Development and initial validation of the Daily Goal Realization Scale.

BACKGROUND: This paper presents the results of three studies allowing the design and initial validation of the Daily Goal Realization Scale (DGRS). Goal realization refers to the engagement in goal-directed behavior that leads to progress in personal goal attainment; it is considered one of the adaptive personal characteristics. PARTICIPANTS AND PROCEDURE: Three studies, including an initial study to develop and select the items (Study 1), an intensive longitudinal study (Study 2), and a multiple goal evaluation study (Study 3), tested factorial structure, reliability and validity of the measure. RESULTS: Multilevel confirmatory factor analysis confirmed the unidimensional structure of the DGRS (obtained in Study 1) both at the individual and goal level, captured as daily goal realization (Study 2) and as multiple goal realization (Study 3). The validity of the DGRS was supported by meaningful associations with other goal evaluations (Study 3). As expected, the DGRS was positively related to evaluations of progress in goal achievement, engagement, likelihood of success, and goal importance. The DGRS also demonstrated measurement invariance allowing for meaningful comparisons of scores between men and women. CONCLUSIONS: The findings indicate that the DGRS is a brief and reliable idiographic measure of daily goal realization. The scale has excellent internal consistency and good criterion validity.

Who helped yesterday will help tomorrow: Trait and state components in prosocial goal realisation.

The present study aims to disentangle the state and trait components of prosocial goal realisation, defined as a set of personally meaningful prosocial actions undertaken in natural settings. Based on a diary study with seven daily measurements from 180 participants (a total of 1005 data points), we performed temporal variance decomposition using the STARTS model. The observed individual scores are explained by: ST-a common trait factor, capturing variance stable across days; ART-a unique autoregressive trait factor, capturing variance changing from 1 day to the next; and S-state factors, a series of uncorrelated factors reflecting occasion-specific variance. The results demonstrate the relative stability of prosocial goal realisation, extending the knowledge on the state/trait distinction in actual prosocial behaviour.

A Randomized Placebo-Controlled Study on the Effectiveness of the "Three Good Things for Others" Intervention.

The aim of our study was to test the effectiveness of the "three good things for others" intervention. We used the randomized controlled trial method, with four measurements (pretest, posttest, follow-up after 2 weeks, follow-up after 4 weeks) and with random assignment of participants to experimental and placebo control groups. We investigated the effects of the intervention on prosocial behavior, and in addition on positive and negative affect, and positive orientation (a general tendency to approach reality in a positive way). The results showed an increase in positive affect and a decrease in negative affect in the experimental group a day after the intervention. These effects, however, did not endure over the next 2 or 4 weeks. We also observed a statistically significant increase in prosocial behavior in the placebo control group, in which participants were engaged in a task of recalling childhood memories. The results are discussed and recommendations for future studies are proposed.

[Factorial structure and preliminary validation of the Psychological Empowerment Instrument among Polish nurses and midwives and the Psychological Empowerment Instrument for Patients]. / Struktura czynnikowa i wstepna walidacja Kwestionariusza upodmiotowienia psychologicznego wsród polskich pielegniarek i poloznych oraz Kwestionariusza upodmiotowienia psychologicznego dla pacjentów.

BACKGROUND: The article presents the verification of the factor structure and preliminary validation of the following 2 measures: the Psychological Empowerment Instrument among Polish nurses and midwives, developed by Spreitzer, and the Psychological Empowerment Instrument for Patients developed by Schulz et al. based on Spreitzer's conception. By that theoretical conception, psychological empowerment is an intrinsic motivation manifested in an individual's orientation to his or her work role. Similarly, the patient's psychological empowerment is an intrinsic motivation manifested in an individual's orientation to his or her treatment process. The aim of the study was to test the psychometric properties of the Polish versions of both measures, and to verify the 4-factor structure of psychological empowerment in the samples of Polish nurses and patients. MATERIAL AND METHODS: The study was conducted at 29 hospital wards of 15 Polish hospitals. The participants included 309 nurses or midwives employed in these hospitals, and 305 adult patients. Items were translated from the original English version using the back-translation method. RESULTS: The confirmatory factor analysis showed the acceptable fit of the 3-factor model (without the Meaning) among Polish nurses and midwives, and the 4-factor model among Polish patients. The scales of both measures exhibit high reliability. Preliminary evidence for their criterion validity was also provided. CONCLUSIONS: The Polish versions of both measures show satisfactory psychometric properties, being suitable for the evaluation of the levels of empowerment in nurses, midwives and patients. Med Pr. 2020;71(5):551-68.

Authentic Leadership and Employees' Innovative Behaviour: A Multilevel Investigation in Three Countries.

The innovativeness of individual employees is a vital source of competitive advantage of firms, contributing to societal development. Therefore, the aim of this multilevel study was to examine how entrepreneurial firm owners' authentic leadership relates to their employees' innovative behaviour. Our conceptual model postulates that the relationship between business owners' authentic leadership (as perceived by their employees) and their employees' innovative behaviour is mediated by employees' personal initiative and their work engagement. Hypotheses derived from this model were tested on data collected from 711 employees working in 85 small firms from three European countries: the Netherlands, Poland, and Spain. The results of the multilevel modelling confirmed our model, showing that when business owners are perceived as more authentic leaders, their employees show higher personal initiative and are more engaged at work and, in turn, identify more innovative solutions to be implemented in the organization. A cross-national difference was observed: employees from Spain (in comparison to Dutch and Polish employees) reported engaging less frequently in innovative behaviour. These research findings suggest that the innovative behaviour of employees can be boosted through leadership training, improving the quality of relationships between leaders and subordinates, and strengthening employees' personal initiative and work engagement.

Personal Values and Innovative Behavior of Employees.

Innovations are based on the good ideas of individuals; therefore, it is very important to better understand the role that individuals and their personal characteristics play in innovative initiatives. The aim of the current study was to test the relationships between employees' personal values and their innovative behavior. It was hypothesized that these relationships are mediated by an employee's job autonomy. We integrated Schwartz's basic human values theory with the notion that job autonomy is an important job characteristic that can be redesigned to better fit employees' preferences. The study results (obtained from 263 employees in different branches) showed that openness to change and self-enhancement values are positively related to job autonomy, whereas conservation and self-transcendence values are negatively related to job autonomy, which confirms that personal values are important in explaining autonomy in the workplace. In addition, employees' self-enhancement values are positively related to their innovative behavior, while conservation and self-transcendence values are negatively related to innovative behavior. Mediation analysis with a bias-corrected bootstrapping method showed that job autonomy is a significant mediator of the relationships between employees' personal values (except for openness to change) and their innovative behavior. Our research extends the theory of basic human values, showing that values serve as a personal basis for innovative behavior. Our results also contribute to the innovation research by demonstrating the importance of personal values and job autonomy for innovative behavior in organizations.

Test of the Bifactor Model of Job-Related Affective Well-Being.

The multidimensional measure of the job-related affective well-being developed by Warr (1990) is a frequently used tool estimating affect in the work context. Alternative factorial models of this measure were tested in previous studies. Recently a bifactor model has been proposed as alternative factorial structure recommended for multifaceted constructs. It allows capturing the global aspect of the construct along with the specificity of its subdimensions. We conducted two studies to test a bifactor model on Warr's measure and to compare it to factor models proposed in earlier studies. This bifactor model identified one general factor in addition to four unique factors. Two studies were conducted among employees (Study 1; N = 869) and entrepreneurs (Study 2; N = 204). Results of both studies corroborate a four correlated factors model as superior to the bifactor model. The model with four unique but correlated factors representing anxiety, comfort, depression, and enthusiasm is a good representation of job-related affective well-being measured by Warr's instrument, both in a sample of employees and entrepreneurs.

Predicting Entrepreneurial Career Intentions: Values and the Theory of Planned Behavior.

Integrating predictions from the theory of human values with the theory of planned behavior (TPB), our primary goal is to investigate mechanisms through which individual values are related to entrepreneurial career intentions using a sample of 823 students from four European countries. We find that openness and self-enhancement values relate positively to entrepreneurial career intentions and that these relationships are partly mediated by attitudes toward entrepreneurship, self-efficacy, and, to a lesser extent, by social norms. Values and TPB constructs partially mediated cross-country differences in entrepreneurial intentions. Spanish students showed lower entrepreneurial intentions as compared to Dutch, German, and Polish students, which could be traced back to lower self-enhancement values (power and achievement), less positive attitudes toward entrepreneurship, and differences in social norms.

[Adaptation of the Conditions For Work Effectiveness Questionnaire II amongst Polish nurses and midwives]. / Adaptacja Kwestionariusza warunków efektywnosci pracy II w grupie polskich pielegniarek i poloznych.

BACKGROUND: The article presents the Polish adaptation of the Conditions for Work Effectiveness Questionnaire II (CWEQ II), developed by Laschinger et al. The Conditions for Work Effectiveness Questionnaire II measures structural empowerment and is widely used in the research conducted among nurses and midwives. Structural empowerment is the ability to mobilize all available opportunities, information, resources and support in an organization. It refers to creating conditions which allow for individual development and provide access to decision-making processes. The aim of the study was to test psychometric properties of the Polish version of the CWEQ II and to verify the factor structure of structural empowerment in the Polish sample. MATERIAL AND METHODS: The participants were 279 nurses and midwives employed in hospitals and clinics. Items were translated from the original English version using the back-translation method. RESULTS: The confirmatory factor analysis confirmed the best fit of the 6-factor model. The scales exhibit high internal consistency and satisfactory validity. CONCLUSIONS: In effect of the study, the Polish adaptation of the tool has been obtained, which shows satisfactory psychometric properties, suitable for evaluation of the level of empowerment in the case of nurses and midwives. Med Pr 2018;69(5):547-560.

Dimensions of Entrepreneurial Success: A Multilevel Study on Stakeholders of Micro-Enterprises.

The study provides an insight into the indicators and dimensions of entrepreneurial success as evaluated from the external stockholders' perspective. As each firm is embedded in a network of relations with stakeholders (business partners), understanding how they evaluate entrepreneurial success is important. The initial qualitative study in the form of in-depth interviews allowed us to identify the indicators of entrepreneurial success that are identified by external stakeholders of micro-firms. In the quantitative study on 475 stakeholders of 57 micro-firms, we identified the dimensions of entrepreneurial success. Using a multilevel approach, we found six dimensions of entrepreneurial success at the individual stakeholder level and four dimensions at the firm level. The results show that stakeholders perceive entrepreneurial success in terms of many dimensions, not focusing solely on economic indicators. This knowledge may inform micro-firm management and the strategies employed by practitioners supporting entrepreneurs.

The factorial structure of job-related affective well-being: Polish adaptation of the Warr's measure.

OBJECTIVES: The first aim of the study reported in this article was to test the factorial structure of job-related affect in a Polish sample. The second aim was to develop the Polish adaptation of the Warr's job-related affective well-being measure published in 1990, which is designed to assess 4 types of affect at work: anxiety, comfort, depression, enthusiasm. MATERIAL AND METHODS: A longitudinal study design with 2 measurement times was used for verifying the psychometric properties of the Polish version of the measure. The final sample consisted of 254 Polish employees from different professions. Participants were asked to fill in a set of questionnaires consisting of measures capturing job-related affective well-being, mood, and turnover intention. RESULTS: The first step of analysis was to test the theoretically-based structure of the job-related affective well-being measure in a Polish sample. The confirmatory factor analysis revealed that a 4-factor model best describes the structure of the measure in comparison to 5 alternative models. Next, reliability of this measure was assessed. All scales achieved good internal consistency and acceptable test-retest reliability after 2 weeks. Finally, the convergent and discriminant validity as well as the criterion and predictive validity of all job-related affective well-being scales was confirmed, based on correlations between job-related affect and mood as well as turnover intention. CONCLUSIONS: The results suggest that the Polish adaptation of Warr's job-related affective well-being measure can be used by scientists as well as by practitioners who aim at assessing 4 types of affective well-being at a work context. Int J Occup Med Environ Health 2018;31(4):429-443.

State-trait decomposition of Name Letter Test scores and relationships with global self-esteem.

The Name Letter Test (NLT) assesses the degree that participants show a preference for an individual's own initials. The NLT was often thought to measure implicit self-esteem, but recent literature reviews do not equivocally support this hypothesis. Several authors have argued that the NLT is most strongly associated with the state component of self-esteem. The current research uses a modified STARTS model to (a) estimate the percentage of stable and transient components of the NLT and (b) estimate the covariances between stable/transient components of the NLT and stable/transient components of self-esteem and positive and negative affect. Two longitudinal studies were conducted with different time lags: In Study 1, participants were assessed daily for 7 consecutive days, whereas in Study 2, participants were assessed weekly for 8 consecutive weeks. Participants also completed a battery of questionnaires including global self-esteem, positive affect, and negative affect. In both studies, the NLT showed (a) high stability across time, (b) a high percentage of stable variance, (c) no significant covariance with stable and transient factors for global self-esteem, and (d) a different pattern of correlations with stable and transient factors of affect than global self-esteem. Collectively, these results further undermine the claim that the NLT is a valid measure of implicit self-esteem. Future work is needed to identify theoretically grounded correlates of the NLT. (PsycINFO Database Record

[Structural empowerment and work-family fit in nurses]. / Upodmiotowienie strukturalne a dopasowanie sfery rodzinnej i zawodowej u pielegniarek.

BACKGROUND: The goal of the study was to investigate the relationship between structural empowerment and work-family fit in Polish nurses. Structural empowerment is a strategy for managing by providing the employees with opportunities, information, support and resources essential for the effective performance of work duties. Work-family fit takes 2 forms of relationships between these 2 spheres: conflict (functioning in one role is more difficult because of participation in the other role) and facilitation (fulfilling the duties associated with one role enriches filling up the other role). MATERIAL AND METHODS: A total of 159 nurses employed in hospitals took part in the study. The Polish versions of the Conditions of Work Effectiveness Questionnaire and the Work-Family Fit Questionnaire were used. Hierarchical linear regression analysis was applied for data analysis. RESULTS: The results show statistically signifficant relationships between structural empowerment and work-family fit in nurses. In the hospital environment, characterized by a high degree of empowerment, nurses experience a lower level of work-family conflict and a higher level of facilitation in both directions. CONCLUSIONS: Hospital management strategy based on structural empowerment of nurses favors reconciliation of professional and family roles. Therefore, it is important for hospitals to create appropriate working conditions that allow nurses to effectively deal with demands arising from work and family spheres. Med Pr 2016;67(6):787-800.

Personality Traits and Training Initiation Process: Intention, Planning, and Action Initiation.

The article aims at investigating the role of personality traits in relation to training initiation. Training initiation is conceptualized as a goal realization process, and explained using goal theories. There are three stages of the process analyzed: intention to undertake training, plan formulation, and actual training undertaking. Two studies tested the relationships between five personality traits, defined according to the five factor model, and the stages of the goal realization process. In Study 1, which explains training intention and training plans' formulation, 155 employees participated. In Study 2, which was time-lagged with two measurement points, and which explains intention, plans, and training actions undertaken, the data from 176 employees was collected at 3 month intervals. The results of these studies show that personality traits, mainly openness to experience, predict the training initiation process to some degree: intention, plans, and actual action initiation. The findings allow us to provide recommendations for practitioners responsible for human resource development. The assessment of openness to experience in employees helps predict their motivation to participate in training activities. To increase training motivation it is vital to strengthen intentions to undertake training, and to encourage training action planning.

[ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT - THEORETICAL CONCEPTIONS AND TERMINOLOGICAL PROBLEMS]. / PRZYWIAZANIE DO ORGANIZACJI I ZAANGAZOWANIE W PRACE - KONCEPCJE TEORETYCZNE I PROBLEMY TERMINOLOGICZNE.

Engagement in professional activities and positive attitudes towards an organization are of significant importance to functioning and health of employees. Studies analysing the phenomena of employees' engagement and their relations with an organization undergo a dynamic development in both international and Polish research. Two theoretical conceptions: organizational commitment (by Meyer and Allen) and work engagement (by Schaufeli and Bakker) have become prominent in the field. They capture 2 similar, albeit distinct constructs. In English-language journals academics concentrate on theoretical and empirical analyses of similarities and differences between the 2 concepts, while in Polish publications scholars also have to deal with the issue of the original term translation. The problem lies mostly in Polish nomenclature of the dimensions proposed in both of these conceptions. Lack of common translations for different studies may cause confusion in this area of research. In the paper authors present a review of Polish translations of terms used in the discussed conceptions and a linguistic analysis of terms, both in English and in Polish. Authors provide solutions which could help to clarify terminology in Polish-language publications concerning organizational commitment and work engagement. This allows for further development of research in this field.

On the factor structure of the Rosenberg (1965) General Self-Esteem Scale.

Since its introduction, the Rosenberg General Self-Esteem Scale (RGSE, Rosenberg, 1965) has been 1 of the most widely used measures of global self-esteem. We conducted 4 studies to investigate (a) the goodness-of-fit of a bifactor model positing a general self-esteem (GSE) factor and 2 specific factors grouping positive (MFP) and negative items (MFN) and (b) different kinds of validity of the GSE, MFN, and MFP factors of the RSGE. In the first study (n = 11,028), the fit of the bifactor model was compared with those of 9 alternative models proposed in literature for the RGSE. In Study 2 (n = 357), the external validities of GSE, MFP, and MFN were evaluated using objective grade point average data and multimethod measures of prosociality, aggression, and depression. In Study 3 (n = 565), the across-rater robustness of the bifactor model was evaluated. In Study 4, measurement invariance of the RGSE was further supported across samples in 3 European countries, Serbia (n = 1,010), Poland (n = 699), and Italy (n = 707), and in the United States (n = 1,192). All in all, psychometric findings corroborate the value and the robustness of the bifactor structure and its substantive interpretation.

The structure of prosocial behavior: a comment on Richaud, Mesurado, and Cortada (2013).

The question of how many factors are required to explain prosocial behavior in adolescents was examined. Richaud, Mesurado, and Cortada (2013) have tested two alternative models of prosocial behaviors. In this Comment we (1) discuss the theoretical basis for prosocial behavior models in adolescents and (2) propose possible alternative models as suggestions for further studies.