Pub Date : 2020-04-24DOI: 10.36315/2020inpact024.pdf
L. D. Corso, Francesca Carluccio, Barbara Barbieri, N. Carlo
Cognitive factors can strongly influence mothers’ well-being. Maternal beliefs about societal expectations, role identity, maternal confidence, and concern about being a good or bad parent threaten maternal well-being, especially if these beliefs are irrational, inflexible, and strict. Moreover, they can negatively influence the critical time of returning to work after maternity leave. As stated by the conservation of resources theory, people may become more irrational when their resources are exhausted, with detrimental effects on individual well-being. To protect and enhance well-being, working mothers should draw upon additional resources, including their organizational contexts. In this regard, a key figure is the supervisor, whose positive behaviours and stable support can improve working mothers’ well-being and facilitate their effective return to work after maternity leave. This study aims at examining the relation between the rigidity of maternal beliefs and well-being (namely, general health, job satisfaction, and job performance), hypothesizing the mediation effect of perceived supervisor support during return to work after maternity leave. The Rigidity of Maternal Beliefs Scale, the measure for Supervisors to Support Return to Work, and the General Health Questionnaire were used together with a two-item measure for examining job performance and a single-item measure for measuring job satisfaction. The questionnaire was completed by 216 mothers. We tested the hypotheses by means of structural equation models with latent variables, using the Lisrel 8.80 software. Findings show that rigidity of maternal beliefs is associated with perceived supervisor support during return to work, which, in turn, is associated with working mothers’ general health, job satisfaction, and job performance. Consequently, perceived supervisor support during return to work totally mediates the relations between the rigidity of maternal beliefs and the outcomes considered. Results underline the centrality of supervisor perceived negative behaviors in sustaining working mothers after the long-term leave, when irrational beliefs regarding motherhood threaten their well-being. Practical implications for HR management are discussed.
{"title":"POSITIVE MOTHERHOOD AT WORK: THE ROLE OF SUPERVISOR SUPPORT IN RETURN TO WORK AFTER MATERNITY LEAVE","authors":"L. D. Corso, Francesca Carluccio, Barbara Barbieri, N. Carlo","doi":"10.36315/2020inpact024.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact024.pdf","url":null,"abstract":"Cognitive factors can strongly influence mothers’ well-being. Maternal beliefs about societal expectations, role identity, maternal confidence, and concern about being a good or bad parent threaten maternal well-being, especially if these beliefs are irrational, inflexible, and strict. Moreover, they can negatively influence the critical time of returning to work after maternity leave. As stated by the conservation of resources theory, people may become more irrational when their resources are exhausted, with detrimental effects on individual well-being. To protect and enhance well-being, working mothers should draw upon additional resources, including their organizational contexts. In this regard, a key figure is the supervisor, whose positive behaviours and stable support can improve working mothers’ well-being and facilitate their effective return to work after maternity leave. This study aims at examining the relation between the rigidity of maternal beliefs and well-being (namely, general health, job satisfaction, and job performance), hypothesizing the mediation effect of perceived supervisor support during return to work after maternity leave. The Rigidity of Maternal Beliefs Scale, the measure for Supervisors to Support Return to Work, and the General Health Questionnaire were used together with a two-item measure for examining job performance and a single-item measure for measuring job satisfaction. The questionnaire was completed by 216 mothers. We tested the hypotheses by means of structural equation models with latent variables, using the Lisrel 8.80 software. Findings show that rigidity of maternal beliefs is associated with perceived supervisor support during return to work, which, in turn, is associated with working mothers’ general health, job satisfaction, and job performance. Consequently, perceived supervisor support during return to work totally mediates the relations between the rigidity of maternal beliefs and the outcomes considered. Results underline the centrality of supervisor perceived negative behaviors in sustaining working mothers after the long-term leave, when irrational beliefs regarding motherhood threaten their well-being. Practical implications for HR management are discussed.","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125055437","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact059.pdf
R. Darwich, Ana Letícia Nunes, Agnnes de Souza
{"title":"NON-COERCION BEYOND VIRTUAL ENVIRONMENTS: CAN STUDYING BE PLEASANT?","authors":"R. Darwich, Ana Letícia Nunes, Agnnes de Souza","doi":"10.36315/2020inpact059.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact059.pdf","url":null,"abstract":"","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130609563","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact038.pdf
Elena Lisá
Introduction: We started from Bandura's theory of self-efficacy, the onion model of achievement motivation according to Schuler & Prochaska, and 5-factor personality theory by Costa & McCrae. The aim of the study was to analyze the correlation and regression analysis of achievement motivation, personality traits, and general self-efficacy / domain-specific career self-efficacy. We expected the stronger relationship of stable personality characteristics with general self-efficacy than with specific-domain career self-efficacy. Methods: 713 adult participants (university students and working adults) completed an achievement motivation questionnaire, a five-factor personality theory questionnaire, and a general and career self-efficacy questionnaire. Results: Regression analysis showed, that confidence in success, dominance, competitiveness, and independence explained 45.7% of the general self-efficacy score. Confidence in success, independence, goal setting, fearlessness, dominance, internality, and competitiveness explained 38.5% of career self-efficacy. With the combination of personality and motivational predictors, we have achieved the following results: confidence in success, dominance and five-factor personality traits explained 59.3% of general self-efficacy. Confidence in success, independence, conscientiousness, extraversion, goal setting, fearlessness, dominance, and competitiveness explained 42.5% of career self-efficacy. Conclusion: Confidence in success, dominance, and competitiveness can be seen as general motivational predictors of self-efficacy (general or domain-specific); fearlessness of career efficacy. Achievement motivation is the stronger predictor of the general and career efficacy than personality traits are. Stable traits and achievement motivation dimensions had bigger predictive power when speaking about general self-efficacy than domain-specific career self-efficacy. Discussion: For further research, we recommend verifying relationships between self-efficacy constructs and some other important personality characteristics, e.g. attachment styles.
{"title":"ACHIEVEMENT MOTIVATION, PERSONALITY TRAITS AND THEIR RELATION TO GENERAL AND CAREER SELF-EFFICACY","authors":"Elena Lisá","doi":"10.36315/2020inpact038.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact038.pdf","url":null,"abstract":"Introduction: We started from Bandura's theory of self-efficacy, the onion model of achievement motivation according to Schuler & Prochaska, and 5-factor personality theory by Costa & McCrae. The aim of the study was to analyze the correlation and regression analysis of achievement motivation, personality traits, and general self-efficacy / domain-specific career self-efficacy. We expected the stronger relationship of stable personality characteristics with general self-efficacy than with specific-domain career self-efficacy. Methods: 713 adult participants (university students and working adults) completed an achievement motivation questionnaire, a five-factor personality theory questionnaire, and a general and career self-efficacy questionnaire. Results: Regression analysis showed, that confidence in success, dominance, competitiveness, and independence explained 45.7% of the general self-efficacy score. Confidence in success, independence, goal setting, fearlessness, dominance, internality, and competitiveness explained 38.5% of career self-efficacy. With the combination of personality and motivational predictors, we have achieved the following results: confidence in success, dominance and five-factor personality traits explained 59.3% of general self-efficacy. Confidence in success, independence, conscientiousness, extraversion, goal setting, fearlessness, dominance, and competitiveness explained 42.5% of career self-efficacy. Conclusion: Confidence in success, dominance, and competitiveness can be seen as general motivational predictors of self-efficacy (general or domain-specific); fearlessness of career efficacy. Achievement motivation is the stronger predictor of the general and career efficacy than personality traits are. Stable traits and achievement motivation dimensions had bigger predictive power when speaking about general self-efficacy than domain-specific career self-efficacy. Discussion: For further research, we recommend verifying relationships between self-efficacy constructs and some other important personality characteristics, e.g. attachment styles.","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"145 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132365716","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact006.pdf
J. Todorovic, Miljana Spasić Šnele, M. H. Pešić
There are multiple contributors that help maintain and improve partner relationships in marriage, however, there are also those that cause the quality of marriage to decrease. As a result, the researched subject matters often were length of marriage, health of partners, personality traits, and number of children. One of the research goals, conducted in 2018 using PORPOS-3 battery, was to examine if satisfaction with work, satisfaction with life, depression, and altruism are significant predictors of different dimensions of marriage quality. Quality of marriage was measured using shorten scale Dyadic Adjustment Scale (DAS, Spanier, 1976) that estimate dyadic adaptability. Applying factor analysis three factors of the DAS scale were extracted: dyadic consensus (α=0.889), satisfaction with marriage (α=0.847), and risks for marriage stability (α=0.758). Altruism was measured using the scale that represents combination of the Altruism scale (Raboteg-Šaric, 2002) and the Alzam scale (Cekrlija, Turjačanin & Puhalo, 2004) (α=0,938). Participants evaluated the level of satisfaction with life and satisfaction with work on a scale from 1 (for completely unsatisfied) to 10 (completely satisfied). Depression was measured with scale Patient health Questionnaire (PHQ-9) (α=0,862). The sample consisted of couples who are married or in a relationship (N=900), mean age 41 (SD=12,471) (aged 19 to 79), living in 37 urban and rural locations distributed through 20 administrative districts of Serbia. Hierarchical regression analyses were applied, whereby at the first step, we entered sociodemographic variables (age, education, number of children, gender), and at the second step we entered satisfaction with life and work, depression, and altruism. Only the predictors that were significantly correlated with the criterion were included in the models. Depression, satisfaction with life, age, and satisfaction with work were significant predictors of criterion variable dyadic consensus (F(7, 733) = 26,310, R2 =,201, p = ,000); depression, satisfaction with life, age, gender, and altruism were significant predictors of criterion variable risks for marriage stability (F(6, 744) = 30,332, R2 = ,197, p = ,000), and depression, age, satisfaction with life, altruism, satisfaction with work, and the number of children were significant predictors of criterion variable satisfaction with marriage (F(7, 741) = 30,657, R2 = ,225, p = ,000). Depression increased risks for marriage stability (risks entail disagreement and divorce discussion), and it negatively affected satisfaction with marriage and dyadic consensus. Altruism did not have a significant impact on dyadic consensus, but it influenced satisfaction with marriage and reduced risk of marriage stability. When lower satisfaction with life, risks of marriage stability increased. Satisfaction with work had a significant but low impact on dyadic consensus and satisfaction with marriage.
{"title":"THE QUALITY OF MARRIAGE IN FUNCTION OF SATISFACTION WITH LIFE, SATISFACTION WITH WORK, DEPRESSION AND ALTRUISM","authors":"J. Todorovic, Miljana Spasić Šnele, M. H. Pešić","doi":"10.36315/2020inpact006.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact006.pdf","url":null,"abstract":"There are multiple contributors that help maintain and improve partner relationships in marriage, however, there are also those that cause the quality of marriage to decrease. As a result, the researched subject matters often were length of marriage, health of partners, personality traits, and number of children. One of the research goals, conducted in 2018 using PORPOS-3 battery, was to examine if satisfaction with work, satisfaction with life, depression, and altruism are significant predictors of different dimensions of marriage quality. Quality of marriage was measured using shorten scale Dyadic Adjustment Scale (DAS, Spanier, 1976) that estimate dyadic adaptability. Applying factor analysis three factors of the DAS scale were extracted: dyadic consensus (α=0.889), satisfaction with marriage (α=0.847), and risks for marriage stability (α=0.758). Altruism was measured using the scale that represents combination of the Altruism scale (Raboteg-Šaric, 2002) and the Alzam scale (Cekrlija, Turjačanin & Puhalo, 2004) (α=0,938). Participants evaluated the level of satisfaction with life and satisfaction with work on a scale from 1 (for completely unsatisfied) to 10 (completely satisfied). Depression was measured with scale Patient health Questionnaire (PHQ-9) (α=0,862). The sample consisted of couples who are married or in a relationship (N=900), mean age 41 (SD=12,471) (aged 19 to 79), living in 37 urban and rural locations distributed through 20 administrative districts of Serbia. Hierarchical regression analyses were applied, whereby at the first step, we entered sociodemographic variables (age, education, number of children, gender), and at the second step we entered satisfaction with life and work, depression, and altruism. Only the predictors that were significantly correlated with the criterion were included in the models. Depression, satisfaction with life, age, and satisfaction with work were significant predictors of criterion variable dyadic consensus (F(7, 733) = 26,310, R2 =,201, p = ,000); depression, satisfaction with life, age, gender, and altruism were significant predictors of criterion variable risks for marriage stability (F(6, 744) = 30,332, R2 = ,197, p = ,000), and depression, age, satisfaction with life, altruism, satisfaction with work, and the number of children were significant predictors of criterion variable satisfaction with marriage (F(7, 741) = 30,657, R2 = ,225, p = ,000). Depression increased risks for marriage stability (risks entail disagreement and divorce discussion), and it negatively affected satisfaction with marriage and dyadic consensus. Altruism did not have a significant impact on dyadic consensus, but it influenced satisfaction with marriage and reduced risk of marriage stability. When lower satisfaction with life, risks of marriage stability increased. Satisfaction with work had a significant but low impact on dyadic consensus and satisfaction with marriage.","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116090054","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact010.pdf
M. Bardyshevskaya
{"title":"THE ASSESSMENT OF THE AFFECTIVE-BEHAVIORAL DEVELOPMENT OF 2-3 YEARS OLD CHILDREN WITH AUTISM AND PERVASIVE DEVELOPMENTAL DISORDERS","authors":"M. Bardyshevskaya","doi":"10.36315/2020inpact010.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact010.pdf","url":null,"abstract":"","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"145 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125080260","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact023.pdf
T. Martsinkovskaya, S. Preobrazhenskaya
{"title":"INFORMATION AND TRANSIT SPACES AS THE MAIN CHALLENGES OF THE MODERN WORLD","authors":"T. Martsinkovskaya, S. Preobrazhenskaya","doi":"10.36315/2020inpact023.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact023.pdf","url":null,"abstract":"","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130085639","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact007.pdf
S. Kreitler, Haya Raz
{"title":"THE COGNITIVE PROFILE OF THE GOOD QUALITY OF LIFE","authors":"S. Kreitler, Haya Raz","doi":"10.36315/2020inpact007.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact007.pdf","url":null,"abstract":"","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126338851","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact040.pdf
Viktorija Šarkauskaitė, Loreta Bukšnytė-Marmienė
Today, it is important for organizations to successfully adapt to ongoing changes, not only domestically but also globally. Successful implementation of change, an advantage over other organizations, and maintaining high job performance become the most important task in the organization (Doll et al., 2017). However, organizational change is not successful for all organizations, and practice shows that in many cases, organizations fail to make changes, leading to declining employee performance or even organizational disruption (Lewis, 2019; Fernandez and Rainey, 2017). Organizations implementing organizational change are often asked what psychosocial factors are important to successful change, to ensuring the quality of the work of employees and to the successful functioning of the organization. Organizational change in organizations often involves reorganizing institutions, reviewing staff structure, resulting in a sense of insecurity for themselves and the future of the organization, and often creating negative employee attitudes toward ongoing organizational change. Employee attitudes toward organizational change are an important psychosocial factor that can determine how successful an organization will be in implementing change (Armenakis et al., 2007). Negative employee attitudes towards change reduce the employee job performance, as employees undergo a lot of stress during change, resulting in worsening relationships with colleagues and interpersonal conflicts (Jaramillo et al., 2013). The purpose of this work is to carry out a review of the literature on the employees' attitudes and the importance of employees' attitudes towards organizational change in the employee job performance. Given the above purpose of this work, literature analysis from electronic databases: SpringerLink, Taylor & Francis Online, APA PsycNET, Google Scholar, and others were performed. These databases were chosen because they contain the most research on organizational psychology.
今天，对于组织来说，成功地适应正在发生的变化是很重要的，不仅在国内，而且在全球。成功实施变革，比其他组织有优势，保持高工作绩效成为组织中最重要的任务(Doll等人，2017)。然而，组织变革并非对所有组织都成功，实践表明，在许多情况下，组织未能进行变革，导致员工绩效下降甚至组织中断(Lewis, 2019;Fernandez and Rainey, 2017)。实施组织变革的组织经常被问到，对于成功的变革、确保员工的工作质量和组织的成功运作，哪些社会心理因素是重要的。组织中的组织变革通常涉及机构重组，审查员工结构，导致对自己和组织未来的不安全感，并经常对正在进行的组织变革产生消极的员工态度。员工对组织变革的态度是一个重要的社会心理因素，它可以决定一个组织实施变革的成功程度(Armenakis et al.， 2007)。员工对变化的消极态度会降低员工的工作绩效，因为员工在变化过程中会承受很大的压力，导致与同事的关系恶化和人际冲突(Jaramillo et al.， 2013)。本工作的目的是对员工态度的文献进行回顾，以及员工对组织变革的态度对员工工作绩效的重要性。鉴于上述工作的目的，从电子数据库进行文献分析:SpringerLink, Taylor & Francis Online, APA PsycNET, Google Scholar等。之所以选择这些数据库，是因为它们包含了最多的组织心理学研究。
{"title":"THE RELATIONSHIP BETWEEN EMPLOYEE ATTITUDES TO CHANGE IN THE ORGANIZATION AND JOB PERFORMANCE","authors":"Viktorija Šarkauskaitė, Loreta Bukšnytė-Marmienė","doi":"10.36315/2020inpact040.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact040.pdf","url":null,"abstract":"Today, it is important for organizations to successfully adapt to ongoing changes, not only domestically but also globally. Successful implementation of change, an advantage over other organizations, and maintaining high job performance become the most important task in the organization (Doll et al., 2017). However, organizational change is not successful for all organizations, and practice shows that in many cases, organizations fail to make changes, leading to declining employee performance or even organizational disruption (Lewis, 2019; Fernandez and Rainey, 2017). Organizations implementing organizational change are often asked what psychosocial factors are important to successful change, to ensuring the quality of the work of employees and to the successful functioning of the organization. Organizational change in organizations often involves reorganizing institutions, reviewing staff structure, resulting in a sense of insecurity for themselves and the future of the organization, and often creating negative employee attitudes toward ongoing organizational change. Employee attitudes toward organizational change are an important psychosocial factor that can determine how successful an organization will be in implementing change (Armenakis et al., 2007). Negative employee attitudes towards change reduce the employee job performance, as employees undergo a lot of stress during change, resulting in worsening relationships with colleagues and interpersonal conflicts (Jaramillo et al., 2013). The purpose of this work is to carry out a review of the literature on the employees' attitudes and the importance of employees' attitudes towards organizational change in the employee job performance. Given the above purpose of this work, literature analysis from electronic databases: SpringerLink, Taylor & Francis Online, APA PsycNET, Google Scholar, and others were performed. These databases were chosen because they contain the most research on organizational psychology.","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131242701","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tracy A. Freeze, Lisa A. Best, Cecile J. Proctor, E. Ditommaso
{"title":"DOES ATTACHMENT TO GOD PREDICT MINDFULNESS?","authors":"Tracy A. Freeze, Lisa A. Best, Cecile J. Proctor, E. Ditommaso","doi":"10.36315/2020inpact051","DOIUrl":"https://doi.org/10.36315/2020inpact051","url":null,"abstract":"","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"38 23","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"113934292","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-24DOI: 10.36315/2020inpact067.pdf
Bogusława Lachowska
The concept of differentiation of self occurring in the M. Bowen theory expresses an interpersonal capability of an individual for maintaining closeness with others, without the loss of autonomy of own self. The objective of the presentation is to show experiences associated with analysis of the construct on the Polish ground. The study included 538 respondents. The results of a two-stage hierarchical multiple regression showed that the greater the trust in a partner in a close relationship, the lower the tendency towards the emotional cut-off and a greater tendency towards assuming the ‘I’ Position. The level of intimacy in a close relationship is higher, whereas a lower tendency towards the emotional cut-off, the higher the individual’s emotional reactivity, as well as a greater tendency towards assuming the ‘I’ Position. The results of correlation analyses showed that the greater the tendency towards assuming the ‘I’ Position and the lower the tendency towards the emotional cut-off, the higher the scores according to the scales of balanced adaptability and cohesion dimensions in family interactions, the better the family communication, whereas the greater tendency towards the emotional cut-off, the higher the scores on the disengaged subscale. Relationships were examined between differentiation of self, and the individual’s attachment styles: secure, avoidant, fearful-ambivalent.
{"title":"DIFFERENTIATION OF SELF AND FUNCTIONING IN A CLOSE RELATIONSHIP – RESULTS OF STUDIES CONDUCTED IN POLAND","authors":"Bogusława Lachowska","doi":"10.36315/2020inpact067.pdf","DOIUrl":"https://doi.org/10.36315/2020inpact067.pdf","url":null,"abstract":"The concept of differentiation of self occurring in the M. Bowen theory expresses an interpersonal capability of an individual for maintaining closeness with others, without the loss of autonomy of own self. The objective of the presentation is to show experiences associated with analysis of the construct on the Polish ground. The study included 538 respondents. The results of a two-stage hierarchical multiple regression showed that the greater the trust in a partner in a close relationship, the lower the tendency towards the emotional cut-off and a greater tendency towards assuming the ‘I’ Position. The level of intimacy in a close relationship is higher, whereas a lower tendency towards the emotional cut-off, the higher the individual’s emotional reactivity, as well as a greater tendency towards assuming the ‘I’ Position. The results of correlation analyses showed that the greater the tendency towards assuming the ‘I’ Position and the lower the tendency towards the emotional cut-off, the higher the scores according to the scales of balanced adaptability and cohesion dimensions in family interactions, the better the family communication, whereas the greater tendency towards the emotional cut-off, the higher the scores on the disengaged subscale. Relationships were examined between differentiation of self, and the individual’s attachment styles: secure, avoidant, fearful-ambivalent.","PeriodicalId":179933,"journal":{"name":"Psychological Applications and Trends 2020","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122847991","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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