية
الفصل الخامس: الاتصال التنظيمي
الفصل السادس: سلوك جماعات و فرق العمل
الفصل السابع: الصراع و القوة و السلوك السياسي
الفصل الثامن: القيادة التنظيمية
الفصل التاسع: عملية اتخاذ القرار
الفصل العاشر: التغيير و التطوير التنظيمي

Aşırı iş yükü, çalışanların örgütte gerçekleştirebilecekleri iş performansının üzerindeki iş talebi olarak ifade edilmektedir. Daha çok yetersiz eleman, örgütte küçülme ve dönemsel talep artışı ile ortaya çıkan aşırı iş yükü, çalışma psikolojisi  açısından büyük önem taşımaktadır. Örgütteki çalışanların davranışsal tutumlarına doğrudan etki edebilecek bir etken olması dolayısıyla aşırı iş yükü, iyi saptanması gereken ve çalışma psikolojisi ile iş performansı arasında ilişkisi kurulması gereken bir faktördür.
Bu çalışmanın amacı, muhasebe işlemlerinin zorluğu ve yoğunluğu ile iş yaşamına devam eden muhasebe meslek elemanlarının aşırı iş yükü algılamalarını ve kapalı örgüt iklimindeki çalışma psikolojilerini tespit ederek bu faktörlerin gerçekleştirdikleri iş performansına yansımalarını saptamaktır.  Bu amaca yönelik olarak, Zonguldak İlindeki 26 muhasebe bürosunda çalışan 75 kişiye yönelik bir anket uygulanmıştır. Aşırı iş yükü, negatif çalışma psikolojisi ve iş performansının ölçüldüğü anketlerin sonuçları SPSS programı ile değerlendirilmiş, elde edilen veriler korelasyon, çoklu regresyon ve One Way testleri ile analiz edilmiştir. Gerçekleştirilen analizler sonucunda muhasebe meslek mensuplarının algıladığı aşırı iş yükündeki bir birimlik değişimin negatif çalışma psikolojisini %100’den fazla etkilediği, bunun sonucunda ortaya çıkan stres ve tükenmişlik sendromlarının da işgören performansını önemli ölçüde düşürdüğü saptanmıştır.


Work overload is described as the work demand that is more than the performance the workers in an organization can perform. More unsatisfying staff, work overload that comes up with downsizing in the organization and seasonal increase in demand are of great importance. Because it is a factor that can directly affect the behavioral attitudes of employees in the organization, work overload is a factor which should be identified well and which a relation between work psychology and job performance should be established.
The aim of this study is to determine the difficulty and intensity of accounting transactions and the work overload perception of accounting professionals who continue their working life and the work psychology in closed organization climate and to determine the effects of these factors on the job performance they perform.  For this purpose, a questionnaire was conducted on 75 accountants working in 26 accounting offices in Zonguldak. The results of the questionnaire in which the work overload load, negative work psychology and job performance are measured were evaluated by using the SPSS program, the obtained data were analyzed using the correlation, multiple regression and One Way tests. As a result of the analysis conducted, it was determined that one unit of change in work overload the accounting workers perceive affects negative work psychology more than 100%, and that the stress and burnout syndrome emerged as a result of this  considerably decrease the job performance

Although research on work engagement has made great progress over the past 10 years, how best to measure work engagement is still an open question. The aim of the present study was to compare two multidimensional scales measuring work engagement: the popular and widely used Utrecht Work Engagement Scale (UWES; Schaufeli & Bakker, 2003) capturing vigor, dedication and absorption and the newly developed ISA Engagement Scale (ISAES; Soane, Truss, Alfes, Shantz, Rees, & Gatenby, 2012) capturing intellectual, affective, and social engagement. When examining the intercorrelations of the scales’ total and subscale scores and their relationships with job satisfaction, organizational commitment, and workaholism in a sample of 130 employees, results showed that—even though UWES and ISAES total and subscale scores showed considerable overlap—they captured unique variance in the outcome variables, indicating that the two scales tap different aspects of engagement. Based on the present and previous findings (Soane et al., 2012), we recommend to use both scales when measuring work engagement to capture all aspects of the construct and gain a better understanding of how different aspects of work engagement contribute to outcomes that are of key interest to organizational and occupational psychology.

Capital Veterinary Clinic is in trouble. The organizational culture, leadership dynamic, and work units all demonstrate serious flaws and toxicity that need to be addressed. The clinic held a reputation of exemplary service; however, the reputation may be decreasing due to racial and cultural tensions among the staff. This case study provides a detailed analysis of the current situation at CVC using the Burke-Litwin Causal Model of Organizational Performance; a discussion of organizational values and advice and suggestions for the current leadership regarding development of an internal code of ethics; an analysis of the diversity and inclusion currently in place at CVC, and how leadership can improve and strengthen the cultural relationships, reducing current tensions; a discussion of assessment plans, including the Five-Factor Model, MLQ Form 5X Short, the Interpersonal Conflict at Work Scale, and the Job-related Affective Wellbeing Scale, and the rationale for selecting these assessments, and finally, general recommendations for transformational leadership implementation to improve the overall culture and client experiences at CVC.

Workplace Arrogance is a common phenomenon in all organizations. Arrogance is one of those behavioral attribute that hampers workplace relationship development and causes uncomfortable climate. Workplace Arrogance is a demeaning behavior which an individual exhibits in order to establish or demonstrate their superiority over others. This behavior affects the interpersonal relationships, causes increased stress in the employees, in addition to general occupational stress. Stress is the response to a stimulus or stimuli that causes unbalance in the physical and mental equilibrium. And Occupational Stress is the stress that arises due to the mismatch in the capabilities of the individual and that required by him to complete his work efficiently and effectively. The present study differentiates arrogance from self- confidence, aggression, and assertiveness. It aims to explore the relationship between the workplace arrogance and that of occupational stress. The study checks for the incidence of the workplace arrogance in the population, and that of the occupational stress, as experienced by the IT and ITES sector employees. And then checks for the presence of any significant relationship among them. The study consisted of 150 employees from the IT and ITES sector. The sample consisted of 76 males and 74 females, between the ages of 20-50. The distribution of the scores for both Workplace Arrogance and Occupational Stress was found to be normal. Survey research design is used, and non-probability purposive sampling technique was used. Correlation is used to check for the relationship between the variables. The study intends to provide literature on the topic of Workplace Arrogance, and also examine the variable in the context of the Indian scenario. The study provides definite recommendations for further studies to look in to the other aspects of Workplace Arrogance and Occupational Stress.
Keywords: Arrogance; Aggression; Workplace Arrogance; Stress; Occupational Stress; IT; ITES;

A model investigating antecedents of perceived organizational support (POS) and the role of POS in predicting voluntary turnover was developed and tested in two samples via structural equation modeling. Both samples of employees (N = 215 department store salespeople; N = 197 insurance agents) completed attitude surveys that were related to turnover data collected approximately 1 year later. Results suggest that perceptions of supportive human resources practices (participation in decision making, fairness of rewards, and growth opportunities) contribute to the development of POS, and POS mediates their relationships with organizational commitment and job satisfaction. Further, POS is negatively related to withdrawal, but the relationships are also mediated.

A case study for organizational behavior based on the "Lela's"episode of the first season of Kitchen Nightmares (US).

This document contains (1) a summary of the series (2) a short bio of Gordon Ramsay (3) an episode recap and (4) three discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the discussion questions, please email "starling.hunter@alumni.duke.edu" and place the phrase "Solution request" in the subject line.

Organizational Behavior examples
Organizational behavior case study

This study examined the effects of two cognitively oriented dimensions, framing and anchoring, on estimates of the standard deyiation of the overall worth (SDy) of full professors in organizational behaviour. The estimates wete produced using the Schmidt etal. (1979) procedure in utility analysis. In order to manipulate the framing variable, half of the subjects were presented the estimation task positively, in terms of potentially acquiring a new professor (in order to fill a vacancy); the remaining half were presented a negatively framed task, in terms of potentially losing a professor (thereby creating a vacancy). Different orders of eliciting percentile estimates provided the anchoring manipulations. A significant main effect for framing was obtained. Insignificant effects were found for both the ordering variable and its interaction with framing. Based on previous literature and the current study, it can be concluded that the Schmidt et at. procedure is highly susceptible to contextual effects and a multiplicity of estimates of SDy should be expected. Alternative techniques for estimating SDy should be considered by future researchers.

Purpose The current article reviews extant knowledge on courage and identifies a dimension of courage relevant to modern organizations, social courage, which is an (a) intentional , (b) deliberate, and (c) altruistic behavior that (d) may damage the actor's esteem in the eyes of others. Through a multiple-study process, quantitative inferences are derived about social courage, and the Workplace Social Courage Scale (WSCS) is created. Design Four studies using seven samples analyze the WSCS's psychometric properties, internal consistency, method effects, discriminant validity, convergent validity, concurrent validity, and utility. Many of these are investigated or replicated in largely working adult samples. Findings Each aspect of the WSCS approaches or meets specified guidelines. Also, social courage is significantly related to organizational citizenship behaviors, and the construct may relate to many other important workplace outcomes. Implications The current study is among the first to quantitatively demonstrate the existence of courage as a construct, and the discovered relationships are the first statistical inferences about social courage. Future research and practice can now apply the WSCS to better understand the impact of social courage within the workplace. Originality Despite many attempts, no author has created a satisfactory measure of courage, and the current article presents the first successful measure through focusing on a particular courage dimension-social courage. Future research should take interest in the created measure, the WSCS, as its application can derive future inferences about courage and social courage.

In this era, the term of talent management became one of the important terms of management in the context of organizational achievement. Therefore, for betterment circumstances of the employee's performance and increasing the productivity of the organization and achieving the organizational goals, managers should identify the hidden talent of employees. So, the present study attempted to explain the various review literature of talent management by researchers in the context of organizations.

described two sets of constructs underlying assessment centre racings. The trait explanation holds that dimensional ratings capture a candidate's personal characteristics, skills and abilities. The performance consistency/role congruency explanation holds that dimensional ratings are predictions of how well the candidate will perform various tasks and/or roles in the target job. While past research has failed to find support for the trait explanation, no studies have explicitly examined the validity of assessment centres designed to make task or role-based dimensional ratings. We report two field evaluations of this explanation. In Study 1 assessor training was mmlitied to have assessors view traditional assessment dimensions as rote requirements. Concurrent validation of assessor evaluations of retail store managers resulted in correlations ranging from ,22 to ,28 with superiors' performance appraisal ratings and .32 to .35 with store profit. Study 2 evaluated the criterion-re la ted validity of ratings on both job requirements and traits. Findings indicate chat cask-based racings demonstrate concurrenc validity in a sample of entry level unic managers while the traditional traic-based ratings do noc. Implications for the construct validity and design of assessment centres are drawn. Klimoski & Brickner (1987) described six alternative explanations for the construct validity of assessment centre ratings. The traditional trait explanation Holmes, 1977; Standards for Ethical Considerations for Assessment Center Operations, 1977), that assessment centre dimensional ratings capture individual differences in candidates' skills and abilities, has been the subject of numerous empirical investigations. For example, when assessment centres are designed to yield trait ratings of dimensions immediately after each exercise, ratings of the same dimension are expected to be highly correlated with one another regardless of the exercise. Post-exercise dimensional ratings would also be expected to yield low correlations between ratings of different dimensions obtained within the same exercise.

The most important mission of universities is the production of highly skilled manpower and research outputs. In this context, the ability of universities to implement these missions is directly related to their human resources. Academics are the most important intellectual capital of universities, and the support they receive from the universities they work for plays a critical role in the realization of this objective. Organizational trust is also vital for successful relations and collaboration to share research and teaching ideas and address problems in universities. Both of these have an impact on their scientific activities, as well as motivation to work and commitment. Therefore, drawing on the social exchange theory, the aim of this study was to examine the effects of young academics' perceived organizational support and organizational trust on their organizational commitment behaviour. The sample comprised 305 young academics in Turkey. This study showed that perceived organizational support and organizational trust have a significant and positive impact on affective and normative commitment. However, trust in managers has a significant and negative impact on continuance commitment.

Grit, persistence in the face of hardship, is an admirable trait up to a point. It is however a complex trait, and may be extremely sensitive to the nature of particular challenges. The dropout in one scenario might be the dogged hero in another movie. Also, above and beyond particular situations, grit is partly sourced in inherent qualities of personality, partly influenced by maturational environment, and deeply affected by the core values and practices of different cultures and subcultures. There are even intriguing hints that grit can be driven by brain physiology.

Adolescence is critical period because it"s a period that leads to developed individual identity. Bali has a ritual and culture that has been inherited from generation to generation. In addition as Balinese life, ritual and culture as well as efforts to strengthen their identity. This is fully of local wisdom aspect. Balinese adolescent were in ambiguity between traditional Balinese which is full of local wisdom and modernization as the impact of tourism and global trends. It is interesting to understand how dynamics Balinese adolescent to finding selfidentity and their efforts to preserve their Balinese identity in this global era.