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Este trabalho tem como objetivo discutir a importância de narrativas descoloniais, no geral, e no campo da história da psicologia, em particular. Para isso, toma-se como ponto de partida os resultados iniciais de um estudo empírico publicado recentemente que investigou os diferentes estilos de gestão no âmbito do trabalho no Rio de Janeiro entre 1949 e 1965 a partir da análise das publicações do periódico Arquivos Brasileiros de Psicologia. Tais resultados apontaram para uma inadequação entre as interpretações dos estilos de gestão operantes, por um lado, no cenário anglo-norte-americano e, por outro, no Rio de Janeiro. A discussão do presente artigo se centrará nessa inadequação, focando nas diferenças entre como narrativas coloniais e descoloniais concebem a relação entre dados empíricos e matrizes de inteligibilidade e nas consequências historiográficas e metodológicas desta relação., Este trabajo tiene como objetivo discutir la importancia de las narrativas decoloniales, en general, y en el campo de la historia de la psicología, en particular. Para ello, se toman como punto de partida los resultados iniciales de un estudio empírico de reciente publicación que investigó, a partir de las publicaciones de la revista Arquivos Brasileiros de Psicologia, los diferentes estilos de gestión en el contexto del trabajo en Río de Janeiro entre 1949 y 1965. Estos resultados apuntaban a una inadecuación entre la interpretación de los estilos de gestión que operan, por un lado, en el escenario anglonorteamericano y, por otro, en Rio de Janeiro. La discusión de este artículo se centrará en esta insuficiencia, destacando las diferencias entre cómo las narrativas coloniales y decoloniales conciben la relación entre los datos empíricos y las matrices de inteligibilidad y las consecuencias historiográficas y metodológicas de esta relación., This paper discusses the importance of decolonial narratives, in particular in the field of history of psychology. We consider the initial results of a recently published empirical study investigating the different styles of management within the scope of labor in Rio de Janeiro between 1949 and 1965 through the analysis of the publications of the journal Arquivos Brasileiros de Psicologia. Results pointed to an inadequacy between the interpretations of the management styles that operate, on the one hand, in the Anglo- North American scenario and, on the other, in Rio de Janeiro. The discussion of this article focuses on this inadequacy, highlighting differences between how colonial and decolonial narratives conceive the relationship between empirical data and intelligibility matrices and the historiographical and methodological consequences of this relationship., Dossier: Psicología, colonialidad y procesos de decolonización., Facultad de Psicología

Previous studies show that females in leadership positions have increased. Women as leaders are associated with successful and effective organizations. The purpose of the study was to examine if there were mutual experiences and factors between different women in leadership positions in a regional council in Sweden. The study also aimed to develop knowledge about the experience of female leadership. A qualitative method was used to study this subject. Six participants with varied experience of female leadership were interviewed. Thenceforth the data was examined according to thematic analysis. The result of the study showed that there were mutual experiences and factors which resulted in ten different themes: motivation, support, trust and confidence, adjustment to the group, concern for the group, predisposition, development potential, organization, person over gender and pressure. All themes except person over gender responded to previous studies. However, the exception could be explained by differences in the social system between cultures. Future studies can find difficulties generalizing the result due to subjective interpretation and measurement at a specific workplace. Finally, the study aspired to inspire further studies in the area. Tidigare studier har visat att mängden kvinnor i ledande positioner har ökat. Kvinnliga chefer är förknippade med framgångsrika och effektiva organisationer. Syftet med den här studien var att undersöka om det fanns gemensamma upplevelser och faktorer mellan olika kvinnor som hade erfarenhet av ledarskap inom Regionen. Studien hade även som mål att förmedla kunskap om upplevelsen av kvinnligt ledarskap. För att studera ämnet användes en kvalitativ metod. Sex deltagare med varierande erfarenhet av kvinnligt ledarskap blev intervjuade. Därefter blev empirin undersökt genom en tematisk analys. Resultatet av studien visade att det fanns gemensamma upplevelser och faktorer, vilket resulterade i tio olika teman: motivation, support, tillit och förtroende, anpassning till gruppen, omtanke om gruppen, grundförutsättningar, utvecklingsbarhet, organisationen, person framför kön och påfrestningar. Alla teman förutom temat person framför kön kunde kopplas ihop med tidigare studier. Samtidigt kunde en förklaring till detta undantag bero på skillnader i det sociala systemet mellan olika kulturer. Vid framtida forskning kan det finnas svårigheter med att generalisera resultatet i och med studiens subjektiva tolkning och undersökning av deltagare på en specifik arbetsplats. Avslutningsvis hoppades studien kunna inspirera till framtida forskning i ämnet.

Part 11: Multi Agent - IoT; International audience; Emotions in workplace is a topic that has increasingly attracted attention of both organizational practitioners and academics. This is due to the fundamental role emotions play in shaping human resources behaviors, performance, productivity, interpersonal relationships and engagement at work. In the current research, a computational social simulation approach is adopted to replicate and study the emotional experiences of employees in organizations. More specifically, an emotional agent-based model of an employee at work is proposed. The developed model is used in a computer simulator WEMOS (Workers EMotions in Organizations Simulator) to conduct certain analyzes in relation to the most likely emotions-evoking stimuli as well as the emotional content of several work-related stimuli. Simulation results can be employed to gain deeper understanding about emotions in the work life.

Drawing on social cognitive theory, we propose a moderated-mediation model to examine when and why workplace ostracism impairs employee creativity in China. We collected 195 valid questionnaires with a two-wave employee-supervisor dyadic research design from one large Chinese company. Results indicate workplace ostracism affects employee creativity negatively. Moreover, the negative effect of workplace ostracism on employee creativity is not only mediated by employee creative self-efficacy (CSE), but the mediation effects of employee CSE are also found to be stronger when employee collectivism orientation is high. Finally, the theoretical and practical implications of these findings are discussed.

Stress is one of the psychological reactions that can be in a work situation. Work situations may change at any time in different forms. An employee's psychological reaction to change also varies. Job insecurity arising from changing work situations increases job stress. A company certainly does not want employees to experience work stress that can impact on the decline in company performance. The level of employee religiosity is expected to reduce the impact of job insecurity. This study aims to determine the role of job insecurity against work stress moderated by religiosity. Job stress as the dependent variable, job insecurity as an independent variable, and religiosity as moderator. Methods of data retrieval were performed using work stress scale, job insecurity scale, and scale of religiosity. The subjects of this study were 119 employees working in the State Forestry Corporation. The hypothesis proposed in this study is religiosity as a moderator in the relationship between job insecurity with work stress. Moderate and hypothesis test is done by moderate regression analysis. The research result shows religiosity not proved as moderator in the relationship between job insecurity with work stress, but the directly significant impact to work.

This study was designed to measure how big the role of job dissatisfaction (job dissatisfaction) to the employee's desire to leave his work (turnover intention) with moderated by the stability of anchors. The method used in this present study is a quantitative method by distributing questionnaire. The questionnaire consists of job dissatisfaction scale, turnover intention scale, and anchor scale to discover anchor stability. Subjects of the study are 267 permanent employees who work in the banking sector. The results of the study indicate that anchor stabilization is not evidenced to influence the relationship between job dissatisfaction and turnover intention. However, anchors such as materials, others and virtues are believed to influence the relationship between job dissatisfaction and employees' turnover intention. The factor of job dissatisfaction which most influences turnover intention in this study is employee dissatisfaction with salary or rewards.

This study aims to understand understanding the dynamics of passion in youth entrepreneurs when running a business. By understanding the dynamics of passion in running a business, youth entrepreneurs can understand the importance of passion's role to his business so as to avoid failure. In order to achieve these objectives, a phenomenological study was conducted on purposively selected participants, ie nascentor new bussiness entrepreneurs who have passion in entrepreneurship aged 18 to 34years. Data were collected using semi-structured phenomenological interviews, and analyzed using a phenomenological analysis approach. The results show that the dynamics of passion play an important role in the three series of areas of entrepreneurial activity: 1) product creation and development, 2) business establishment, 3) business development. While also found the aspects of personal, environmental and behaviour that affect the emergence of entrepreneurial passion on them.

Het handelen van mensen kent diverse vormen, dat van organisaties ook. Om beïnvloeding of verandering mogelijk te maken, moet je de handelingsoriëntatie kennen. Daarna komen structuur en cultuur van de handelingsomgeving aan bod: institutional redesign.

O artigo propõe-se a refletir sobre os processos de inserção profissional e formação continuada de juízes do trabalho de um Tribunal localizado na Região Norte do Brasil, colocando em destaque, a partir da contribuição de algumas abordagens clínicas do trabalho, a função que os coletivos de trabalho podem desempenhar nesses processos. O artigo baseia-se em pesquisa qualitativa, da qual participaram treze juízes, por meio de entrevistas individuais semiestruturadas, examinadas pela técnica da análise de conteúdo temática. Os resultados evidenciam que a inserção na magistratura é marcada por dúvidas, receios, medos e inseguranças, e que sua formação continuada se vê prejudicada pelo aumento do volume de tarefas que consomem a jornada de trabalho, avançando em uma faixa do tempo extratrabalho. Tais dificuldades são enfrentadas na solidão ou, quando muito, com o apoio de um círculo muito restrito de pares. Sugere-se que as dificuldades seriam mais bem geridas caso os coletivos de trabalho se mostrassem mais receptivos. This paper is meant to discuss the processes of insertion and professional education of labor judges in the North Region of Brazil, focusing on the role that labor collectives may play in these processes. The paper is based on qualitative research conducted with 13 judges by the means of semi-structured interviews, assessed with the help of the technical analysis of their thematic contents. The results obtained show that the insertion in the law court is surrounded by questions, fear and vacillation. After all, their continuing education is harmed by the great amount of work, which consumes their labor-time. Such difficulties are either lonely faced or with the help of a very restrict number of colleagues. This work shows that this problem would be better managed if the collectives of labor were friendly with their new members. El artículo se propone reflejar sobre los procesos de inserción profesional y formación continuada de jueces del trabajo de un Tribunal localizado en la Región Norte del Brasil, colocando en destaque, a partir de la contribución de algunos abordajes clínicos del trabajo, la función que los colectivos de trabajo pueden desempeñar en esos procesos. El artículo se basa en pesquisa cualitativa, de la cual participaron trece jueces, por medio de entrevistas individuales semi-estructuradas, examinadas por la técnica del análisis de contenido temático. Los resultados evidencian que la inserción en la magistratura está marcada por dudas, recelos, miedos e inseguridades, y que su formación continuada se ve perjudicada por el aumento del volumen de tareas que consumen la jornada de trabajo, avanzando en una franja del tiempo extratrabajo. Tales dificultades son enfrentadas en la soledad o, cuando mucho, con el apoyo de un círculo muy restricto de pares. Se sugiere que las dificultades serían mejor regidas en caso de que los colectivos de trabajo se mostrasen más receptivos.

Met een multipele case studie, op basis van interviews, is onderzocht wat het effect is van zes beïnvloedbare factoren, genaamd implementatie-hefbomen, is op de implementeerbaarheid van HRM programma’s in organisaties. De onderzocht hefbomen zijn: participatieve besluitvorming, aandacht voor machtsverhoudingen, flexibiliteit, ingebedheid van HRM programma’s, meewerkende en taakverlichtende rol van P&O afdelingen en een permanente, op afroep beschikbaarheid van P&O. De resultaten van de interviews bevestigen de verwachtingen over het effect van elke hefboom. Verder laten de resultaten een meer gedetailleerd beeld zien door een aantal onderliggende mechanismen van die effecten te verhelderen. Ook bleken omgekeerde effecten te bestaan, waarin een aanwezige hefboom een negatief effect had, of de afwezigheid een positief effect had. Mechanismen met omgekeerde effecten werden voor alle hefbomen gevonden, behalve voor de permanente beschikbaarheid van P&O afdelingen. De overige vijf hebben dus zowel een positieve kant (zoals verwacht), en een negatieve kant.