The Journal of Organizational Psychology (JOP) aims to publish empirical reports and theoretical reviews of research in the field of organizational psychology. The journal will focus on research and theory in all topics associated with organizational psychology within and across individual, group and organizational levels of analysis, including but not limited to: personnel selection and training; organizational assessment and development; risk management and loss control leadership development, marketing and consumer behavior research, organizational culture, organizational justice, organizational performance, performance appraisal, feedback, staffing and selection. It is also the aim of JOP for all research to have an end benefit to practitioners and policy makers. All empirical methods-including, but not limited to, qualitative, quantitative, field, laboratory, meta-analytic, and combination methods-are welcome. Accepted manuscripts must make strong empirical and/or theoretical contributions and highlight the significance of those contributions to the organizational psychology field. JOP is not tied to any particular discipline, level of analysis, or national context.
Unpacking Team Task Performance: The Role of Positive and Negative Network Ties
To accomplish key objectives, organizations frequently rely on work teams. This study of social networks and team performance sought to make two distinct contributions to theory: simultaneously researching positive and negative networks and integrating a more interdisciplinary research perspective. I investigated how the closure of instrumental and expressive networks combined to predict team intellective and judgmental task performance. A total of 386 participants in 66 teams participated, with 33 teams in each of the two task performance conditions. I found that an expressive (social identification) network had no relationship with intellective task performance, and that the relationship of the instrumental networks (shared leadership and advice) to intellective task performance was dependent upon the density of the task conflict network. I also found that instrumental networks (shared leadership and advice) were unrelated to judgmental task performance, and that the relationship of an expressive network (identification) to judgmental task performance was dependent upon the density of the social loafing network. While the findings from the present study provide a solid foundation for future research, much work remains before we fully understand the complex relationship between social networks and team performance.
Shaping Crisis Perceptions: Nostalgia and Political Ideological Threats in the 2020 US Election
This study investigates the role of nostalgia in shaping ideological and psychological threat perception and its impact on crisis evaluations during the 2020 U.S. presidential election. Specifically, it explores how collective nostalgia predicts the perceived severity of threats to conservative and progressive ideologies and how these perceptions influence the broader understanding of a multidimensional crisis. Results indicate that nostalgia significantly heightens perceived threats to conservative ideologies, intensifying voters’ crisis perceptions. By examining the interplay between nostalgia, political ideology, and crisis perception, this research offers valuable insights into voter behavior and organizational responses during periods of socio-political upheaval.
Copyright (c) 2025 Luciana Simion, Michelle Bligh, Jeffrey Kohles, Daniel Martin
Revisiting the Benefits of Integrating Multicultural and Workforce Diversity Frameworks and Practices in Organizational Settings: Suggestions for Advancing Contemporary Leadership Practices
Recognized contemporary leadership practices such as Servant Leadership (Greenleaf, 2007), Transcendent Leadership (Crossan., Vera., & Nanjad, 2008) and Strategic Leadership (Beatty & Quinn, 2010),) are known for offering an understanding of the ways that leadership skills can be utilized in a variety of organizational settings. These well-known leadership practices are also known for underscoring the kinds of traits and behaviors that leaders should possess to lead and manage their employees and achieve organizational goals. However, one area that is absent from contemporary leadership practices is a focus on the kinds of multicultural and workforce diversity leadership knowledge, skills, and abilities that organizational leaders should possess to lead and manage a range of human diversities effectively in various organizational settings. The aim of this article is to: 1) share examples of existing multicultural and workforce diversity frameworks and practices that offer insights for advancing contemporary leadership practices: and 2) highlight the benefits of integrating multicultural and workforce diversity leadership frameworks and practices in present-day organizational settings.
Contribution of the Waste Management on Job Creation and Anthropo-Social Circular Economy
Waste management remains a global challenge, particularly in Rwanda’s rural areas, where inadequate systems lead to environmental degradation, health risks, and economic losses. This study focused on improving waste management in Byumba through Gicumbi Agriculture Production Market (GAPM) Ltd. Data was collected from 14 GAPM staff and beneficiaries using questionnaires and analyzed both quantitatively and qualitatively. Findings revealed that GAPM Ltd employs various waste management techniques, including landfill (100%), re-use (100%), recycling (100%), disposal (71.2%), composting (64.3%), and recovery (57.1%). These methods contribute to a circular economy by creating jobs (100%), protecting the environment (100%), conserving resources (85.7%), improving social well-being and health (78.6%), generating economic benefits (71.4%), and fostering community engagement (57.1%). The study confirms that GAPM Ltd’s waste management strategies significantly enhance sustainability. It recommends that the government strengthen awareness campaigns to educate communities on proper waste management and its crucial role in socio-economic development, ensuring long-term environmental protection and economic growth in rural areas.
Copyright (c) 2025 Lucien Hakizimana, Jorge Marx Gómez, Laurent Ntaganda
Goal-Driven Logistics—Shaping the Soccer Match Experience
Crowd management at soccer matches—or “football” matches in Europe—presents significant logistical challenges that remain underexplored in supply chain academic literature. This gap is particularly notable given stadium access, internal venue layout, and post-event departure processes play a crucial role in shaping the fan experience. The interaction between logistical systems and psychological factors is essential in influencing the overall experience of thousands of attendees. This article delves into these dimensions, offering a comprehensive understanding of the complexities involved in managing large crowds in sports venues. Additionally, it proposes new research directions, particularly in examining how psychological insights can enhance crowd flow, safety, and fan satisfaction. By bridging the gap between logistics management and crowd psychology, this work opens innovative avenues for further exploration in event management and sports venue design. These findings have the potential to improve the soccer match experience for both clubs and fans, fostering a more seamless and enjoyable atmosphere that benefits all stakeholders.
The Human-Centered Design With Iterative Service-Learning Framework: Applied to Small Rural Organizations
The innovative framework described in this work integrates human-centered design principles with iterative service-learning to incrementally develop and improve computing artifacts. An application is demonstrated through work with small rural organizations, who rarely have the expertise or resources to develop computing artifacts to market and deliver their products and services. Historically, service-learning team projects once delivered are not updated. Additionally, there are few structured guides for assisting the implementation of service-learning. Human-centered design has been shown to improve the quality of computing artifacts. Yet, even when using human-centered design principles, computing artifacts rarely function well long-term without updates. The proposed framework addresses issues plaguing service-learning's success while developing high-quality artifacts. A step-by-step execution guide is provided, along with a sample longitudinal application. The framework was qualitatively and quantitatively evaluated at multiple points in the implementation. This research also analyzed impact and found both students and clients reporting high satisfaction levels.
A Tale of Two Managers: Dunning-Kruger and the Impostor
We have seen them in action. We may have even worked with one, or both contrasting types of managers. The Impostor Manager (IM) is modest and not self-aware of their abilities. Rather, they attribute their success to luck or chance. The Dunning-Kruger (DKM) manager is the opposite. She or he has an over-abundance of confidence in their skills and ability and often assumes the department's success can be attributed to their superior leadership skills. In this paper, the researchers discuss issues surrounding both types of managers and offer recommendations to develop these managers into high-performing leadership team members.
Copyright (c) 2025 Martin S. Bressler, Mark E. Bressler
Redstone’s Reckoning: Political Expression vs. Professional Conduct
Many organizations expect their employees to remain neutral by refraining from sharing political opinions both in the office environment and on personal social media platforms that could be associated with the company. This case study looks at the complex implications of a company discovering an employee sharing their political beliefs online with comments containing racist language. The incident triggered challenges regarding the balance between respecting individual freedom of expression and maintaining workplace standards of inclusion and respect. The study analyzes the company's response process, internal communication strategies, and disciplinary measures. The case is suitable to be assigned for in-class discussion in undergraduate Human Resource Management, Organizational Behavior, or Management Skills courses.
Copyright (c) 2025 Chloe Abramowitz, Ankur Nandedkar
Conflict in Family Firms: Contributors and Reduction Mechanisms
Family businesses are characterized by conflict. The most harmful type of conflict, relationship conflict, can significantly impair the operation of the family business, affecting not only daily operations but also its long-term effectiveness. This qualitative study focuses on the factors within family firms that contribute to conflict and those that help mitigate it. Drawing on the literature on family business conflict, succession, and commitment, we interviewed 50 family business owners and managers and analyzed the effects of conflict and the efforts to mitigate it. We extend the family business literature and advise practitioners by developing a model and six propositions.
Copyright (c) 2025 John James Cater, III, Marilyn Young
Exploring Employee Attitudes and Behaviors Related to AI Technology and the Future of Work
This qualitative research study explores employee attitudes and coping behaviors toward AI artificial intelligence implementation using Lazarus and Folkman’s (1984) Coping Theory as a framework. Thirteen healthcare technology professionals participated in semi-structured interviews. Thematic analysis revealed five key themes: mixed attitudes toward AI, support for continuous learning, organizational communication gaps, and privacy and security concerns. Participants expressed both optimism and anxiety, using problem-focused strategies like self-direct learning and emotion-focused coping such as avoidance. The research demonstrates organizational challenges in communication, training, and infrastructure. This research provides practical recommendations for ethical AI adoption, including transparency, secure tools, and continuous learning opportunities.
Digital Mobility and Young Immigrants in Quebec: Toward a Typology of Platform Work
Young immigrants constitute an increasingly significant segment of Canada’s population, yet persistent disparities in employment opportunities remain between them and native-born workers. A growing number of these young individuals turn to digital mobility platforms—Uber, Uber Eats, Skip the Dishes, and DoorDash—that offer flexible income opportunities compatible with their academic, professional, familial, and personal commitments. This paper explores the profiles and working conditions of young immigrants who engage with these platforms, and the challenges they face in this context. It presents qualitative data from interviews with 21 young immigrant workers, to deepen understanding of their work and employment realities.
Copyright (c) 2025 Diane-Gabrielle Tremblay, Hamza Bouzidi, Hamed Motaghi
The Influence of Leadership on Self Determination, Work Engagement, and Job Crafting on Marginalized Workers in Health Care Environments
This study examines how dirty workers, those in housekeeping, janitorial, and food services, are marginalized despite their contributions to patient care and hospital operations. Often stigmatized, they are viewed as disciplinary problems rather than valued team members. Using theories of Self-determination, Job Crafting, Work Engagement, and Leader-Member Exchange theory, this study reframes behavioral issues as symptoms of systemic neglect. It argues inclusive leadership and supportive environments can foster engagement, creativity, and dignity among these workers. Ultimately, the study suggests organization success depends on affirming all workers’ value, not on control or punitive approaches.
Copyright (c) 2025 DeAndrea Davis, Richard Miller, Scott Wysong
The Relationship Between Organization Commitment and Job Embeddedness in Public Accounting Firms
The public accounting profession in the United States faces a significant talent shortage, highlighted by high turnover rates. This study investigates the relationship between job embeddedness and affective organizational commitment among full-time professional employees at public accounting firms in the U.S., based on a sample of 136 professionals. The research employs multiple regression models to investigate how job embeddedness, particularly its organizational aspects, predicts emotional attachment to the firm. Findings show that organizational links and sacrifices are key predictors of affective organizational commitment, one of the three commitment dimensions, while community-related aspects and organizational fit are not. Control variables, job satisfaction, and job engagement also exhibit strong positive relationships with commitment. These results suggest that internal workplace factors, like team cohesion and perceived professional sacrifices, are crucial for retaining talent in public accounting. This study offers practical insights for firm leaders to enhance employee retention and lays the groundwork for future research on embeddedness and commitment in professional services.
Copyright (c) 2025 Amy Cooper, Kevin Berry, Stacy Boyer-Davis
When Does Trust in Coworkers Matter? Exploring the Role of Perceived Task Interdependence
Organizations often promote trust in coworkers to enhance employee effectiveness, but such efforts are not always successful. Drawing on social exchange theory, we propose that perceived task interdependence moderates the relationship between trust in coworkers and positive individual outcomes. Specifically, trust in coworkers has a stronger positive effect on task performance, organizational citizenship behavior, and job satisfaction when perceived task interdependence is high. Using data from 297 employees and their supervisors, our findings support this hypothesis. These results underscore the significance of contextual factors, such as task interdependence, in maximizing the positive impact of trust in coworkers within organizations.
Copyright (c) 2025 Jae Young Choi, Natalie J. Shin
Promoting Social Cohesion Through Innovative Human Resource Practice: The Carris Community of Companies
This paper traces the evolution of how one sole entrepreneur owner of a corporation promoted social cohesion through his determination to sell his company to his employees at below market price, while engaging in an extensive training and employee empowerment program so that the new owner-employees can effectively manage the business, while also being good corporate citizens in society at the local and global levels. These missions are accomplished through an employee corporate committee which receives and distributes grants taken from corporate profits to worthy local charitable institutions as well as the Full Circle Program where employees are granted travel-learning sabbaticals to developing nations to perform service work for those communities.
Counterproductive Work Behaviors to Cope With Person-Organization Misfit
A random sample of employees was surveyed to explore the effect of person-organization fit on counterproductive work behaviors. There was a significant negative relationship between person-organization fit and counterproductive work behaviors. A lack of person-organization fit may be construed by employees as a depletion of psychological resource. As the conservation of resources theory (Hofboll, 1989) argues, it appears that employees may have replenished the loss of this psychological resource (person-organization fit) by engaging in counterproductive work behaviors. Consequently, organizations should assess the person-organization fit of all employees and prevent the negative consequences of counterproductive work behaviors. The findings have several implications for practitioners.
Copyright (c) 2024 Brian R. Kinard, Subhra Chakrabarty
Before. During. After: The Impact of COVID-19 on the Psychometrics of Young Professionals
This research presents the real psychometric impacts of the pandemic on young professionals. Human resource policies must be appropriately formulated to maintain healthy and productive employees, balancing corporate and individual needs. The changes in personality type, emotional intelligence, and locus of control were measured from before to during COVID and then again from during until after COVID. While the psychometric changes of males were minor during these periods, women experienced numerous changes during COVID-19 but subsided after the pandemic. Men and women exhibit less conscientious behavior, first manifested during the pandemic but persisted after the pandemic. This research sheds insights into the current reluctance of professionals to abandon remote working instituted during the pandemic and management’s insistence that workers return to the office.
Copyright (c) 2024 William Swart, Christine M. Kowalczyk
Development of Dark Triad Scales for Machiavellianism, Psychopathy and Narcissism From the Hogan Development Survey
Dark Triad personalities (DT: psychopathy, narcissism and Machiavellianism) adversely affect organisational functioning. There were three research questions: (1) Can DT personality measures be derived from the Hogan Development Survey (HDS)? (2) Will age, tenure, and gender moderate the relationships between the DT personality measures and job performance? (3) What are the relationships between scores on the DT personality measures? Four hypotheses were framed from the research questions and tested on a sample of 918 managers. Three new DT scales were derived from the HDS, using a mapping exercise based on Ferrell and Gaddis’s (2016) research findings. All scales showed acceptable Alpha reliabilities. The mapping exercise provided evidence of construct validity. An analysis of high scorers on pairings of the three DT scales showed divergent validity. Partial correlation results showed significant negative correlations between psychopathy, narcissism, Machiavellianism and job performance, demonstrating criterion validity. Organisations could use the new DT scale scores for screening applicants, for identifying future management potential and providing developmental feedback to employees.
Copyright (c) 2024 Brendan Coleman, Victor Dulewicz
“What Is the ROI on That?”: Examining the Lack of Transition Support for Collegiate Athletes
While athletic role engulfment is positively correlated to athletic success, collegiate athletes also experience harmful effects from this role. As the socialization process to develop a salient athletic identity initially takes years, collegiate athletes typically face various challenges transitioning out of their athletic role. Although working within the contested and problematic context of intercollegiate athletics, athletic development staff are, ostensibly, employed to assist in the holistic development of collegiate athletes and occupy an integral role in mitigating athletes’ transitions and athletic role engulfment. Accordingly, the present study sought to examine the experiences and programmatic elements currently utilized by athletic development staff. Through in-depth interviews with 10 senior athletic development staff members at nine Atlantic Coast Conference member institutions, findings illustrate the difficulties in attempting to combat athletic role engulfment due to contradictory logic between intra-institutional members. We conceptualize that such competing institutional logic serves as the primary detriment of collegiate athletes’ preparedness for post-athletic transition.
Copyright (c) 2024 Chris Corr, Sarah Stokowski, Brennan K. Berg, Brian Gearity, Eric Sabin
The 5-M Downsizing Communication Model for Survivor-Employee Engagement
The global economic crisis has led to downsizing, creating survivor-employees and affecting employee-engagement. This study aimed to assess the relationship between banks’ internal communication strategies and their survivor-employee engagement. The research involved in-depth interviews and descriptive design, focusing on 15 commercial banks in Nigeria. The findings revealed that downsizing is prevalent in the industry, with no protection from Nigerian labour laws. The downsizing-communication from top management to survivor-employees is minimal, leading to survivor syndrome and declining employee-engagement. The study created and proposed the 5M-model for downsizing communication and employee engagement. The 5M-model framework connotes Mobilisation, Management, Motivate, Monitor and Measure. However, the 5M-model for downsizing-communication and employee-engagement amplifies the media richness theory, integrates employee-engagement theory and caters for downsizing communication phenomena, a new solution-dimension for optimal employee-organisation relationship. The 5M model communication gradient transits from green to yellow indicating efficacy of communication, the capacity to convey meaning between sender and receiver, record reactions and get immediate feedback. This novel model is a template to improve survivor-employee engagement and employee-organization relationships.
survivor-employee organisation relations
Talent Management in Healthcare: The New Strategic Objective
In today’s rapidly evolving healthcare landscape, effective talent management has become a critical priority for any organization seeking exceptional and safe care, whilst driving a positive outcome and impact in people’s lives. This article delves into the intricacies of talent management in healthcare, from an operational standpoint, aiming to capture how the frontline workforce perceives talent management. It is hypothesized that by implementing comprehensive talent management strategies, healthcare institutions would be able to address the current challenges posed by the worldwide workforce shortages. The increasing demand for healthcare services has prompted organizations and governments to proactively approach talent management to attract and retain the right individuals with the right skills to remain competitive and even functional. Employee engagement initiatives, along with a robust culture of continuous learning and phycological safety, where individuals can be at optimal performance and positively impact patient experience and outcome, significantly reduce turnover rates and ensure workforce stability (Dyrbye et al., 2017).
Person-Environment Fit on Organizational Citizenship Behaviour and Employee Engagement Among Administrative Staff of Public Universities in Accra, Ghana
This study aimed to assess the impact of person-environment fit on work-related outcomes among administrative staff of public universities in Accra. A sample of 300 administrative staff was selected from public universities in the Greater Accra Region to partake in the study using the purposive and snowball sampling method. The study discovered a positive significant relationship between employees fit and work-related outcomes as well as an interaction between two dimensions of engagement (intellectual and affective) and organizational citizenship behavior. The study's findings also reveal that various factor such as tenure and age positively impacted the employee’s performance of organizational citizenship behavior and engagement levels.
Copyright (c) 2024 Esther Maame Efua Aryee, Maxwell Asumeng, Collins Badu Agyemang
The Role of Organizational Culture in Employee Retention in Kosovar Businesses
This research aimed to examine the impact of organizational culture on employee retention, providing insights to enhance long-term engagement and satisfaction. A mixed-methods approach was used, beginning with a comprehensive literature review of organizational culture and employee retention. Surveys were conducted with a representative sample of employees across different sectors in Kosovo. The data were analyzed using regression and correlation techniques to identify quantitative relationships between organizational culture and retention. The findings reveal that organizational culture plays a significant role in employee retention. Specifically, cultures focused on employee well-being, career development, and transparency are positively associated with higher retention rates. Employees are more likely to stay with organizations that align with their values, offer support, and create a transparent working environment. Conversely, toxic cultures marked by negativity and poor leadership are linked to higher turnover. The study underscores the importance of fostering a positive, inclusive culture that prioritizes employee growth. Kosovar businesses should invest in employee development, training, and continuous feedback to build a productive environment that supports retention.
Copyright (c) 2024 Mimoza Sylejmani, Maja Mesko
Emotional Intelligence as a Key to High Performance Organizations: An Expository Analysis of the Literature
The utility of emotional intelligence has been researched as both a discreet individual ability, and a performance enhancing quality within organizations. This expository analysis synthesizes the existing literature on the value and utility of emotional intelligence within organizations, focusing on enhanced ethics, improvement of leadership capabilities and outcomes, reduction of turnover, enhancement of cross-cultural understanding, reduction of stress, dispute resolution, and employee promotion. The origin and development of emotional intelligence as a behavioral theory is illustrated and its application to the organizational environment is systematically analyzed, with particular note of gaps in the literature and definitional difficulties identified.
Hybrid Shifts, Leadership Lifts: How Change Leadership Can Make a Difference in Employees’ Change-Supportive Behavior During the Transition to Hybrid Working Models Since COVID-19
The transition to hybrid working models since COVID-19 has posed significant challenges for organizations, particularly in securing employees’ support. This study investigates how change leadership shapes the latter, focusing on the interplay with leader-member exchange (LMX) and organizational identification. Using data from 282 knowledge workers across industries and ordinary least squares regression, we show a positive relationship between change leadership and change-supportive behavior mediated by LMX. Surprisingly, organizational identification negatively moderates this relationship, revealing a 'ceiling effect' where highly identified employees' intrinsic motivation diminishes the impact of change leadership. These findings provide valuable guidance for the navigation of effective change.
Copyright (c) 2024 Christin Helen Cowden, Sonja Zaar
Competency of Successful Professional Trainers in Thailand in the Disruption Era
Current disruption era necessitates ongoing skill development for HR through training. Competency of professional trainers is key to training success. In-depth interviews with training managers, professional trainers, and training attendees revealed three components of competency - traits, knowledge, and skills. Traits comprised attitude (i.e., great heart and growth) and personality (i.e., passionate, accessibility, signature, and suitable to audience). Knowledge comprised expertise (i.e., content expertise and company/industry expertise) and experience (i.e., work experience and life experience). Skills comprised learning design skills (i.e., application of appropriate techniques and stakeholder-centered design), delivery skills (i.e., application-oriented and persuasive and inspiring), and developing business skills/entrepreneurship.
Copyright (c) 2024 Wasita Boonsathorn, Arthur L. Dryver, Pattarapong Burusnukul
Linking in With Recruiters: How Does LinkedIn Profile Information Impact Ratings of Potential Applicants?
Two studies were conducted manipulating LinkedIn applicant profiles to examine job-hopping bias. The LinkedIn member was shown to be 1) a job-hopper or not, 2) Black or White, and 3) male or female. Hiring professionals rated the applicant profiles on several dimensions. In Study 1 (N = 200), there was no effect of race or gender, but job-hoppers were rated as less qualified and committed to the organization and less likely to be hired. In Study 2 (N = 231), job-hoppers were additionally found to be less trustworthy and there was a significant interaction of race and job-hopper status.
Copyright (c) 2024 Lesly R. Krome, Alexander T. Jackson, Kaylee Miller
Understanding Narcissism in the Workplace: The Dual Impact of Self-Efficacy and Political Skill on Attitudes and Performance
This study examines cognitive and behavioral mechanisms that explain why narcissism leads to positive and negative workplace outcomes. By sampling 296 working adults in the United States at three time points, we tested the model using partial least squares structural equation modeling. Drawing from social cognitive theory, we explore how grandiose and vulnerable narcissism influence workplace attitudes and behaviors, including organizational commitment, citizenship behavior, and workplace deviance. Our findings reveal that these differences are mediated through the serial mechanisms of self-efficacy and political skill. By highlighting the role of self-concept and social effectiveness skills in shaping narcissistic employees’ workplace behaviors, this study contributes to a deeper theoretical understanding of the factors motivating their engagement in positive workplace contributions versus unethical workplace behaviors.
Copyright (c) 2024 Maggie M. Davis, Matt C. Howard
Community Staff Well-Being and Organizational Practices During COVID-19 and Beyond: A Mixed Method Study
This study explored community workers' experiences during COVID-19, focusing on their well-being and organizational coping strategies. A mixed-method approach included five focus group discussions (FGDs) (three with practitioners and two with managers) and an online survey with 47 frontline workers. Statistical analysis using SPSS 21 and thematic analysis with QDAMiner identified three main thematic categories: (a) Pandemic context and working practices; (b) Well-being at work; and (c) Psychosocial support. Findings highlighted the need for systematized collective care through compassionate leadership and government support. The study underscored the ongoing need for structured collective support for frontline workers during and beyond crises like COVID-19.
Copyright (c) 2024 Iman Sta-Ali, Naïma Bentayeb, Annie Jaimes, Dadly Achille Borvil, Mélanie M Gagnon, Lara Gautier
Change in Nurses’ Reactions to Psychosocial Work Environment Factors During the Accreditation Period
In the modern healthcare system, significant focus is given to ensuring the quality of services, leading to the necessity of selecting the most suitable quality improvement measure for healthcare organizations. However, it has not been clear which quality improvement measure is the most appropriate for the healthcare services sector, as quality is understood and assessed differently in this field compared to other sectors. Various regulatory methods for healthcare service organizations are used worldwide, including licensing, accreditation, and certification. The application of quality assurance standards in healthcare organizations is based on the fact that these organizations seek to change their current practices to improve outcomes. Implementing each quality measure elicits certain reactions from healthcare professionals, which are not always favorable to the organization. This article examines the impact of accreditation on the changes in psychosocial work environment factors experienced by nurses during each accreditation phase.
Copyright (c) 2025 Viljaras Reigas, Ingrida Šukienė