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.

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.

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.

[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.