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The present study examines (a) the relationships of employees’ identifications (interpersonal, subgroup, and group) in two components (cognitive and affective) and their personal communicativeness with two dimensions of organizational citizenship behavior (OCB) and (b) the moderating role of identifications in association between personal communicativeness and the two OCB dimensions: offering quality ideas and suggestions and providing help and support. The study was carried on a sample ( N  = 265) of employees of the regional department of the Federal Penitentiary Service of Russia (FPSR), whose work largely unfolds in extreme conditions. To measure the FPSR employees’ identifications in both their components, the study employed three relevant questionnaires. OCB dimensions and organizational communicativeness were measured by expert assessments of supervisors using two specially designed questionnaires. The following results were found. Subgroup identification (in its affective component only) was significantly positively associated with one OCB dimension—offering quality ideas and suggestions, as was interpersonal identification (only in its affective component though) positively associated with both OCB dimensions. Group identification (in both its components) was not associated significantly with either of the two studied OCB dimensions. Personal communicativeness was positively correlated with both dimensions of OCB, and this association was stronger than for either of the identifications. Subgroup identification moderates the relationship between personal communicativeness and the two dimensions of OCB. Conceptual and practical implications of the study results are discussed.

This paper explores the relationships of various employees’ identifications (personal, interpersonal, micro-group, group and organizational) in their two components (cognitive and affective) with two dimensions of organizational citizenship behavior (OCB): offering quality ideas and suggestions, and providing help and support within small work groups. Two studies were conducted in Russia on two respective samples: (1) employees of commercial enterprises (N = 183) characterized by a relatively high regularity and intensity of within-group interactions; and (2) the academic staff of higher education institutions (N = 157), which typically have relatively less regular, low-intensity within-group interactions. The research employed four questionnaires to assess the participants’ identifications in both of their components. In addition, managers in the respective organizations filled out an organizational communicativeness questionnaire and a two-factor OCB assessment instrument. It was found that the relationships between (a) particular identifications and (b) the ratio of group identification to other identifications, on the one hand, and OCB, on the other, depend on the degree of regularity of within-group interactions, as well as on the identification components. Organizational communicativeness did not moderate the relationship between identifications and OCB, but was significantly positively correlated with both OCB dimensions. The theoretical and practical implications of the study findings are discussed.

This research addresses: (1) the salience of employees’ social (organizational, sub-organizational, group, micro-group), interpersonal, and personal identifications and their dimensions (cognitive and affective); (2) and the relationship and structure of the identifications of employees in different areas of professional activity. The study was conducted on independent samples of employees in the socio-economic sphere (241 participants), in the law enforcement agency (265), and in higher education (172). To assess the respective identification foci and dimensions, the study employed four questionnaires. The personal identification was the weakest and the micro-group identification was the strongest for both dimensions in all samples. The affective dimension prevails over the cognitive in all identifications, except for interpersonal. Social identifications were significantly positively correlated to each other in all samples whereas personal identification was significantly negatively correlated with all social identifications (on the affective dimension) in two samples. The results expand our understanding of the identifications of employees in organizations.

This study examines the relationship between (a) the size of groups and the number of informal subgroups in them with conflicts in the context of the group, and (b) the size of the informal subgroups with conflicts in the context of the subgroup. A multidimensional model of intragroup conflict was used, which includes two dimensions: five levels of conflict (i.e., interpersonal (individual–individual), micro-group (individual–subgroup), group (individual–group), subgroup–subgroup, and subgroup–group) and two types of conflict (activity-oriented and subject-oriented). Each level of conflict contains two types. Forty-one small work groups (334 employees) took part in the study. In the group as a whole, both the size of the group and the number of informal subgroups in it have a positive relationship with subgroup–subgroup conflict in both types and subgroup–group subject-oriented conflict, and have a negative connection with micro-group subject-oriented conflict. In turn, the size of the subgroup is positively associated with the two types of subgroup–group conflict and negatively connected with the two types of micro-group conflict, as well as with interpersonal activity-oriented conflict at the level of the informal subgroup.

In this article, we attempted to integrate and further develop theoretical ideas in the area of the small group research about all group activity levels (types of actors) – individual, informal subgroup, and group – and about connections among them. We have touched upon such issues as (a) modes of group activity represented by activities of each type of the actors; (b) structural and functional associations among the actors; (c) functions that each type of actors carries out with respect to another type of actors; (d) direct and indirect links among actors; (e) the influence of links between some actors on links among other actors; and (f) processes of integration and disintegration as the main mechanism for changing connections among actors. Special attention is paid to direct (immediate) personalized and depersonalized connections among actors, as well as to connections mediated by actors’ connections with another actor or some object. Discussion of these issues leads to formulation of some specific propositions. Simultaneous research coverage of all three types of actors and various connections among them should allow for creating a more complete picture of small group activities and various psychological phenomena within it, including multifaceted and complex ones. It should also enable considering group structure and the essence of group dynamics differently. We conclude this article by presenting both theoretical and practical implications of the proposed integrative perspective and by posing some important questions in line with it for further discussion.

The article provides an overview of the research on the association between identifications (ID) of employees and their organizational citizenship behavior (OCB), and reports findings of a meta-analysis of empirically observed correlations (k = 149) between the two. Our analyses distinguished among six ID levels (personal, interpersonal, micro-group, group, sub-organizational, and organizational) and five OCB types identified as directed toward: individual performance, other individuals, relationships, organizational (group) performance, and maintaining rules and regulations. In addition, we systematically collected, analyzed, and reported data on geography of research, field of organization’s activity, respondents’ demographic characteristics, methods of measuring ID and OCB. In particular, we found that organizational identification is more often considered as a correlate of OCB than group and interpersonal identifications are, the cases of correlation between either sub-organizational or micro-group identifications with the OCB measures are exceedingly rare, whereas no empirical investigation of the association between personal identification and OCB could be found. The overall weighted average effect size indicates moderate positive relationships between employees’ identifications and their citizenship behaviors. Subsequent analyses of moderator variables discovered various degrees of strength of association between ID and OCB, depending on their specific combinations, so that the same level of identification could have uneven correlations with different types of OCB and vice versa. The associations between identifications and OCB strongly depend on how the latter is assessed: trough employees’ self-reports, supervisors’ evaluation, or colleagues’ assessment. Our review also addresses gaps and limitations in the existing empirical literature and discusses directions for future research.

In this article, we attempt to integrate and further develop conceptual ideas about functions of small groups and the informal subgroups that arise within them in relation to their respective members, namely, the functions of: (1) creating possibilities for realizing individual goals and meeting individual needs; (2) providing protection from external and intragroup social threats; (3) providing information to members; (4) educating members; (5) providing adaptive capacities to members; and (6) providing control and regulation. First, drawing on a functional analysis, we defined the concept of “function.” Next, we touched upon such issues as: the essence of each function; conditions for implementing the functions; the difference between an informal subgroup and a small group in how they implement the functions for their respective members; the effects of implementing the functions; and the related dysfunctions. This versatile account of the functions that small groups and informal subgroups implement in relation to their members allowed us to expand our understanding of these functions and their effects on attitudes, activities and the development of group (subgroup) members, as well as of some aspects of group and subgroup processes and performance. We conclude by presenting both theoretical and practical applications of the analysis of the functions of groups and subgroups and, accordingly, posed some important questions for further research and discussion.

This paper serves several purposes. First and foremost, it is devoted to developing a better understanding of the effectiveness of blended learning (BL) in higher education. This is achieved through a meta-analysis of a sub-collection of comparative studies of BL and classroom instruction (CI) from a larger systematic review of technology integration (Schmid et al. in Comput Educ 72:271–291, 2014 ). In addition, the methodology of meta-analysis is described and illustrated by examples from the current study. The paper begins with a summary of the experimental research on distance education (DE) and online learning (OL), encapsulated in meta-analyses that have been conducted since 1990. Then it introduces the Bernard et al. (Rev Educ Res 74(3):379–439, 2009) meta-analysis, which attempted to alter the DE research culture of always comparing DE/OL with CI by examining three forms of interaction treatments (i.e., student–student, student–teacher, student–content) within DE, using the theoretical framework of Moore (Am J Distance Educ 3(2):1–6, 1989) and Anderson (Rev Res Open Distance Learn 4(2):9–14, 2003) . The rest of the paper revolves around the general steps and procedures (Cooper in Research synthesis and meta-analysis: a step-by-step approach, 4th edn, SAGE, Los Angeles, CA, 2010 ) involved in conducting a meta-analysis. This section is included to provide researchers with an overview of precisely how meta-analyses can be used to respond to more nuanced questions that speak to underlying theory and inform practice—in other words, not just answers to the “big questions.” In this instance, we know that technology has an overall positive impact on learning ( g +  = +0.35, p  < .01, Tamim et al. in Rev Educ Res 81(3):4–28, 2011 ), but the sub-questions addressed here concern BL interacting with technology in higher education. The results indicate that, in terms of achievement outcomes, BL conditions exceed CI conditions by about one-third of a standard deviation ( g +  = 0.334, k  = 117, p  < .001) and that the kind of computer support used (i.e., cognitive support vs. content/presentational support) and the presence of one or more interaction treatments (e.g., student–student/–teacher/–content interaction) serve to enhance student achievement. We examine the empirical studies that yielded these outcomes, work through the methodology that enables evidence-based decision-making, and explore how this line of research can improve pedagogy and student achievement.

This research study employs a second-order meta-analysis procedure to summarize 40 years of research activity addressing the question, does computer technology use affect student achievement in formal face-to-face classrooms as compared to classrooms that do not use technology? A study-level metaanalytic validation was also conducted for purposes of comparison. An extensive literature search and a systematic review process resulted in the inclusion of 25 meta-analyses with minimal overlap in primary literature, encompassing 1,055 primary studies. The random effects mean effect size of 0.35 was significantly different from zero. The distribution was heterogeneous under the fixed effects model. To validate the second-order metaanalysis, 574 individual independent effect sizes were extracted from 13 out of the 25 meta-analyses. The mean effect size was 0.33 under the random effects model, and the distribution was heterogeneous. Insights about the state of the field, implications for technology use, and prospects for future research are discussed.

Teaching methods that individualize and adapt instructional conditions to K-12 learners' needs, abilities, and interests help improve learning achievement. The most important variables are the teacher's role in the classroom as a guide and mentor and the adaptability of learning activities and materials. This Campbell systematic review assesses the overall impact on student achievement of processes and methods that are more student-centered versus less student-centered. It also considers the strength of student-centered practices in four teaching domains: (1) Flexibility: Degree to which students can contribute to course design, selecting study materials, and stating learning objectives; (2) Pacing of instruction: Students can decide how fast to progress through course content and whether this progression is linear or iterative; (3) Teacher's role: Ranging from authority figure and sole source of information, to teacher as equal partner in the learning process; and (4) Adaptability: Degrees of manipulating learning environments, materials, and activities to make them more student-centered. This review presents evidence from 299 studies (covering 43,175 students in a formal school setting) yielding 365 estimates of the impact of teaching practices. The studies spanned the period 2000-2017 and were mostly carried out in the United States, Europe, and Australia. This review confirms previous research on the effectiveness of student-centered and active learning. It goes further in suggesting the teacher's role promotes effective student-centered learning, and excessive student control over pacing appears to inhibit it.