Supervisor behavior can be easily interpreted in a positive or negative key; therefore subordinates’ perceptions regarding their supervisor behavior can be biased by numerous personal variables. In the present study we collected data from 20 supervisors and 402 subordinates, and we investigated the relationships between these two perspectives. The supervisors completed two popular self-reported personality scales (i.e., a Big Five scale and a questionnaire that assessed psychopathic tendencies), while their subordinates responded to scales that assessed their level of job insecurity and their self-reported organizational citizenship behaviors. Our multilevel analyses indicated significant relationships between subordinates’ variables (i.e., job insecurity, organizational citizenship behaviors) and their managers’ agreeableness or their managers’ primary psychopathy. In addition, multilevel structural equation models confirmed that subordinates’ job insecurity partially mediated the relationship between supervisors’ primary psychopathy and subordinates’ citizenship behaviors. These findings confirmed the theoretical assumptions of the social learning theory, which anticipated the relationships between supervisors’ behaviors and employees’ behaviors.
{"title":"The do’s and don’ts of supervisor behavior. Supervisor personality as predictor for subordinate’s job insecurity and citizenship behaviors","authors":"A. Petrișor, L. Maricuţoiu, F. Sava","doi":"10.24837/PRU.V19I1.478","DOIUrl":"https://doi.org/10.24837/PRU.V19I1.478","url":null,"abstract":"Supervisor behavior can be easily interpreted in a positive or negative key; therefore subordinates’ perceptions regarding their supervisor behavior can be biased by numerous personal variables. In the present study we collected data from 20 supervisors and 402 subordinates, and we investigated the relationships between these two perspectives. The supervisors completed two popular self-reported personality scales (i.e., a Big Five scale and a questionnaire that assessed psychopathic tendencies), while their subordinates responded to scales that assessed their level of job insecurity and their self-reported organizational citizenship behaviors. Our multilevel analyses indicated significant relationships between subordinates’ variables (i.e., job insecurity, organizational citizenship behaviors) and their managers’ agreeableness or their managers’ primary psychopathy. In addition, multilevel structural equation models confirmed that subordinates’ job insecurity partially mediated the relationship between supervisors’ primary psychopathy and subordinates’ citizenship behaviors. These findings confirmed the theoretical assumptions of the social learning theory, which anticipated the relationships between supervisors’ behaviors and employees’ behaviors. ","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44300704","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}
Previous studies supported the relationship between perceived organizational injustice and counterproductive behaviors at work, and in the current research the emphasis is on the explanatory mechanism of alienation. This study aims to investigate whether work alienation could be a potential mediator in the relationship between the two constructs. In an attempt to research an explanatory mechanism that is less addressed in the literature, a non-experimental cross-sectional study was conducted, based on a sample of 145 participants from different industries. The statistical analysis’ results indicated that perceived organizational injustice is a significant predictor of counterproductive behavior. Furthermore, workplace alienation has completely mediated the relationship between perceived organizational injustice and employees’ counterproductive behaviors. These findings reiterate the role and importance of employees' perceptions of organizational justice in the emergence and possible reduction of counterproductive behaviors that are detrimental to both the organization and individuals. The data obtained also supported a possible explanatory mechanism of their relationship.
{"title":"The Role of Work Alienation in the Relationship Between Perceived Organizational Injustice and Counterproductive Work Behaviors","authors":"Gabriel Amzulescu, Andreea Butucescu","doi":"10.24837/PRU.V19I1.487","DOIUrl":"https://doi.org/10.24837/PRU.V19I1.487","url":null,"abstract":"Previous studies supported the relationship between perceived organizational injustice and counterproductive behaviors at work, and in the current research the emphasis is on the explanatory mechanism of alienation. This study aims to investigate whether work alienation could be a potential mediator in the relationship between the two constructs. In an attempt to research an explanatory mechanism that is less addressed in the literature, a non-experimental cross-sectional study was conducted, based on a sample of 145 participants from different industries. The statistical analysis’ results indicated that perceived organizational injustice is a significant predictor of counterproductive behavior. Furthermore, workplace alienation has completely mediated the relationship between perceived organizational injustice and employees’ counterproductive behaviors. These findings reiterate the role and importance of employees' perceptions of organizational justice in the emergence and possible reduction of counterproductive behaviors that are detrimental to both the organization and individuals. The data obtained also supported a possible explanatory mechanism of their relationship.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44939913","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}
In this paper we detail the construction and validation process for a new personality-oriented work analysis instrument, in the form of a standardized questionnaire, based on extant research that shows that personality traits are good predictors of job performance. We present the process of item development, frame of reference training, rating scale creation, and the selection of subject matter experts. By administering the instrument to three distinct positions, the interrater reliability coefficients resulted between .80 and .94. We also investigated the instrument’s ability to discriminate between the same rated positions, and the results for this indicator were quite low. Conclusions provide some possible explanations for the lower resulted discriminability. Practical and theoretical implications are discussed as well as other future research for general improvement of data quality.
{"title":"Development of a New Personality-Oriented Work Analysis Questionnaire: First Steps Towards Validation","authors":"A. Manea, D. Iliescu","doi":"10.24837/PRU.V19I1.484","DOIUrl":"https://doi.org/10.24837/PRU.V19I1.484","url":null,"abstract":"In this paper we detail the construction and validation process for a new personality-oriented work analysis instrument, in the form of a standardized questionnaire, based on extant research that shows that personality traits are good predictors of job performance. We present the process of item development, frame of reference training, rating scale creation, and the selection of subject matter experts. By administering the instrument to three distinct positions, the interrater reliability coefficients resulted between .80 and .94. We also investigated the instrument’s ability to discriminate between the same rated positions, and the results for this indicator were quite low. Conclusions provide some possible explanations for the lower resulted discriminability. Practical and theoretical implications are discussed as well as other future research for general improvement of data quality.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46886176","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}
Organizations are operating in environments that are highly dynamic and are faced with the challenge to adapt such that they maintain and even further increase their levels of performance and innovativeness. As a form of adaptation, many organizations changed the way in which they organize their work around teams. Nowadays we see more and more that employees are part of multiple teams (instead of single teams) at the same time and need to contribute to various tasks simultaneously. Reports are indicating that 65-95% of knowledge workers belong to more than one team at the same time (O’Leary, Mortensen & Woolley, 2011). This phenomena of being part of more than one team simultaneously has been defined as multiple-team membership (O’Leary et al. 2011). Other scholars such as Margolis (2019) have defined the concept in a broader way such as employees having membership interdependencies across teams. Despite the fact that multiple team membership is widely used as a form of structuring work in organizations, empirical research on the topic has only recently started to emerge. The seminal theoretical work of O’Leary et al., (2011) has placed the concept on the research agendas of both Organization Behavior and Project Management fields. The review conducted by Margolis (2019) identified 44 research articles connected to the topic of multiple-team membership. The
{"title":"Multiple team membership: current state of affairs and directions for future research","authors":"Nicoleta Meslec","doi":"10.24837/PRU.V19I1.490","DOIUrl":"https://doi.org/10.24837/PRU.V19I1.490","url":null,"abstract":"Organizations are operating in environments that are highly dynamic and are faced with the challenge to adapt such that they maintain and even further increase their levels of performance and innovativeness. As a form of adaptation, many organizations changed the way in which they organize their work around teams. Nowadays we see more and more that employees are part of multiple teams (instead of single teams) at the same time and need to contribute to various tasks simultaneously. Reports are indicating that 65-95% of knowledge workers belong to more than one team at the same time (O’Leary, Mortensen & Woolley, 2011). This phenomena of being part of more than one team simultaneously has been defined as multiple-team membership (O’Leary et al. 2011). Other scholars such as Margolis (2019) have defined the concept in a broader way such as employees having membership interdependencies across teams. Despite the fact that multiple team membership is widely used as a form of structuring work in organizations, empirical research on the topic has only recently started to emerge. The seminal theoretical work of O’Leary et al., (2011) has placed the concept on the research agendas of both Organization Behavior and Project Management fields. The review conducted by Margolis (2019) identified 44 research articles connected to the topic of multiple-team membership. The","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42140631","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}
T The present study, based on qualitative data, investigates the significant career change through the life-course lens. Biographical interviews were conducted with people who changed their profession and the findings were characteristically reflective and subjective, foregrounding the participants’ interpretations of their layers of reality. Different type of resources: individual (Agency), community (Networking), and society (Labour market) were taken into account and the endeavour enabled to capture the triggers involved in career change process. The distinction between voluntary and involuntary career change decision helps to understand the reasons for which the change is chosen. There are major differences between those who leave involuntary their desired profession and those who discover that they have a calling for the software development. Moreover, the results advocate for the importance of early vocational counselling. On the other hand, evidence of discrimination encountered by new programmers could be addressed by HR departments in the IT organizations
{"title":"Significant career change to software development. A life-course perspective","authors":"Preoteasa Ana Maria","doi":"10.24837/PRU.V19I1.482","DOIUrl":"https://doi.org/10.24837/PRU.V19I1.482","url":null,"abstract":"T\u0000The present study, based on qualitative data, investigates the significant career change through the life-course lens. Biographical interviews were conducted with people who changed their profession and the findings were characteristically reflective and subjective, foregrounding the participants’ interpretations of their layers of reality. Different type of resources: individual (Agency), community (Networking), and society (Labour market) were taken into account and the endeavour enabled to capture the triggers involved in career change process. The distinction between voluntary and involuntary career change decision helps to understand the reasons for which the change is chosen. There are major differences between those who leave involuntary their desired profession and those who discover that they have a calling for the software development. Moreover, the results advocate for the importance of early vocational counselling. On the other hand, evidence of discrimination encountered by new programmers could be addressed by HR departments in the IT organizations","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43635084","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 investigated the dyadic longitudinal interaction between psychological capital as a personal resourceand work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the homedomain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasionsspaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. Theanalyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models.Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level forWFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted sharedpsychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later.Theoretical and practical implications are discussed.
{"title":"Work-family enrichment of dual-earner couples: a longitudinal study on the effects of personal resources","authors":"D. Vîrgă, A. Matei","doi":"10.24837/pru.v18i2.473","DOIUrl":"https://doi.org/10.24837/pru.v18i2.473","url":null,"abstract":"The current study investigated the dyadic longitudinal interaction between psychological capital as a personal resourceand work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the homedomain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasionsspaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. Theanalyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models.Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level forWFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted sharedpsychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later.Theoretical and practical implications are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48147221","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 the bandwidth-fidelity principle (Cronbach & Glaser, 1957), this paper challenges the use of broad ImplicitLeadership Theories (ILTs) domains in predicting organizational outcomes (i.e., prototypic ILTs and anti-prototypicILTs) and provides preliminary arguments for examining ILTs narrow traits (e.g., sensitivity, intelligence) effects onLMX and consequently on work engagement. Specifically, using polynomial regression and response surfacemethodology, I examined the effects of followers’ ideal-actual ILTs congruence on LMX. Additionally, using the blockvariable approach, I tested the mediation effects of LMX on the relationship between ideal-actual ILTs congruence andwork engagement, on a sample of 68 employees. The results showed that followers’ fulfilled expectations aboutsensitivity and tyranny had linear effects on LMX, indicating the generalized benefits for leaders to be high on sensitivityand low on tyranny to enhance followers’ LMX. Intelligence, dedication, dynamism, and masculinity had non-lineareffects, revealing that fulfilling followers’ expectations are the best option for leaders to develop high-qualityrelationships with their followers. The mediation hypothesis received partly support, suggesting that additionalmechanisms can explain the relationship between followers’ ideal-actual ILTs congruence and work engagement.
{"title":"Fulfilled Expectations about Leaders Predict Engagement through LMX","authors":"Andreea Petruş","doi":"10.24837/pru.v18i2.475","DOIUrl":"https://doi.org/10.24837/pru.v18i2.475","url":null,"abstract":"Drawing on the bandwidth-fidelity principle (Cronbach & Glaser, 1957), this paper challenges the use of broad ImplicitLeadership Theories (ILTs) domains in predicting organizational outcomes (i.e., prototypic ILTs and anti-prototypicILTs) and provides preliminary arguments for examining ILTs narrow traits (e.g., sensitivity, intelligence) effects onLMX and consequently on work engagement. Specifically, using polynomial regression and response surfacemethodology, I examined the effects of followers’ ideal-actual ILTs congruence on LMX. Additionally, using the blockvariable approach, I tested the mediation effects of LMX on the relationship between ideal-actual ILTs congruence andwork engagement, on a sample of 68 employees. The results showed that followers’ fulfilled expectations aboutsensitivity and tyranny had linear effects on LMX, indicating the generalized benefits for leaders to be high on sensitivityand low on tyranny to enhance followers’ LMX. Intelligence, dedication, dynamism, and masculinity had non-lineareffects, revealing that fulfilling followers’ expectations are the best option for leaders to develop high-qualityrelationships with their followers. The mediation hypothesis received partly support, suggesting that additionalmechanisms can explain the relationship between followers’ ideal-actual ILTs congruence and work engagement.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46028436","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 investigates the vulnerability/protection effects of the Big Five personality traits (extraversion, openness, agreeability, conscientiousness, neuroticism) on the relationship between bullying and turnover intention. Specifically, based on the assumption of Vulnerability-Stress Model we propose that bullying will predict turnover intention and that this relationship will increase or decrease in accordance with one’s level of certain personality traits. We collected a Convenience sample of 460 employees. Results of the moderation analysis suggests that bullied employees, as an attempt to coping are more inclined to turnover intentions, as preceded suggested by literature. Furthermore, out of all 5 factors, solely extraversion and agreeableness acts like a protective factor.
{"title":"Workplace Bullying and Turnover Intention. The Role of Protective versus Vulnerable Personality Factors","authors":"D. Iliescu, Andreea Butucescu, M. Mutu","doi":"10.24837/pru.v18i2.476","DOIUrl":"https://doi.org/10.24837/pru.v18i2.476","url":null,"abstract":"This study investigates the vulnerability/protection effects of the Big Five personality traits (extraversion, openness, agreeability, conscientiousness, neuroticism) on the relationship between bullying and turnover intention. Specifically, based on the assumption of Vulnerability-Stress Model we propose that bullying will predict turnover intention and that this relationship will increase or decrease in accordance with one’s level of certain personality traits. We collected a Convenience sample of 460 employees. Results of the moderation analysis suggests that bullied employees, as an attempt to coping are more inclined to turnover intentions, as preceded suggested by literature. Furthermore, out of all 5 factors, solely extraversion and agreeableness acts like a protective factor.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42350246","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}
In response to calls to uncover the mechanisms whereby leadership influences subordinate outcomes, the present studyproposes and tests a path from leader-member exchange (LMX) to subordinate organizational citizenship behaviors(OCBs) through work motivation as conceptualized by self-determination theory (SDT). We conducted a survey studyon a Romanian sample of 338 subordinates nested under 59 leaders from a large variety of organizational contexts. Ourfindings at the within-group level offer limited support for the incremental validity of autonomous motivation andamotivation, but suggest controlled motivation—and, through it, LMX—has a negative incremental contribution to bothOCB targeted at co-workers and OCB targeted at the organization. None of the paths was supported at group level.Results thus suggest that leaders should be wary of the consequences of high LMX—despite its established overallpositive influence on OCB, LMX may also undermine OCB to the extent to which it enhances controlled motivation.
{"title":"The Path from Leader-Member Exchange to Citizenship: An Empirical Test of Self-Determination as a Linchpin","authors":"Anata-Flavia Ionescu, D. Iliescu","doi":"10.24837/pru.v18i2.474","DOIUrl":"https://doi.org/10.24837/pru.v18i2.474","url":null,"abstract":"In response to calls to uncover the mechanisms whereby leadership influences subordinate outcomes, the present studyproposes and tests a path from leader-member exchange (LMX) to subordinate organizational citizenship behaviors(OCBs) through work motivation as conceptualized by self-determination theory (SDT). We conducted a survey studyon a Romanian sample of 338 subordinates nested under 59 leaders from a large variety of organizational contexts. Ourfindings at the within-group level offer limited support for the incremental validity of autonomous motivation andamotivation, but suggest controlled motivation—and, through it, LMX—has a negative incremental contribution to bothOCB targeted at co-workers and OCB targeted at the organization. None of the paths was supported at group level.Results thus suggest that leaders should be wary of the consequences of high LMX—despite its established overallpositive influence on OCB, LMX may also undermine OCB to the extent to which it enhances controlled motivation.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42089908","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 investigated the dyadic longitudinal interaction between psychological capital as a personal resource and work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the home domain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasions spaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. The analyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models. Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level for WFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted shared psychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later. Theoretical and practical implications are discussed.
{"title":"Diversity at a crossroads: How diversity research can contribute to the fight for social justice","authors":"S. Boroș","doi":"10.24837/pru.v18i2.472","DOIUrl":"https://doi.org/10.24837/pru.v18i2.472","url":null,"abstract":"The current study investigated the dyadic longitudinal interaction between psychological capital as a personal resource and work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the home domain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasions spaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. The analyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models. Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level for WFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted shared psychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later. Theoretical and practical implications are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46261909","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：