{"title":"It takes two to tango: The pursuit of employee well-being through ‘good work","authors":"H. Pluut, Merel M. Cornax","doi":"10.24837/pru.v21i1.527","DOIUrl":"https://doi.org/10.24837/pru.v21i1.527","url":null,"abstract":"","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":"41817077","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}
Alexandru Sirbu, A. Ion, Ioana Emilia Dorobanțu, B. Oprea
Counterproductive work behaviors (CWB) are a set of volitional actions that stem from an intention to harm organizations and their stakeholders (e.g., employees, clients, investors). While, increasingly, more research has been conducted with the aim to explain, predict and prevent CWB from occurring, very little research has investigated the role of motivational constructs such as meaningful work in mitigating the emergence of CWB. The present study draws on The Theory of Purposeful Work Behavior to argue that meaningful work can play a significant role in preventing CWB, and that job satisfaction and organizational commitment serve as mediating factors in the link between meaningful work and CWB. A total of 237 participants participated in a serial mediation, cross-sectional study. The results support the indirect effect of meaningful work on CWB, via job satisfaction and organizational commitment. We conclude that meaningful work is an important factor that is capable of deterring CWB by triggering relevant job attitudes.
{"title":"Meaningful Work and Counterproductive Work Behaviors: A Serial Mediation","authors":"Alexandru Sirbu, A. Ion, Ioana Emilia Dorobanțu, B. Oprea","doi":"10.24837/pru.v21i1.520","DOIUrl":"https://doi.org/10.24837/pru.v21i1.520","url":null,"abstract":"Counterproductive work behaviors (CWB) are a set of volitional actions that stem from an intention to harm organizations and their stakeholders (e.g., employees, clients, investors). While, increasingly, more research has been conducted with the aim to explain, predict and prevent CWB from occurring, very little research has investigated the role of motivational constructs such as meaningful work in mitigating the emergence of CWB. The present study draws on The Theory of Purposeful Work Behavior to argue that meaningful work can play a significant role in preventing CWB, and that job satisfaction and organizational commitment serve as mediating factors in the link between meaningful work and CWB. A total of 237 participants participated in a serial mediation, cross-sectional study. The results support the indirect effect of meaningful work on CWB, via job satisfaction and organizational commitment. We conclude that meaningful work is an important factor that is capable of deterring CWB by triggering relevant job attitudes.","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":"49602878","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 study analyzes grit's validity in predicting several work-relevant outcomes (in-role performance, counter-productive work behaviors, job satisfaction) over the Five-Factor Model, and core self-evaluations. Hierarchical regression analyses were used in order to estimate grit's incremental validity over the canonical five-factor dimensions and core-self-evaluation. Findings indicate that grit does not explain significant amounts of variance in job-related outcomes.
{"title":"Grit’s Incremental Validity over Non-Cognitive Predictors of Job-Relevant Outcomes","authors":"Bianca Iancu, A. Ion","doi":"10.24837/pru.v21i1.522","DOIUrl":"https://doi.org/10.24837/pru.v21i1.522","url":null,"abstract":"This study analyzes grit's validity in predicting several work-relevant outcomes (in-role performance, counter-productive work behaviors, job satisfaction) over the Five-Factor Model, and core self-evaluations. Hierarchical regression analyses were used in order to estimate grit's incremental validity over the canonical five-factor dimensions and core-self-evaluation. Findings indicate that grit does not explain significant amounts of variance in job-related outcomes.","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":"49605149","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 focuses on the possible mediating effect of the grit concept in the relationship between core self-evaluations and mental health complaints. It also examines the moderating role of workload in the relationship between core self-evaluations and grit. The data was collected online from a convenience sample of 224 employees (55.4% females) and analyzed with PROCESS macro. The results brought support to the moderated mediation model in which grit partially mediates the relationship between core self-evaluation and mental health complaints, and workload moderates the relationship between core self-evaluation and grit. Overall, our results emphasize the positive impact of core self-evaluations and grit on health complaints while highlighting the boost effect of workload.
{"title":"Grit as a mediator between core self-evaluations and mental health complaints: The moderating role of workload","authors":"D. Vîrgă, Geanina Balan, O. Fodor","doi":"10.24837/pru.v21i1.526","DOIUrl":"https://doi.org/10.24837/pru.v21i1.526","url":null,"abstract":"The present study focuses on the possible mediating effect of the grit concept in the relationship between core self-evaluations and mental health complaints. It also examines the moderating role of workload in the relationship between core self-evaluations and grit. The data was collected online from a convenience sample of 224 employees (55.4% females) and analyzed with PROCESS macro. The results brought support to the moderated mediation model in which grit partially mediates the relationship between core self-evaluation and mental health complaints, and workload moderates the relationship between core self-evaluation and grit. Overall, our results emphasize the positive impact of core self-evaluations and grit on health complaints while highlighting the boost effect of workload.","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":"41961797","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}
Death awareness in the military context has received little research attention despite the high exposure of military employees to death. Drawing on Terror Management Theory (TMT), Meaning Management Theory (MMT), and Conservation of Resources Theory (COR), this study investigated the impact of death anxiety on organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) through meaningful work (MW). It also investigated the moderating role of type of profession (military vs. non-military) and death reflection on the relationship between death anxiety, on one hand, and OCB and CWB, on the other hand. Data were collected through self-reports from 177 employees from an Air Force military organization (N = 81) as well as non-military professions (N = 96) using a time-lagged research design. The most obvious finding was the positive relationship between meaningful work and OCB. Our data did not provide empirical support for the other hypotheses developed. The implications of these findings are presented and future research directions are proposed.
{"title":"Death anxiety and extra-role performance in military and non-military employees: A predictive study","authors":"M. I. Telecan, Lucia Rațiu, C. Rus","doi":"10.24837/pru.v21i1.525","DOIUrl":"https://doi.org/10.24837/pru.v21i1.525","url":null,"abstract":"Death awareness in the military context has received little research attention despite the high exposure of military employees to death. Drawing on Terror Management Theory (TMT), Meaning Management Theory (MMT), and Conservation of Resources Theory (COR), this study investigated the impact of death anxiety on organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) through meaningful work (MW). It also investigated the moderating role of type of profession (military vs. non-military) and death reflection on the relationship between death anxiety, on one hand, and OCB and CWB, on the other hand. Data were collected through self-reports from 177 employees from an Air Force military organization (N = 81) as well as non-military professions (N = 96) using a time-lagged research design. The most obvious finding was the positive relationship between meaningful work and OCB. Our data did not provide empirical support for the other hypotheses developed. The implications of these findings are presented and future research directions are proposed.","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":"46945827","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}
Communal narcissists amplify their prosocial traits and consider themselves saintly individuals. However, communal narcissistic self-enhancement can foster or block one’s willingness to be actively involved in the workplace or in solving tasks by making a systematic effort. The present study explored the relationship between communal narcissistic features (i.e., present, and future-related thoughts), self-motives (i.e., self-leadership, power-seeking, and desire for fame), and work effort among a convenience sample composed of university students (N = 489). We analyzed three parallel mediation models to assess the indirect effect of communal narcissistic features on work effort via self-motives. Results indicated that communal narcissism positively correlated with self-motives and work effort. Moreover, communal narcissistic and present-future-related thoughts had similar indirect associations with work effort through self-leadership strategies, desire for power, and fame. The relationship between communal narcissistic features, self-motives, and work effort can have important implications for organizations, which were discussed.
{"title":"Communal narcissism, self-motives, and work effort","authors":"Oara Prundeanu, S. Popușoi","doi":"10.24837/pru.v20i2.508","DOIUrl":"https://doi.org/10.24837/pru.v20i2.508","url":null,"abstract":"Communal narcissists amplify their prosocial traits and consider themselves saintly individuals. However, communal narcissistic self-enhancement can foster or block one’s willingness to be actively involved in the workplace or in solving tasks by making a systematic effort. The present study explored the relationship between communal narcissistic features (i.e., present, and future-related thoughts), self-motives (i.e., self-leadership, power-seeking, and desire for fame), and work effort among a convenience sample composed of university students (N = 489). We analyzed three parallel mediation models to assess the indirect effect of communal narcissistic features on work effort via self-motives. Results indicated that communal narcissism positively correlated with self-motives and work effort. Moreover, communal narcissistic and present-future-related thoughts had similar indirect associations with work effort through self-leadership strategies, desire for power, and fame. The relationship between communal narcissistic features, self-motives, and work effort can have important implications for organizations, which were discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42549207","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}
S. Trif, C. Rus, Elena Manole, Octavian Calin Duma
Despite personality measurement and feedback being pervasive practices, there are self-judgment biases that may impair their usage. We set out to analyze the differences between two kinds of false feedback and real feedback on personality regarding perceived accuracy and preference. We propose that there would be no differences between false and real feedback regarding perceived accuracy, but we expect differences regarding feedback preference. A sample of 146 students completed the IPIP-50 instrument that measured the Big 5 Factors and received three kinds of feedback - a general one (Barnum effect as false feedback), a positive one (Better-than-average effect as false feedback), and a real one. They rated each regarding accuracy and preference. Results indicate differences regarding both dependent variables. Participants perceive false feedback as more accurate than the real one. Moreover, they prefer positive feedback over the other two, and general feedback compared to the real one. We discuss both theoretical and practical implications, alongside a series of limitations and future research directions.
{"title":"How well do we know ourselves? Disentangling self-judgment biases in perceived accuracy and preference of personality feedback","authors":"S. Trif, C. Rus, Elena Manole, Octavian Calin Duma","doi":"10.24837/pru.v20i2.518","DOIUrl":"https://doi.org/10.24837/pru.v20i2.518","url":null,"abstract":"Despite personality measurement and feedback being pervasive practices, there are self-judgment biases that may impair their usage. We set out to analyze the differences between two kinds of false feedback and real feedback on personality regarding perceived accuracy and preference. We propose that there would be no differences between false and real feedback regarding perceived accuracy, but we expect differences regarding feedback preference. A sample of 146 students completed the IPIP-50 instrument that measured the Big 5 Factors and received three kinds of feedback - a general one (Barnum effect as false feedback), a positive one (Better-than-average effect as false feedback), and a real one. They rated each regarding accuracy and preference. Results indicate differences regarding both dependent variables. Participants perceive false feedback as more accurate than the real one. Moreover, they prefer positive feedback over the other two, and general feedback compared to the real one. We discuss both theoretical and practical implications, alongside a series of limitations and future research directions.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48407251","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 study looks into the validation and analysis of the psychometric properties of the Techno-Work Engagement Scale (TechnoWES-9) in the case of a sample of Romanian employees (N=280). The scale is based on the concept of work engagement and evaluates the well-being generated by the use of technology at the workplace. The tool includes three factors: techno-vigor, techno-dedication, and techno-absorption, each with three items. The factorial structure was verified through confirmatory factor analysis (CFA), and the reliability of the scale was examined from the perspective of its internal consistency. The concurrent validity was performed by associating scales that assess subjective well-being. The CFA supports the tri-factorial structure of the scale. The internal consistency of the total score is excellent. TechnoWES-9 is positively associated with subjective well-being, life satisfaction, and positive affect. None of the dimensions of the scale correlates with negative affect. The study suggests that the Romanian version of TechnoWES-9 is an adequate measure for the assessment of well-being of Romanian employees working in digital technology.
{"title":"The adaptation and validation of the Techno-Work Engagement Scale (TechnoWES-9) in the case of Romanian employees","authors":"B. Balgiu","doi":"10.24837/pru.v20i2.513","DOIUrl":"https://doi.org/10.24837/pru.v20i2.513","url":null,"abstract":"The study looks into the validation and analysis of the psychometric properties of the Techno-Work Engagement Scale (TechnoWES-9) in the case of a sample of Romanian employees (N=280). The scale is based on the concept of work engagement and evaluates the well-being generated by the use of technology at the workplace. The tool includes three factors: techno-vigor, techno-dedication, and techno-absorption, each with three items. The factorial structure was verified through confirmatory factor analysis (CFA), and the reliability of the scale was examined from the perspective of its internal consistency. The concurrent validity was performed by associating scales that assess subjective well-being. The CFA supports the tri-factorial structure of the scale. The internal consistency of the total score is excellent. TechnoWES-9 is positively associated with subjective well-being, life satisfaction, and positive affect. None of the dimensions of the scale correlates with negative affect. The study suggests that the Romanian version of TechnoWES-9 is an adequate measure for the assessment of well-being of Romanian employees working in digital technology.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48472007","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 tested antecedents of organizational citizenship behavior for the environment (OCB-E) and goal self-concordance as a mediator between those antecedents and OCB-E or related outcomes. We proposed that core self-evaluations, a well-studied antecedent of organizational citizenship behavior (OCB), are also related to a newer form of OCB – namely, OCB-E. Similarly, we proposed that environmental identity, a well-studied antecedent of pro-environmental behaviors (PEBS), are also related to a specific form of PEBS – again, OCB-E. The specific relations of these antecedents to OCB-E, to the best of our knowledge, had never been tested. Drawing on the goal-self concordance model, we tested goal self-concordance as a mediating mechanism in each of these relationships. Results drawn from a sample of 297 employees from diverse organizations support goal self-concordance as a relevant mediator between core self-evaluations and OCB, but not for the remaining relationships. Still, environmental identity, as well as core self-evaluations, are positively and significantly related to OCB-E. We discuss implications for the conceptualization of OCB-E and ways to further study this concept.
{"title":"Goal self-concordance mediates the relation of core self-evaluations with organizational citizenship behavior but not with environmental organizational citizenship behavior","authors":"Adelaida Patrasc-Lungu, D. Iliescu","doi":"10.24837/pru.v20i2.514","DOIUrl":"https://doi.org/10.24837/pru.v20i2.514","url":null,"abstract":"This paper tested antecedents of organizational citizenship behavior for the environment (OCB-E) and goal self-concordance as a mediator between those antecedents and OCB-E or related outcomes. We proposed that core self-evaluations, a well-studied antecedent of organizational citizenship behavior (OCB), are also related to a newer form of OCB – namely, OCB-E. Similarly, we proposed that environmental identity, a well-studied antecedent of pro-environmental behaviors (PEBS), are also related to a specific form of PEBS – again, OCB-E. The specific relations of these antecedents to OCB-E, to the best of our knowledge, had never been tested. Drawing on the goal-self concordance model, we tested goal self-concordance as a mediating mechanism in each of these relationships. Results drawn from a sample of 297 employees from diverse organizations support goal self-concordance as a relevant mediator between core self-evaluations and OCB, but not for the remaining relationships. Still, environmental identity, as well as core self-evaluations, are positively and significantly related to OCB-E. We discuss implications for the conceptualization of OCB-E and ways to further study this concept.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49400340","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}
Following a similar trend to that of other European countries, psychology was introduced in Romania by Eduard Gruber, one of Wundt’s students. During the early days, the practice of psychological science boiled down to various forms of psychological and psychotechnical assessments, assessments usually conducted in experimental psychology labs. During the early 1900s, The Romanian Ministry of Labor solicited the establishment of such laboratories in order to determine whether personnel working in various industries were “fit for work” from a psychphysiological standpoint. Naturally, the activities in these laboratories consisted mostly of administering and interpreting psycho-technical assessments. Basically, the practice of psychology during the respective period consisted of administering and interpreting psychotechnical assessments. Various industrial organizations, such as Bucharest Tram Society or the Aeronautical
{"title":"I-O Psychology in Romania: A Profession Dedicated to Assessment","authors":"A. Ion","doi":"10.24837/pru.v20i2.521","DOIUrl":"https://doi.org/10.24837/pru.v20i2.521","url":null,"abstract":"Following a similar trend to that of other European countries, psychology was introduced in Romania by Eduard Gruber, one of Wundt’s students. During the early days, the practice of psychological science boiled down to various forms of psychological and psychotechnical assessments, assessments usually conducted in experimental psychology labs. During the early 1900s, The Romanian Ministry of Labor solicited the establishment of such laboratories in order to determine whether personnel working in various industries were “fit for work” from a psychphysiological standpoint. Naturally, the activities in these laboratories consisted mostly of administering and interpreting psycho-technical assessments. Basically, the practice of psychology during the respective period consisted of administering and interpreting psychotechnical assessments. Various industrial organizations, such as Bucharest Tram Society or the Aeronautical","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47586861","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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