The current study was conducted among employees in various industries and sectors (N = 412) in Romania and examinedhow four socio-demographic groups differ with regards to three main organizational outcomes: organizationalcommitment, burnout and intention to leave. Multivariate analysis of variance showed that statistically significantdifferences exist between socio-demographic groups based on hierarchical level, sector of the employer, generation andperceived income level. Additionally, significant differences were shown at the dependent variables levels for certainsocio-demographic groups. One of the most expected set of results relate to the differences between generations in termsof all variables included in the study. Like the other findings, but most of it, in a complete form, this highlight could helporganizations in their endevour to bridge the generational gap and propose a tailored organizational employee valueproposition to their prospective targets.
{"title":"Equal, but so much different: examining socio-demographic differences of the employees in relation to organizational commitment, burnout and intention to leave","authors":"Lavinia Tanculescu-Popa","doi":"10.24837/pru.v18i2.477","DOIUrl":"https://doi.org/10.24837/pru.v18i2.477","url":null,"abstract":"The current study was conducted among employees in various industries and sectors (N = 412) in Romania and examinedhow four socio-demographic groups differ with regards to three main organizational outcomes: organizationalcommitment, burnout and intention to leave. Multivariate analysis of variance showed that statistically significantdifferences exist between socio-demographic groups based on hierarchical level, sector of the employer, generation andperceived income level. Additionally, significant differences were shown at the dependent variables levels for certainsocio-demographic groups. One of the most expected set of results relate to the differences between generations in termsof all variables included in the study. Like the other findings, but most of it, in a complete form, this highlight could helporganizations in their endevour to bridge the generational gap and propose a tailored organizational employee valueproposition to their prospective targets.","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":"47564433","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 recent years, the role of technology in working life has increased. Technology and digitalization play a crucial role in the developmentof the organizations and the entire societies. The ascendance of digital organizations has also become a widely researched topic, the digital workplace environmentbeing an important organizational asset for increasing employee productivity (Köffer, 2015). Digitalization creates changes in the world of work, impacting not only business performance and worker productivity, but also job satisfaction, work/life balance, worker autonomy and monitoring across hierarchical levels. Information and Communication Technologies (ICT) in particular are essential components of working andimportant working tools (Korunka&Vartiainen, 2017).
{"title":"The digitization of working life: Challenges and opportunities","authors":"A. Cazan","doi":"10.24837/PRU.V18I1.457","DOIUrl":"https://doi.org/10.24837/PRU.V18I1.457","url":null,"abstract":"In recent years, the role of technology in working life has increased. Technology and digitalization play a crucial role in the developmentof the organizations and the entire societies. The ascendance of digital organizations has also become a widely researched topic, the digital workplace environmentbeing an important organizational asset for increasing employee productivity (Köffer, 2015). Digitalization creates changes in the world of work, impacting not only business performance and worker productivity, but also job satisfaction, work/life balance, worker autonomy and monitoring across hierarchical levels. Information and Communication Technologies (ICT) in particular are essential components of working andimportant working tools (Korunka&Vartiainen, 2017).","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44161226","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 explores the association between task conflict and team creativity and the role of group cognitive complexity (GCC) as a potential explanatory mechanism in a sample of 159 students organized in 49 groups. Moreover, we analyzed the moderating effect of collective emotional intelligence (CEI)in the relationship between task conflict and GCC.As hypothesized, we found that task conflict has a nonlinear relationship with GCC, but contrary to our expectations, it follows a U-shaped association, not an inversed U-shape. In addition,the moderating role of CEI was significant only at low levels. Contrary to our expectation, the mediating role of GCC did not receive empirical support. Theoretical and practical contributions are discussed.
{"title":"Ups and downs on the roller coaster of task conflict: the role of group cognitive complexity, collective emotional intelligence and team creativity","authors":"Andreea Gheorghe, O. Fodor, Anișoara Pavelea","doi":"10.24837/PRU.V18I1.459","DOIUrl":"https://doi.org/10.24837/PRU.V18I1.459","url":null,"abstract":"This study explores the association between task conflict and team creativity and the role of group cognitive complexity (GCC) as a potential explanatory mechanism in a sample of 159 students organized in 49 groups. Moreover, we analyzed the moderating effect of collective emotional intelligence (CEI)in the relationship between task conflict and GCC.As hypothesized, we found that task conflict has a nonlinear relationship with GCC, but contrary to our expectations, it follows a U-shaped association, not an inversed U-shape. In addition,the moderating role of CEI was significant only at low levels. Contrary to our expectation, the mediating role of GCC did not receive empirical support. Theoretical and practical contributions are discussed.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46592608","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}
Psychological capital (PsyCap) is a state-like concept with roots in positive psychology. This study investigated the potential role of PsyCap, as a personal resource, in increasing the level of employees’ health (mental and physical) and performance. Based on the Job Demand-Resources theory, the mediating effect of burnout was examined using self-report data. The models were tested on 304 Romanian employees (51% women) from Information Technology & Communications (IT&C) companies, using structural equation modeling. The analysis found that burnout partially mediates the relationship between PsyCap and health (mental and physical) as well as the relationship between PsyCap and performance (task and contextual). The results highlight the role of PsyCap, as a personal resource, in health, and performance. These results are useful for implementing an evidence-based intervention to improve the level of PsyCap in IT&C employees. An improvement in PsyCap would reduce burnout and enhance well-being and performance. This study highlights the mediating role of burnout in the relationship between psychological capital and two distinct outcomes: health and performance. Thus, this research helps identify further mediators of the relation between PsyCap and health and performance.
{"title":"Psychological capital, health, and performance: the mediating role of burnout","authors":"Daria Lupșa, D. Vîrgă","doi":"10.24837/PRU.V18I1.458","DOIUrl":"https://doi.org/10.24837/PRU.V18I1.458","url":null,"abstract":"Psychological capital (PsyCap) is a state-like concept with roots in positive psychology. This study investigated the potential role of PsyCap, as a personal resource, in increasing the level of employees’ health (mental and physical) and performance. Based on the Job Demand-Resources theory, the mediating effect of burnout was examined using self-report data. The models were tested on 304 Romanian employees (51% women) from Information Technology & Communications (IT&C) companies, using structural equation modeling. The analysis found that burnout partially mediates the relationship between PsyCap and health (mental and physical) as well as the relationship between PsyCap and performance (task and contextual). The results highlight the role of PsyCap, as a personal resource, in health, and performance. These results are useful for implementing an evidence-based intervention to improve the level of PsyCap in IT&C employees. An improvement in PsyCap would reduce burnout and enhance well-being and performance. This study highlights the mediating role of burnout in the relationship between psychological capital and two distinct outcomes: health and performance. Thus, this research helps identify further mediators of the relation between PsyCap and health and performance.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44287844","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}
La valorisation sociale d'une conduite et la dévalorisation de la conduite opposée constituent les caractéristiques essentielles d'une norme sociale. Il a été constaté, lors d'études récemment réalisées dans des entreprises de la province de Buenos Aires, que les cadres ayant du personnel à charge valorisaient les subordonnés allégeants, ce qui permet de penser à l'existence d'une norme d'allégeance, et que les subordonnés, ouvriers comme cadres (mais cadres sans charge de personnel), étaient conscients de cette norme. Nous souhaitons ici savoir : 1) si les subordonnés ont une conscience de cette norme de manière globale ou s’ils effectuent des différenciations entre ses diverses concrétisations 2) si, spontanément, ils suivent cette norme en ses diverses concrétisations ou de manière sélective, et 3) si ces attitudes globalisantes ou différenciatrices des représentations et des conduites varient selon le statut (ouvrier ou cadre) du subordonné. Nous avons, pour répondre à ces questions, utilisé le paradigme de l'autoprésentation surnormative versus contrenormative. C'est-à-dire que nous avons présenté à 180 salariés de la province de Buenos Aires (90 ouvriers et 90 cadres sans personnel à charge) une liste de conduites en leur demandant d'indiquer celles que, spontanément, ils étaient tentés d'adopter, celles qu'ils adopteraient s’ils souhaitaient donner une bonne image d'eux-mêmes, et celles qu'ils adopteraient pour en donner une mauvaise image. Les résultats obtenus confirment nos hypothèses de sélectivité des réponses et d'effet de la variable statut.
{"title":"LES CONDUITES ALLÉGEANTES ET LA REPRÉSENTATION DE LEUR VALORISATION SOCIALE SELON LE STATUT PROFESSIONNEL : UNE ÉTUDE RÉALISÉE DANS LA PROVINCE DE BUENOS AIRES","authors":"B. Gangloff, Luisa Mayoral, M. Romero","doi":"10.24837/PRU.2007.1.144","DOIUrl":"https://doi.org/10.24837/PRU.2007.1.144","url":null,"abstract":"La valorisation sociale d'une conduite et la dévalorisation de la conduite opposée constituent les caractéristiques essentielles d'une norme sociale. Il a été constaté, lors d'études récemment réalisées dans des entreprises de la province de Buenos Aires, que les cadres ayant du personnel à charge valorisaient les subordonnés allégeants, ce qui permet de penser à l'existence d'une norme d'allégeance, et que les subordonnés, ouvriers comme cadres (mais cadres sans charge de personnel), étaient conscients de cette norme. Nous souhaitons ici savoir : 1) si les subordonnés ont une conscience de cette norme de manière globale ou s’ils effectuent des différenciations entre ses diverses concrétisations 2) si, spontanément, ils suivent cette norme en ses diverses concrétisations ou de manière sélective, et 3) si ces attitudes globalisantes ou différenciatrices des représentations et des conduites varient selon le statut (ouvrier ou cadre) du subordonné. Nous avons, pour répondre à ces questions, utilisé le paradigme de l'autoprésentation surnormative versus contrenormative. C'est-à-dire que nous avons présenté à 180 salariés de la province de Buenos Aires (90 ouvriers et 90 cadres sans personnel à charge) une liste de conduites en leur demandant d'indiquer celles que, spontanément, ils étaient tentés d'adopter, celles qu'ils adopteraient s’ils souhaitaient donner une bonne image d'eux-mêmes, et celles qu'ils adopteraient pour en donner une mauvaise image. Les résultats obtenus confirment nos hypothèses de sélectivité des réponses et d'effet de la variable statut.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"68873416","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}
Even though corruption continues to mar economic progression, worker enthusiasm, and societies' moral constitution, most studies of corruption have been confined to the fields of economics and political science. However, psychological variables, such as personality and cultural values, are likely to be relevant to studying corruption. In the present study of 62 countries, we examined how national averages on the Big Three personality traits, a measure of social desirability, and Hofstede's cultural dimensions relate to perceptions of a nation's level of corruption. The Big Three personality traits showed modest relationships with corruption. However, national averages on a social desirability measure were strongly and positivel correlated with corruption, suggesting that national dishonesty in responding to personality items is related to national dishonesty in corruption. In addition, the discrete, combined, and unique effects of personality and culture on corruption were compared. The findings suggest that both cultural values and personality have relevance for understanding corruption. As globalization continues to promote the exchange of cultural values and the assimilation of both individuals and organizations into new cultures, these findings highlight the need for I/O psychologists to be attentive to both culture and personality in designing human resource systems.
{"title":"NATIONAL CORRUPTION, NATIONAL PERSONALITY AND NATIONAL CULTURE","authors":"Brian S. Connelly, D. Ones","doi":"10.24837/PRU.2007.1.138","DOIUrl":"https://doi.org/10.24837/PRU.2007.1.138","url":null,"abstract":"Even though corruption continues to mar economic progression, worker enthusiasm, and societies' moral constitution, most studies of corruption have been confined to the fields of economics and political science. However, psychological variables, such as personality and cultural values, are likely to be relevant to studying corruption. In the present study of 62 countries, we examined how national averages on the Big Three personality traits, a measure of social desirability, and Hofstede's cultural dimensions relate to perceptions of a nation's level of corruption. The Big Three personality traits showed modest relationships with corruption. However, national averages on a social desirability measure were strongly and positivel correlated with corruption, suggesting that national dishonesty in responding to personality items is related to national dishonesty in corruption. In addition, the discrete, combined, and unique effects of personality and culture on corruption were compared. The findings suggest that both cultural values and personality have relevance for understanding corruption. As globalization continues to promote the exchange of cultural values and the assimilation of both individuals and organizations into new cultures, these findings highlight the need for I/O psychologists to be attentive to both culture and personality in designing human resource systems.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48011735","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}
Stiința este tot mai mult recunoscută ca o valoare strategică si ca o sursă de avantaj competitiv. În organizații, schimbarea se produce din mai multe cauze si ia diverse forme. Desi schimbările, de cele mai multe ori, aduc beneficii organizațiilor, angajații privesc, de obicei, sovăitor aceste shimbări. Un factor care influențează comportamentul angajaților si relațiile lor cu ceilalți la locul de muncă este stresul. Potrivit Managementului Stresului, stresul poate produce anxietate si depresie în rândul angajaților. Scopul cercetării este de a experimenta cum anume consecințeleorganizaționale, ca depresia si anxietatea, pot fi controlate prin terapia cognitivă,schimbând comportamentul angajaților cu un răspuns adaptativ la stres, anxietate si depresie.
{"title":"ASPECTE PRACTICE ALE UTILIZĂRII TERAPIEI COGNITIVE ÎN MANAGEMENTUL RESURSELOR UMANE DIN ORGANIZAȚIILE BANCARE","authors":"Mihai Aniței, Oana Pănescu, Mihaela Chraif","doi":"10.24837/pru.v5i1.312","DOIUrl":"https://doi.org/10.24837/pru.v5i1.312","url":null,"abstract":"Stiința este tot mai mult recunoscută ca o valoare strategică si ca o sursă de avantaj competitiv. În organizații, schimbarea se produce din mai multe cauze si ia diverse forme. Desi schimbările, de cele mai multe ori, aduc beneficii organizațiilor, angajații privesc, de obicei, sovăitor aceste shimbări. Un factor care influențează comportamentul angajaților si relațiile lor cu ceilalți la locul de muncă este stresul. Potrivit Managementului Stresului, stresul poate produce anxietate si depresie în rândul angajaților. Scopul cercetării este de a experimenta cum anume consecințeleorganizaționale, ca depresia si anxietatea, pot fi controlate prin terapia cognitivă,schimbând comportamentul angajaților cu un răspuns adaptativ la stres, anxietate si depresie.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48059208","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 purpose of this study was to examine the relationships between stressors, job satisfaction, well-being, the influence of coping on these relationships and differences for Great Britain, Romania and The Netherlands using the Occupational Stress Indicator-2. 224 participants in Great Britain, 239 participants in Romania and 242 participants in the Netherlands filled in the questionnaire. The stressors workload, hassles and poor organisational climate did have a negative relationship with wellbeing, as expected. The stressor personal responsibility had a positive relationship with well-being. Country was moderating the relationship between managerial role and well-being and personal responsibility and well-being. Coping was mediating the relationships of poor relationships and well-being, and home/work balance and well-being. Well-being did not have a significant relationship with job satisfaction.
{"title":"THE RELATIONSHIPS BETWEEN STRESS, WELL-BEING, JOB SATISFACTION, AND COPING IN THREE EUROPEAN COUNTRIES","authors":"P. Berg, H. Pitariu","doi":"10.24837/PRU.V5I1.309","DOIUrl":"https://doi.org/10.24837/PRU.V5I1.309","url":null,"abstract":"The purpose of this study was to examine the relationships between stressors, job satisfaction, well-being, the influence of coping on these relationships and differences for Great Britain, Romania and The Netherlands using the Occupational Stress Indicator-2. 224 participants in Great Britain, 239 participants in Romania and 242 participants in the Netherlands filled in the questionnaire. The stressors workload, hassles and poor organisational climate did have a negative relationship with wellbeing, as expected. The stressor personal responsibility had a positive relationship with well-being. Country was moderating the relationship between managerial role and well-being and personal responsibility and well-being. Coping was mediating the relationships of poor relationships and well-being, and home/work balance and well-being. Well-being did not have a significant relationship with job satisfaction.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45841628","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 Five-Factor Nonverbal Personality Questionnaire, FF-NPQ (Paunonen, Ashton & Johnston, 2001) is an psychometric, structured, nonverbal measure of personality traits defined within the Big-Five model of personality (Costa & McCrae, 1992). The questionnaire has been experimented on Romanian population and the psychometric properties have been studied on a normative sample of 1800 subjects (Iliescu, Minulescu, Nedelcea, 2005). This study presents the results of an exploratory factorial analysis that was carried out in Romania on the items of the Five-Factor Nonverbal Personality Inventory (FFNPQ). The article is focused on the emergence of a 6-factor factorial solution, in some points different from Costa and McCrae's (1992) model, which has been the fundament of FFNPQ construction.
{"title":"BIG-FIVE OR BIG-SIX? A ROMANIAN EXPLORATORY STUDY BASED ON A NONVERBAL MEASURE","authors":"M. Minulescu","doi":"10.24837/PRU.2007.1.145","DOIUrl":"https://doi.org/10.24837/PRU.2007.1.145","url":null,"abstract":"The Five-Factor Nonverbal Personality Questionnaire, FF-NPQ (Paunonen, Ashton & Johnston, 2001) is an psychometric, structured, nonverbal measure of personality traits defined within the Big-Five model of personality (Costa & McCrae, 1992). The questionnaire has been experimented on Romanian population and the psychometric properties have been studied on a normative sample of 1800 subjects (Iliescu, Minulescu, Nedelcea, 2005). This study presents the results of an exploratory factorial analysis that was carried out in Romania on the items of the Five-Factor Nonverbal Personality Inventory (FFNPQ). The article is focused on the emergence of a 6-factor factorial solution, in some points different from Costa and McCrae's (1992) model, which has been the fundament of FFNPQ construction.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44790206","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 article analyses the statistical procedures used in the proceedings of the one of the psychology conferences regularly organized in Romania. 111 papers in six branches of applied psychology were scrutinized. The analysis was structured on descriptive statistics (numerical and graphical), and inferential statistics (parametric and nonparametric). Was also pursued the extent to which papers complied with APA recommendations on the reporting of confidence limits and size effect. Results: 64.9% of the papers reported statistical results. The sections with more statistical based papers are military psychology (85.7%) and industrial-organizational psychology (84%). On the other hand, only 52.4% papers on educational psychology reported statistics procedures. The average of the reported samples was 190 subjects (minimum 10, maximum 1519). A percentage of 26.4% of works includes at least one statistical descriptive indicator, while 31.9% of works containing statistics, have no descriptive indicators. The graphics used are mostly bar and pie. Regarding inferential statistics, 47.2% of work contains at least one statistical test, and 36.1% have none statistical test. The most frequent utilized tests are Pearson r and t tests. It was recorded no single case of reporting effect sizes and confidence limits. Conclusions: The results allow us to appreciate that the papers presented at scientific events, most of them by young psychologists, contain a relative insufficiently matured statistical analysis, and often insufficient connected to the problem studied. We must appreciate, however, as positive the interest in empirical research and statistical analysis of results.
{"title":"An analysis of the statistics used in psychological papers","authors":"M. Popa","doi":"10.24837/PRU.2009.2.328","DOIUrl":"https://doi.org/10.24837/PRU.2009.2.328","url":null,"abstract":"This article analyses the statistical procedures used in the proceedings of the one of the psychology conferences regularly organized in Romania. 111 papers in six branches of applied psychology were scrutinized. The analysis was structured on descriptive statistics (numerical and graphical), and inferential statistics (parametric and nonparametric). Was also pursued the extent to which papers complied with APA recommendations on the reporting of confidence limits and size effect. Results: 64.9% of the papers reported statistical results. The sections with more statistical based papers are military psychology (85.7%) and industrial-organizational psychology (84%). On the other hand, only 52.4% papers on educational psychology reported statistics procedures. The average of the reported samples was 190 subjects (minimum 10, maximum 1519). A percentage of 26.4% of works includes at least one statistical descriptive indicator, while 31.9% of works containing statistics, have no descriptive indicators. The graphics used are mostly bar and pie. Regarding inferential statistics, 47.2% of work contains at least one statistical test, and 36.1% have none statistical test. The most frequent utilized tests are Pearson r and t tests. It was recorded no single case of reporting effect sizes and confidence limits. Conclusions: The results allow us to appreciate that the papers presented at scientific events, most of them by young psychologists, contain a relative insufficiently matured statistical analysis, and often insufficient connected to the problem studied. We must appreciate, however, as positive the interest in empirical research and statistical analysis of results.","PeriodicalId":37470,"journal":{"name":"Psihologia Resurselor Umane","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-01-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44598396","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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