Andrey Sidorenkov - Academia.edu (original) (raw)

Papers by Andrey Sidorenkov

Организационная психология

Цель. Целью исследования является изучение соотношения эффективности производственных групп и сущ... more Цель. Целью исследования является изучение соотношения эффективности производственных групп и существующих в них неформальных подгрупп, а именно: связи количества неформальных подгрупп в группах с двумя видами групповой эффективности — предметно-деятельностной и социально-психологической. Дизайн. Выборка включает 78 групп из разных организаций и с разным содержанием профессиональной деятельности, а общее число участников составляет 655 человек. Для выявления неформальных подгрупп использовался специальный формализованный алгоритм, а для изучения групповой эффективности — два авторских опросника. Предметно-деятельностная эффективность группы оценивалась отдельно руководителями и членами групп по двум показателям (выполнение плана и задач, деятельность в трудных условиях). Социально-психологическая эффективность измерялась также по двум показателям (удовлетворённость членов группой и психологический комфорт членов в группе) на основе оценок сотрудников. Эмпирическое исследование прово...

Организационная психология, 2019

Purpose. The goal is to develop and test new questionnaires for organizational and sub-organizat... more Purpose. The goal is to develop and test new questionnaires for organizational and
sub-organization, group and micro-group, interpersonal and personal identification (identity) of employees in the organization. Method. The substantive validity of four new questionnaires of social (organizational) identity was examined. The selection of these questionnaires totaled 514 employees from various large organizations (state universities, institutions in the field of management and law enforcement functions, as well as commercial companies). The results were processed using factor analysis using the principal component method and the Varimax rotation with Kaiser normalization; descriptive statistics, Cronbach’s alpha and Pearson’s correlations coefficients were calculated; the conformity of the empirical distribution to the normal was evaluated. Results. It is shown that, depending on the components of identity, a survey of organizational and sub-organizational identity (consists of two corresponding parts) has a two-factor structure, and includes two subscales in each
part: cognitive and affective identity. The group and micro-group identity questionnaire (includes two relevant sections), the interpersonal identity questionnaire and the personal identity questionnaire have a three-factor structure and consist of three subscales, such as cognitive, affective and behavioral identity. It is shown that the questionnaires in general have validity and reliability by the analyzed indicators. However, a sub-scale of micro-group behavioral identity and a subscale of personal behavioral identity have an internal consistency below acceptable. The value of the results is the development of unified questionnaires, which together allow to measure six aspects (levels) of employees’ identity (identification with the organization as a whole and a large structural unit, with a small group / team and an informal subgroup in a group, other members of the group and oneself) two or three components in each. The simultaneous use of these questionnaires will allow a comprehensive study
of the measure and proportionality of different levels of identity (for each component), links between levels of identity (for each component), as well as links of identity levels (for certain components) with attitudes and behavior of workers, psychological characteristics and effectiveness of groups. Practical implications. Practitioners will be able to assess the degree of expression of all levels and components of the identity of employees in a particular organization / group. Based on this, it is possible to predict attitudes and behavior of employees, as well as selectively develop (where necessary) certain levels and components of identity.

Destruction in the contexts of violation of group structure and decrease in efficiency of group i... more Destruction in the contexts of violation of group structure and decrease in efficiency of group is considered. The concept "normal structure" of group is defined. The types of group structures and the reasons and an essence ofdestruction of group structure are shown. Some social-psychological phenomena of the individual and group, which negatively influence activity and efficiency of group, are shown. Some phenomena are absolutely destructive, and others can create both positive, and negative effect.

Psychology in Russia: State of Art, 2013

A multi-dimensional model of trust in a small group has been developed and approved. This model i... more A multi-dimensional model of trust in a small group has been developed and approved. This model includes two dimensions: trust levels (interpersonal trust, micro-group trust, group trust, trust between subgroups, trust between subgroups and group) and types of trust (activity-coping, information-influential and confidentially-protective trust). Each level of trust is manifested in three types, so there are fifteen varieties of trust. Two corresponding questionnaires were developed for the study. 347 persons from 32 work groups participated in the research. It was determined that in a small group there is an asymmetry of trust levels within the group. In particular, micro-group trust is demonstrated the most in comparison with other trust levels. There is also an asymmetry in the manifestation of interpersonal trust in a group structure. This is demonstrated by the fact that in informal subgroups, in comparison with a group as a whole, interpersonal confidential and performance trust is the most manifested. In a small group and in informal subgroups there are relationships between trust levels which have certain regularities.

Psikhologicheskii Zhurnal, Feb 1, 2020

Behavioral Sciences

The study addresses the direct and indirect relationship of group cohesion and productivity norm ... more The study addresses the direct and indirect relationship of group cohesion and productivity norm with the perceived performance effectiveness (plan and current tasks implementation and performance success in challenging conditions) and social effectiveness (satisfaction with the group/subgroup and psychological comfort in the group/subgroup) at the levels of work groups and informal subgroups. Thirty-nine work groups from fifteen Russian organizations of different activity profiles, namely services, trade, and manufacturing, took part in the study. The vast majority of them were characterized by relatively low task interdependence. Within the work groups, informal subgroups (from one to three per group) were identified. The cohesion of groups and subgroups was positively and significantly stronger associated with their social effectiveness than with performance effectiveness. The cohesion of subgroups was also indirectly related to social effectiveness of the work groups, i.e., this...

Experimental Psychology (Russia), 2020

The article discusses the existing one-dimensional and multidimensional questionnaires (scales) o... more The article discusses the existing one-dimensional and multidimensional questionnaires (scales) of organizational citizenship behavior, extra-role behavior and contextual performance. The article presents a new questionnaire of organizational citizenship behavior, which was developed taking into account the limitations of the existing scales. It consists of two subscales for assessing such aspects of behavior as “qualified ideas and suggestions” and “help and support”. The questionnaire includes six items of three in each subscale. It measures two aspects of citizenship behavior at the same time at the level of a small group and a structural unit in medium-size and large state and commercial organizations. A study was conducted among 54 managers who evaluated 538 employees from various Russian organizations through this questionnaire. The content validity of the questionnaire was assessed. Factor analysis was used, the Cronbach alpha and Pearson correlation coefficients were calcula...

Psychology Research and Behavior Management, 2018

This study explores the connections between formal quantitative group characteristics (such as gr... more This study explores the connections between formal quantitative group characteristics (such as group size, group composition by gender, age, and duration of group membership of individual workers, their average age, and duration of membership) with three levels of conflict (ie, interpersonal, individual-group, and individual-subgroup) of two types (ie, activity-oriented and subject-oriented). Method: Forty-one work groups-small-size enterprises and basic-level teams and units in medium-size companies and large corporations, with the total sample of 334 individual workers-took part in the study. The study employed the questionnaire of interpersonal conflicts in a group and the questionnaire of individual-group and micro-group conflicts as assessment tools. Subsequent regression analyses explored the relationships between group size and composition on one hand and types and levels of conflict on the other. Results: The study established that group size is negatively associated with the individual-subgroup subject-oriented conflict. Also, group size moderates the connections between several formal group characteristics and conflict types and levels. These connections are detected in large-size groups but are nearly nonexistent in small-size groups. Group diversity by gender is negatively associated with the individual-group activity-oriented conflict (across all participating groups) and with the interpersonal and individual-group subject-oriented conflicts (in large-size groups only). Group composition by duration of group membership is negatively associated with the individual-subgroup subject-oriented conflict (across groups), participants' average age and duration of group membership-with both types of the individual-subgroup conflict. Out of all group characteristics under consideration, only group composition by age was not associated with either of the conflict parameters. Discussion: The paper makes a special point out of the fact that group characteristics served as much stronger predictors for conflict parameters in large-size groups than either in smallsize groups or in the entire sample, indicating that the increase in group size strengthens the influence of group characteristics on conflict parameters. Conclusion: The research findings indicate that it is important, when studying connections between group composition and conflicts within the group, to take group size and its influence on types and levels of the intragroup conflict into account.

Психология. Журнал Высшей школы экономики, 2019

Цель исследования-изучить связи трех уровней идентичности (групповой, микрогрупповой и межличност... more Цель исследования-изучить связи трех уровней идентичности (групповой, микрогрупповой и межличностной) по трем компонентам в каждом (когнитивному, аффективному и поведенческому) со вкладом работников в деятельность производственных групп. Выборка включала 302 сотрудников из 35 малых производственных групп в организациях с разным профилем деятельности. Для сбора эмпирических данных были использованы «Опросник межличностной идентичности», «Опросник микрогрупповой и групповой идентичности» и «Субшкала вклада в деятельность» из «Опросника лидерства, вклада и стиля межличностного поведения». Указанные методики включены в компьютерную технологию «Групповой профиль-Универсал», посредством которой проводилось обследование участников. Для анализа полученных данных использовался регрессионный анализ. Обнаружено, что предиктором вклада работников в деятельность группы является групповая идентичность по трем компонентам, а также межличностная и микрогрупповая идентичность по аффективному компоненту. Более сильным предиктором (по количеству компонентов идентичности и значимости связи) является групповая идентичность. Среди трех компонентов наиболее представленным в выявленных связях оказался аффективный компонент. Сделано предположение, что связи трех уровней идентичности со вкладом работников могут создавать взаимный компенсаторный эффект. Другими словами, ослабление одного уровня идентичности (по одному или нескольким компонентам) может компенсироваться наличием или даже усилением другого уровня идентичности, тем самым поддерживая организационное поведение на высоком уровне. Обозначена перспектива исследования, которая заключается в выявлении промежуточных переменных в связи между переменными (уровнями и компонентами) идентичности сотрудников и их вкладом в группу. Ключевые слова: уровни идентичности, компоненты идентичности, групповая идентичность, микрогрупповая идентичность, межличностная идентичность, организационное поведение, вклад в деятельность.

Social Psychology and Society, 2016

The article represents the results of mathematical and statistical analysis of the links between ... more The article represents the results of mathematical and statistical analysis of the links between the levels of the identity of employees (group, micro-group and interpersonal) by three components (cognitive, affective and behavioral) in 37 industrial groups with expertise in different fields. The significant linear relationship between micro-group and interpersonal identity (for all components), high linear relationship between group identity and micro-group identity (only for affective component) and the lack of linear relationship between the components of inter- personal and group identity are revealed. Higher influence of group identity on micro-group (for all components) and interpersonal identity (for cognitive and behavioral components) is found out in the totality of intercorrelation between group, micro-group and interpersonal identities. Non-linear relationship between group and micro-group identity for all components is revealed. This non-linear relation indicates that in...

Social Psychology and Society, 2018

The existing approaches to understanding the attraction and methods of its study are indicated. T... more The existing approaches to understanding the attraction and methods of its study are indicated. There are three levels of attraction in a small group — interpersonal, microgroup and group attraction, each of which includes three components — subjective, communicative and activity-oriented. In accordance with this idea a questionnaire of interpersonal attraction and a questionnaire of group and micro-group attraction were developed. Each of the questionnaires includes three subscales for measuring the relevant components of the attraction. To assess the validity and reliability of the questionnaires, a survey was conducted in 18 small production groups — primary structural divisions in organizations and in small companies. The total number of respondents was 200 employees. For each questionnaire factor analysis was performed and the internal consistency of the subscales was assessed. It is shown that the questionnaires have validity and reliability. It is proved expedient to separate...

SAGE Open, 2020

The aim of this research is to find out connections of identifications with the work group (group... more The aim of this research is to find out connections of identifications with the work group (group identification), informal subgroups (micro-group identification), and other members in the work group (interpersonal identification), considering cognitive, affective, and behavioral components, with an employee’s contribution to cooperative activities. The sample includes 302 fellows of 35 workgroups in Russian commercial companies and public organizations. Empirical data were collected with the Questionnaire of Interpersonal Identification, the Questionnaire of Micro-group and Group Identification, and the Collaborative Group Activity Scale from the Leadership, Contribution, and Interpersonal Style Questionnaire. All the tools were assembled into the computer-based assessment program “Group Profile” (GP) to conduct the survey individually on PC. It was found that all three dimensions of group identification and affective measures of interpersonal and micro-group identification predict...

В этом исследовании рассматривались: (1) распространенность социальных ( организационных , суборг... more В этом исследовании рассматривались: (1) распространенность социальных ( организационных , суборганизационных, групповых, микрогрупповых ) , межличностных и личностных идентификаций сотрудников и их измерений (когнитивных и аффективных); (2) взаимосвязь и структура идентификаций работников разных сфер профессиональной деятельности. <br>

Organizational Psychology, 2021

ID Levels: PI – personal identification, II – interpersonal identification, MgI – micro-group ide... more ID Levels: PI – personal identification, II – interpersonal identification, MgI – micro-group identification, GI – group identification, and OI – organizational identification. C – сognitive component and A – affective component . OCB dimensions: QIS – offering quality ideas and suggestions and HP – providing help and support. OC: organizational communicativeness<i>. </i> Sample: 1 – Study 1 (Industry and Services); 2 – Study 2 (Higher Education).

Organizational Psychology, 2018

Purpose. The article presents the results of studying the factor structure of intra-group conflic... more Purpose. The article presents the results of studying the factor structure of intra-group conflict in different small work groups on the basis of two dimensions - conflict levels (interpersonal, micro-group and group) and conflict types (job and subject). Method. 41 small groups (N = 323 employees) with different profiles of activity were studied: social services to the population, banking, design and production, trade, etc. The study was conducted through two questionnaires (a questionnaire of types of interpersonal conflict and a questionnaire of types of group and micro-group conflict) and a formalized method for identifying existing informal subgroups in the group. Survey of subjects was carried out on a computer using the “Group Profile - Universal” technology, which includes both questionnaires and the method for determining subgroups. The following methodsof statistical and mathematical analysis were used: factor analysis, AGNES (Agglomerative Nesting), binomial test. Finding...

SAGE Open, 2015

This article contains a description of the structure, the software and functional capabilities, a... more This article contains a description of the structure, the software and functional capabilities, and the scope and purposes of application of the Group Profile (GP) computer technique. This technique rests on a conceptual basis (the microgroup theory), includes 16 new and modified questionnaires, and a unique algorithm, tied to the questionnaires, for identification of informal groups. The GP yields a wide range of data about the group as a whole (47 indices), each informal group (43 indices), and each group member (16 indices). The GP technique can be used to study different types of groups: production (work groups, design teams, military units, etc.), academic (school classes, student groups), and sports.

Procedia - Social and Behavioral Sciences, 2013

should be concretized by means of certain processes and phenomena. This concretization depends on... more should be concretized by means of certain processes and phenomena. This concretization depends on the framework employed by a researcher. In the context of a microgroup theory group dynamics is conceived as transformation of socio-psychological group structure, i.e., of informal subgroups and non-involved-in-them members, their relations with each other and with a group as a whole. The basis of the group dynamics is composed of contradictions (self-f f transformation source) and the related processes of integration and disintegration (self-f f transformation mechanism) in structure and external activity of a group.

Procedia - Social and Behavioral Sciences, 2014

A multi-dimensional trust model is presented, which includes two dimensions: (a) levels of trust ... more A multi-dimensional trust model is presented, which includes two dimensions: (a) levels of trust (interpersonal, microgroup, and group), and (b) types of trust (information-influentive, confidentially-protective, and activity-coping). The sample included 51 six-year-old Russian children (27 boys, 24 girls). A projective Test of Children's Trust To Unfamiliar Adults was applied. The study examined the components (cognitive, affective, and behavioral) of the interpersonal confidentiallyprotective children's trust to the unfamiliar adults. It showed that a lot of children have the attitude to the contact with the unfamiliar adults. 6-year-olds lacked the differentiated system of conceptions about the qualities of the unfamiliar adults and they attributed general and formal characteristics to them. Most of the children perceived the unfamiliar adults positively. The system of emotional attitudes towards adult strangers of some children appeared not to have been developed. Children more often demonstrated the behavioral distrust to the unfamiliar adults than trust to them.