Effects of COVID-19 on Organizational Psychology in Management and Strategic Context

This study aims to identify the differences of businesses born in the period of COVID-19 from other companies operating in similar sectors in terms of organizational psychology and to determine the basic dimensions of organizational psychology and the factors of these dimensions. The study was conducted with a total of 48 businesses of the restaurant, cafe, retail, and virtual store established before March 2020 in Turkey, when the first cases of the COVID-19 emerge, and the businesses born after the pandemic operating in Adana in these sectors. According to the findings of the study, three basic dimensions that highlight organizational psychology in coding were determined: Internalization and perception in psychology, psychology management, reactivity. According to the findings obtained from the participants, the management factors affecting the organizational psychology of the enterprises established before the COVID-19 period were determined as employee and human resources management, innovation and entrepreneurship, intra-organizational and corporate compliance. COVID-19 on Organizational Psychology in Management and Strategic Context.


Introduction
COVID-19 continues to reveal the most common harmful effects of today's world. These effects give a negative momentum to the psychology of individuals [1]. Among these effects is the inability of elderly people to leave their homes and the inability of children and young people to live freely. Urban life offers a limited living space under the influence of the pandemic [2]. Developing technology and digital possibilities are not enough to reduce the impact of the pandemic [3]. Despite the fact that daily vital activities are limited in the light of these developments, inter-human interaction continues at a minimal level in order to meet biological needs. While this situation slows down the effects of the pandemic, it cannot prevent mutation [4]. Human behavior and psychology have important consequences under the oppressive, social isolation effect of the pandemic [5]. One of these results is organizational psychology.
Organizational psychology is the behavioral patterns and direction of organizational functions that mimic human psychology [6]. Due to the nature of human psychology, its differentiation according to time and conditions affects organizational functions and behaviors.
Managerially, the decisions of leaders in the same direction with their psychology affect the functional outputs of the organization.
The fact that the pandemic period creates extraordinary situations affects organizational psychology in terms of administration, so that inter-organizational and social conflicts can be experienced.
In this context, this study reveals the differences of businesses born in the period of COVID-19 from other companies operating in similar sectors in terms of organizational psychology. In addition, the study aims to determine the basic dimensions of organizational psychology and the factors of these dimensions.

Sample
The study was conducted with a total of 48 businesses of the restaurant, cafe, retail, and virtual store established before March 2020 in Turkey, when the first cases of the COVID-19 emerge, and the businesses born after the pandemic operating in Adana in these sectors. The study was applied in January 2021. Human resources, manufacturing and planning, after-sales services, and executive personnel of each business were included in the study.

Data Collection and Analysis
One of the qualitative research methods, the phenomenology method was adopted in the study [7]. After the research questions were determined, a face-to-face interview was conducted with the participants included in the study. Participants were informed that participation was voluntary and that they could end answering research questions at any time. The research questions applied to the participants are specified in Table 1. The questions in Table 1 were obtained as a result of an extensive literature review. After the dimensions and subdimensions were obtained, the questions were directed according to the contents in the table. The questions asked to differ according to the sector, organizational structure, turnover, and employee characteristics of each enterprise. Therefore, the unstructured interview technique was applied in the study [8]. The obtained data were recorded with traditional methods and an indepth investigation of experiences and knowledge in organizational psychology was carried out through interpretive phenomenology [9]. Field description, classification, and component analysis were applied respectively in data analysis. Categories were created by coding the data [10][11][12][13][14][15][16][17][18]. Thus, the subject titles and contents obtained by the classification were subjected to validity and reliability analysis [19]. Can you tell us the words that come to mind when you talk about business psychology?
10 What do you think are the main differences between the concept of organizational psychology and human psychology?

Demographic Characteristics
Demographic findings are shown in Table 2. According to the research findings, 39.79% of the participants were women and 60.21% were men. 85.72% of the participants were between the ages of 19-40. In addition, when the demographics of the participants were examined, the restaurant was 22.91%, cafe 25.00%, retail 20.83%, and virtual store 58.74%.   It was emphasized that the organizational/business climate was important for the team and group work outcomes of the employees to contribute to the organizational psychology as a performance output. It was emphasized that periodic/sustainable training on the negative psychological states should be given to managers and employees on these issues. In organizational psychology, after the internalization (perceptual) and managerial processes of organizational psychology, findings revealed the dimension of reactivity. Participants explained that organizational psychology was related to job satisfaction and commitment, productive behavior, job performance, organizational citizenship behavior, innovation, entrepreneurship, and rivalry power. The participants stated that the innovative and entrepreneurial behavior of the organization was a psychological reaction, and this response was necessary for the sustainability of the organization. It was found that concepts such as commitment, adoption, dependency, and satisfaction came to the fore in the coding of the contents of the findings obtained in revealing this dimension.  Table 4.

Discussion and Conclusion
The findings of the study reveal the existence of three dimensions of organizational psychology based on perception, management, and reactivity. These findings have not been determined before in the literature. In the literature, organizational psychology has been the subject of research on group performance, productivity, job-related attitudes, culture, organizational identification, group norms, jobrelated behaviors [20][21][22][23][24][25][26]. However, these studies generally focus Therefore, digital elements are indispensable infrastructure elements in the production and service sectors. These infrastructural elements are necessary for improving organizational psychology.
The study is limited to restaurant, café, retail, and virtual store businesses operating in Adana Turkey. Therefore, the sample limitation of the study affects the generalizability of the results. It is recommended that the study be carried out in different sectors and regions. In addition, future research on enterprises operating in the manufacturing sector on the subject of study will contribute to the organizational psychology literature.