This study investigates two divergent strategies for assessment center ratings, dimension-based assessment centers (DBAC) and task-based assessment centers (TBAC), in order to directly compare their model fit using the same data. The sample consisted of 126 Romanian students who took part in an Assessment and Development Center. The assessment center matrix included two exercises, analysis and in-tray, and two traditional dimensions, problem solving and organizing and planning, as well as one task-based dimension. Findings confirmed that the TBAC model performs significantly better than the DBAC model. Implications regarding the construct validity of TBAC ratings and internal reliability of DBAC ratings are discussed.
{"title":"Dimension- or Task-based Assessment Centers? A direct comparison study of two measurement approaches","authors":"Ioana Bosneag, D. Iliescu","doi":"10.24837/pru.v22i1.545","DOIUrl":"https://doi.org/10.24837/pru.v22i1.545","url":null,"abstract":"This study investigates two divergent strategies for assessment center ratings, dimension-based assessment centers (DBAC) and task-based assessment centers (TBAC), in order to directly compare their model fit using the same data. The sample consisted of 126 Romanian students who took part in an Assessment and Development Center. The assessment center matrix included two exercises, analysis and in-tray, and two traditional dimensions, problem solving and organizing and planning, as well as one task-based dimension. Findings confirmed that the TBAC model performs significantly better than the DBAC model. Implications regarding the construct validity of TBAC ratings and internal reliability of DBAC ratings are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141657144","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}
{"title":"Measuring Work Motivation in Practice-Based Studies","authors":"Carmen Buzea","doi":"10.24837/pru.v22i1.562","DOIUrl":"https://doi.org/10.24837/pru.v22i1.562","url":null,"abstract":"","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141658170","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}
The current study set out to investigate the effect of flow experienced during artistic activities on performance. Furthermore, the study looked into how the relationship between flow and performance was affected by a moderating variable, namely the perceived feedback given by art teachers. Based on a non-experimental cross-sectional model, the research included a sample of 108 students of various art degrees. The results suggested that flow predicts performance in art (ΔR2 = .10, p < .001), while perceived feedback acts as a moderator on the link between flow and performance (F(3, 104) = 11.17, p < .001), having a buffering effect and not an enhancing effect as this study initially proposed (ΔR2 = .057, β = -.24, p < .01). Moreover, a separate moderation analysis was performed for each subscale of the perceived feedback measuring instrument. Some possible explanations of the buffering effect are presented based on the scientific literature.
{"title":"Investigating the Link between Flow, Perceived Feedback and Performance in Art","authors":"Ioana Stamin","doi":"10.24837/pru.v22i1.561","DOIUrl":"https://doi.org/10.24837/pru.v22i1.561","url":null,"abstract":"The current study set out to investigate the effect of flow experienced during artistic activities on performance. Furthermore, the study looked into how the relationship between flow and performance was affected by a moderating variable, namely the perceived feedback given by art teachers. Based on a non-experimental cross-sectional model, the research included a sample of 108 students of various art degrees. The results suggested that flow predicts performance in art (ΔR2 = .10, p < .001), while perceived feedback acts as a moderator on the link between flow and performance (F(3, 104) = 11.17, p < .001), having a buffering effect and not an enhancing effect as this study initially proposed (ΔR2 = .057, β = -.24, p < .01). Moreover, a separate moderation analysis was performed for each subscale of the perceived feedback measuring instrument. Some possible explanations of the buffering effect are presented based on the scientific literature.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141656698","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}
The role of personality factors and decision-making styles is analyzed in the decision-making process, using the Decision Outcomes Inventory (DOI), developed by Bruine de Bruine et al. in a sample of the population of 178 active militaries, of which 135 men and 39 women. The results of the decision-making process are significantly predicted by the anxious decision-making style, i.e., people who tend to experience negative feelings during decision-making end up having better results when making decisions. The strong link between the anxious decision-making style and emotional stability is highlighted by the structure of the network used in the analysis. Since the opposite pole of emotional stability is neuroticism, we can say that people with an anxious decision-making style face a wide range of feelings specific to this decision-making style, such as fear, and insecurity, so they postpone deciding until they find the best solution.
{"title":"Decision-making style, personality, and decision outcomes of military personnel, a network analysis approach.","authors":"Constantin Roanghesi","doi":"10.24837/pru.v22i1.557","DOIUrl":"https://doi.org/10.24837/pru.v22i1.557","url":null,"abstract":"The role of personality factors and decision-making styles is analyzed in the decision-making process, using the Decision Outcomes Inventory (DOI), developed by Bruine de Bruine et al. in a sample of the population of 178 active militaries, of which 135 men and 39 women. The results of the decision-making process are significantly predicted by the anxious decision-making style, i.e., people who tend to experience negative feelings during decision-making end up having better results when making decisions. The strong link between the anxious decision-making style and emotional stability is highlighted by the structure of the network used in the analysis. Since the opposite pole of emotional stability is neuroticism, we can say that people with an anxious decision-making style face a wide range of feelings specific to this decision-making style, such as fear, and insecurity, so they postpone deciding until they find the best solution.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141657925","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}
Employees' work performance is influenced by a number of factors, including the leadership style of their supervisors. However, in certain situations, despite the fact that managers have dysfunctional leadership styles or they avoid managerial responsibilities, followers perform well. A possible explanation is that employees perform well in such situations because they lead themselves, without needing the influence of direct supervisors. In order to test this hypothesis, we investigated the link between self-leadership and three types of performance: task, contextual, and creative performance. Also, we tested the mediating role of job crafting in the relationships between self-leadership and performance. The study was conducted on a sample of 282 employees. The results indicated that self-leadership is positively associated with the three types of performance. Moreover, job crafting mediates the relationships between self-leadership and all three forms of work performance. From a theoretical perspective, this study suggests that employees can have high performances despite ineffective or absent leaders when they adopt self-leadership strategies. From a practical point of view, our results indicate that organizations may use self-leadership interventions in order to stimulate employees’ job crafting behaviors and performance.
{"title":"Self-Leadership and Task, Contextual, and Creative Performance: The Mediating Role of Job Crafting","authors":"Silvia Petrov, Bogdan Oprea, Cristian Opariuc-Dan","doi":"10.24837/pru.v22i1.546","DOIUrl":"https://doi.org/10.24837/pru.v22i1.546","url":null,"abstract":"Employees' work performance is influenced by a number of factors, including the leadership style of their supervisors. However, in certain situations, despite the fact that managers have dysfunctional leadership styles or they avoid managerial responsibilities, followers perform well. A possible explanation is that employees perform well in such situations because they lead themselves, without needing the influence of direct supervisors. In order to test this hypothesis, we investigated the link between self-leadership and three types of performance: task, contextual, and creative performance. Also, we tested the mediating role of job crafting in the relationships between self-leadership and performance. The study was conducted on a sample of 282 employees. The results indicated that self-leadership is positively associated with the three types of performance. Moreover, job crafting mediates the relationships between self-leadership and all three forms of work performance. From a theoretical perspective, this study suggests that employees can have high performances despite ineffective or absent leaders when they adopt self-leadership strategies. From a practical point of view, our results indicate that organizations may use self-leadership interventions in order to stimulate employees’ job crafting behaviors and performance.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141658169","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}
This paper explores, through a quasi-experimental design, different ways of building employee assessment reports to determine which elements would lead to more efficient selection decisions. Two types of reports were built: (a) reports containing descriptions of the minimum and maximum scores (i.e., 1 vs. 10), and (b) reports containing the description of the exact score recorded by the participant (i.e., any score on a scale of 1 to 10). The efficiency of these report was evaluated in two scenarios: a difficult-decision scenario and an easy-decision scenario. A total of 269 hiring managers participated in a simulated selection decision setting. They were asked to choose the best candidate for a specific position, based on a job description and two personality profiles for two fictitious candidates. They were also asked about their perceived levels of comprehension and satisfaction with the report. The model was statistically significant, χ2(3) = 110, p < .001, R2N = .461. In both the difficult and the easy scenarios, reports containing descriptions of the minimum and maximum scores were more efficient than reports containing descriptions of the exact scores recorded by the participants, and they also led to higher levels of perceived comprehension and satisfaction with the report. The results were influenced by the participants’ familiarity with the used personality questionnaire (the NEO PI-R). This study has both theoretical and practical implications, extending the existing organizational literature by drawing from cognitive psychology, and highlighting the critical role that assessment reports have in the process of organizational selection decisions.
{"title":"Designing Assessment Reports: How Proper Score Descriptions Can Improve Selection Decisions","authors":"Roxana M. Spinu, D. Iliescu","doi":"10.24837/pru.v21i2.547","DOIUrl":"https://doi.org/10.24837/pru.v21i2.547","url":null,"abstract":" This paper explores, through a quasi-experimental design, different ways of building employee assessment reports to determine which elements would lead to more efficient selection decisions. Two types of reports were built: (a) reports containing descriptions of the minimum and maximum scores (i.e., 1 vs. 10), and (b) reports containing the description of the exact score recorded by the participant (i.e., any score on a scale of 1 to 10). The efficiency of these report was evaluated in two scenarios: a difficult-decision scenario and an easy-decision scenario. A total of 269 hiring managers participated in a simulated selection decision setting. They were asked to choose the best candidate for a specific position, based on a job description and two personality profiles for two fictitious candidates. They were also asked about their perceived levels of comprehension and satisfaction with the report. The model was statistically significant, χ2(3) = 110, p < .001, R2N = .461. In both the difficult and the easy scenarios, reports containing descriptions of the minimum and maximum scores were more efficient than reports containing descriptions of the exact scores recorded by the participants, and they also led to higher levels of perceived comprehension and satisfaction with the report. The results were influenced by the participants’ familiarity with the used personality questionnaire (the NEO PI-R). This study has both theoretical and practical implications, extending the existing organizational literature by drawing from cognitive psychology, and highlighting the critical role that assessment reports have in the process of organizational selection decisions.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138947038","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}
The present study aimed to investigate experimentally how flow, as a state, is influenced by inducing behaviors specific to conscientiousness, extraversion, and emotional stability in daily activities for ten days. Informed by prior research, an intervention was developed, requiring participants to adopt behaviors associated with these three dimensions. The methodology used was to randomize participants into two groups, one group benefiting from intervention and the other being a control group. Initial measurements were taken using a dispositional flow scale and a personality inventory. Subsequently, a flow state scale was applied on the 4th, 7th, and 10th days. The main findings indicated a significant increase in the flow of experience and subjective happiness for the experimental group compared to the control group. The study's conclusions suggest that it is possible to act more extraverted, conscientious, and emotionally stable in daily life, and doing so can potentially lead to an enhancement in the flow state. We discussed the practical implications in organizations.
{"title":"Crafting Flow: The Role of Acting Extraverted, Conscientious, and Emotionally Stable","authors":"Delia Vîrgă, Alina Daniela Ștefan, Daniela Moza","doi":"10.24837/pru.v21i2.541","DOIUrl":"https://doi.org/10.24837/pru.v21i2.541","url":null,"abstract":"The present study aimed to investigate experimentally how flow, as a state, is influenced by inducing behaviors specific to conscientiousness, extraversion, and emotional stability in daily activities for ten days. Informed by prior research, an intervention was developed, requiring participants to adopt behaviors associated with these three dimensions. The methodology used was to randomize participants into two groups, one group benefiting from intervention and the other being a control group. Initial measurements were taken using a dispositional flow scale and a personality inventory. Subsequently, a flow state scale was applied on the 4th, 7th, and 10th days. The main findings indicated a significant increase in the flow of experience and subjective happiness for the experimental group compared to the control group. The study's conclusions suggest that it is possible to act more extraverted, conscientious, and emotionally stable in daily life, and doing so can potentially lead to an enhancement in the flow state. We discussed the practical implications in organizations.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139165145","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}
Modern organizations ask employees not only to accomplish their tasks, but also to cooperate effectively and be innovative. Psychological safety, the conviction of the employees that the workplace is a safe place, is an important factor in predicting these behaviours, but the explanations for these effects are not fully known. The aim of this study is to investigate the mediating role of work engagement and job crafting in the relationship between psychological safety and three types of work performance: task performance, contextual performance, and creative performance. A cross-sectional study was conducted on a sample of 316 employees (46.52% female). Data were collected with self-report questionnaires. Work engagement and job crafting completely mediated the effect of psychological safety on task performance and contextual performance, but the effect on creative performance was fully mediated only by work engagement. The study contributes to the development of theory by providing an explanatory mechanism in the relationship between psychological safety and three types of performance. From a practical perspective, fostering psychological safety can help organizations to increase employees’ work engagement, job crafting, ultimately leading to enhanced performance.
{"title":"Psychological Safety and Job Performance: The Mediating Role of Work Engagement and Job Crafting","authors":"Silvia Petrov, Bogdan Oprea, Cristian Opariuc-Dan","doi":"10.24837/pru.v21i2.536","DOIUrl":"https://doi.org/10.24837/pru.v21i2.536","url":null,"abstract":"Modern organizations ask employees not only to accomplish their tasks, but also to cooperate effectively and be innovative. Psychological safety, the conviction of the employees that the workplace is a safe place, is an important factor in predicting these behaviours, but the explanations for these effects are not fully known. The aim of this study is to investigate the mediating role of work engagement and job crafting in the relationship between psychological safety and three types of work performance: task performance, contextual performance, and creative performance. A cross-sectional study was conducted on a sample of 316 employees (46.52% female). Data were collected with self-report questionnaires. Work engagement and job crafting completely mediated the effect of psychological safety on task performance and contextual performance, but the effect on creative performance was fully mediated only by work engagement. The study contributes to the development of theory by providing an explanatory mechanism in the relationship between psychological safety and three types of performance. From a practical perspective, fostering psychological safety can help organizations to increase employees’ work engagement, job crafting, ultimately leading to enhanced performance.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139165456","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}
General Mental Ability (GMA) refers to an individual's capability to reason, plan, solve problems, and comprehend complex ideas. In the context of work and organizational psychology, GMA is one of the best predictors of overall job performance, and especially task and contextual performance. However, the relationship between GMA and a third dimension of overall job performance, workplace deviance, remains inconclusive and under-researched. We investigated this hypothesis using a sample of 391 individuals from various occupational fields. Using novel Bayesian cumulative link mixed effects models, our results show that even after controlling for all Five-Factor Model factors, GMA has a significant, yet weak effect on workplace deviant behavior. Our findings emphasize the need for a more comprehensive exploration of the influence of GMA across diverse occupational sectors to fully understand its impact on workplace behavior.
{"title":"The Relationship between GMA and Counterproductive Work Behaviors","authors":"George Gunnesch-Luca, D. Iliescu","doi":"10.24837/pru.v21i2.540","DOIUrl":"https://doi.org/10.24837/pru.v21i2.540","url":null,"abstract":"General Mental Ability (GMA) refers to an individual's capability to reason, plan, solve problems, and comprehend complex ideas. In the context of work and organizational psychology, GMA is one of the best predictors of overall job performance, and especially task and contextual performance. However, the relationship between GMA and a third dimension of overall job performance, workplace deviance, remains inconclusive and under-researched. We investigated this hypothesis using a sample of 391 individuals from various occupational fields. Using novel Bayesian cumulative link mixed effects models, our results show that even after controlling for all Five-Factor Model factors, GMA has a significant, yet weak effect on workplace deviant behavior. Our findings emphasize the need for a more comprehensive exploration of the influence of GMA across diverse occupational sectors to fully understand its impact on workplace behavior.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139164013","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}
This paper analyzes the current state of knowledge regarding the relationship between Conscientiousness and cognitive ability. The association between the two variables, the correlation between the sub-factors of Conscientiousness and cognitive ability and the impact of the sample type on the relationship were explored. Following a systematic literature review, 81 unique studies were identified. In terms of inclusion criteria, studies had to (1) report any link between Conscientiousness and cognitive ability, (2) conceptualize Conscientiousness through the Big Five model, and (3) report a measure of cognitive ability (regardless of conceptualization). Several random-effects meta-analyses were conducted, obtaining meta-analytical correlations of .02, -.06 and -.06 between Conscientiousness (global) and cognitive abilities (global), crystallized intelligence and fluid intelligence, respectively. Moreover, for the correlations between the facets of Conscientiousness and cognitive abilities, 6 random-effect models were carried out, however the evidence was statistically significant only in the case of order and achievement striving scales. Finally, the sample type was considered as a potential moderator of the relationship between conscientiousness and cognitive ability, but it was not supported by the available data. These findings were discussed within the context of the relevant literature and several limitations and directions for future research were also taken into consideration.
{"title":"Conscientiousness and Cognitive Abilities: a Meta-Analysis","authors":"Andreea Corbeanu","doi":"10.24837/pru.v21i1.531","DOIUrl":"https://doi.org/10.24837/pru.v21i1.531","url":null,"abstract":"This paper analyzes the current state of knowledge regarding the relationship between Conscientiousness and cognitive ability. The association between the two variables, the correlation between the sub-factors of Conscientiousness and cognitive ability and the impact of the sample type on the relationship were explored. Following a systematic literature review, 81 unique studies were identified. In terms of inclusion criteria, studies had to (1) report any link between Conscientiousness and cognitive ability, (2) conceptualize Conscientiousness through the Big Five model, and (3) report a measure of cognitive ability (regardless of conceptualization). Several random-effects meta-analyses were conducted, obtaining meta-analytical correlations of .02, -.06 and -.06 between Conscientiousness (global) and cognitive abilities (global), crystallized intelligence and fluid intelligence, respectively. Moreover, for the correlations between the facets of Conscientiousness and cognitive abilities, 6 random-effect models were carried out, however the evidence was statistically significant only in the case of order and achievement striving scales. Finally, the sample type was considered as a potential moderator of the relationship between conscientiousness and cognitive ability, but it was not supported by the available data. These findings were discussed within the context of the relevant literature and several limitations and directions for future research were also taken into consideration.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46723905","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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