Organisational Psychology

This paper discusses connection between job crafting, intrinsic need satisfaction and employee well being. A case study is included which applies job crafting  to cultivate PERMA and extraordinary performance in workplace in real-life practice.

Uitdagende werkafspraken, over bijvoorbeeld ontwikkeltaken of opleidingen, spelen een rol bij de loopbaanontwikkeling van medewerkers. Wanneer een leidinggevende en medewerkers uitdagende werkafspraken met elkaar maken, kunnen medewerkers laten zien dat zij meer in hun mars hebben. Dit kan het oordeel van de leidinggevende over doorgroeipotentieel positief beïnvloeden. In dit artikel presenteren we bevindingen van een studie naar de gevolgen van uitdagende werkafspraken voor het doorgroeipotentieel van medewerkers, zoals beoordeeld door leidinggevenden. We onderzochten in hoeverre uitdagende werkafspraken afhankelijk zijn van prestatie- en potentieelbeoordelingen door leidinggevenden en van het prestatietemperament van medewerkers. Ook onderzochten we of er mogelijk sprake is van een Mattheüseffect, waarbij medewerkers met een positieve potentieelbeoordeling in gesprek met hun leidinggevende meer uitdagende werkafspraken maken die maken dat hun leidinggevende hen in de toekomst een nog positievere potentieelbeoordeling geeft; i.e. ‘de rijken worden steeds rijker, en de armen armer’. Uit de resultaten blijkt dat een positieve potentieelbeoordeling door leidinggevenden de kans op uitdagende werkafspraken verhoogt, en dat vermijdingstemperament van de medewerker die kans verkleint. De uitdagende werkafspraken die medewerkers maken, hebben - na controle voor leeftijd, duur van de werkrelatie met de leidinggevende, eerdere prestatie- en potentieelbeoordeling en prestatietemperament - een directe relatie met hun toekomstige potentieelbeoordeling.

Collaborating with others takes intriguing and complex forms. We collaborate with others in a wide variety of activities: from team sports to shared labour, from committee work to mass demonstrations, from dancing to reminiscing together about old times. Recently, philosophy of mind and cognitive science has turned to theorizing and studying socio-cognitive interactions of these kinds, asking what kinds of adaptive and shared intelligence are involved in collaborative activities in small groups. Theorists focus on complex and intricate cognitive and affective processes that spread beyond a single individual’s brain – distributed across the body and/or the environment, coopting objects and driving interactions with other individuals. We explore embodied practices of collaboration in sporting and other performance contexts, drawing on rich literatures from cognitive psychology, sports psychology, organisational psychology and social ontology.  Our interest in both sport and embodied minds centres on cases in which people are not working or moving alone, but in which individual participants’ unique skills and capacities are coordinated with those of others in service of shared goals. We identify a range of levels of socio-cognitive processes that interact to drive and sustain embodied collaboration in a variety of contexts. By appreciating how such processes interact, we can begin to understand how human collaboration is achieved and maintained.

Listening to music while working is by no means a new innovation. Songs, for a long time, helped people synchronise their movements and made the day go quicker. In the 1930s, recorded music was often used in factories to improve productivity and reduce boredom and fatigue. Today, technology has made it easier to listen to your own music at work. Many employees have access to music through mp3 players, smartphones and via the internet, and can make choices about what to listen to
that previously would not have been possible.

Based on Dr Anneli Haake's PhD research at the University of Sheffield, totaljobs created ‘The Sound of Productivity’, a tool meant to encourage people to discover if music could boost their productivity at work. After assessing their personality, taste and work environment through the tool, users learn whether listening to music could help or hinder their productivity and what factors have an impact on their focus.

The findings demonstrate that the majority of people (79%) would benefit from listening to music at work, and that some workspaces tend to hinder people’s productivity.
However, not all professions and sectors allow for music listening. The Foo Fighters, Drake and Kendrick Lamar were
among the top artists users listen to at work. People born in the 1990s-2000s require more demanding music
to focus than people born in the 1950s-1980s (45% vs 29%). 99% of people working in open-plan spaces would
benefit from listening to music at work. 84% of those who said that they cannot listen to music at work would benefit from it.

Insurance, Banking, Accountancy and Customer
service are the least music-friendly industries (57% on
average are not allowed music). Computer programming,
Data analytics, Advertising and Marketing are the most
music-friendly industries (67% on average are allowed to listen to and choose their own music). Those working in Marketing are interrupted by surrounding noise more than other sectors (40% vs 20% on average).

It is hoped that the findings will encourage debate on what
makes people not only more productive, but also happier
in the workplace.

This study was designed to investigate organizational culture and emotional intelligence as predictors of job performance among library personnel in Edo state, Nigeria. The survey research design was employed for the study with a population size of 181 library personnel in the 15 academic libraries under study, and due to the manageable population size, total enumeration was adopted as the sampling technique. The questionnaire was used to elicit data from the respondents. Of the 181 copies of the questionnaire administered, 163 copies were retrieved and found valid for analysis constituting a 90% response rate. Four research questions and four null hypotheses (tested at 0.05 level of significance) were formulated to guide the study. The tool used to analyze the research question was descriptive statistics (percentage, mean, and standard deviation) and inferential statistics (correlation and multiple regression) for testing the hypotheses. The findings of the study revealed that there is a high level of job performance, good organizational culture, and high level of emotional intelligence among the personnel. Organizational culture and emotional intelligence jointly and significantly predict job performance of personnel. There is significant positive correlation between organizational culture and job performance. The linear combination of emotional intelligence and organizational culture predict job performance of library personnel in the academic libraries under study. The research concludes that there is a need for high job performance in libraries which is predicted by the organizational culture of the library and the level of emotional intelligence of the library personnel.

Background: Implicit biases are present in the general population and among professionals in various domains, where they can lead to discrimination. Many interventions are used to reduce implicit bias. However, uncertainties remain as to their effectiveness. Methods: We conducted a systematic review by searching ERIC, PUBMED and PSYCHINFO for peer-reviewed studies conducted on adults between May 2005 and April 2015, testing interventions designed to reduce implicit bias, with results measured using the Implicit Association Test (IAT) or sufficiently similar methods.

The paper examines the relationships between CEOs’ personal traits, emotions, attitudes and tolerance of ambiguity; and subsequently, the influence of CEOs’ ambiguity tolerance in firms' performance. Design/methodology/approach – Survey data were collected from 256 ICT firms established in Greece. Their CEOs completed questionnaires examining TOA, personal traits, emotions and attitudes in the workplace. Principal components analysis and ordinary least-squares regressions were used to explore the hypotheses of the paper. Findings – Three factors characterize CEOs' emotions, namely pleasure, dominance and arousal; two factors their involvement, namely importance and interest; and, respectively, one their emotional intelligence namely, empathy/handling relationships. Further, locus of control; importance; arousal; empathy/handling relationships and interest affect decisively CEOs' tolerance of ambiguity, which in turn, seems to influence positively firms' performance. ...

The main purpose of this paper is to identify the influence of psychological theories on advertisements. The methodology adopted is based on the critical reviews of existing literatures. The finding reveals that psychological efforts in Behavioural psychology, Cognitive psychology, Social psychology, and Consumer psychology have adequately mapped consumer behaviours to various environmental influences and settings. This has been achieved through experimental studies on how advertisements impact consumers' cognitive abilities, social and cultural motivations, decisions based on value for money, among others. In order to keep sustaining the patronage of consumers, marketers must understand the following three key areas such as: understanding the psychology of advertising, understanding consumer behaviour, and evolving a fit-for-purpose marketing process. It is recommended that since, psychological research efforts have help organisations to improve on product quality by sampling public opinion using various forms of psychological data gathering techniques, it is also important that organisations should continually employ the services of psychologists in areas involving products branding, segmentation, packaging, logo design,

Research evidence shows that managers spend 70-90% of their time in communication, in order to keep reinforcing the organisation's goals and bottom line.The 21st century workplace with its hi-tech communication process is becoming more of a social structured and complex technological workplace;  coupled with global issues of terrorism, climate change, and changing demographics.

Ineffective communication can affect employees’ output overtime, as they begin to experience both physiological and psychosocial withdrawals, which gradually leads to job stress.Communication barriers are impediments that distort the intended meaning and intention conveyed in a message.

Channels of communication arises from where communication is needed – such as among employees within the business, customers and clients, vendors and distributors, and engagement with government regulatory bodies.

This work shows that effective communication is an important factor that can enhance productivity in the workplace.

The aim of this study is to integrate the perception of Person-Vocation Fit (PVF) in the Job Demands-Resources model
(JD-R), through testing incremental validity of PVF over resources – personal and job related – in predicting work
engagement. We measured PVF as the perceived fit and tested its predictive value on a group of 312 particpants. The
results support the predictive role of PVF for work engagement over personal and job resourses, but no significant
interaction between them has been found. PVF has the strongest predictive validity for work engagement, which sugests
that PVF might be considered a personal resource. We discuss limits and implications for future research on PVF.

This research, conducted by the author when a Senior Researcher at Newcastle University, UK, was funded by a UK governance organisation to help them assess, integrate and improve their understanding of the governed population.

ABSTRACT: Governance organisations have been urged to develop more holistic evidence-based approaches with partners to better deal with issues affecting the governed population. This presupposes an understanding of the population, yet there has been little research work addressing how governance organisations come to understand their governed population, nor how this understanding can be improved upon within such organisations.

This case study examined in-depth how understanding of a governed population was developed within one UK local governance organisation and it explored how such understanding might be developed and improved through more holistic and evidence-based organisational learning within the organisation and its governance partnerships.

The research methodology involved placement within the governance organisation, participant observations on several projects and innovative initiatives, observations within, across, and outside the organisation, and also interviews with varied key stakeholders.

The study examined:

- stakeholder engagement and networks
- current and varied understandings of the population
- mechanisms actually used for developing understandings
- the influence of context on organisational learning

and analysed these to arrive at a recommendations to improve organisational understanding of the governed population.

In the case studied, significant strengths were found: including innovative past learning trials for development, extensive ongoing networking activities, and many varied and accumulating quantitative datasets available across partnerships.

However, entrenched organisational approaches and practices constrained the development of holistic evidence-based understanding, for instance: the absence of systematic maintained collective learning processes; weak recording and forgetting of understandings; methodological exclusion of stakeholders from the development of understanding; the relative neglect of qualitative data, explanations, investigations, interpretations, and reflexivity; and also implicit organisational acceptance of such limitations and low aspirations.

Nonetheless, untapped opportunities existed to enable change including: latent practitioner knowledge and innovative management champions, the desire for improvement and raised aspirations within learning networks, and the development potential of alterative learning approaches.

It was concluded that more holistic evidence-based understanding was possible, but required new learning approaches beyond those then in use in both local government or academia.   

Recommendations are made to utilise and develop improved organisational learning approaches trialed and reported in the case study.

It is argued that the case study findings, conclusions, and recommendations may be applicable to other similar local governance organisations and partnerships that seek to better understand local populations, services and interventions.

The work was also submitted for, and awarded, an MPhil (at Newcastle University, supervised by Prof. Patsy Healy)

Several models of organizational culture have been adapted from Schein's (1985) model and Albert & Whetten (1985) model of collectivism and/or organizational identity which has seen many scholars view and use these terms interchangeably. Various organizational, anthropologist and sociologist psychologists researching the field of organizational culture and organizational identity assigned organizational identity to be the aspect of organizational culture which is implied in the artefacts of the organization (such as the organization's logo/colour, its staff, furniture, and its layout of its structure, that is unique and enduring and how the organization members view and see them. In that, every organization has a culture and every organization has an identity. The significant existence of an organization is present in its identity.
        Organizational psychology research has looked at organizational culture in a different light. In that, organizational culture originates from two major disciplines (Anthropology and Sociology). The essay will look at organizational culture in these two fields and see how these disciplines perceive organizational culture. Furthermore, the essay will focus on Hatch & Schultz's model of organizational identity, culture and image, and how from the authors view related and differentiated these two terms 'organizational culture' and 'organizational identity', and how organizational identity interlinks to organizational culture-while also, extensively reviewing different organizational culture, identity and change process theorists who have referenced this model.

This report is based on what I have observed of the function, dynamics, components and development of a group within a large organisation.  I have observed the group by attending meetings, observing communication and behaviours of members and group interaction with the organisation. 
Bundey et al (undated) define the term ‘dynamics’ from a physics definition is forces that act and resulting change “when we talk about ‘group dynamics’ we are concerned with what it is that causes, or helps to cause, what we observe happening in our groups.” (Pg B59).

Creativity has long been considered a hallmark of Design Thinking. Yet there has been no conceptual specification and structure to guide the development and practical application of creative thought. This paper attempts to correlate various characteristics of creative thinking with the modes of purposeful thought specified in A Theory of Design thinking. 1 Ideas drawn from research and the literature on creativity are parsed according to the modes identified in the Theory. Creative dispositions appropriate to the information addressed by each mode are identified to show how design thinking can bring creativity to purposeful thought. The characteristics of creative people and how creativity is determined are discussed. A practical model for guiding the execution and study of creative thought is intended.

The present paper intends to get a closer approach to the theories of thinking behind Service Design practices in the context of the Organisational Development field. It tries to comprehend the dynamics of their relationship and analyse it through specific concepts.
The contribution relies on the fact that there is some, although very limited, literature on Service Design and Organisational Transformation. Recently, a few papers have been published yet, since the area is not totally defined, its literature usually analyses the reflections of successful case studies of design practitioners. It is not thought of as a part of a theoretical framework and therefore, it seems to be not totally defined and strongly questioned.
The purpose of this research project is to suggest potential ways in which the discipline could contribute to a deeper comprehension of Organisational Development and identify some of its limitations in practice.

Leadership ranks amongst the most researched and debated topics in the organizational sciences and a wide diversity of approaches to this area of study have been proposed over the years.  Researchers have endeavoured to describe what leaders are like, what they do, how they motivate their followers, how their styles interact with situational conditions, and finally, how they can make major changes in organizations.

Articolul dat este consacrat investigării spațiului om-organizație, din perspectiva eco-umană prin menținerea echilibrului dintre efectele pozitive și negative și ajustarea resurselor proprii și a carierei interne la cerințele mediului profesional. Obiectul general de studiu a vizat investigarea relațiilor dintre ancorele carierei și factorii psihosociali din mediul profesional, pe axa " Eu-Eu ". Axa " Eu-Eu " poartă o semnificație internă, și este constituită din factorii care o influențează în relația profesională cu sinele. Obiectivul general de studiu reprezintă examinarea specificului mediului profesional, acordat la profilul ancorelor carierei. Obiectivele specifice propuse au ținut cont de rolul moderator al ancorelor carierei fapte demonstrate în cercetările savanților: Schein, Jafri și alții, cât și asigurarea echilibrului profesional. Acordate la factorii psihosociali profesionali, la laturile interne și externe a specificului carierelor din sistemul serviciilor destinate umanității, aceste elemente se pot prezenta ca o strategie utilă în proiectarea traseului carierei în condițiile actuale ale vieții, iar aportul calitativ al interdisciplinarității cercetării va contribui la o înțelegere mai profundă a fenomenului studiat, într-o configurare ponderată polivalent și pragmatic. Eșantionul a constituit 287 de participanți din trei domenii profesionale: medicină, educație și asistență socială. În urma analizei statistice preliminare, prin metoda ANOVA, pe domenii profesionale s-au identificat semnificații înalte dintre vârstă, gen, nivelul de educație, anul de absolvire și stagiul de muncă unde constituia p <0,001. Cuvinte cheie: echilibru profesional, menirea de a servi, autonomie și independență, provocare pură, sănătate, vitalitate, stres. 1. Întroducere Influența axei " Eu-Eu " în cadrul relației profesionale, în particular asupra echilibrului profesional este una crucială. Deoarece prezintă o mediere internă ea se exprimă prin capacitatea resurselor personale adaptate la contextele externe precum exercitarea rolurilor sociale, a celor profesionale. Dacă atragem atenția asupra factorului de vârstă în cercetarea realizată observăm o semnificație înaltă dintre domeniul profesional și vârsta. Unul dintre argumentele pro ar fi că generația Baby Boom a realizat avansarea tehnologiilor informaționale, prin posedarea zonei ideale, prin asumarea de roluri sociale în realitatea alternativă și a riscurilor conștiente, pe când generația Mileniului experimentează provocările vieții într-un mediu informațional hipertehnologizat. De aceia în relația de saturare a echilibrului profesional (modelul ipotetic) sunt adiționate nevoia de atingere a succesului profesional. 2. Cercetarea literaturii de specialitate Investigarea relațiilor dintre ancorele carierei și factorii psihosociali din mediul profesional (figura 1) s-a axat pe modelele descrise de Edgar Schein, precum: modelul ancorelor carierei, modelul mobilității carierei, modelul circular al structurii ancorelor carierei, perspectivele muncii unui lider, modelul socio-cognitiv a persoanei în contextual factorilor ce afectează alegerea și

The Wiley Handbook of Personal Construct Psychology is the definitive new reference for the field, providing a state-of-the-art review of PCP which focuses on the theory and its philosophy, methodology, areas of application and future horizons
A definitive new reference work for the field of personal construct psychology, featuring leading international figures in the field
Each section begins with a concise chapter that reviews the literature in  the area concerned and highlights  new developments
Covers theory, history, methodology and a wealth of new and established applications including education, grief and meaning reconstruction, sexuality, organizational consultancy and personal construct coaching
Draws on published and previously unpublished work by pioneers including Fay Fransella and Miller Mair

This paper presents a review of the past and present upper echelons research with the intention of drawing attention to the need for a change of direction from causal descriptive studies to causal explanatory studies. Review of the extant literature indicates that many of the organizational researchers have shown greater interest in studying relationships between top management characteristics (in the form of demographics) and organizational outcomes. This has continued despite the effort by Priem, Douglas and Gregory to draw attention to the limitations of demographic proxies of psychographic variables of top management teams and the caution that the role of the entire top management team in strategy development may be over-exaggerated. Since many of the studies failed to show empirically how or why top management demographics related to organizational outcomes, implications for theory and research are discussed.

The purpose of this paper is twofold: first, it analyses the relationship between optimism about the emergence of future entrepreneurial opportunities and the length of the entrepreneurial experience; second, it aims to identify the external factors that can moderate this relationship. Our empirical analysis is conducted on a cross-national sample of 450,000 individuals drawn from the Adult Population Survey (APS), which is collected by the Global Entrepreneurship Monitor (GEM) consortium and covers the period from 2009 to 2011. Our results find an inverted U-shaped relationship between the length of the entrepreneurial experience and our indicator of optimism. Additionally, the relationship between optimism and length of entrepreneurial experience is conditioned by a set of external-factor moderators, such as social capital and the individuals’ perception of how valued entrepreneurship is as a career choice in their country.

During the lockdown, children and teens have abundant access to the Internet and mobile phones, and most of the time they lead to YouTube passions and characters who want to stay indoors. Parents with their girl children approach a psychologist when they spend time listening to the BTS album all day and the academic grades reflect the consequences. Cases of BTS addiction have come to the forefront of psychological counseling among adolescents and youth was the stimulus that made researchers explore the relationship between the dependent nature of K-pop YouTube videos and adolescent lives. The study relies on data collected through a Semi-Structured Interview from a group of K-Pop viewers from Kerala. The collected data were thematically coded and analyzed quantitatively. The findings and suggestions derived from this study may open a new avenue for understanding adolescent behaviours and the phenomenon of K-pop addiction in the present context of virtual learning.

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.

Multidisciplinary teams (MDTs) are conventionally recommended in mental health
care literature as an important way to offer holistic treatment provision to patients. This
study aims to explore multidisciplinary teamwork in contemporary mental health
settings, particularly what aids and hinders the process of multidisciplinary teamworking,
and the social work contribution in such teams. In order to attain an in-depth
exploration of these phenomena, a single case study design was employed. Within this
design, data were generated through semi-structured interviews and structured
observation of a mental health MDT in Ireland. These data were analysed using
interpretative phenomenological analysis. The research highlights how the concept of
mental illness is contested within this MDT, with the medical model dominant within
an environment of fluid working arrangements. Professional role blurring and
stereotyping were found to impact the division of labour on this team, with role
negotiation found to be an integral part of retaining a professional’s practice identity.
This research raises concerns for social work’s capacity to function within mental
health MDTs in Ireland, and highlights ways in which social work educators might
respond in order to empower Irish social workers to meet the challenges of mental
health multidisciplinary teamworking.

"This study investigates workers’ early retirement intention among blue- and white-collar workers
along two processes as described in the Job Demands–Resources model: (1) an energetic process
wherein job demands are associated positively with early retirement intention through perceived
ill-health, and (2) a motivational process wherein job resources are associated negatively with early
retirement intention through work enjoyment. Analyses are based on 1812 Belgian workers aged
45 or older. Results from structural equation modelling provided support for the motivational
process, with a stronger relationship between job resources and work enjoyment among blue-
(vs white-) collar workers. The energetic process was not supported: the relationship between job
demands and early retirement intention was direct and not indirect through perceived ill-health,
and this relationship was stronger among white- (vs blue-) collar workers."

The paper talks about Organisational Analysis and the conflicts in the workplace. Organizational analysis is a diagnostic process that helps to better understand the performance of an organisation and conflicts refer to the disagreements that exist between two or more groups and their members. The aim of this article is to review the different types of conflicts that arise in the organisations i.e. Intrapersonal, Intergroup, Interpersonal and Intergroup conflicts and how these can be resolved. Tajfel's social identity theory and Sherif's realistic conflict theory have been applied to review the same. The article concludes that interaction would be more successful when it is easier to get to know and become more respectful of the other group members and when the situation's social norms encourage equitable, fair treatment for all classes.

At the national level the social work profession represents an oriented civic request on social desirability, the professional vulnerability being expressed by the existence of organizational tools that would satisfy it completely.  A very critique point and professional turn out are the lack of vocational training, national centers, state regulations, resources for professional training and guidance in social work profession, which could provide and adapt the professional orientation strategy in social work at all educational levels (as schools, universities, NGO and public sectors). The professional guidance in choosing and experiencing a profession in schools and universities could not link the secular practice abroad with traditional and socio-economic characteristics for Moldova, as social work profession is a specialty in professional transition. The diversity of specialists working in this area gather specialties not only from social sciences areas as sociology, psychology and pedagogy, but also add engineers, agronomist, nurses, as it is no expressed limits for low status profession as it is social work in Moldova. Basically, the professional social level dictates the relation between empowerment and social status, which is focalized on the occupied position by the individual in the society, namely by the extra situational differences in social positions.The aim of this article is to analyze in context the expression of professional diversity in social work, to review the situational differences as urban and in rural areas, public and nongovernmental sectors, that would serve as basic data for their professional anchors evaluation with relative requirements of social environment.

The aim of this research is to measure the mediation effect from organisational justice in the relationship between organisational ambidexterity and irritation. The measurements were included the aspects of organisational ambidexterity, which are exploitation and
exploration, the aspects of irritation, which are emotional and cognitive irritation, and the aspects of organisational justice, which are distributional justice, interactional justice and procedural justice. There were full mediation effects of distributional justice in the relationship
between exploitation with irritation (β= -.3985, p < .05) and distributional justice with cognitive irritation (β= -.2491, p < .05). There were 26 foreign doctors as respondents in this research. This research measured an indirect mediation effect with the SPSS program from Andy F.
Hayes. This research revealed that the hospitals implemented exploitation and the highest association was between distributional justice and cognitive irritation (β= -.932, R²=.346, p .002).

We examine the relationships between CEOs' attitudes to change (cognitive, affective & behavioural attitudes; tolerance of ambiguity; individual readiness for organizational change), strategic flexibility and organizational performance. Survey data were collected from 159 Greek firms from ICT industry. The paper hypothesizes that strategic flexibility mediates the relationships between CEOs' attitudes to change and organizational performance. The research findings note the importance of CEOs' attitudes in fostering flexibility; they indicate how each attitude influences strategic flexibility; as well as they confirm that strategic flexibility affects positively organizational performance. Theoretical and practical implications of these findings are discussed.

The present study examines the perception of the employees regarding the diversity climate of their organization. The dimensions covered under the diversity climate are organizational fairness, inclusiveness and personal diversity value. The study revealed that mainly the Oriya Hindu Female and Oriya Reserved Category employees differed significantly from the other groups upon perceived fairness and perceived inclusiveness. However, no significant difference was observed among the respondents of the different groups upon personal diversity value

The field of positive organizational behavior is increasingly discovering organizations' latent aspects that helps in enhancing its' functioning directly or indirectly through capacitating various life skills in employees. The need to practice and inculcate various life skills is becoming crucial in order to live a fulfilling life. There are different life skills that are developed by the World Health Organization that can be proven as beneficial to various organizational settings. The contemporary research scenario focuses on specific life skills and their applicability in diverse settings but there is a paucity of evidence related to the application of positive life skill activities in organizational settings. The ever-expanding and demanding climate of organizations also necessitates various life skill practices by the employees in order to extricate maximum rewards from their immediate environment. Thus, the proposed module for the present paper (PPLS-CW) is based on the theories and models of positive psychology which are combined with various relevant life skills suggested by WHO, which aims to contribute to their personal and professional lives.

"Driving leadership style" of the school leadership proclaims to be important in bringing about changes in behavioural aspect of the followers. The hallmark of driving leadership style illustrated the characteristic of teaming, toning, tasking, timing and transforming with realistic view to subjective approach. This allowed the leadership to understand the human relationship approach while instigating as a lead follower in the group. The purpose of the study was to explore, the pertinence of leadership and how they grow with the followers. Semi structured interview were implemented with different actors with two sets of interview schedules separately designed for the school leaders and the other actors. Driving leadership style moreover, reflects to demonstrate the ability of working from middle as a lead follower allowing the opportunity to understand and knowing of followers. This somehow built the confident to the school leaders to overcome with the difficulties related with organizational climate. Driving leadership style illustrated to bring about social harmony and cohesive within the organizational behavioural settings furthering leaders to grow with the followers. (Contains 2 tables and 4 figures.)

There is a dearth of literature on users " need satisfaction from the psychological (mental and emotional) aspects of the variable as it affects usage of reference sources and services hence this study to measure autonomy, competence and relatedness of users needs " satisfaction on use of reference sources and services by undergraduates students. In view of this four null hypotheses were generated for the study. Survey research design was adopted for a population of 29,013 undergraduate students across the three selected universities under study. Simple random sampling technique was used and Yamane formula for determining sampling size was used to arrive at 400 undergraduates. Questionnaire was used to elicit data with 100% response rate analysed using correlation and multiple regression. The findings show that autonomy, competence and relatedness influence the use of reference sources and services. Also, the linear combination of the three independent variables influences the use of reference sources and services. It was thus recommended that libraries should create a friendly culture while reference service personnel develop their organisational citizen behaviour. It was also recommended that libraries should organised information literacy programmes to help increase the competency level of users.