Multiple team membership (MTM) is a widespread work arrangement, with claimed beneficial effects for employee knowledge and skills acquisition. By building on the Work Design Growth Model, this study sets out to explore the relationship between MTM and individual learning in the workplace, as well as the role of individual factors, namely socially prescribed perfectionism, as potential boundary conditions. By testing a hierarchical regression analysis model on a sample of 80 employees working in multiple teams, our findings indicate a moderating effect of socially prescribed perfectionism on the relationship between MTM and learning. The relationship between MTM and learning is positive for employees with high socially prescribed perfectionism, and curvilinear for employees with low socially prescribed perfectionism, showing a decreasingly positive association.
{"title":"Multiple Team Membership and Individual Learning: The Moderating Role of Socially Prescribed Perfectionism","authors":"Elena Manole, O. Fodor","doi":"10.24837/pru.v20i1.510","DOIUrl":"https://doi.org/10.24837/pru.v20i1.510","url":null,"abstract":"Multiple team membership (MTM) is a widespread work arrangement, with claimed beneficial effects for employee knowledge and skills acquisition. By building on the Work Design Growth Model, this study sets out to explore the relationship between MTM and individual learning in the workplace, as well as the role of individual factors, namely socially prescribed perfectionism, as potential boundary conditions. By testing a hierarchical regression analysis model on a sample of 80 employees working in multiple teams, our findings indicate a moderating effect of socially prescribed perfectionism on the relationship between MTM and learning. The relationship between MTM and learning is positive for employees with high socially prescribed perfectionism, and curvilinear for employees with low socially prescribed perfectionism, showing a decreasingly positive association.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43095418","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}
Among challenges faced by LGBTQ community members throughout the world, workplace discrimination is one that can heavily influence how these individuals adjust their behavior in organizational settings. This study investigates perceptions of workplace discrimination experienced by members of the LGBTQ community in Romania in order to map discrimination patterns and the effects felt by the participants. Through the ten interviews conducted with employees of various organizations from various Romanian cities, this research shows that discrimination is perceived to engender both positive and negative effects, and the timing of coming out is found to be an important factor. Whereas the participants’ relationship to their supervisors might not suffer dramatic changes, coworkers seem to engage in various forms of discrimination based on sexual orientation and gender identity, such as microaggressions.
{"title":"Identity-Based Workplace Discrimination in Romania. Experiences of LGBTQ Community Members","authors":"A. Voina, Anișoara Pavelea, Cristian Vacariu","doi":"10.24837/pru.v20i1.501","DOIUrl":"https://doi.org/10.24837/pru.v20i1.501","url":null,"abstract":"Among challenges faced by LGBTQ community members throughout the world, workplace discrimination is one that can heavily influence how these individuals adjust their behavior in organizational settings. This study investigates perceptions of workplace discrimination experienced by members of the LGBTQ community in Romania in order to map discrimination patterns and the effects felt by the participants. Through the ten interviews conducted with employees of various organizations from various Romanian cities, this research shows that discrimination is perceived to engender both positive and negative effects, and the timing of coming out is found to be an important factor. Whereas the participants’ relationship to their supervisors might not suffer dramatic changes, coworkers seem to engage in various forms of discrimination based on sexual orientation and gender identity, such as microaggressions.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47446762","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}
Andreea Butucescu, Andreea Corbeanu, A. Zanfirescu, Cornel L. Mincu, D. Vîrgă, D. Iliescu
Based on a posttest-only control group design, we analyzed the efficiency of three group-level interventions (i.e., cognitive reframing, mood induction, and instrumental interventions) on the fairness perceptions of 198 participants in an assessment context. Each intervention was derived from a conceptual framework (Gilliland’s theory, Cognitive-Behavioural Therapy, Affect-as-Information Perspective), which was empirically validated. Although the results are not extremely encouraging, as between the three experimental groups and the control one (no intervention) there were not large statistical differences, our study still highlights that the assessors need to focus on the participants if they wish to increase their perceptions of fairness, not only over its formal elements. A series of limitations and future research directions are presented.
{"title":"Interventions for the prevention of perceived unfairness in assessment contexts","authors":"Andreea Butucescu, Andreea Corbeanu, A. Zanfirescu, Cornel L. Mincu, D. Vîrgă, D. Iliescu","doi":"10.24837/pru.v20i1.505","DOIUrl":"https://doi.org/10.24837/pru.v20i1.505","url":null,"abstract":"Based on a posttest-only control group design, we analyzed the efficiency of three group-level interventions (i.e., cognitive reframing, mood induction, and instrumental interventions) on the fairness perceptions of 198 participants in an assessment context. Each intervention was derived from a conceptual framework (Gilliland’s theory, Cognitive-Behavioural Therapy, Affect-as-Information Perspective), which was empirically validated. Although the results are not extremely encouraging, as between the three experimental groups and the control one (no intervention) there were not large statistical differences, our study still highlights that the assessors need to focus on the participants if they wish to increase their perceptions of fairness, not only over its formal elements. A series of limitations and future research directions are presented.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41292597","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}
Drawing on Job Demands-Resources and Self-Determination theories, this study investigates the relationship between two categories of environmental stressors (operational and organizational) and two indicators of ill-being (burnout and mental health complaints). It also studies the moderating role of psychological needs satisfaction in this relationship. The results showed that environmental stressors are positively related to burnout and mental health complaints in a sample of 345 Romanian correctional officers. Also, high needs for autonomy and relatedness moderated the relationship between stressors and ill-being. Satisfaction of the need for competence, in turn, did not moderate this relationship. This research demonstrates the essential role that satisfying psychological needs plays for the correctional officers' ill-being. The buffering roles of satisfaction of the needs for autonomy and relatedness in the stressor-strain relationship elicits a better understanding of the psychological resources that help maintain low levels of burnout and mental health complaints.
{"title":"How could they feel good? The role of psychological needs satisfaction in the relationship between stressors and ill-being","authors":"Norberth-Ioan Okros, D. Vîrgă","doi":"10.24837/pru.v20i1.502","DOIUrl":"https://doi.org/10.24837/pru.v20i1.502","url":null,"abstract":"Drawing on Job Demands-Resources and Self-Determination theories, this study investigates the relationship between two categories of environmental stressors (operational and organizational) and two indicators of ill-being (burnout and mental health complaints). It also studies the moderating role of psychological needs satisfaction in this relationship. The results showed that environmental stressors are positively related to burnout and mental health complaints in a sample of 345 Romanian correctional officers. Also, high needs for autonomy and relatedness moderated the relationship between stressors and ill-being. Satisfaction of the need for competence, in turn, did not moderate this relationship. This research demonstrates the essential role that satisfying psychological needs plays for the correctional officers' ill-being. The buffering roles of satisfaction of the needs for autonomy and relatedness in the stressor-strain relationship elicits a better understanding of the psychological resources that help maintain low levels of burnout and mental health complaints.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48095306","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":"Proactive strategies in work environments - precursors or outcomes of well-being and performance?","authors":"D. Vîrgă","doi":"10.24837/pru.v20i1.511","DOIUrl":"https://doi.org/10.24837/pru.v20i1.511","url":null,"abstract":"<jats:p>-</jats:p>","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-05-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47874408","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}
One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.
{"title":"Equity Sensitivity and Organizational Outcomes: Incremental Validity over Big Five Personality Traits","authors":"Sergiu Condrea, B. Oprea, Amalia Miulescu","doi":"10.24837/pru.v19i2.494","DOIUrl":"https://doi.org/10.24837/pru.v19i2.494","url":null,"abstract":"One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49533646","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 article includes two studies that have tested the reliability and validity of the Romanian adaptation of the Employee Intrapreneurship Scale (EIS). Intrapreneurship is a relatively novel concept describing proactive behaviors through which employees contribute to the growth and development of organizations they are employed in. The factorial structure and gender invariance of the EIS have been tested in the first sample, including 307 employees with diverse occupational backgrounds. The factorial structure was cross-validated in a second sample, including 122 employees with a similar composition. The second study also established convergent validity of the scale through testing its’ associations to risk-taking, innovativeness, and proactive personality. Discriminant validity was tested using the Average Variance Extracted (AVE) procedure. The results have confirmed a factor structure whereby employee intrapreneurship is composed of two latent indicators: strategic renewal and corporate venturing. Reliability indices and factor loadings have shown a consistent and valid measure of intrapreneurship at the employee level. Furthermore, the concept showed significant positive associations to other constructs in the nomological network, and the AVE indicated satisfactory discriminant validity. Overall, these studies provide a psychometrically valid measure to be used in intrapreneurship research in Romanian organizations.
{"title":"Employee Intrapreneurship Scale: adaptation and validation in the Romanian working population","authors":"Luca Tisu, Z. Pap, D. Vîrgă","doi":"10.24837/pru.v19i2.495","DOIUrl":"https://doi.org/10.24837/pru.v19i2.495","url":null,"abstract":"The present article includes two studies that have tested the reliability and validity of the Romanian adaptation of the Employee Intrapreneurship Scale (EIS). Intrapreneurship is a relatively novel concept describing proactive behaviors through which employees contribute to the growth and development of organizations they are employed in. The factorial structure and gender invariance of the EIS have been tested in the first sample, including 307 employees with diverse occupational backgrounds. The factorial structure was cross-validated in a second sample, including 122 employees with a similar composition. The second study also established convergent validity of the scale through testing its’ associations to risk-taking, innovativeness, and proactive personality. Discriminant validity was tested using the Average Variance Extracted (AVE) procedure. The results have confirmed a factor structure whereby employee intrapreneurship is composed of two latent indicators: strategic renewal and corporate venturing. Reliability indices and factor loadings have shown a consistent and valid measure of intrapreneurship at the employee level. Furthermore, the concept showed significant positive associations to other constructs in the nomological network, and the AVE indicated satisfactory discriminant validity. Overall, these studies provide a psychometrically valid measure to be used in intrapreneurship research in Romanian organizations.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46033255","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":"Interventions Aimed at Enhancing Employee Well-being: Current State of Knowledge and Next Challenges","authors":"L. Maricuţoiu","doi":"10.24837/pru.v19i2.498","DOIUrl":"https://doi.org/10.24837/pru.v19i2.498","url":null,"abstract":"<jats:p>-</jats:p>","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44146768","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 COVID-19 pandemic has brought dramatic changes both for work and employees’ personal and family life domains. In this context, this research investigates the mediating role of the work-family conflict in the relationship between technostress creators (techno-overload and techno-invasion) and psychological well-being. We conducted a survey of 217 employees and the results indicated that the work-family conflict fully mediated the relationship between techno-overload and psychological well-being, thus strongly affecting the psychological well-being of employees in the context of exposure to the stress generated by ICTs overload. Similar results were identified regarding the mediating role of work-family conflict in the relationship between techno-invasion and psychological well-being. The findings suggest the need to increase the coping capacity of employees with technostress and their psychological well-being by reducing the work-family conflict and technostress.
{"title":"The mediating role of the work-family conflict in the relationship between technostress and psychological well-being in the COVID-19 pandemic context","authors":"Silviu Riglea, C. Rus, Lucia Rațiu","doi":"10.24837/pru.v19i2.497","DOIUrl":"https://doi.org/10.24837/pru.v19i2.497","url":null,"abstract":"The COVID-19 pandemic has brought dramatic changes both for work and employees’ personal and family life domains. In this context, this research investigates the mediating role of the work-family conflict in the relationship between technostress creators (techno-overload and techno-invasion) and psychological well-being. We conducted a survey of 217 employees and the results indicated that the work-family conflict fully mediated the relationship between techno-overload and psychological well-being, thus strongly affecting the psychological well-being of employees in the context of exposure to the stress generated by ICTs overload. Similar results were identified regarding the mediating role of work-family conflict in the relationship between techno-invasion and psychological well-being. The findings suggest the need to increase the coping capacity of employees with technostress and their psychological well-being by reducing the work-family conflict and technostress.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46136380","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 evaluates the effectiveness of a mixed job crafting, strengths use, and deficit correction intervention on the proactive behaviors, work engagement, life satisfaction, and work-life balance of employees working in a home office setting. A two-armed (intervention vs. wait-list control group) randomized controlled trial with three measurement moments (pre-, post-intervention, and one-month follow-up) was designed to reach the study's goal. A sample of 80 participants part of a large multinational pharmaceutical company was randomly assigned to the intervention (n = 45) or wait-list control condition (n = 35). Mixed factorial analyses of variance showed that the combined job crafting, strengths use, and deficit correction intervention positively impacted life satisfaction (d = .47) and seeking challenging job demands (d = .44) in the short-term. There were no significant differences between the two groups regarding the other proactive behaviors, work engagement, or work-life balance. Moderator analyses revealed that autonomy and workload were moderators of the relationship between the intervention effectiveness and several outcomes (e.g., the intervention had a positive effect on the work-life balance of participants with low autonomy). Theoretical and practical implications are discussed.
{"title":"The Effectiveness of a Job Crafting, Strengths Use, and Deficit Correction Intervention on Employee Proactive Behaviors and Well-Being: A Randomized Controlled Trial","authors":"Liubița Barzin, D. Vîrgă, Andrei A. Rusu","doi":"10.24837/pru.v19i2.496","DOIUrl":"https://doi.org/10.24837/pru.v19i2.496","url":null,"abstract":"The present study evaluates the effectiveness of a mixed job crafting, strengths use, and deficit correction intervention on the proactive behaviors, work engagement, life satisfaction, and work-life balance of employees working in a home office setting. A two-armed (intervention vs. wait-list control group) randomized controlled trial with three measurement moments (pre-, post-intervention, and one-month follow-up) was designed to reach the study's goal. A sample of 80 participants part of a large multinational pharmaceutical company was randomly assigned to the intervention (n = 45) or wait-list control condition (n = 35). Mixed factorial analyses of variance showed that the combined job crafting, strengths use, and deficit correction intervention positively impacted life satisfaction (d = .47) and seeking challenging job demands (d = .44) in the short-term. There were no significant differences between the two groups regarding the other proactive behaviors, work engagement, or work-life balance. Moderator analyses revealed that autonomy and workload were moderators of the relationship between the intervention effectiveness and several outcomes (e.g., the intervention had a positive effect on the work-life balance of participants with low autonomy). Theoretical and practical implications are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47172070","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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