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Svrha: Jahodin model latentne deprivacije najčešće je teorijsko polazište za ispitivanje povezanosti nezaposlenosti i mentalnog zdravlja. Prema ovom modelu, zaposlenje, osim što osigurava redovite prihode i financijsku sigurnost, omogućuje zadovoljenje duboko ukorijenjenih psiholoških potreba koje u suvremenom društvu nije moguće osigurati na drugačiji način. Cilj rada je provjeriti konstruktnu valjanost Upitnika latentne i manifesne dobrobiti (Muller i sur., 2005), njegovu pouzdanost te prediktivnu valjanost u objašnjenju interindividualnih razlika u mentalnom zdravlju. Metoda: U istraživanju je sudjelovalo 209 nezaposlenih korisnika zajamčene minimalne naknade (Mdob=44.9 ; SD=10.45 ; 58.9% muškog spola). Rezultati: Provedene statističke analize i provjera latentne strukture skale potvrdili su kako je šesterofaktorska struktura LAMB upitnika replicirana na hrvatskome uzorku siromašnih osoba. Prema dobivenim rezultatima podatcima najbolje pristaje ESEM model (χ2=771.050, df=429 ; CFI=.902 ; TLI=.856 ; SRMR=0.039 ; RMSEA=0.062 [0.055-0.069]). LAMB upitnik je pouzdan i valjan mjerni instrument čijih svih šest dimenzija u smislu konvergentne valjanosti značajno pozitivno korelira s mentalnim zdravljem. Rezultati analize traga s manifesnim varijablama pokazali su kako su doživljaj svrhe, društveni status i razina aktivnosti značajni prediktori mentalnog zdravlja nezaposlenih korisnika zajamčene minimalne naknade. Zaključak: Radom je potvrđen konceptualni model latentne deprivacije na uzorku teško zapošljivih osoba te je utvrđena valjanost LAMB upitnika za korištenje u hrvatskom istraživačkom prostoru. Rezultati istraživanja impliciraju kako je podršku korisnicima zajamčene minimalne naknade važno usmjeriti na njihovo mentalno zdravlje i latentnu deprivaciju.

Most employees change their jobs (e.g., their work tasks, relationships, and physical work environment) in order to improve their functioning at work (Vanbelle, 2017 ; Wrzesniewski & Dutton, 2001). Such self-initiated behaviours, referred to as job crafting, are primarily intended to benefit employees themselves (Bruning & Campion, 2018). The aim of this study is to contrast the self- serving nature of job crafting by hypothesizing its positive, reciprocal relationship with a form of work behaviour which primarily benefits organizations – innovative work behaviour (IWB). IWB captures intentional behaviours through which employees introduce and apply new and useful ideas, processes, products, and procedures within a work role, group, or organization and are intended to benefit the individual, the group, or the wider society (West & Farr, 1990). As such, IWB is considered crucial for organizational competitive advantage in today’s dynamic economic environments. Despite that, in the last two decades, knowledge regarding job crafting and IWB has mainly accumulated independent of each other (Potočnik & Anderson, 2016) with few empirical tests of the link between the two (e.g., Afsar et al., 2019 ; Bindl et al., 2019). In response, we draw upon conservation of resources theory (Hobfoll et al., 2018) to test a novel perspective according to which job crafting and IWB perpetuate each other by forming gain cycles that develop through the accumulation of employee resources. Furthermore, we examine whether participative decision making (PDM ; i.e., the extent to which employees are encouraged to engage in organizational decisions ; Evans & Fischer, 1992) can instigate these gain cycles by enhancing subsequent job crafting and IWB. Accordingly, we propose and test a research model in which 1) job crafting and IWB relate positively and reciprocally to each other over time and 2) PDM is an antecedent of both forms of employee behaviour. In addition to the proposed direct effects, the model also proposes two indirect effects linking PDM to job crafting through IWB and linking PDM to IWB through job crafting. The research hypotheses were tested using longitudinal survey data collected among employees (N = 404) from the Belgian higher education sector at three measurement occasions (i.e., in February, March, and April 2018). The sample was composed of the junior research staff (e.g., doctoral students and postdocs ; 48.6%), permanent academic staff (27.0%) and support and administrative staff (24.3%). Participants were predominantly female (76.0%), and the vast majority were highly educated (i.e., 98% had tertiary education). The average age was 37.23 years (SD = 10.83). The results obtained via cross-lagged panel analysis demonstrate that job crafting relates to subsequent increases in IWB, and vice versa, that IWB relates to subsequent increases in job crafting over three measurement occasions. In contrast, PDM does not predict subsequent changes in either form of work behaviour. We discuss these results in light of their contributions to advancing theoretical understanding of the job crafting-IWB relationship and practices intended to promote gain cycles beneficial to employees and employers alike.

Teorija konstrukcije karijere i model konstrukcije karijere kroz prilagodbu (Savickas, 2013) predviđaju da bi pojedinci koji imaju razvijene resurse karijerne prilagodljivosti trebali biti uspješniji u karijernim zadacima, pa tako i u procesu traženja posla nakon završetka studija. Pritom bi samoefikasnost u traženju posla mogla biti medijator odnosa između karijerne prilagodljivosti te percipirane zapošljivosti i uspjeha u traženju posla. No, dosadašnja istraživanja u ovom području uglavnom zanemaruju kontekstualne okolnosti u kojima se proces traženja posla odvija. S obzirom da diplomanti nemaju iste prilike na tržištu rada, cilj ovog istraživanja je bio provjeriti je li mehanizam putem kojeg karijerna prilagodljivost djeluje na njihovu stvarnu i percipiranu zapošljivost jednak za diplomante koji su završili studijske smjerove različite objektivne zapošljivosti. Istraživanje je provedeno online u tri točke mjerenja međusobno udaljene šest mjeseci. Druga i treća točka mjerenja su provedene tijekom pandemije bolesti COVID-19. Pokazatelji objektivne zapošljivosti temeljili su se na dokumentu ""Preporuka za obrazovnu upisnu politiku i politiku stipendiranja"" (HZZ, 2019). U istraživanju je sudjelovalo 688 diplomanata, od kojih je 31, 54% završilo studijski smjer visoke objektivne zapošljivosti, a 68, 46% je završilo studijski smjer niske i umjerene objektivne zapošljivosti. Multigrupne analize na autoregresijskim križnim modelima provedene su u Mplus 8.5 statističkom programu. Rezultati su pokazali da karijerna prilagodljivost nije bila značajan prediktor uspjeha u traženju posla i percipirane zapošljivosti, kao ni samoefikasnosti u traženju posla kod nijedne od grupa objektivne zapošljivosti. No, ustanovljeno je da se kod različitih grupa objektivne zapošljivosti javljaju različiti efekti. Kod diplomanata niske i umjerene objektivne zapošljivosti percipirana viša zapošljivost predviđala je izraženiju samoefikasnost u traženju posla i samoefikasnost u selekcijskom intervjuu. Kod diplomanata visoke objektivne zapošljivosti samo je viša samoefikasnost u selekcijskom intervjuu predviđala izraženiju karijernu prilagodljivost. Dobiveni nalazi nisu u skladu s modelom konstrukcije karijere kroz prilagodbu, no impliciraju važnost istraživanja procesa zapošljavanja na različitim grupama objektivne zapošljivosti.

U ovoj monografiji prikazani su preliminarni nalazi drugog vala istraživanja Kako smo? provedenog krajem 2020. godine, koji pokazuju kakvo je psihološko stanje građana Hrvatske i kako su se s pandemijom COVID-19 i potresom u Zagrebu nosile osobe svih generacija i u različitim životnim ulogama: od učenika i studenata, preko osoba u vezi i samaca, roditelja maloljetne djece, zaposlenih i nezaposlenih osoba do umirovljenika. Pokazale smo kako su se doživljene promjene u načinu života odrazile na razine stresa, anksioznosti i depresivnosti različitih podskupina građana, koji su bili najveći rizični čimbenici te što se pokazalo najvažnijim zaštitnim čimbenicima nenarušenog psihičkog zdravlja.

Finding work right after graduation is a crucial step in one’s career. Given the changing nature of the job market, great emphasis is placed on personal resources when dealing with career transitions and job search. Career adaptability comprises resources that represent self-regulation strengths or capacities to deal with career challenges. Based on the career construction model of adaptation (Savickas, 2013) and previous empirical findings, career adaptability should prompt employment success, especially during exceptional circumstances such as the pandemic. In this study, we aimed to investigate whether career adaptability leads to job-search success after graduation. We also researched if job-search self- efficacy mediates the relationship between career adaptability and job-search success. A three-wave longitudinal study was conducted online. The research started in September 2019, with a six-month time interval between the waves. Therefore, the second (T2) and third (T3) waves took place during the COVID-19 pandemic. There were 688 participants in T1, graduates from different universities across Croatia. Most of the graduates were women (76.3%), with an average age of 25.07 years (SD = 2.64). The participants completed the Career Adapt-Abilities Scale (Savickas & Porfeli, 2012), Job Search Skill and Confidence Scale (Wanberg et al., 2010), Coronavirus Impacts Questionnaire (Conway et al., 2020), and a set of questions on demographic data and job-search success. We conducted a cross-lagged panel model (CLPM) using Mplus 8.5. The results showed that career adaptability did not have a direct effect nor an indirect longitudinal effect – via job-search self-efficacy – on job-search success. The reversed model fit the data better. Graduates who had more job-search success in T1 had higher interview performance self-efficacy in T2. Furthermore, more pronounced interview performance self-efficacy in T1 led to higher career adaptability in T2. These findings provide insight into the university-to-work transition in the new and unplanned contexts of the COVID-19 pandemic.

Rad u doba pandemije obilježilo je iskustvo neizvjesnosti koje definiramo kroz globalnu ili kvantitativnu te kvalitativnu nesigurnost posla. Kvantitativna nesigurnost posla odnosi se na strah i zabrinutost zbog mogućeg gubitka zaposlenja dok se kvalitativna odnosi na zabrinutost zbog mogućih negativnih promjena vezanih uz kvalitetu i uvjete rada u budućnosti. Dok je strah od mogućeg gubitka posla u većoj mjeri bio izražen u privatnom ili poslovnom sektoru, o kvalitativnoj nesigurnosti su u značajno većoj mjeri izvještavali zaposleni u javnom i državnom sektoru. Istovremeno, rad u vrijeme pandemije karakterizirao je pojačan zahtjev za inovativnošću bilo da se radi o novim metodama rada koji se često odvija na daljinu ili oblikovanju novih proizvoda i usluga koji osiguravaju opstanak, a moguće i rast u uvjetima koronakrize. Rad u neizvjesnosti i potreba za inovativnim rješenjima u velikoj mjeri imaju suprotna motivacijska značenja, pa smo istražili njihov odnos u aktualnim okolnostima. Dosadašnja istraživanja su pokazala da nesigurnost posla predstavlja izvor stresa u radu te je negativno povezana s poželjnim ishodima na individualnoj i organizacijskoj razini. Nesigurnost posla trebala bi biti negativno povezana i s inovativnim radnim ponašanjem, a dva su osnovna teorijska polazišta za ovu pretpostavku: (1) prema teoriji socijalne razmjene, nesigurnost posla povezana je s doživljajem kršenja psihološkog ugovora pa dovodi do svjesnog ulaganja manjeg truda u inovativnost ; (2) prema teorijama resursa (modelu zahtjeva i resursa te teoriji konzervacije resursa), u uvjetima nesigurnosti doći će do smanjenog ulaganja truda u inovativnost zbog iscrpljenosti koja će se manifestirati u sindromu sagorijevanja na poslu. Ove dvije hipoteze testirali smo u istraživanju provedenom u studenom i prosincu 2020. godine koje je obuhvatilo 582 radno aktivne osobe različitih sociodemografskih karakteristika. Radi se o prigodnom uzorku koji u većini čine žene i visokoobrazovane osobe. Testirali smo opću pretpostavku o negativnoj povezanosti doživljaja nesigurnosti posla sa samoprocijenjenim inovativnim radnim ponašanjem te pretpostavke o mehanizmima koji leže u podlozi ove povezanosti. Rezultati su potvrdili pretpostavku o negativnoj povezanosti nesigurnosti posla i inovativnog radnog ponašanja. Zanimljivo, iako nesigurnost posla korelira i sa sagorijevanjem i s doživljajem kršenja psihološkog ugovora, samo se sagorijevanje pokazalo potencijalnim mehanizmom u podlozi negativne povezanosti s inovativnim radnim ponašanjem.

Socioekonomski status u društvu određuje individualne resurse kojima osoba raspolaže, širi ili sužava mogućnosti individualnih strategija nošenja sa stresom te u konačnici određuje i individualnu psihofizičku dobrobit. Neka međunarodna istraživanja pokazuju kako individualni socioekonomski status postaje ključan u predikciji posljedica pandemije i to prvenstveno zbog promjena koje je ona izazvala u području rada – niže plaćeni poslovi u uslužnim i proizvodnim djelatnostima obično sa sobom nose veći rizik od zaraze, ali i veću neizvjesnost vezanu uz mogućnost gubitka posla. Čini se da su krizu pandemije u najvećoj mjeri platili najsiromašniji slojevi društva. Cilj istraživanja bio je ispitati ulogu financijskog i radnog statusa u predviđanju psihičkog zdravlja, radne dobrobiti i razine doživljenog stresa među zaposlenim osobama u Hrvatskoj (N= 528). Rezultati su pokazali da osobe s manjim prihodima procjenjuju da su na radnom mjestu u većem stupnju izložene mogućnosti zaraze. One procjenjuju kako njiihov poslodavac u manjoj mjeri brine za njihovu zdravstvenu sigurnost, procjenjuju većom kvalitativnu i kvantitativnu nesigurnost posla te su u manjoj mjeri imale mogućnost prilagodbe posla radu od kuće. One su u većoj mjeri od osoba višeg socioekonomskog statusa ili redovito odlazile na posao ili nisu imale priliku raditi za vrijeme mjera zaključavanja. I financijski stres i nemogućnost prilagodbe načina rada uvjetima pandemije značajno su samostalno doprinosili narušenoj općoj dobrobiti dok je financijski stres značajan samostalni prediktor depresivnosti, anksioznosti i doživljaja stresa za vrijeme pandemije. Također, osobe s manjim prihodima negativnijom procjenjuju razvojnu klimu u svojoj organizaciji, u prosjeku manje participiraju u donošenju odluka, višim procjenjuju svoje radno opterećenje i u većoj mjeri ruminiraju negativne događaje s posla u slobodno vrijeme. Naši nalazi potkrepljuju očekivanja koja proizlaze iz Hobfollove teorije konzervacije resursa te ukazuju na važnost financijskih i statusnih resursa u suočavanju pojedinca s posljedicama krize izazvane pandemijom bolesti COVID-19. Psihosocijalne intervencije trebaju biti usmjerene upravo na očuvanje ovih resursa vulnerabilnih zaposlenika.

U radu se iznose preliminarni podaci online istraživanja psihičkog zdravlja građana Hrvatske tijekom pandemij COVID-19 i potresa u Zagrebu.

The "vicious circle" metaphor of mutually reinforcing poverty, weak school performance, unemployment, discrimination and social distance from the majority population is often used to describe the social status of the Roma ethnic community in most countries. The book presents quantitative and qualitative data collected on a representative sample of the Roma population in Croatia that describe its specific social position, but also the needs and experiences in the fields of education and employment. The authors make specific recommendations for social policy makers based on psychosocial theories of education and employment.

U ovoj su monografiji prikazani preliminarni nalazi istraživanja Kako smo?, koji pokazuju kakvo je psihološko stanje građana Hrvatske i kako su se s pandemijom COVID-19 i potresom u Zagrebu nosile osobe svih generacija i u različitim životnim ulogama: od učenika i studenata, preko osoba u vezi i samaca, roditelja maloljetne djece, zaposlenih i nezaposlenih osoba do umirovljenika. Pokazale smo kako su se doživljene promjene u načinu života odrazile na razine stresa, anksioznosti i depresivnosti različitih podskupina građana, koji su bili najveći rizični čimbenici te što se pokazalo najvažnijim zaštitnim čimbenicima nenarušenog psihičkog zdravlja.

Novonastali uvjeti na tržištu rada izazvani pandemijom COVID-19 stavljaju imperativ na inovativno radno ponašanje (IRP) zaposlenika: u uvjetima visoke ekonomske neizvjesnosti od zaposlenika se, možda više nego ikada prije, očekuje da osmišljavaju i primjenjuju nove ideje, proizvode i procese koji doprinose poslovanju organizacija u novim uvjetima poslovanja. Istovremeno, ovi uvjeti kod zaposlenika potiču doživljaj nesigurnosti posla (tj. zabrinutost oko potencijalnog gubitka posla) koji narušava dobrobit zaposlenika te smanjuje njihovo IRP. Stoga je u fokusu ovog istraživanja pitanje – kako organizacije mogu ublažiti nepovoljne učinke nesigurnosti posla na IRP? Dosadašnja istraživanja pokazuju da participativno donošenje odluka – organizacijska strategija kojom se zaposlenike potiče da sudjeluju u donošenju organizacijskih oduka – može ublažiti negativni učinak nesigurnosti posla na određene oblike radnog ponašanja. Međutim, učinak ove strategije u kontekstu IRP-a još uvijek nije dovoljno istraženo, niti je poznata njena učinkovitost kod zaposlenika koji rade od kuće (telework). S obzirom na potencijalnu veću zastupljenost ovog načina rada i u budućnosti, cilj ovog istraživanja je ispitati može li participativno donošenje odluka ublažiti negativnu povezanost između nesigurnosti posla i IRP-a kod zaposlenika koji rade od kuće. U radu smo testirali moderacijsko-medijacijski model na uzorku zaposlenika različitih demografskih karakteristika (n=283) koji pretpostavlja da će: (1) negativna povezanost između doživljaja nesigurnosti posla i IRP-a biti djelomično posredovana narušenom psihološkom dobrobiti (operacionaliziranom kroz smanjeno zadovoljstvo životom i optimizam) te (2) participativno donošenje odluka imati trostruki moderacijski učinak na izravnu negativnu povezanost između nesigurnosti posla i IRP-a te na povezanosti između nesigurnosti posla i dobrobiti, odnosno dobrobiti i IRP-a. Rezultati su djelomično potvrdili postavljene hipoteze: narušena psihološka dobrobit jedan je od mehanizama u podlozi negativne povezanosti između nesigurnosti posla i IRP-a ; procjena visoke mogućnosti participacije ublažila je izravnu negativnu povezanost između nesigurnosti posla i IRP-a te između narušene psihološke dobrobiti i IRP-a. Nalazi istraživanja ukazuju na pozitivnu ulogu doživljaja participacije u odlučivanju na radno ponašanje zaposlenika u uvjetima rada od kuće te globalne neizvjesnosti izazvane pandemijom.

Karijerna adaptabilnost je psihosocijalni konstrukt koji se pokazao osobito važnim u razdoblju tranzicije u karijeri, kao što je prelazak iz sustava obrazovanja u svijet rada. Dimenzije karijerne adaptabilnosti (usmjerenost prema budućnosti, kontrola, znatiželja i samopouzdanje) mogu imati različito djelovanje na karijerne ishode, no tek manji broj istraživanja je ispitivao možemo li na temelju ovih dimenzija kategorizirati pojedince u različite skupine. Cilj ovog istraživanja bio je ispitati postoje li različiti kvalitativni i/ili kvantitativni profili kod diplomanata na temelju četiri dimenzije karijerne adaptabilnosti, te razlikuju li se diplomanti različitih profila u samoefikasnosti i uspješnosti u traženju posla. Istraživanje je provedeno online na uzorku od 705 diplomanata s područja Republike Hrvatske koji su završili diplomski studij u razdoblju od lipnja do studenog 2019. godine. Većina sudionika su žene (N = 536), prosječne dobi 25, 30 godina (SD = 3, 24). Sudionici su ispunili Skalu karijerne adaptabilnosti (Savickas i Porfeli, 2012) te mjeru Samoefikasnost u traženju posla (Wanberg, Zhang i Diehn, 2010). Također, odgovorili su na tri pitanja o uspješnosti u traženju poslu o tome jesu li: trenutačno zaposleni, dobili ponudu za posao i sudjelovali na intervjuu za posao u posljednjih 6 mjeseci. Na temelju analize latentnih profila, provedene u Mplus 8.4, utvrđeno je postojanje tri skupine diplomanata s obzirom na dimenzije karijerne adaptabilnosti. Riječ je o kvantitativno različitim profilima na temelju kojih razlikujemo diplomante niske (2, 98%), umjereno visoke (46, 9%) i visoko izražene karijerne adaptabilnosti (50, 12%). Diplomanti različitih profila značajno se razlikuju u samoefikasnosti pri traženju posla. Oni diplomanti koji imaju višu razinu adaptabilnosti iskazuju i veću samoefikasnost. Nisu pronađene razlike između tri profila s obzirom na status zaposlenja kao ni s obzirom na to jesu li ili ne dobili ponudu za posao. No, utvrđeno je kako su diplomanti koji spadaju u kategoriju visoke adaptabilnosti u većem broju sudjelovali na intervjuu za posao, od onih umjereno visoke adaptabilnosti. Daljnja longitudinalna istraživanja su potrebna kako bi se ispitala stabilnost profila kroz vrijeme, ali i važnost za dugoročne ishode procesa traženja posla.

Cilj istraživanja bio je ispitati mehanizme koji leže u podlozi odnosa između broja radnih sati i psihofizičkoga zdravlja zaposlenih roditelja te provjeriti moderatorski učinak spola na ovaj odnos. Postavljeni model, koji je uključivao medijacijske učinke dviju dimenzija konflikta rad – obitelj (vremenski i konflikt opterećenja) ispitan je na prigodnom uzorku zaposlenih roditelja (n = 377; 55,2 % majki). Subjektivno psihofizičko zdravlje mjereno je Skalom muskuloskeletalnih simptoma (Barton i sur., 1995) i Upitnikom općega zdravlja-12 (Goldberg, 1988). Konflikt radne i obiteljske uloge zbog prelijevanja radne domene u obiteljsku mjeren je Skalom vremenskoga konflikta i Skalom konflikta opterećenja (Carlson, Kacmar i Williams, 2000). Rezultati su pokazali da su radni sati samostalan prediktor obiju dimenzija konflikta rad – obitelj te je utvrđen moderatorski učinak spola na odnos između broja radnih sati i zdravlja sudionika. Broj radnih sati značajno je pozitivno povezan sa samoprocijenjenim psihičkim i tjelesnim zdravljem majki, ali ne i očeva. Ovu povezanost potpuno posreduje konflikt opterećenja. Suprotno očekivanjima, vremenski konflikt ne posreduje odnos između broja radnih sati i zdravlja zaposlenih majki., The aim of this study was to examine the mechanisms that lie beneath the relationship between work hours and the psychophysical health of working parents and to examine whether sex moderates this relationship. The proposed model, which included mediatory effects of the two dimensions of the Work-family conflict (Time-based and Strain-based conflict), was tested on a convenience sample of working parents (n = 377; 55.2 % mothers). Subjective psychophysical health was measured by Musculoskeletal Symptoms Scale (Barton et al., 1995) and General Health Questionnaire – 12 (Goldberg, 1988). Work-family conflict (due to a spillover of the work domain in the family domain) was measured by Time-based and Strain-based scales (Carlson, Kacmar, & Williams, 2000). The results showed that work hours have a significant independent contribution in predicting both subscales of Work – family conflict. Furthermore, gender moderated the relationship between work hours and participants’ health. Work hours are significantly positively correlated with self-assessed psychophysical health of mothers, but not fathers. This correlation is entirely mediated by Strain-based conflict. Contrary to expectations, Time-based conflict does not mediate the relationship between work hours and the health of working mothers.

Job insecurity (JI ; perceived threat of involuntary job loss) and perceived employability (PE ; perceived probability of obtaining new employment on the internal (PEI) or external labor market (PEE)) have particular resonance in the context of the contemporary labor market: while JI represents a detrimental work stressor, PE is a personal resource that can reduce JI. Despite their well-established relevance, the question on how PEI/PEE can be enhanced and thereby reduce JI is still largely unaddressed. In response, this study departs from Conservation of Resources theory to propose that cooperation among co- workers (COOP) reduces JI via its positive effects on PEE/PEI. To test the hypothesized mediaton model, we conducted a three-wave cross-lagged panel study among Croatian white-collar employees working in 29 private sector organizations. Employees completed on-line survey three times spaced six months apart (N1 = 2133 ; N2 = 1847 ; N3 = 1571 ; N1+2+3 = 576). The results of the longitudinal structural equation modeling showed that COOP has a positive cross-lagged effect on PEI, but not on PEE. Additionally PEE, but not PEI, had a negative cross-lagged effect on JI. Accordingly, we found no evidence for the hypothesized mediation effects. However, we did find that COOP has a negative direct cross-lagged effect on JI. The convenient sample limits the generalizability of findings. The results shed a light on means to enhance PE and reduce JI. This study addressed the understudied antecedent of JI and PE that is highly applicable in organizational interventions.

Perceiving many chances of a new job within the current organization (perceived internal employability ; PEI) or in another organization (i.e., perceived external employability ; PEE) represents a valuable asset to employee career success and well-being. In contrast, knowledge on how these perceptions can be nurtured lags behind. The present study aims to address this void by examining work environmental antecedents of PEI and PEE. In particular, departing from the Conservation of Resources theory and the job demands-resources model, we propose that organizations can enhance PEI/PEE by providing employees job resources that stimulate learning and personal development – job challenge, job autonomy, performance feedback and co-worker cooperation. We also account for the potential dark side of employability enhancement by proposing that those with higher PEI/PEE will in turn be more capable of obtaining additional job resources, a process that leads to increased polarization of the labor market. In all, we hypothesize that (1) job resources enhance PEI/PEE and that in turn (2) PEI/PEE enhance employees’ job resources. To test the hypothesized research model, we conducted a 3-wave cross-lagged panel study. Data was collected among Croatian white-collar employees who worked in 29 private sector organizations. Employees completed on-line kamenovquestionnaires three times spaced approximately six months apart (N1 = 2133 ; N2 = 1847 ; N3 = 1571). The results of the crosslagged structural equation modeling partially supported our hypotheses: coworker cooperation was related to higher PEI and PEE, whereas PEI was related to higher job challenge, job autonomy and performance feedback six months later. These results indicate that organizations can nurture employability perceptions by creating a cooperative work environment. In contrast, individuals with higher PEI are more capable of obtaining high quality jobs characterized by challenging assignments, autonomy and useful feedback.

Aim. Unemployment rates among young people tend to be higher than for other segments of the population. This is due to a lack of experience which makes it more difficult for them to find jobs, and they can't gain the practical experience they need unless they can find someone willing to hire them. For these reasons, successful transition from college to work depends on individual factors that define someone’s employability beyond the necessary training or skills to do the jobs. Recent studies of human social networks have revealed individual differences in their composition and structure. Considerable research demonstrated that structural aspects of social relationships, as reflected in the size of ego-centric social networks, are influenced by demographic variables and life experiences. However, our knowledge on the role of various personal social network variables in predicting career success is still fairly scarce. So, current study investigates a role of personal social network composition and structure in job search success during a one-year period of transition from college to work. Personal social network was conceptualized as an indicator of individual social capital, i.e., available resource that the person can realize through social relations, which potentially play a significant role in predicting individual differences in job search efficacy. Methodology. Graduates (N=303) from different public universities in Bosnia and Herzegovina were surveyed immediately after receiving diploma and followed up six months and one year after graduating when 138 (45%) of them were employed and 165 (65%) still unemployed. Various socio-demographic characteristics of the graduates as well as self-reported personal network characteristics – composition and structure, were in focus of the first wave of data collection. Job search intensity and employment status were measured in the follow up. Results. Logistic regressions revealed that socio-demographic characteristics of the graduates as well as their job search intensity were no significant predictors of employment status six months or one year after entering the labor market. However, personal social network variables were significant predictors: Personal network composition, i.e., social status of acquaintances and strength of ties were significant predictors of job search success. Contrary to our expectations, size of personal network, as an indicator of network structure, was no significant predictor of employment status in the period of one year after graduation. Limitations. The study used self- report measures of personal social network composition and structure and was conducted on a convenience sample, limiting the generalizability of findings. Furthermore, job search success was measured as a binary variable. Implications. As personal social network composition predicts successful transition from college to work, the process of gaining and losing social capital may be crucial for the explanation of differences in career success among people of comparable human capital characteristics. Findings of this study are potentially relevant for our understanding of the phenomena appearing on a societal level, such as the chronically high unemployment rate in Bosnia and Herzegovina. Originality/Value. The study integrates findings on various dimensions of personal social network and tests their incremental validity in predicting job search success.

Job insecurity – a perceived threat of involuntary job loss – has been affiliated to the list of the most severe work stressors. Despite its well-established severity, disproportionately less is known about how we can reduce this problematic phenomenon and alleviate its negative consequences. In response, this study probes: (1) work environmental antecedents of job insecurity ; (2) work environmental moderators of the effects of job insecurity on employees’ wellbeing and (3) mediators of main and moderating effects of work environmental variables. Uniting the Conservation of Resources Theory and psychological climate model, we propose that a resourceful work environment (i.e., high levels of job challenge, role harmony, leader support and co-workers’ cooperation) will reduce job insecurity due to its positive effects on occupational self-efficacy and/or alleviate negative outcomes of job insecurity on employees’ wellbeing due to its positive effects on perceived control. Data were collected among a large sample of Croatian white-collar employees working in the private sector. Participants completed on-line questionnaire three times spaced approximately six months apart (N1=1867 ; N2=1977 ; N3=1852). The hypothesised mediation and mediated moderation models were tested longitudinally via structural equation modelling. The results of the cross-lagged panel analyses did not provide support for the main and moderating effects of psychological climate dimensions. In contrast, we found reversed negative cross- lagged effect of job insecurity on employees’ perceptions of the work environment. In particular, job insecurity predicted decrease in cooperation among co-workers after one year. Accordingly, the results of the present study do not shed a light on the means to encounter job insecurity. However, they do reveal another relevant, yet understudied outcome of this work stressor.

The present study utilizes a multilevel design to investigate the effect of job insecurity climate (JIC) on counterproductive work behavior (CWB) via vigor (a dimension of work engagement). JIC was conceptualized as employees’ perception of how others experience job insecurity at their workplace (i.e., referent-shift approach). We hypothesized that JIC will positively relate to CWB, partially due to its negative effect on vigor at both the individual and work department level. The sample consisted of 377 temporarily employed young researchers clustered within 154 institute/university departments in Croatia. We collected participants’ self-reports via an anonymous on-line questionnaire. The hypotheses were tested with Multi-Level Structural Equation Modeling (ML-SEM). The results showed that vigor fully mediated the relationship between JIC and CWB at the work department level: shared perceptions of JIC negatively related to collectively experienced VI, which was further negatively related to collectively experienced CWB. In contrast, at the individual level we found only a direct positive effect from JIC to CWB. Potential limitations include a cross-sectional design which limits the causality inferences and a sample of young researchers which limits the generalizability of findings. The findings indicate that climate of job insecurity can emerge as a contextual stressor and as such contributes to the work groups’ CWB due to negative effects on work groups’ vigor. The study is one of the first that examines CWB as an outcome of JIC from the multilevel perspective. Furthermore, it contributes to the theoretical explanation of this relationship by investigating the mediating role of vigor.

This study probes the effects of psychological climate as environmental resource on job insecurity via occupational self-efficacy. Psychological climate was conceptualized as molar construct comprising three higher-order latent factors: job challenge and variety, role stress and lack of harmony and coworkers’ cooperation. Uniting the Conservation of Resources Theory and psychological climate model, we propose that resourceful work environment will reduce perceived threat of involuntary job loss (i.e., job insecurity) due to its positive effects on employees’ beliefs in his/her abilities to successfully master job-related challenges (i.e., occupational self-efficacy). The hypotheses were tested among 2195 white-collar employees (from 31 Croatian organizations) working full-time and minimally six months in the current organization. Participants completed on-line questionnaire two times with a time lag of six months. The hypotheses were tested cross sectionally and longitudinally via (cross lagged) structural equation modeling. The cross-sectional results revealed the negative effects of job and coworkers’ characteristics in addition to the positive effect of role characteristics on job insecurity. However, occupational self-efficacy mediated only the effect of job challenge and variety. The longitudinal results will be additionally presented. The study comprises two waves which do not allow the strict test of mediational effects. The convenient sample of organizations and employees limits the generalizability of findings. The findings indicate elements of work environment that may reduce job insecurity as well as the underlying mechanism of these effects. By investigating thus far understudied, theoretically grounded basic elements of work environment, this study contributes to the knowledge on strategies to reduce job insecurity.

The present study probes the effects of psychological climate on perceived employability (PE) accounting for occupational self-efficacy. PE–i.e., the subjectively assessed probability of obtaining new employment, either within the internal (i.e., internal PE) or external labour market (i.e., external PE)–has been recognized as a critical personal resource for successful coping with the challenges of the contemporary labour market. Although much is known on its beneficial effects for employees’ well-being, the knowledge on the antecedents of PE is still relatively scarce. In response, we focus on work environmental resources summarized in the ‘psychological climate’, a molar construct that comprises three higher-order latent factors: job challenge and variety, role stress and lack of harmony and co-workers’ cooperation. Departing from the Conservation of Resources Theory, we propose that resourceful work environment will positively relate to both internal and external PE due to its positive effects on occupational self- efficacy, i.e., employee’s beliefs in his/her abilities to successfully master job-related challenges. Hypotheses on this mediational model were tested among 2195 white-collar employees from the private sector working full-time for a minimum of six months in their current organization. Participants completed an on-line questionnaire comprising of internationally validated self- report measures with sound psychometric properties. Results are based on structural equation modelling (SEM). As hypothesized, the psychological climate dimensions positively predicted both internal and external PE, effects that were partially mediated by occupational self- efficacy. Although the cross-sectional design limits the possibility of drawing causal inferences, the present study demonstrates which elements of one’s work environment may positively contribute to PE, an insight that both employees and organizations could benefit from.

Main Abstract Content: Purpose. The study investigates variations of individual social capital and its role in the job search process during a one-year period of transition from college to work. Individual social capital was conceptualized as a resource that the person can realize through social relations. Design/Methodology. The key variables – size of network, social status of acquaintances and strength of ties – were measured in a three-wave longitudinal study. 303 graduates were surveyed immediately after graduation and followed up six months and one year later when 138 (45%) of them were employed and 165 (65%) still unemployed. Results. The network characteristics differentiate subjects who found a job: Compared to unemployed graduates, employed graduates reported having larger social networks, with stronger ties and social connections of a higher status immediately after graduation. In addition, the groups showed different trends in individual social capital during the one year period: Employed individuals significantly increased the size of their network, as well as the strength of ties, while unemployed individuals reported a decrease in the social status of acquaintances. Limitations. The study used self-reported measures and was conducted with a convenience sample, limiting the generalizability of findings. Research/Practical Implications. As quality and quantity of social contacts relate to a successful job search, the process of gaining and losing social capital may be crucial for the understanding of differences in career success among people of comparable human capital characteristics. Originality/Value. The study integrates the latent deprivation model with conservation of resources theory in explaining the individual meaning of unemployment.

Social capital of an individual represents available resources that a person can realize through social relations. At the individual level, the concept of social capital is often defined as the size, structure and quality of social network. For these reasons, employment per se represents a beneficial context for gaining social capital, while unemployment is related to social isolation. As the quality and quantity of social contacts relate to successful job search and predict various career outcomes, the process of gaining and losing social capital may be crucial for our understanding of individual differences in career success of people with comparable human capital characteristics. Accordingly, the present study investigated the role of social capital in job search success and analyzed the trends in individual social capital during the period of college-to-work transition. The total number of 501 graduates (392 females, Mage=24.5) was surveyed two times: immediately after receiving a diploma at University of Mostar (Bosnia and Herzegovina) and six months after when 109 (35%) of them were employed and 325 (65%) still unemployed. The key variables were characteristics of individual’s social network – the size, importance of acquaintances and strength of ties. The results of the 2x2 repeated-measures ANOVA showed the significant effects of the network characteristics in differing subjects who found employment 6 months after diploma: compared to graduates who were still unemployed after 6 months, employed graduates reported having larger social networks , with stronger ties and more important connections immediately after graduation . Furthermore, in both groups the social ties became weaker in time and graduates who found employment increased the network size. The results enable a more thorough insight into the mechanisms of individual variations in career success and the role of social capital in successful transition from college to work.

Researchers of social networks recognize the distinction between networks that represent real social interactions and the networks as phenomenal constructs - real or imagined mental constructions of social relations . In the latter - the “cognitive structure” approach, the measurement used was usually based on a respondent’s recall of each possible dyadic relationship in the given network and was mostly used in studies about accuracy of individual social network perception. Recently, Mehra et al.(2013) devised a new method using stylized network images to gather quantitative data on how people “see” some specific aspects of their social words - “visual network scales”. The aim of this study is to describe the longitudinal trends in the phenomenology of social networks in a specific context of student’s groups/networks. The participants were students of psychology (N=99) and social work (N=99) at the University of Zagreb. The student’s network is described as consisting of all other students that have enrolled at the same department in the same year. In this specific educational context, in their first year students choose a particular subject as their major, and are participating in the most of the courses together. We assume it makes their student’s network relatively stable and it is often viewed as the closest thing to any kind of formal group membership that most students have. We used the new method to examine how the perception of their student’s networks changed over the one-year time period. At both time points we measured their perception of: ego network density, ego network bridging, whole network density, and structure of whole network, their position in whole network and their preferences for having dense ego network and occupying bridging position. At the second time point the participants were additionally asked to estimate the extent of change on each examined network characteristics that happened when compared to the previous year. We hypothesized that the perception of ego density, whole network density and the tendency of individual to perceive himself as having more central position in the network will be higher in time 2 due to expected higher interconnectedness. The direction of changes was as hypothesized for all scales, but it was statistically significant only for ego density, suggesting that phenomenology of a network changes at the slow rate and that changes in personal ego network are more obvious to the individual than the changes in whole network. Somewhat contra-intuitive to the rise in ego density, at time 2 the participants reported occupying more bridging positions among their close peers than in first time point. This finding could indicate that different motives, preferences and social processes are simultaneously involved in formation of new ties. Most of the participants saw the whole network as having a clique structure in both time points. Additionally, their estimation of changes in time 2 showed a modest correlation with the difference in their scores at two time points. In the discussion, we point out the future direction for the scale validation, its criterion and construct validity.

Job insecurity, i.e. employees’ worries about the future continuance of their jobs, has only recently been recognized as a social phenomenon – conceptualized and measured as the job insecurity climate (JIC). In this regard, research showed that JIC represents an important social stressor: working in an environment characterized by shared perceptions of threat of job loss relates to impaired individual and organizational well-being. However, much less is known about the mechanisms through which JIC affects employees and organizations. To address this research gap, the present study investigated the mediators of JIC’s effects on job-related emotions and counterproductive work behaviour (CWB), outcomes that have not been yet assessed as consequences of JIC. Accordingly, the focal question was whether shared perceptions of psychological contract breach (PCB) and powerlessness could account for the negative effects of JIC. The sample comprised of 377 research/teaching assistants and postdoctoral researchers clustered within 154 work departments in higher education institutions and research institutes. Participants represented diverse research fields and all were employed on temporary contracts. Study variables – JIC, PCB, powerlessness, job- related emotions and CWB – were assessed via on-line survey by internationally validated self-report measures, which were back- translated and had sound psychometric properties. The results based on the Multi- Level Structural Equation Modeling (ML-SEM) supported the mediating role of PCB and powerlessness in the relationship between JIC and employees’ emotions and behaviour: both mechanisms explained the positive effects of JIC on negative emotions and CWB as well as the negative effects on positive emotions at work. Getting a more thorough insight on why working in a context characterized by job insecurity negatively affects employees and organizations represents a fruitful avenue for creating beneficial psychosocial work environments.

The economic recession followed by increased unemployment rates recently registered in most European countries has decreased the quality of work life for many people. In the first instance, many have experienced work intensification, a higher level of job insecurity, and finally, job loss and unemployment. These pervasive stressors represent the nonpecuniary individual costs of working in a context of macroeconomic stagnation. In this respect, special demands are placed on workers in countries with high and stagnant unemployment rates, as is the case in Croatia. Accordingly, this lecture discusses and compares the findings of recent cross-sectional and longitudinal studies conducted in several countries with high unemployment rates and low work mobility. The results are organized along three topics that present the most pronounced challenges for workers and for psychologists working with the unemployed: (1) consequences of unemployment on individual health ; (2) problem and emotion focused strategies of coping with job loss ; and (3) human and social capital variables that serve as individual resources in the job search process. Special emphasis is placed on the individual costs of adaptive work behavior in the process of coercive work mobility between employment, unemployment and nonstandard work, phenomena specific for the social context presented above. The main conclusions are discussed in line with the meaning of work and the conservation of resources theory. The lecture concludes with guidelines for designing psychological interventions for three distinct groups of unemployed persons: currently displaced workers, long-term unemployed persons and young people entering job markets.

The study deals with individual factors that are related to more or less adaptive behavior in the situation of job loss. Problem- and emotion-oriented coping strategies, their antecedents and consequences were in the focus. The data were obtained through a two-wave longitudinal study on a sample of 462 persons of various demographic and work characteristics who had recently lost their jobs. In the first wave, data on their demographic and work characteristics, experienced resources (financial situation, core self-evaluation, social support, job involvement and job-search self-efficacy) and strategies of proactive job search, occasional work, job-loss distancing and job devaluation were collected. In a follow-up study, conducted after six months, employment status and perceived work uncertainty were in the focus. The results can be summarized in several general findings: (1) Different patterns of individual characteristics were related to the tendency to use the individual strategy more or less intensively, and the strategies showed different adaptive roles in terms of their relations to measured outcomes; (2) The availability of coping resources is a significant predictor of the most adaptive, problem-oriented, strategy of proactive job search; (3) Some measured resources were not related to emotion-oriented strategies, and some of them stood in negative relations; (4) Proactive job search, but not the measured resources, was a significant independent predictor of reemployment six months later, in addition to age and education level; (5) Employment status, measured after six months, was a significant independent predictor of the concurrent experience of work uncertainty – reemployed individuals experienced less anxiety regarding their future work; (6) Demographic variables and measured resources served alongside current employment status as significant predictors of work uncertainty, but strategies did not. Key words: coping resources, coping strategies, job loss, unemployment, work uncertainty.

The purpose of the study was to examine the role of quantitative job insecurity in subjective health of industrial shift workers as well as to test several dimensions of the organizational context as potential moderators of this relationship. We defined job insecurity as an additional stressor to shift work and supposed that the organizational context moderates its detrimental consequences on employees’ health. Hypotheses were tested with a survey-based cross- sectional methodology. We defined the organizational context through several working conditions: demands, control, managerial and peer support, relationships, role and change. The HSE Management Standards Analysis Tool, 4-item job insecurity scale and Subjective Health Questionnaire SF-36 were applied to a convenience sample of 641 manufacturing shift workers of various age, gender and organizational tenure, employed in three Croatian factories. The hypotheses were generally supported: job insecurity predicted lower levels of workers’ self-reported physical, psychological and general health while a beneficial organizational context buffered this negative relationship. However, night work and job insecurity did not explain individual differences in health. The convenience sample and cross- sectional methodology limit the interpretations of the findings, especially their generalizability, as well as the possibility of causal inferences about the tested relationships. The study identifies several organizational factors as buffers of detrimental consequences of job insecurity among manufacturing workers which have been recognized as a vulnerable labour force. The study contributes to previous knowledge with some valuable insights on the impact of job insecurity among highly demanding blue-collar jobs.

The aim of the study was to test the relationship between perceived job insecurity and self-rated health among one of the most vulnerable, yet understudied occupational groups, i.e. industrial shift workers. Specifically, we tested (i) the incremental contribution of job insecurity in predicting employees’ physical, general and mental health by controlling for the effects of basic working conditions and (ii) the moderating effects of working conditions on the relationship between job insecurity and health. The hypotheses were grounded on the assumptions of the psychological climate framework and the Conservation of Resources theory. We used a survey-based cross- sectional methodology to collect data among 459 industrial shift workers. The results showed that job insecurity represents one of the most important work stressor among this working population. Additionally, we found that several basic working conditions moderated the negative relationship between job insecurity and employees’ health – namely, job demands, job control and role clarity.

The purpose of the study was to examine the role of job strain in predicting work-related well- being among young highly educated professionals employed in the private and public sector in Croatia. Self- reported measures of job demands and decision latitude, job satisfaction, perceived employability and positive psychological capital were applied on comparative samples of highly educated professionals employed in private (N=174) and public (N=234) sector organizations. According to the Job Demand-Control model, differences between active, low strain, passive or high strain jobs were tested. Professionals who perceived their jobs as active or low strain jobs in the private sector showed a higher level of positive psychological capital ; both groups showed a higher level of job satisfaction as a function of the job strain but the effect was stronger among professionals in the private sector. Job demands were crucial for the group differences in the perceived employability. The convenient sample and cross- sectional methodology limit the interpretations of the findings, especially their generalizability, as well as the possibility of causal inferences about the tested relationships. The study identifies different patterns of the relations of job demands and control to the job satisfaction, positive psychological capital and perceived employability and indicates the differences between private and public sector employees. The study contributes to our understanding of the differences in work motivation between the public and private sectors with some valuable insights on validity of the Job Demand Control model in predicting various positive outcomes.

Posljednje desetljeće karakteriziraju intenzivne promjene u organizaciji rada. Društveni znanstvenici njihov uzrok vide u brzom tehnološkom napretku i globalizaciji te ekonomskoj stagnaciji i recesiji. Ove globalne društvene pojave postavile su nove zahtjeve pred radne ljude. Povećao se broj ugovora na određeno vrijeme, honorarnih i neprijavljenih poslova te su se povećali zahtjevi za fleksibilnošću. Na individualnoj razini, ove promjene prate neka nova iskustva i pritisci koji radni život ljudi čini stresnim. Prije svega, povećao se doživljaj nesigurnosti posla i napora za zaposlene, a sve veći broj ljudi prolazi iskustvo gubitka posla i nezaposlenosti. Ovi izvori stresa i njihove posljedice na radnu motivaciju i psihofizičko zdravlje ljudi bit će u središtu pažnje. Povećana stopa nezaposlenosti u nekom društvu pozitivno je povezana s radnim opterećenjem zaposlenih. Osim toga, povećava se udio napornih poslova u kojima povećani intenzitet zahtjeva posla prati niska autonomija u radu. Ovom izvoru stresa, posebno su izloženi niže obrazovani ljudi zaposleni u radničkim zanimanjima. Međutim, udio napornih poslova raste i kod visoko obrazovanih profesionalaca. Istraživanja pokazuju kako je radno preopterećenje najpogubniji radni stresor kada govorimo o psihičkom i fizičkom zdravlju, a može se ukloniti metodama rukovođenja koje povećavaju autonomiju u radu kao i nekim tehnikama reorganizacije rada. Doživljaj nesigurnosti posla, odnosno radne neizvjesnosti, specifičan je izvor stresa negativno povezan s radnom motivacijom i učinkom mjerenim na individualnoj i organizacijskoj razini. Iako se u nekim situacijama ne može prevenirati, postoje metode kojima se smanjuju negativni učinci nesigurnosti posla na radnu motivaciju i zdravlje ljudi. Gubitak posla izrazito je stresni događaj, a procjena njegove ireverzibilnosti povezana je s negativnim posljedicama na psihičko i fizičko zdravlje. Nezaposlenost prati pad u psihičkom i fizičkom zdravlju, psihološka, socijalna i financijska deprivacija, a dugotrajnu nezaposlenost i socijalna isključenost. Zbog toga su zdravlje, ali i radne kompetencije nezaposlenih osoba posebno ugrožene. I u situaciji smanjene ponude poslova, potrebne su psihološke intervencije usmjerene na očuvanje radnih sposobnosti nezaposlenih. U predavanju će biti ukratko opisane teorije koje objašnjavaju prirodu doživljaja koji prate naporne poslove, nesigurnost posla i nezaposlenost te omogućuju razumijevanje njihovih posljedica na dobrobit i radnu motivaciju. Sažeto će biti prikazani ključni nalazi brojnih istraživanja ; oni će biti polazište za opis izazova koji stoje pred psiholozima te će biti iznesene preporuke intervencija na organizacijskoj i društvenoj razini.

Istraživanja u području zdravstvene psihologije rada sustavno pokazuju da stresori u radnom kontekstu nepovoljno utječu na dobrobit radnika. U tom smislu, pažnju istraživača u novije vrijeme sve više zaokuplja nesigurnost posla. Iako rezultati nedvojbeno pokazuju da se radi o stresoru, izravne empirijske usporedbe važnosti nesigurnosti posla u odnosu na druge izvore stresa u radu još uvijek su malobrojne. Također, nije jasno ni ima li doživljaj nesigurnosti posla istu ulogu u objašnjenju individualne dobrobiti u različitim okolnostima objektivne sigurnosti posla. Stoga je cilj istraživanja bio ispitati doprinos nesigurnosti posla u predviđanju zdravlja radnika u uvjetima objektivno visoke i niske sigurnosti zaposlenja, uspoređujući ga s tradicionalnim izvorima stresa u radu kao što su zahtjevi posla i odnosi s kolegama. Istraživanje je uključivalo dvije komparabilne skupine smjenskih radnika zaposlenih u dvije organizacije koje su se razlikovale u objektivnim indikatorima sigurnosti posla: industrijskoj organizaciji u procesu restrukturiranja (N = 308) i javnoj vatrogasnoj postaji (N = 187). Nesigurnost posla ispitana je Skalom nesigurnosti posla, izvori stresa u radu Upitnikom stresora u radu HSE, a psihofizičko zdravlje Upitnikom zdravlja SF-36. Rezultati su pokazali da doživljaj nesigurnosti posla doprinosi predikciji psihofizičkog zdravlja radnika povrh demografskih i radnih karakteristika te izloženosti drugim stresorima u radnoj okolini. Ovaj nalaz neovisan je o objektivnim indikatorima sigurnosti: doživljaj nesigurnosti posla značajan je prediktor zdravlja u kontekstu visoke i niske sigurnosti zaposlenja. Iako korištena metodologija ograničava uzročno-posljedične interpretacije rezultata, moguće je zaključiti da nesigurnost posla predstavlja važan stresor koji istovremeno u velikoj mjeri ovisi o individualnoj percepciji zaposlenika. Stoga psihološke intervencije mogu imati ključnu ulogu u uklanjanju i ublažavanju njegovih posljedica.

Nesigurnost posla smatra se stresorom s negativnim posljedicama po pojedinca i organizaciju. Međutim, iako je negativna povezanost ove značajke radne okoline s osobnom dobrobiti, stavovima prema poslu i organizaciji te ponašanjima na radnom mjestu relativno dobro utvrđena (De Witte, 2005), istraživanja koja su se bavila mehanizmima preko kojih nesigurnost posla djeluje na navedene ishode su malobrojna. Stoga smo, na temelju transakcijske teorije stresa (Lazarus i Folkman, 1984), kao potencijalne medijatore ishoda ovog stresora odabrali procjene pravednosti organizacije. Cilj je bio ispitati posreduju li distributivna i proceduralna organizacijska pravednost vezu između doživljaja nesigurnosti posla i zadovoljstva poslom. U tu svrhu, Skala kvantitativne nesigurnosti posla (De Witte, 2000), 3 čestice kvalitativne nesigurnosti posla – doživljaj neizvjesnosti vezane uz mogućnost napredovanja, plaću i radne resurse, prilagođena Skala organizacijske pravednosti (Jakopec i Sušanj, 2014) te Skala općeg zadovoljstva poslom (Maslić Seršić i Šverko, 2000) primijenjene su na uzorku 455 osoba visoke stručne spreme oba spola, starosti do 45 godina i zaposlenih u različitim organizacijama u Republici Hrvatskoj. Rezultati višestrukih medijacijskih analiza s bootstraping metodom procjene značajnosti indirektnih efekata (Preacher i Hayes, 2008) pokazuju kako su i distributivna i proceduralna pravednost medijatori povezanosti opće nesigurnosti posla, kao i nesigurnosti napredovanja, trenutne plaće i resursa na poslu, sa zadovoljstvom poslom. Pri tome ova dva medijatora objašnjavaju 55–100 % povezanosti nesigurnosti posla sa zadovoljstvom poslom. Iako je provedeno istraživanje transverzalno i korelacijsko što ograničava uzročno-posljedičnu interpretaciju nalaza, ono je među prvima koje se bavi organizacijskim medijatorima ishoda nesigurnosti posla. Rezultati daju smjernice za buduća istraživanja, ali i potencijalna djelovanja u svrhu umanjivanja negativnih učinaka nesigurnosti posla.

Predstavljeni su rezultati međunarodnog istraživačkog projekta pod naslovom Defining Dispositional Employability in Croatian Society koji je nastao u suradnji Odsjeka za psihologiju Filozofskog fakulteta u Zagrebu i Odsjeka za psihologiju, Državnog Sveučilišta u Coloradu (SAD). Pokrovitelji projekta su Vlada SAD-a i Ministarstvo rada i mirovinskog sustava RH. Ciljevi projekta bili su: (1) utvrditi ponašanja, stavove i osobine ljudi koje, bez obzira na formalno obrazovanje i druge demografske značajke, utječu na uspješno zapošljavanje ostvareno kroz radnu fleksibilnost i mobilnost, skraćuju razdoblja nezaposlenosti i potiču samostalno upravljanje karijerom ; (2) istražiti individualnu zapošljivost radnih ljudi različitih demografskih i radnih karakteristika ; (3) razviti instrument za mjerenje dispozicijske zapošljivosti definirane kao višedimenzionalni konstrukt poželjnog stanja radne motivacije. Projekt je obuhvaćao kvalitativne i kvantitativne studije radne motivacije osoba različitih demografskih i radnih karakteristika te empirijsku validaciju konstrukta zapošljivosti u hrvatskoj kulturi. Rezultati se temelje na kvalitativnim podacima prikupljenima metodom fokusnih grupa te kvantitativnim istraživanjima provedenima na preko 1200 zaposlenika različitih demografskih i radnih karakteristika. Utvrđeni su stavovi prema radu i radna ponašanja koja opisuju zapošljivost na individualnoj razini. To su zaokupljenost radom, radna samoefikasnost i proaktivnost, otvorenost prema promjenama u poslu, radna otpornost i socijalni kapital. Predstavljanje projekta će obuhvaćati prezentaciju prikupljenih rezultata i konstruiranog instrument te raspravu o praktičnim implikacijama dobivenih nalaza i smjernicama daljnje suradnje u ovom području. Na predstavljanje projekta bit će pozvani predstavnici Ministarstva rada i mirovinskog sustava i Veleposlanstva SAD-a u Zagrebu. Novokonstruirani instrument i pripadajući validacijski podaci bit će ponuđeni na besplatno korištenje članovima Sekcije za Organizacijsku psihologiju HPD-a.

Ovom istraživanju je cilj opisati mrežu suradnje među znanstvenicima iz Republike Hrvatske koji su prema Upisniku MZOŠ- a iz 2008. godine pripadali polju tzv. „odgojnih znanosti“. Radi se o heterogenom polju sastavljenom od više disciplina: pedagogije, edukacijsko- rehabilitacijskih znanosti, te kineziologije. Korišten je teorijsko- metodološki okvir analize društvenih mreža (ADM), odnosno teorije mreža koje su razvili sociofizičari. Nakon prikupljenih podataka o 1818 radova objavljenih u razdoblju od 1992. do 2012. godine koji su indeksirani u dvije međunarodne baze (WoS i Scopus) i jednoj nacionalnoj bazi (autorske knjige u NSK katalogu) za 418 znanstvenika, konstruirana je mreža koautorstva. Suradnja je operacionalizirana kao koautorstvo na objavljenim radovima. U mreži su prisutni svi znanstvenici koji su imali barem jedan objavljen rad u vremenskom periodu (N=371). Modeliranje znanstvene suradnje na makro razini provodi se pomoću analize kvantitativnih svojstava mreže. Tako se utvrđuje ima li mreža strukturu malog svijeta koju karakterizira mala udaljenost među pojedincima u mreži ; Usmena priopćenja te postoji li mehanizam preferencijalnog povezivanja kod kojeg znanstvenici koji imaju veliki broj veza imaju veću vjerojatnost nastanka novih veza. Očekivali smo mrežu sastavljenu od nekoliko komponenti koje su slabo povezane jer se radi o polju sastavljenom od različitih disciplina. Vizualni uvidom zaključuje se da ima tri klastera: jedan gušći kojeg čine većinom znanstvenici sa Kineziološkog fakulteta. S nekoliko je veza spojen s drugim klasterom manje gustoće, većinom sastavljenim od znanstvenika sa Edukacijsko- rehabilitacijskog fakulteta. Postoji još jedna komponenta, nepovezana s druge dvije, a čine je znanstvenici s Učiteljskih fakulteta, te nekoliko izoliranih komponenti. Kvantitativni indikatori opažene mreže ukazuju da ima strukturu malog svijeta: visoko grupiranje i kratku udaljenost u odnosu na slučajne mreže. Distribucija stupnjeva je nerazmjerna što ukazuje na postojanje preferencijalnog povezivanja. Da bismo istražili kako se mreža polja mijenjala kroz vrijeme, proveli smo analizu mreže za dva vremenska perioda: t1= 1992 – 2002 i t2= 2003-2012. Gustoća mreže je gotovo jednaka u oba perioda, broj komponenti koje su veće od tri člana je manji u t2, što ukazuje da dolazi do većeg grupiranja. Dvije najveće komponente u t1 su se povezale u jednu komponentu u t2. U drugom periodu su „izronile“ još dvije nepovezane komponente. Prosječna duljina najkraćeg puta raste, što je u skladu s očekivanjima, ali rast koeficijenta grupiranja nije očekivan i upućuje na veću tendenciju međusobne suradnje. Takav obrazac sugerira da mreža odgojnih znanosti postaje kohezivnija. Rezultati su interpretirani u kontekstu metodoloških specifičnosti definiranja granica mreže i mogućnosti koje pruža ADM u praćenju razvoja i diferencijacije znanstvenih disciplina.