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Research goals and why the work was worth doing Situational judgment tests (SJTs) can be a useful tool for selection and development of leaders. However, most traditional leadership SJTs have questionable construct validity. At the same time, newer, construct-driven SJTs might not be as appealing to practitioners and candidates as they can be long and assess a large number of overlapping dimensions. The goal of our research was to design a leadership SJT that would be both construct based and appealing to HR practitioners and leaders. Theoretical background Based on critical incidents methodology, literature review and interviews with managers, and guided by the “not too few, not too many” principle we identified five key leadership competencies that appeared across all sources: motivating subordinates (MS), developing subordinates (DS), teamwork management (TM), relationship management (RM) and decision-making (DM). Next, we developed a construct-driven SJT for measuring the procedural knowledge (Motowidlo et al., 2006) related to these competencies. The content of our item responses draws on three well- known psychological constructs that conceptually align with the five competencies – transformational leadership (MS and DS), political skill (RM and TM) and actively open-minded thinking (DM). Each competency was assessed with four situations each having three response alternatives that reflected different levels of a specific competency. Design/Methodology/Approach/Intervention To validate the SJT, we conducted an online survey of 197 supervisors (46.5% female) with the average of 9.25 years of supervising experience (SD = 6.83). The participants completed the SJT and self-reports of declarative knowledge related to the five competencies, transformational leadership, political skill, actively open-minded thinking and the Big 5. We also obtained data from their subordinates (on average, 3 subordinates per supervisor) who rated their supervisor’s transformational leadership and work performance and completed self-reports of burnout, psychological safety and perceived organizational support. Results obtained Monotrait-heteromethod correlations between supervisors’ SJT scores and declarative knowledge of the five competencies showed partial support for the convergent validity of the SJT-MS, SJT-TM and SJT-DM. When it comes to related constructs, only SJT-DM had a significant correlation with actively open-minded thinking. SJT-MO was the only dimension that predicted higher subordinate ratings of supervisors' transformational leadership and work performance as well as their psychological safety after controlling for supervisors' self-reported transformational leadership, political skill and personality. Limitations Internal consistencies of SJT dimensions were below the acceptable level. Conclusions – research and or practical implications/Originality/Value The GB-SJT aims to walk a fine line between the traditional and purely construct-based SJTs. The validation results are promising when it comes to dimensions of motivating others and decision- making, but warrant further refinement of the test. Relevance to the Congress Theme Good bosses are leaders - they motivate employees, help them develop their talents and make important decisions. These leadership competencies, as well as their assessment will only become more important in the future dynamic work environment. *This work was supported by Croatian Science Foundation (Grant No. IP-2018-01-9354) Relevant UN SDGs UN SDGs relevant to this paper are (3) Good health and well-being, (8) Decent work and economic growth.

The aim of this study is to test different types of interventions for improving/teaching actively open-minded thinking (AOT). We test two types of interventions - one using a newly-developed serious game (gamified intervention), and the other using an online educational module (online module intervention).

Stilovi rukovođenja jedan su od najviše istraživanih fenomena u području menadžmenta i organizacijske psihologije, a pokazali su se važnim čimbenicima mnogih organizacijskih ishoda, poput subjektivne dobrobiti zaposlenika, stavova prema radu i radnog ponašanja zaposlenika pa čak i tržišne uspješnosti poduzeća (Hogan, 2017 ; Hogan i Kaiser, 2005). Ipak, većina dosadašnjih istraživanja provedena je u velikim poduzećima odnosno korporacijama, a mnogo je manje pozornosti posvećeno pitanjima rukovođenja u kontekstu poduzetništva odnosno malih i srednjih poduzeća. S obzirom na to da se te dvije skupine poduzeća znatno razlikuju u organizaciji pa posljedično i psihološkim zahtjevima na zaposlenike, još uvijek je otvoreno pitanje mogu li se nalazi istraživanja provedenih u korporacijama generalizirati na ovaj segment te se to područje istraživanja rukovođenja u posljednjih godina intenzivira (Letich i Harrison, 2018). U našem istraživanju usmjerili smo se na rukovođenje u segmentu malih i srednjih poduzeća. Istraživanjem smo željeli provjeriti povezanost stilova rukovođenja direktora takvih poduzeća sa stavovima prema radu njihovih podređenih. U istraživanju je sudjelovalo 66 direktora i 167 njihovih podređenih zaposlenika. Od direktora smo prikupili samoprocjene o stilovima rukovođenja, a od podređenih procjene stilova rukovođenja te samoprocjene o zadovoljstvu poslom, percipiranoj organizacijskoj podršci i namjeri napuštanja organizacije kao mjerama stavova prema radu. Dobiveni rezultati su pokazali umjerenu do visoku povezanost između stilova rukovođenja i stavova prema radu. Razlike između povezanosti transformacijskog i transakcijskog stila rukovođenja sa stavovima prema radu nisu značajne, što ukazuje na podjednako učinkovite stilove rukovođenja u kontekstu malih i srednjih poduzeća.

Cilj ovog istraživanja bio je provjeriti psihološke odrednice odgovornog ponašanja u COVID-19 krizi. Kao potencijalne odrednice ponašanja mjerili smo anksioznost i zabrinutost zbog situacije, činjenično znanje i znanstveno neutemeljena vjerovanja o koronavirusa te dispozicije mišljenja (kognitivnu refleksivnost, aktivno otvoreno mišljenje, povjerenje u intuiciju i zainteresiranost za znanost) kao potencijalne odrednice znanja/neutemeljenih vjerovanja. Osim toga, testirali smo može li kratka intervencija temeljena na tehnici razmatranja suprotne opcije/zaključka biti učinkovita u smanjivanju znanstveno neutemeljenih uvjerenja o koronavirusu. Naš online upitnik ispunilo je 1439 sudionika. Rezultati su pokazali da kratka intervencija nije utjecala na neutemeljena vjerovanja. Što se tiče odrednica odgovornog ponašanja, pokazalo se da veća zabrinutost zbog situacije s koronavirusom i niža razina znanstveno neutemeljenih vjerovanja predviđaju odgovornije ponašanje. Pritom je zabrinutost bila medijator odnosa između anksioznosti i ponašanja dok su znanstveno neutemeljena vjerovanja bila medijator odnosa između dispozicija mišljenja i ponašanja.

Dobro vodstvo ključno je za uspjeh svake organizacije. Istraživanja pokazuju da se između 14% i 45% organizacijske uspješnosti može pripisati njenom menadžmentu (Joyce i sur., 2003). Stoga zabrinjavaju nalazi koji pokazuju da je oko polovica menadžera neuspješna u svom poslu (Hogan, Hogan i Kaiser, 2010). Visoka stopa neuspješnih menadžera jednim se dijelom može pripisati lošoj selekciji i razvoju. U selekciji menadžera prevladavaju metode koje imaju visoku pojavnu valjanost, ali nisu znanstveno utemeljene i loše predviđaju radnu uspješnost (poput nestrukturiranog selekcijskog intervjua ; Hogan i Kaiser, 2005). Istovremeno, u razvoju menadžera ne stavlja se dovoljan naglasak na mjerenje i razvoj kompetencija važnih za uspješno vođenje, poput konceptualnih ili interpersonalnih kompetencija (Dierdorff i Rubin, 2009). Cilj ovog istraživanja bio je razviti test situacijske prosudbe za procjenu potencijala za vođenje. Testovi situacijske prosudbe sve više se u koriste u organizacijskom kontekstu zbog lakoće primjene, dobre kriterijske valjanosti, visoke pojavne valjanosti te manje podložnosti neiskrenom odgovaranju u odnosu na tradicionalne selekcijske instrumente (Weekley, Hawkes, Guenole, & Ployhart 2015). Upravo zbog ovih karakteristika testovi situacijske prosudbe mogu biti izuzetno koristan, znanstveno utemeljen alat za selekciju menadžera i razvoj kompetencija za vođenje. Konstrukciju testa situacijske prosudbe za procjenu potencijala za vođenje proveli smo u dva dijela. U prvom dijelu identificirali smo ključne kompetencije potrebne za uspješno vođenje u organizacijama. Na temelju opsežnog pregleda literature, prikupljenih opisa konkretnih situacija u kojima su zaposlenici svjedočili dobrom odnosno lošem ponašanju nadređenih (N=457) te provedenih dubinskih intervjua s iskusnim menadžerima svih sektora i razina hijerarhije (N=10), identificirali smo šest ključnih kompetencija: racionalno odlučivanje, odlučnost, motiviranje, uspostava odnosa, razvoj i timski rad. U drugom dijelu konstrukcije testa smo, uz pomoć studenata psihologije diplomskog studija (N=77), osmislili veliki broj čestica za svaku od šest odabranih kompetencija. U finalnoj verziji testa smo za svaku kompetenciju odabrali pet čestica koje su najbolje reprezentirale pojedinu kompetenciju. Prvotne provjere novokonstruiranog testa sugeriraju obećavajuću konstruktnu valjanost.

Jedna od glavnih psiholoških dobrobiti posla je pružanje strukture našim životima (Jahoda, 1981). Ljudi obično organiziraju ostale obveze oko poslovnih obveza koje proizlaze iz boravka na radnom mjestu, što im omogućuje lakše razdvajanje poslovne od obiteljske uloge. Međutim, u zadnjih nekoliko mjeseci, obilježenih pandemijom koronavirusa i strogim mjerama ograničavanja socijalnih kontakata, mnogo radnika je bilo primorano raditi od kuće. Rad od kuće je izbrisao fizičke granice poslovnog i privatnog aspekta života i tako narušio strukturu koju posao inače pruža, stoga smo kroz dva istraživanja htjeli istražiti kako se to odrazilo na ravnotežu poslovnih i obiteljskih obaveza, psihološko odvajanje od posla i radnu učinkovitost. Prvo istraživanje proveli smo u travnju/svibnju, za vrijeme strogih mjera Stožera za civilnu zaštitu, na nacionalno reprezentativnom uzorku 555 hrvatskih radnika od kojih je 130 veći dio tjedna radilo od kuće. U usporedbi sa zaposlenicima koji nisu radili od kuće, oni koji su radili od kuće izvijestili su o većem konfliktu između obiteljskih i poslovnih obaveza te o težem psihološkom odvajanju od posla. Međutim, rad od kuće nije narušio radnu učinkovitost. U drugom istraživanju htjeli smo provjeriti hoće li povratak na radno mjesto rezultirati poboljšanjem ravnoteže poslovnih i obiteljskih obaveza, psihološkog odvajanja od posla i radne učinkovitosti. Ovo smo istraživanje proveli na prigodnom uzorku 165 radnika koji su ispunili upitnike u dva navrata: (1) u travnju/svibnju, za vrijeme strogih mjera Stožera kada su svi u uzorku radili od kuće i (2) u lipnju, nakon popuštanja strogih mjera, kada su se 103 radnika vratila na radna mjesta. Rezultati su pokazali da je povratak na radno mjesto umanjio jedino stupanj u kojem obiteljske obaveze remete poslovne. Radnici koji su se vratili na radno mjesto nisu izvijestili o smanjenju stupnja u kojem poslovne obveze remete obiteljske, porastu psihološkog odvajanja od posla niti povećanju radne učinkovitosti. Ukupno, naši nalazi pokazuju da, iako rad od kuće može remetiti ravnotežu privatnih i poslovnih obaveza te otežava psihološko odvajanje od posla, ljudi se ovakvom obliku rada prilagođavaju relativno brzo te uspijevaju održati radnu učinkovitost.

Kriza povezana s bolesti COVID-19 otežala je provođenje planiranih, ali i potaknula provođenje novih istraživanja. Iznenadno uvođenje strogih epidemioloških mjera zateklo je našu istraživačku grupu s aktivnim velikim istraživačkim projektom Hrvatske zaklade za znanost (HRZZ) i dva tek odobrena manja projekta u sklopu jedne sheme Ministarstva gospodarstva, poduzetništva i obrta. Sva tri projekta planirana su za „normalne“ okolnosti i bila su povezana s jasnim vremenskim rokovima. Istovremeno, kao i mnogi drugi znanstvenici, novonastala situacija privukla je našu pažnju pa smo htjeli upotrijebiti svoja znanja da bismo razumjeli kako se ljudi suočavaju s izmijenjenim okolnostima u kojima smo se našli te, eventualno, pomogli prilagodbi na novonastalu situaciju. Jedan od naših središnjih istraživačkih interesa u HRZZ projektu je mjerenje individualnih razlika u iracionalnosti te posljedica koje oni imaju za produktivne i sretne živote. Analizirajući kako razmišljaju i kako se ponašaju ljudi oko nas, primijetili smo značajan udio iracionalnosti koja se odražavala u znanstveno neutemeljenim vjerovanjima o COVID-19 bolesti i neodgovornom ponašanju u novonastaloj krizi koje je, pak, imalo potencijal da ugrozi širu zajednicu. Nadalje, kao stručnjacima za psihologiju rada odnosno upravljanje ljudskim potencijalima snažno nas je zaintrigirala situacija u kojoj je veliki dio populacije prisiljen raditi od kuće pa smo istraživali kakvo je zadovoljstvo i produktivnost u novim uvjetima te o kojim čimbenicima te dvije stvari ovise. U ovom izlaganju opisat ćemo metodološke aspekte naših istraživanja povezanih s korona krizom (iracionalnost i rad od kuće) te ranije planiranih istraživanja koja su provođena u znatno izmijenjenim okolnostima. Našim izlaganjem želimo demonstrirati da korona kriza predstavlja i prijetnju i priliku psiholozima istraživačima. Prijetnju jer zahtijeva značajnu razinu prilagodbe kako bi se provela istraživanja koja imaju zadovoljavajuću razinu vanjske i unutrašnje valjanosti, a priliku jer situacija povezana s korona virusom predstavlja ekstremni psihološki događaj koji omogućava identifikaciju i razumijevanje fenomena koji nisu u potpunosti očiti u normalnim okolnostima.

Cognitive reflection test (CRT) assesses reflective thinking ability, i.e. the ability to resist reporting the response that first comes to mind and coming up with correct answer after thinking about the problem more carefully. The distribution of responses on these tasks is bimodal: people give either correct or intuitive, incorrect response. However, the test has several important shortcomings. First, it consists of 3 items only which negatively affects its reliability. Second, the items are generally difficult, often leading to the floor effect. Finally, the test became familiar within general population which impairs its usability. This study aims to address these problems, i.e. to develop and validate a longer version of the test that will be informative for a broader range of the underlying ability than the original. 240 participants solved 17 CRT tasks and, to check the convergent validity of the test, syllogistic reasoning tasks, cognitive ability test, numeracy test and active open-minded thinking questionnaire (AOT). Based on low inter- correlations and discrimination parameters, four items were omitted so that the final version of the test consists of 13 tasks (CRT-13). Compared to the original test (CRT-3), CRT13 had substantially higher reliability, and preliminary IRT analysis showed that it is informative for a broader range of the latent trait. Correlations between CRT-13 and other measured variables were all in the expected direction and of expected magnitude. Finally, to confirm that CRT-13 is not just another measure of numeracy and cognitive ability, we conducted the regression analysis with syllogistic reasoning score as the outcome. CRT-13 explained significant proportion of the variance in syllogistic reasoning even after controlling for numeracy, cognitive ability and AOT, suggesting that the CRT-13 is a valid measure of cognitive reflection, capable of measuring a wider range of the trait with high precision than the original version.

In line with positive psychology movement in W/O psychology, there has been a shift towards exploring the construct of work engagement, the opposite of the much researched burnout construct. Work engagement is usually described by three persistent and pervasive states one experiences while working: vigour (high levels of energy and mental resilience), dedication (feelings of significance, enthusiasm, inspiration, pride and challenge), and absorption (being fully concentrated during work, and feeling that time passes by quickly ; Schauffeli et al., 2002). Besides the working population, work engagement has also been investigated on student populations, usually through the use of student version of Utrecht Work Engagement Scale (UWES-S). Our goal in this study was to check if the structure and predictive validity of UWES-S replicates in transitional countries, characterised by different educational system and labor market than Western countries. In line with our goal, we collected large samples of students from Croatia, Slovenia and Serbia, both at the beginning of the semester (N = 422 - 648) and during the exam period (N = 272 - 653). Multigroup confirmatory factor analyses (CFA) showed that, unlike in the original context, scores on UWES-S were best described by two factors (CFI = .90, RMSEA = .10). One consisted of items reflecting experiences of vigour and absorption, and the other of items reflecting the experience of dedication. Regarding predictive validity, we showed that across all countries and both times of measurement, the vigor/absorption subscale scores predicted GPA better than dedication subscale scores (r = .33 - .36 at the beginning of the semester and .24 - .33 during exam period, all p < .01), while both correlated equally high with fewer number of psychophysical symptoms (r = .32 - .38 at the beginning of the semester and .23 - .43 during exam period, all p < .01). Our findings indicate that, though somewhat different than the factor structure of the original instrument, UWES-S items in our sample(s) grouped in a meaningful way. In the three transitional countries, student engagement is best captured by two factors, with dedication factor reflecting a cognitive aspect, while vigor/absorption factor reflecting affective aspect of engagement. Based on the correlation with the criteria, it seems that in this context the affective aspect is somewhat better at predicting student success at their studies, while both cognitive and affective aspects of engagement seem to be equally important predictors of psychophysical health.

Purpose Guided by the channeling hypothesis (Winter et al., 1998) which postulates that wishes, desires and goals that stem from implicit personality are directed in behavior through explicit personality traits, we examined the interactive effects of implicit aggressiveness (IA) and Machiavellianism (Mach) on workplace deviance (WD). Design/Methodology/Approach/Intervention We conducted two studies on samples of Croatian employees in which IA was captured by the Conditional Reasoning Test for Aggression (CRT-A) whereas Mach was assessed with questionnaires. In Study 1, we asked a sample of employees (n = 286) to complete the CRT-A and a Mach scale, and collected ratings of WD from their co-workers. In Study 2, another sample (n = 187) completed the CRT-A, another Mach scale, and self-reported about WD. Additionally, in Study 2, we collected self- reports about inclinations toward moral disengagement. Results The results from both studies showed a significant interaction between IA and Mach: the effect of IA on WD was stronger for participants higher on Mach. A moderated mediation analysis indicated that employees who are high both on IA and Mach might be especially inclined to WD due to their readiness to morally disengage from undesirable behavior. Limitations Both studies were conducted in a specific cultural context. Research/Practical Implications Our findings indicate a value of considering both explicit and implicit personality aspects to better understand/predict WD. Originality/Value Our study is among the few that explored the interplay between implicit and explicit personality in determining workplace behavior.

Novije spoznaje sugeriraju kako automatski kognitivni procesi koji čine implicitnu ličnost pružaju dodatni uvid u razumijevanje nepoželjnog organizacijskog ponašanja (NOP). Jedna od obećavajućih mjera implicitne ličnosti je Test uvjetovanog rezoniranja za agresivnost (TUR-A ; James i LeBreton, 2012). TUR-A zahvaća kognitivne pristranosti koje koriste implicitno agresivne osobe (npr. automatsko pripisivanje neprijateljskih namjera drugima) pomoću niza zadataka induktivnog rezoniranja. Iako dosadašnja istraživanja pokazuju da implicitna agresivnost mjerena TUR-A-om predviđa NOP i povrh upitnika ličnosti, mehanizmi kojima implicitna agresivnost djeluje na NOP nisu još razjašnjeni. Prema teoriji afektivnih događaja (Weiss i Cropanzano, 1996), jedan od razloga zašto se agresivni pojedinci u većoj mjeri upuštaju u NOP mogle bi biti njihove snažnije emocionalne reakcije na događaje na poslu. Stoga je glavni cilj ovog istraživanja bio provjeriti posreduje li doživljena ljutnja na radnom mjestu, temeljna emocija učestalo povezivana s agresivnosti, učinak implicitne agresivnosti na NOP. Istraživanje smo proveli na 360 zaposlenika različitih hrvatskih organizacija koji su ispunili TUR-A i izvijestili o učestalosti kojom doživljavaju ljutnju na radnom mjestu. Podatke o učestalosti NOP-a usmjerenog prema organizaciji i NOP-a usmjerenog prema suradnicima mjerili smo procjenama od strane njihovih suradnika te samoprocjenama koje smo prikupili više od pola godine nakon ispunjavanja osnovne baterije. Provedene analize pokazale su da ljutnja posreduje efekt TUR-A na NOP usmjerena prema suradnicima, neovisno o tome jesu li ona odmjerena samoprocjenama ili procjenama NOP-a. S druge strane, ljutnja nije posredovala efekt TUR- A na NOP usmjerena prema organizaciji. Ukupno, rezultati ukazuju na to da se učinak implicitne agresivnosti na impulzivnije vrste NOP-a, kao što je NOP usmjeren prema suradnicima, može objasniti većom emocionalnošću implicitno agresivnih osoba.

Recent studies suggested that burnout is not limited only to employees in human services, but occurs in a broad range of professional roles including students. Analogous as for employees, burnout among students is characterised by feelings of exhaustion and incompetence because of study demands, and a cynical and detached attitude toward one’s studies. To assess burnout among students, researchers usually use the student version of the Maslach Burnout Inventory (MBI-SS) which has previously been shown to capture three factors: exhaustion, cynicism and (in)efficacy in student accomplishments. Our goal in this study was to check if the construct and criterion validity of the MBI-SS replicates in transitional countries whose educational systems and labor markets are significantly different that the one where the instrument was originally developed. We collected large samples of students from Croatia, Slovenia and Serbia, both at the beginning of the semester (N = 391 - 580) and during the exam period (N = 272 - 569). Multigroup confirmatory factor analyses (CFAs) showed that, unlike in the original context, scores on MBI-SS were best described by four factors (CFI = 0.91, RMSEA = 0.09 at the beginning of semester and CFI = 0.92, RMSEA = 0.09, during the exam period). In line with the previous research, two factors consisted of items reflecting a feeling of exhaustion and a sense of professional (in)efficacy. However, the original cynicism factor split into two factors. One factor consisted of two items reflecting cynical attitude toward usefulness and significance of one's studies. The other factor consisted of two items reflecting reduced enthusiasm and interest in one's studies. Regarding criterion validity, we showed that across the countries, the professional efficacy subscale scores predicted GPA better than the other subscales (r = .39 – .43 at the beginning of semester and r = .39 - .49 during the exam period, all p < 0.01). At the same time, the exhaustion subscale exceeded the other subscales in predicting psychophysical symptoms (r = .60 – .67 at the beginning of semester and r = .62 - .71 during the exam period, all p < 0.01). In total, in the three transitional countries the exhaustion and professional (in)efficacy factors of the original MBI-SS were replicated. However, the items measuring the cynicism factor from the original instrument were better explained by two factors: the one capturing a cynical attitude toward studies, and the other one reflecting lack of enthusiasm. As for the correlations with the criteria, the sense of professional efficacy was most strongly related to academic success, while the feeling of exhaustion had the strongest correlations with current psychophysical health levels.

Purpose The purpose of this study was to compare the validity of the Conditional Reasoning Test for Power motive (CRT-P), and an implicit power motive test based on the Implicit Association Test paradigm (IAT-P) in explaining organizational leadership criteria. Design/Methodology/Approach/Intervention. We conducted a study on a sample of Croatian managers of small businesses (N = 66) and their subordinates (N = 194). Managers’ implicit power motive was captured with the CRT-P and IAT-P, and their explicit power motive was assessed with a self-report questionnaire. We also collected managers’ self-reports and subordinates’ reports about the managers’ 172 effectiveness (ME). Also, subordinates self- reported about perceived organizational support (POS), and their task performance (TP) and counterproductive work behaviors (CWBs). Results Multi-level analyses showed that CRT-P scores correlated positively with subordinates’ ME ratings and POS, and negatively with subordinates’ CWBs. At the same time, IAT-P scores were significantly related only to ME self-ratings. All relations held when self- reported power motive was controlled for. Limitations Both studies were conducted on a relatively small sample of managers, and the effects were generally small in size. Research/Practical Implications Our findings indicate an added value of implicit power motive measures in the organizational leadership field, both for scientific and practical purposes (e.g., leadership selection). Originality/Value Our study is among rare that compared the two most prominent methods for implicit personality measurement (Sackett et al., 2017) on the same sample of participants.

Nepoželjna organizacijska ponašanja (NOP) štete organizacijama i zaposlenicima. Novije spoznaje sugeriraju da, uz svjesne aspekte ličnosti, automatski kognitivni procesi koji čine implicitnu ličnost pružaju dodatni uvid u razumijevanje NOP-a. Dvije obećavajuće metode za mjerenje implicitne ličnosti su Test uvjetovanog rezoniranja za agresivnost (TUR-A; James i LeBreton, 2012) i Test implicitnih asocijacija za agresivnost (IAT-A; Schnabel i sur., 2008). Ove metode zahvaćaju implicitni motiv za agresiju i istraživanja sugeriraju da mogu predvidjeti NOP. No mehanizmi putem kojih implicitna agresivnost djeluje na NOP nisu u potpunosti jasni. U ovom istraživanju htjeli smo provjeriti mogu li stavovi prema poslu i emocije na radnom mjestu objasniti djelovanje implicitne agresivnosti na NOP. Istraživanje smo proveli na 360 zaposlenika različitih hrvatskih organizacija koji su osim TUR-A i IAT-A u dva navrata u razmaku od 6-12 mjeseci ispunili upitnike zadovoljstva poslom, ljutnje na radnom mjestu i NOP-a. Također, prikupili smo i suradničke procjene NOP-a. Rezultati su pokazali da je implicitna agresivnost važna odrednica (ne)zadovoljstva poslom, ljutnje na radnom mjestu i NOP-a, ali samo ako je odmjerena TUR-A-om. Medijacijske analize pokazale su da NOP usmjerena prema organizaciji posreduju odnos TUR-A i zadovoljstva poslom, dok je ljutnja na radnom mjestu posredovala odnos TUR-A i NOP usmjerenih prema suradnicima. Ovo sugerira da stavovi prema poslu služe kao naknadne racionalizacije NOP-a usmjerenih prema organizaciji koja proizlaze iz implicitne ličnosti. Ljutnja na radnom mjestu služi kao dodatni poticaj implicitno agresivnim zaposlenicima za upuštanje u NOP usmjerena prema suradnicima. Introduction: Personality is one of the most important psychological determinants of counterproductive work behaviors (CWBs), which present a large cost to organizations and their employees. However, most of the studies capture only part of personality accessible to introspection – explicit personality. Researchers have recently started to acknowledge that implicit personality processes that happen below the level of consciousness also influence organizational behavior. The main reason why the relationship of implicit personality and CWBs remained mostly unexplored are unreliable measurement methods of implicit personality. Recently, several assessment methods emerged that can validly measure implicit personality, most prominent being the Conditional Reasoning Test (CRT; James & LeBreton, 2012) and Implicit Association Test (IAT; Schnabel et al., 2008). In this study we used these two methods to measure implicit aggressiveness, an implicit motive that most likely relates to CWBs. Studies indicate that both CRT (CRT-A) and IAT for aggressiveness (IAT-A) can predict aggressive and antisocial behavior, including CWBs, over and above explicit personality traits. However, the exact mechanisms through which implicit aggressiveness affects CWBs is not clear. Because implicitly aggressive individuals do not engage in CWBs to act consistently with their self-concept, they need to justify their CWBs somehow. One way of doing this would be to develop negative attitudes about their relationship with the employer. While it is plausible that negative job attitudes can explain the relationship between implicit aggressiveness and CWBs, the exact causal sequence of the relationship between the three variables is not as clear. On the one hand, it could be that aggressive individuals first form attitudes through biased cognitive processes, and then these negative attitudes influence CWBs (implicit aggressiveness→ job attitudes→ CWBs). On the other hand, negative job attitudes might be post-hoc rationalizations of already executed CWBs (implicit aggressiveness→ CWBs→ attitudes). Study by Galić et al. (2018) tested these contrasting causal sequences and showed stronger support for the sequence in which job attitudes follow from CWBs that stem from implicit aggressiveness measured with the CRT-A. Another important psychological construct that could explain effects of implicit aggressiveness on CWBs are workplace emotions. According to the Affective Events Theory (Weiss & Cropanzano, 1996), some dispositions predispose individuals to have stronger affective reactions to the events at the workplace. A tendency to feel angry is one of the fundamental characteristics of aggressive individuals and it should psychologically prepare them to engage in aggressive/antisocial behavior. So, it is reasonable to assume that workplace anger will mediate the effect of implicit aggressiveness on CWBs. In line with the above, our main goal was to investigate if job attitudes can help explain the relationship between implicit aggressiveness and CWBs. Compared to the study of Galić et al. (2018), we investigated this with a stronger research design in which we (1) measured implicit aggressiveness with both CRT-A and IAT-A, and (2) used repeated measurement of job attitudes and CWBs. In addition to that, we wanted to further elucidate the psychological processes that explain the relationship between implicit aggressiveness and CWBs by investigating the role of workplace anger in explaining this relationship. Methodology: Our sample consisted of 360 employees from various Croatian organizations. Before conducting our study, we developed and validated a Croatian version of the IAT-A. At first time point (t1) participants filled in the CRT-A and IAT-A, and self-reported on job satisfaction, workplace anger, CWBs and explicit personality traits most often related to CWBs (agreeableness, conscientiousness and emotional stability). Six to twelve months later (t2), 164 (45.6%) participants that remained on the same job again self-reported on job satisfaction, workplace anger and CWBs. Also, after t1, for 289 (79.7%) participants we collected otherreports of CWBs from two coworkers. To test our hypotheses, we conducted correlational analyses, and regression and mediation analyses in which we controlled for the explicit personality traits. To deal with the missing data we used the full information maximum likelihood (FIML) procedure to estimate parameters in all the analyses. Results: IAT-A scores were not significantly related to basically none of the other variables, so we focused on the analyses with CRT-A. Implicit aggressiveness, as measured with the CRT-A, explained lower job satisfaction over and above explicit personality both at t1 and t2. As for the workplace anger, CRT-A was related to higher levels of anger over and above explicit personality only at t1. Finally, CRT-A explained other-reported CWBs and t1 self-reported CWBs over and above explicit personality but was not related to t2 self-reported CWBs. However, when we split the CWBs into interpersonally (CWB-Is) and organizationally directed (CWB-Os), results showed that CRTA predicted self-reported CWB-Is 6-12 months later but not CWB-Os. Mediation analyses with job satisfaction replicated findings of Galić et al. (2018) and gave somewhat stronger support to the sequence in which CWBs mediated the relationship between CRT-A and t2 job (dis)satisfaction. Unlike the one for the opposite sequence, the indirect effect of CRT-A on t2 job satisfaction via CWBs replicated over self and other-reports of CWBs. However, the indirect effect of CRT-A on CWBs via job satisfaction was also significant, but only for self-reported CWBs. Splitting CWBs by their target showed that these findings apply primarily on CWB-Os and not CWB-Is. As for the workplace anger, the analyses confirmed that it mediates the relationship between CRT-A and self-reported CWBs. However, they also gave support to the opposite direction, in which self-reported CWBs mediate the relationship between CRT-A and anger. The indirect effects did not replicate on other-reported CWBs. Splitting CWBs by target gave much clearer picture. Workplace anger only explained the relationship of CRT-A with CWBIs, and not CWB-Os. Also, for CWB-Is the only significant indirect effect was the one reflecting a sequence where CWB-Is follow from workplace anger that stems from implicit personality. The effect replicated on both self and other-reported CWB-Is. Conclusion: Our findings stress the importance of considering unconscious, as well as conscious, personality tendencies of employees to identify workers who can inflict serious harm to both organizations and other employees. We showed that these workers might rationalize their unconsciously motivated CWBs after they committed them by forming negative attitudes toward their job. This might be especially relevant for CWBs directed toward the organization. Also, given that they show a tendency to feel more anger at work, they might also act upon that anger by engaging in CWBs. In this case, they primarily choose CWBs directed toward coworkers.

On a large sample of employees, we show that implicit aggressiveness assessed by the Conditional Reasoning Test for Aggression (CRT-A) predicts self- and other-reported workplace anger and workplace deviance. The effect of the CRT-A on deviant behaviors at the workplace is explained by mediation through workplace anger.

While enrollment in tertiary education continues to increase worldwide, the dropout rates in some countries remain high, which rises the importance of cross-national comparison of factors contributing to engagement and burnout of students. Basic psychological needs theory (Deci & Ryan, 2000) supposes that each student needs to satisfy three basic psychological needs to maintain their growth, integrity and health. These needs include need for autonomy, relatedness and competence, and their satisfaction contributes to greater energy and internal integratory processes, which in turn contribute towards health and psychological well- being. The goal of our study was to investigate whether the satisfaction and frustration of basic psychological needs will be related to engagement and burnout in students in three transitional countries. We collected large samples of students from Croatia, Slovenia and Serbia, both at the beginning of the semester (N = 422 - 648) and during the exam period (N = 272 - 653). Our results showed that across all countries and both times of measurement satisfaction of the BPN was positively related with student engagement, while the opposite was the case for frustration of BPN. More specifically, both satisfaction and frustration of the needs for autonomy and relatedness were most strongly related to dedication component of engagement (r = |.21| – |.72|, all p < .01) while satisfaction and frustration of need for competence was most strongly related to vigor/absorption (r = |.29| - |.62|, all p < .01). Conversely, satisfaction of BPN was related to lower levels of burnout, and frustration to higher burnout levels. Specifically, satisfaction of need for autonomy correlated most strongly with reduced enthusiasm component of burnout (r = -.57 - -.66, all p < .01), and relatedness and competence with sense of professional efficacy (r = .33 - .76, all p < .01). The frustration of needs for autonomy and relatedness was most strongly related to exhaustion (r = .20 – .69, all p < .01), while the frustration of need for competence correlated mostly with sense of low professional efficacy (r = .32 - .67, p < .01). In total, we showed that in three transitional countries it seems important to provide students a way to satisfy their basic psychological needs in order to increase their well-being and engagement in studies. Interestingly, it seems that this increases well-being regardless of the stressfulness of the situation, since the results replicated in both low-stress beginning of semester and high- stress exam period.

Power motive, a tendency to influence, direct and guide others, is personality characteristic essential for success in organizational leadership. Considering the motive is largely rooted in unconscious/implicit personality system, it needs to be measured through indirect approaches. In this paper, we report the results of three interrelated studies that tested the validity of one such approach - the Conditional Reasoning Test for Power Motive (CRT-P). In Study 1, on a sample of psychology students (n1 =75), we showed the CRT-P correlated with Implicit Association Test for Power Motive but not with self-reported dominance. Additional data collected on samples of employees (n2 = 185 in Study 2, and n3 = 160 in Study 3) revealed that CRT-P scores predicted occupancy of a management position. In sum, our studies indicated that the CRT-P seems to be a valid measure of implicit power motive, potentially useful for scientific and practical purposes.

Purpose/contribution The conditional reasoning approach has been identified as one of the most promising approaches to the implicit personality assessment (Sackett et al., 2017). It has been successfully used for the measurement of achievement motive (James, 1998), motive to aggress (James & LeBreton, 2010), and creativity (Schoen, Bowler, & Schilpzand, 2016). Recently, the conditional reasoning paradigm has also been applied to assess power motive - the tendency to influence, direct and guide others (James et al, 2013 ; James & Meyer, 2012). Given that the power motive reflects in a strong desire to lead others, it can be considered a prerequisite of successful leadership (Chan & Drasgow, 2001 ; McClelland, 1992). Still, the Conditional Reasoning Test for Power (CRT-P) represents a work-in- progress, and the test’s use would not be justified without additional evidences about its validity. In this paper, we report the findings of four studies where we explored potential usefulness of the CRT-P for personnel selection. Design/methodology In Studies 1 and 2 we tested the implicit nature and fakeability of the CRT-P. In both studies, using a within-sample design, we compared the CRT-P and self-report personality measures between honest responding and a simulated selection. In Study 1, we compared the scores on the CRT-P and two self-report measures of the power motive between honest responding and a simulated selection for a middle management position on a sample of psychology students (n1 = 66). In Study 2, on another sample of students (n2 = 29) we compared responses and recorded eye-movement data using an eye-tracking device on the CRT-P, a self-report power motive measure, and a social desirability scale between the same two situations. In Studies 3a and 3b, using cross- sectional on-line surveys on large samples of employees (n3a = 185 ; n3b = 160), we tested if the CRT-P scores predict occupancy of a management position. Results Both faking studies indicated that the CRT-P is less fakeable than „ordinary“ self-report personality measures, while the eye-movement data were consistent with the idea that the CRT-P and self-report measures capture different psychological processes. Finally, in Studies 3a and 3b we demonstrated that CRT-P score predicts occupancy of an organizational leadership position. Limitations Although the CRT-P seems as a useful measure, some of its psychometric properties, such as internal consistency, are less than perfect. Additionally, this study is conducted in a specific cultural context and its findings should be cross-validated elsewhere. Implications Our results indicated that the CRT-P seems to be a psychometrically valid measure of the implicit power motive, potentially useful for scientific and practical purposes. Originality/value Apart from the studies that reported preliminary validity of the CRT-P (James et al, 2013 ; James & Meyer, 2012), to the best of our knowledge, this is the first study that explored the validity of the CRT-P.

Prilikom mjerenja ličnosti, istraživači se uglavnom oslanjaju na upitnike samoprocjene. No, osim što su podložni nesvjesnom samoosnaživanju i svjesnom lažiranju odgovora, upitnici samoprocjene zahvaćaju samo dio ličnosti dostupan svijesti - eksplicitnu ličnost. Budući da su doživljavanje i ponašanje pojedinca determinirani i nesvjesnim procesima – implicitnom ličnošću, u posljednje vrijeme razvijen je niz metoda kojima se pokušava zahvatiti i taj aspekt ličnosti. Jedna od metoda, koja pokazuje znatan potencijal, je Test implicitnih asocijacija (engl. Implicit Association Test – IAT ; Greenwald i sur., 1998). Cilj ovog istraživanja bio je provjeriti konstruktnu valjanost Testa implicitnih asocijacija za mjerenje agresivnosti (IAT-A) te njegovu otpornost na lažiranje odgovora. U istraživanju je sudjelovalo 172 studenata psihologije za koje smo, uz podatke na IAT-A, prikupili i samoprocjene agresivnosti te procjene agresivnosti od dvije bliske osobe. Ove procjene su predstavljale mjeru učestalosti agresivnih ponašanja. Dodatno, na dijelu sudionika (n = 73) smo „igrom diktatora“ odmjerili agresivno ponašanje u laboratorijskoj situaciji te prikupili podatke na IAT-A i samoprocjene agresivnosti u situaciji zamišljene selekcije. Dobiveni rezultati su pokazali da je IAT-A u značajnoj korelaciji i sa samoprocjenama i s procjenama agresivnosti. Iako niti IAT-A niti samoprocjene agresivnosti nisu zasebno predviđale agresivno ponašanje iskazano u „igri diktatora“, njihova interakcija pokazala se značajnim prediktorom agresivnog ponašanja ukazujući da se sudionici ponašaju agresivnije tek ako su i implicitno i eksplicitno agresivni. Konačno, za razliku od samoprocjena agresivnosti, IAT-A se pokazao otpornim na lažiranje odgovora. Ukupno gledano, nalazi sugeriraju da je IAT-A psihometrijski valjana mjera te da njegovom primjenom uz upitnike agresivnosti potpunije zahvaćamo agresivnost kao osobinu ličnosti.

Postojeće spoznaje jasno ukazuju na povezanost odrastanja u siromaštvu s nizom negativnih ishoda u području fizičkog i psihičkog zdravlja (npr. anksioznost, depresivnost) te obrazovnih postignuća mladih (npr. niži školski uspjeh, napuštanje škole) (Miller, Chen i Parker, 2011 ; Evans i Kim, 2012 ; Hair i sur., 2015). U usporedbi s djecom koja žive u obiteljima s više financijskih resursa, djeca iz materijalno depriviranih obitelji su izložena većem broju rizika za razvoj različitih problema. Stoga je i dalje potrebno posvetiti posebnu pozornost razumijevanju uloge odrastanja u siromaštvu u predviđanju i oblikovanju životnih šansi mladih osoba te pronalaženju zaštitnih činitelja koji olakšavaju psihološku prilagodbu ovoj ranjivoj skupini. Cilj ovog istraživanja je bio provjeriti doprinos individualnih i kontekstualnih činitelja u predviđanju zadovoljstva životom, opće procjene zdravlja i subjektivne procjene materijalnih primanja kod mladih koji su odrastali u siromaštvu. Istraživanje je provedeno na uzorku od 197 mladih osoba čije obitelji su za vrijeme njihove srednjoškolske dobi bili primatelji socijalne pomoći. Pretpostavili smo da će od individualnih obilježja psihosocijalne ishode predviđati savjesnost, emocionalna stabilnost i samoefikasnost, dok smo za kontekstualne činitelje kao prediktore odabrali zadovoljenost temeljnih psiholoških potreba u odnosu s roditeljima i percipiranu socijalnu podršku za vrijeme odrastanja. Rezultati provedenih hijerarhijskih regresijskih analiza idu u prilog individualnim karakteristikama kao značajnim prediktorima ispitivanih psihosocijalnih ishoda. Mlade osobe s višom razinom samoefikasnosti procjenjuju svoje zdravlje boljim, zadovoljnije su životom i procjenjuje svoje materijalne prilike boljima. Također, mlade osobe koje iskazuju veću emocionalnu stabilnost procjenjuju svoje zdravlje boljim i zadovoljnije su životom. Učinci roditeljskih postupaka i socijalne podrške za vrijeme odrastanja nisu potvrđeni u ovom istraživanju. Dobiveni rezultati će biti razmatrani u okviru zaštitne uloge samoefikasnosti u nepovoljnim životnim okolnostima i suvremenih spoznaja o učincima odrastanja u ekonomski depriviranim obiteljima. Rad će biti predstavljen u okviru simpozija "Psihosocijalna prilagodba mladih u riziku od siromaštva".

Jedan od glavnih preduvjeta uspjeha u rukovođenju je motiv za moć, odnosno sklonost pojedinca preuzimanju vodećih položaja i želja za usmjeravanjem drugih. Teorijski modeli ovog motiva pokazuju da on uz svjesnu, eksplicitnu komponentu, znatnim dijelom pripada nesvjesnoj, implicitnoj ličnosti. Za razliku od eksplicitne komponente koju mjerimo upitnicima samoprocjena, implicitni aspekt motiva za moć možemo zahvatiti posebno dizajniranim indirektnim tehnikama. Jedan od suvremenih pristupa mjerenja implicitnog motiva za moć je Test uvjetovanog rezoniranja za moć (TUR-M). Taj test počiva na ideji da pojedinci sa snažnim motivom za moć koriste nesvjesne racionalizacije kojima opravdavaju svoja ponašanja povezana s upotrebom moći. Primjerice, oni se identificiraju s pokretačima aktivnosti, smatraju hijerarhijsku organizaciju najučinkovitijim društvenim uređenjem te vide uspinjanje na rukovodeće položaje znakom društvenog uspjeha. Prema Jamesu i sur. (2013) ove racionalizacije možemo izmjeriti specijalno oblikovanim zadacima induktivnog rezoniranja koji čine TUR-M. U ovom radu izvijestit ćemo o tri istraživanja u kojima smo provjeravali valjanost hrvatske verzije TUR-M. U prvom istraživanju 129 studenata psihologije ispunilo je TUR-M, Test implicitnih asocijacija za mjerenje motiva za moć (IAT-M) te upitnik dominantnosti. Rezultati istraživanja pokazali su da TUR-M korelira s IAT-M ali ne i sa samoprocjenama dominantnosti. U drugoj studiji na velikom uzorku zaposlenika različitih hrvatskih organizacija (n = 195) prikupili smo odgovore na TUR-M, skali motivacije za vođenje te podatke o poziciji radnog mjesta sudionika u organizacijskoj hijerarhiji. Rezultati na dva testa su međusobno pozitivno korelirali te su oba bila pozitivno povezana s pozicijom koju sudionik zauzima na organizacijskoj hijerarhiji. Konačno, u trećem istraživanju skupina studenata jedne poslovne škole (n = 50) ispunjavala je TUR-M i upitnike dominantnosti i motivacije za vođenje u situacijama iskrenog odgovaranja te simulirane selekcije za poziciju menadžera. Rezultati ove studije pokazali su da je, za razliku od upitnika samoprocjene, TUR-M otporan na lažiranje odgovora. Ukupno, tri studije su pokazale kako je TUR-M psihometrijski valjana mjera motiva za moć, nepodložna lažiranju odgovora.

Poverty is a far-reaching phenomenon which negatively affects not only financial status but also many other aspects of individual’s life such as education, social capital and, in turn, employment. Based on social exclusion theory (Gallie et al, 2003), poverty imposes major resource constraints on job search and also increases social isolation of unemployed people, leading to labor market marginalization. Empirical findings corroborate these assumptions showing that poor people have smaller chances in obtaining employment. This makes it even harder for them to improve their living conditions as well as to enhance life chances for their children. Such transgenerational transmission of poverty could have the potential to further increase negative effects of poverty, making it even harder for young people who grew up in impoverished conditions to obtain employment. Considering this, it seems important to identify factors that define employability among youth who grew up in poverty. The aim of this study was to identify predictors of perceived employability among young unemployed people who grew up in poverty. We collected self-reported data about educational and work experiences, job searching behavior, proactivity, self-efficacy and perceived employability on a sample of young adults (N = 300) recruited from Croatian families registered as welfare recipients during their children’s high-school education. Regression analysis indicated that better educational and work capacities predicted perceived employability. In addition, individual characteristics (proactivity, self- efficacy) seem to be important mechanism through which these young people enhance their employability. This implied that circumstances in which these young people grew up in made it more difficult for them to increase their employability through more formal ways (education, work experience). The results will be compared with findings in literature on general population of unemployed people.

The Conditional Reasoning Test for Aggression (CRT-A) is a novel measure of implicit aggression. Within the CRT-A respondents are asked to solve a set of inductive reasoning problems that capture existence of aggression- based implicit biases in respondents’ reasoning. The CRT- A was shown to be significantly related to a number of aggressive behaviors in different domains. However, the boundary effect of that relationship has been mostly unexplored. In this paper we report the results of 2 studies that tested the interaction between the CRT-A and dispositional self-control (DSC) in explaining counterproductive work behaviors (CWBs). In Study 1, 333 employees completed a study package consisting of the CRT-A, a self-control scale, and a CWB scale. In Study 2, an additional sample of employees (n = 341) completed a research battery consisting of the CRT- A, another self-control scale, and another CWB instrument. Additionally, in Study 2 we collected ratings about the participants’ DSC and CWBs from their coworkers. The moderation analyses confirmed that high DSC buffers the effect of implicit aggression on self- reported CWBs in both studies, irrespective of whether self-control was self- or other-reported. However, the moderation effect was nonsignificant when other-reports of CWBs were used as the criteria.

Rezultati istraživačkog projekta OBRIRK

Recently, James and LeBreton (2012) identified implicit aggression as an important predictor of counterproductive work behaviors (CWBs), and proposed the Conditional Reasoning Test for Aggression (CRT- A) for the identification of implicitly aggressive individuals. The CRT-A is an innovative personality assessment instrument that is used to identify aggressive individuals by observing their performance on a set of inductive reasoning problems. These problems are designed to measure the respondents’ motive- based implicit biases and, therefore, serve as a measure of personality. The CRT-A was constructed under the assumption that aggressive individuals use specific justification mechanisms to reconcile the motive to aggress with the motive to hold favorable view of self. For example, aggressive individuals see their aggressive behaviors as completely reasonable considering that they sense hostility and danger in others’ behavior (i.e., they have hostile attributions bias), and see themselves as oppressed individuals acting in self-defense (victimization by powerful others bias). These justification mechanisms are expressed in some of the solutions offered on the ČINIOCI RADNE USPEŠNOSTI 21 conditional reasoning problems and are likely to be chosen by the individuals who often employ these mechanisms in reality. The CRT-A has sound psychometric characteristics, and was shown to be important for understanding and predicting CWBs over and above self-report personality measures (James & LeBreton, 2012 ; Berry, Sackett, & Tobares, 2010). It has been evaluated as a „groundbreaking“ approach to personality assessment by the American Psychological Association (APA, 2013, Spring, p. 4), and „a model for psychometric, conceptual, and theory-based implicit association measurement“ (Landy, 2008, p. 390). Considering that the CRT-A still represents a novel method of personality assessment, there is a lack of studies testing boundary conditions and contingencies for the effect of implicit aggressiveness on CWBs. In this presentation we will report the results of a study in which we tested whether dispositional self-control moderates the relationship between implicit aggressiveness, as measured with the CRT-A, and CWBs. We expected the relationship between the CRT-A scores and CWBs to be stronger for employees with lower self-control. A sample of 202 employees from various organizations participated in our study. The participants completed the research package consisting of the CRT-A, a self-control scale and self-reported occurrence of CWBs. Additionally, we collected ratings about the participants’ self-control and CWBs from their co-workers. The results of our analyses indicated the existence of expected moderating effect for self-reported CWBs, irrespective whether selfcontrol was self- or other-reported. However, the moderation effect was insignificant when other-reports of CWBs were used as the criteria.

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.

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.

Cilj ovog istraživanja bio je ispitati povezanost nesigurnosti posla i proceduralne organizacijske pravednsoti sa zadovoljstvom posla i afektivnom odanosti organizaciji te utvrditi predviđa li interakcija nesigurnosti posla i percipirane proceduralne pravednosti organizacije ove stavove prema radu i organizaciji. U istraživanju je sudjelovalo 455 sudionika, zaposlenih u Republici Hrvatskoj, visoke stručne spreme i mlađih od 45 godina. Sudionici su ispunjavali Skalu nesigurnosti posla, Upitnik odanosti organizaciji te Skalu organizacijske pravednosti. Rezultati istraživanja pokazali su kako je nesigurnost posla u niskoj, ali značajnoj negativnoj korelaciji sa zadovoljstvom posla i srednje visokoj značajnoj krelaciji s odanošću organizaciji. Ipak, uvrštavanjem obaju ovih varijabli u regresijsku analizu kao prediktora zadovoljstva poslom i odanosti organizaciji, pokazalo se kako samo proceduralna pravednost značajno predviđa ove ishode. Također, istraživanje je pokazalo kako interakcija nesigurnosti posla i percipirane prpoceduralne pravednosti nije značajan prediktor zadovoljstva poslom i afektivne odanosti organizaciji.

Zapošljivost se, kao iznimno aktualan konstrukt i često korišten pojam, može opisati i definirati na različite načine i na različitim razinama, pa tako i kao mogućnost ili vjerojatnost pronalaženja (drugog) posla unutar iste organizacije ili na otvorenom tržištu rada (Forrier i Sels, 2003). Uz karakteristike pojedinca i stanje na tržištu rada, sama percepcija vlastite zapošljivosti utječe na ponašanje, očekivanja i ishode. Prethodna istraživanja ukazuju na to da je dob negativno povezana s percepcijom zapošljivosti (Neilsen, 1999 ; prema Rothwell i Arnold, 2007), ali je istovremeno prisutan i problem nezaposlenosti mladih i njezinog utjecaja na općenitu percepciju zapošljivosti mlađih osoba. Psihološki kapital, kao osobni resurs koji obuhvaća samoefikasnost, optimizam i otpornost, može doprinijeti osnaživanju radnih ljudi te poboljšanju njihovog položaja na tržištu rada i psihičke dobrobiti. U središtu ovog istraživanja nalazi se moderatorski utjecaj dobi na povezanost između psihološkog kapitala i percipirane zapošljivosti. Mjere psihološkog kapitala (konstruirana za potrebe ovog istraživanja) i percipirane zapošljivosti (Rothwell i Arnold, 2007) primijenjene su na prigodnom uzorku sudionika zaposlenih u Republici Hrvatskoj, mlađih od 45 godina i visoke stručne spreme. Rezultati pokazuju kako je psihološki kapital pozitivno povezan s percipiranom internalnom i eksternalnom zapošljivosti te da dob moderira tu povezanost. Pri tome je kod mlađih zaposlenika povezanost kapitala i zapošljivosti značajno viša u odnosu na starije zaposlenike. Vrijednost ovog nalaza leži u isticanju važnosti usmjeravanja na povećanje razine psihološkog kapitala kod mlađih pojedinaca, kako bi ih se potaknulo da osvijeste i unapređuju svoje snage, lakše se nose s izazovima i preprekama te imaju pozitivan pogled na budućnost, s ciljem boljeg i produktivnijeg funkcioniranja u društvu.

Početkom 2012. godine u akademskim krugovima je odjeknula vijest kako je Nacionalno vijeće za visoko obrazovanje donijelo odluku o zabrani upisa novih studenata na preddiplomski i diplomski studij psihologije na Hrvatskim studijima. Brojni su mediji pokazali interes za ovu odluku, pa su se tijekom ožujka 2012. godine u medijskim napisima pojavile vijesti da bi se smjer psihologije na Hrvatskim studijima mogao ukinuti ili integrirati sa psihologijom na Filozofskom fakultetu u Zagrebu, što je očekivano izazvalo burne reakcije i negodovanje studenata psihologije na Hrvatskim studijima. U kontekstu ovih događanja, cilj provedenog istraživanja bio je ispitati stavove studenata psihologije s Filozofskog fakulteta u Zagrebu i Hrvatskih studija jednih prema drugima. Teorija socijalnog identiteta (Tajfel i Turner, 1986) poslužila je kao okvir kroz koji su formulirane hipoteze i objašnjeni dobiveni nalazi. Prikupljanje podataka provedeno je putem Interneta, pri čemu je korištena online forma skale konstruirane za potrebe istraživanja koja mjeri stavove prema studentima psihologije s Filozofskog fakulteta i Hrvatskih studija. Uzorak su činila N=292 sudionika, studenta psihologije, od čega N=164 s Filozofskog fakulteta i N=128 s Hrvatskih studija. Rezultati su pokazali kako studenti psihologije s Filozofskog fakulteta i Hrvatskih studija općenito imaju umjereno pozitivne stavove jedni prema drugima. Ipak, uspoređujući studente s obzirom na fakultet na kojem studiraju pokazalo se da su studenti psihologije Filozofskog fakulteta imali nešto manje pozitivan stav prema studentima s Hrvatskih studija. Što se samih komponenata stava tiče, studenti psihologije Filozofskog fakulteta imali su niži rezultat na kognitivnoj i bihevioralnoj komponenti dok su studenti Hrvatskih studija imali niži rezultat na afektivnoj komponenti stava. Dobiveni rezultati djelomično su potvrdili hipoteze - iako niti kod jedne skupine sudionika nisu pronađeni negativni stavovi prema vanjskoj grupi, studenti psihologije s Filozofskog fakulteta, kao većinska grupa, imali su manje pozitivne stavove prema studentima psihologije s Hrvatskih studija.

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.

Cilj provedenog istraživanja bio je ispitati stavove studenata psihologije s Filozofskog fakulteta i Hrvatskih studija jednih prema drugima te provjeriti jesu li godina studija, prosjek ocjena na studiju, broj poznanika na drugom studiju psihologije i socijalno samopoštovanje prediktori stava prema suprotnoj studijskoj grupi psihologije. Istraživanje je provedeno na uzorku od 292 sudionika, studenta psihologije, od čega 164 s Filozofskog fakulteta u Zagrebu i 128 s Hrvatskih studija. Za potrebe istraživanja posebno je konstruirana skala koja mjeri stavove prema studentima psihologije s Filozofskog fakulteta i Hrvatskih studija. Rezultati su pokazali kako studenti psihologije s Filozofskog fakulteta u Zagrebu i Hrvatskih studija općenito imaju umjereno pozitivne stavove jedni prema drugima. Ipak, uspoređujući studente s obzirom na fakultet na kojem studiraju pokazalo se da studenti psihologije Filozofskog fakulteta imaju nešto manje pozitivan stav prema studentima s Hrvatskih studija. Korišteni prediktori stava prema suprotnoj studijskoj grupi objasnili su značajan, ali mali postotak varijance stava. Od korištenih prediktora, značajnim su se pokazali vrsta fakulteta, godina studija, broj poznanika na suprotnom studiju psihologije te dvije komponente socijalnog samopoštovanja - identitet i privatno socijalno samopoštovanje. Sudionici s viših godina, s više poznanika na suprotnom studiju psihologiju, kojima je studijska grupa manje važna za identitet te oni koji pozitivnije evaluiraju vlastitu studijsku grupu imaju pozitivniji stav prema suprotnoj studijskoj grupi. Rezultati provedenog istraživanja raspravljeni su i objašnjeni pod vidom teorije socijalnog identiteta.