Psihologia Resurselor Umane最新文献_第4页

The do’s and don’ts of supervisor behavior. Supervisor personality as predictor for subordinate’s job insecurity and citizenship behaviors 主管行为的注意事项。主管人格对下属工作不安全感与公民行为的预测作用

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI: 10.24837/PRU.V19I1.478

A. Petrișor, L. Maricuţoiu, F. Sava

{"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":" ","pages":""},"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}

引用次数: 0

The Role of Work Alienation in the Relationship Between Perceived Organizational Injustice and Counterproductive Work Behaviors 工作异化在感知组织不公正与反生产工作行为关系中的作用

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI: 10.24837/PRU.V19I1.487

Gabriel Amzulescu, Andreea Butucescu

{"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":" ","pages":""},"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}

引用次数: 3

Development of a New Personality-Oriented Work Analysis Questionnaire: First Steps Towards Validation 一种新的以个性为导向的工作分析问卷的开发：验证的第一步

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI: 10.24837/PRU.V19I1.484

A. Manea, D. Iliescu

引用次数: 0

Multiple team membership: current state of affairs and directions for future research 多个团队成员：现状和未来研究方向

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI: 10.24837/PRU.V19I1.490

Nicoleta Meslec

{"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":"1 1","pages":""},"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}

引用次数: 0

Significant career change to software development. A life-course perspective 软件开发的重大职业转变。人生历程视角

Psihologia Resurselor Umane Pub Date : 2021-05-30 DOI: 10.24837/PRU.V19I1.482

Preoteasa Ana Maria

引用次数: 0

Work-family enrichment of dual-earner couples: a longitudinal study on the effects of personal resources 双职工家庭工作家庭丰富化:个人资源影响的纵向研究

Psihologia Resurselor Umane Pub Date : 2020-11-09 DOI: 10.24837/pru.v18i2.473

D. Vîrgă, A. Matei

引用次数: 4

Fulfilled Expectations about Leaders Predict Engagement through LMX 实现对领导者的期望通过LMX预测敬业度

Psihologia Resurselor Umane Pub Date : 2020-11-09 DOI: 10.24837/pru.v18i2.475

Andreea Petruş

{"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":" ","pages":""},"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}

引用次数: 1

Workplace Bullying and Turnover Intention. The Role of Protective versus Vulnerable Personality Factors 职场欺凌与离职倾向。保护性与脆弱性人格因素的作用

Psihologia Resurselor Umane Pub Date : 2020-11-09 DOI: 10.24837/pru.v18i2.476

D. Iliescu, Andreea Butucescu, M. Mutu

引用次数: 2

The Path from Leader-Member Exchange to Citizenship: An Empirical Test of Self-Determination as a Linchpin 从领导-成员交换到公民身份的路径:自我决定作为关键的实证检验

Psihologia Resurselor Umane Pub Date : 2020-11-09 DOI: 10.24837/pru.v18i2.474

Anata-Flavia Ionescu, D. Iliescu

引用次数: 0

Diversity at a crossroads: How diversity research can contribute to the fight for social justice 十字路口的多样性：多样性研究如何为争取社会正义做出贡献

Psihologia Resurselor Umane Pub Date : 2020-11-09 DOI: 10.24837/pru.v18i2.472

S. Boroș

引用次数: 1