MODEL OF EXPERIENCE OF GLOBALIZATION/PSYCHOLOGICAL MODEL OF GLOBALIZATION (MDG) AND PRELIMINARY VERSION OF THE GLOBALIZATION EXPERIENCE SCALE (SDG)

The aim of article is attempt to answer for the question: what effects does globalization have on the individual self-realization and psychological development? In this paper globalization is understood among others as the process of universalizing economic and social rules. Individual effects of this process are varied. Relationship between globalization and psychological condition of man is theoretically describe by the Model of Experience of Globalization (MDG). Based on the original model was constructed Globalization Experience Scale (SDG). This scale can measure the cognitive and affective reaction to globalization. Globalization Experience Scale (SDG) have a 14 statements which measure the influence of globalization on the three theoretical dimensions of personality: 1) Self-realization and self-creation (development), 2) The psychological safety (safety), 3) The sense of influence on the processes and effects of globalization (influence). Three-factor structure of theoretical model and Scale was confirmed by results of Exploratory Factor Analysis and Confirmatory Factor Analysis. Structural equation modeling fit indexes (RMSEA=.024; GFI=.978; AGFI=.956; CFI=.991), Reliability: (Cronbach’s α=.80). The research results indicate that Globalization Experience Scale (SDG) is a useful scale for studying the impact of globalization on the human personality. Key words: globalization, Model of Experience of Globalization, Globalization Experience Scale

WORKPLACE ATTRACTIVENESS AND ITS EFFECT ON JOB SATISFACTION

The aim of the research was to check whether there is a relationship between the perception of the workplace by the employee as attractive and the level of job satisfaction experienced by him/her. These analyzes are part of the search for environmental conditions of job satisfaction. The study group consisted of 100 office employees were asked to complete three questionnaires: Job Description Questionnaire by Neuberger and Allerbeck, Job Affect Scale by Brief, Burke, George, Robinson and Webster, and authors’ tool to measure the physical assessment of attractiveness the workplace. The results obtained confirm that the attractiveness of the workplace together with the perception of individual elements of space arrangement are related to job satisfaction, both in the emotional and cognitive dimensions. Thus, the results can be a premise to be used by the employer in the process of building an employer branding as inside-out as well as outside-in. Key words: workplace attractiveness, job satisfaction

WHY LOYAL EMPLOYEES DO NOT MANIFEST INTENTION TO QUIT THE ORGANIZATION. THE ROLE OF SUPERVISOR SUPPORT AND EMPLOYEES SPIRITUALITY

The aim of the study was to verify if organizational loyalty and perceived supervisor support (PSS) mediate between spirituality and intend to quit the Organization. 804 employees from the different organizations were participants of conducted research. The following measures were used: Employee Spirituality Scale, Organizational Loyalty Scale, Perceived Supervisor Support Scale, and one item measures regarding intend to quit the organization, frequency of mess attendance and frequency of prayer. According to achieved results organizational loyalty partially mediated between perceived supervisor support and intention to quit the Organization. The inclination to sacrifice for the organization totally mediated between relation to „Higher Power” and intention to quit the Organization. Caring for a positive image of Organization totally mediated between attitude towards workmates as well as the Organization and intention to quit the Organization. Key words: employees spirituality, organizational loyalty, perceived supervisor support, intention to quit the Organization

PSYCHOLOGICAL CORRELATES OF FAMILY ASSESSMENT BY SPOUSES WHO DO NOT TAKE PARENTAL ROLES DURING EARLY ADULTHOOD

The article is a report on our own research concerning how spouses who do not take over parental roles assess their family. The study aimed to search for a relationship between evaluating one’s family and life/marital satisfaction and attitudes towards children among spouses who do not undertake parenting. The study was carried out from a developmental perspective. The research group consisted of 76 married persons in their early adulthood. The participants postponed taking on parental roles for a specified time or declared voluntary childlessness. The analysis showed that significant relationships exist between family assessment and: life satisfaction (in men), marital satisfaction (in women), and attitudes towards children (in both genders). The research revealed that both the quality of family relationships and gender play an important role in shaping procreative attitudes of spouses who do not take parental roles. Key words: life satisfaction, family, parenting, childlessness, early adulthood

SELECTED CORRELATES OF PSYCHOLOGICAL WELL-BEING IN CANDIDATES FOR THE PEER SUPPORT WORKERS

The situation of mental crisis and psychiatric hospitalization is a difficult one, which may be described in the category of stress that affects individuals’ subjective well-being. Also the post-discharge period, the time of recovery, is related to the necessity of coping with many difficulties-stigma, treatment, occupational problems. The aim of the study was to assess the levels of perceived distress during the time of psychiatric hospitalisation and in post-discharge period, coping strategies, self- efficacy and also associations of these variables with subjective well-being in people who prepare to the role of peer support workers. The pilot study covered a group of 35 subjects -participants of one of the first realised in Poland workshop for peer support workers. The following questionnaires were used: Psychological Well-Being PWB, The General Self-Efficacy Scale GSES, Distress Thermometer DT, Brief-COPE. The results point to the existence of the associations of subjective well-being in future peer support workers and their difference of distress appraisal between the time of crisis and the time of recovery, self-efficacy and the complex set of coping with stress strategies. The research demonstrates that further empirical explorations are justified of the subjective well-being and coping of individuals after a psychiatric hospitalization crisis, who wish to help other mental disorder sufferers. Key words: health assistants, subjective well-being, self-efficacy, coping with stress

THE STATUS OF PSYCHOLOGY AS A SOCIAL SCIENCE AND THE VALUE OF STUDIES ON THE QUALITY OF LIFE Status psychologii jako nauki społecznej a wartość badań nad jakością życia

Despite the vast knowledge concerning factors determining the level of quality of life accumulated in social sciences there are still difficulties with its application to improve human existence. Limited possibilities of rational moulding of this feature may be traced back to the dichotomous approach to social and psychological determinants of the course of human life (the conflict between psychological individualism and sociological holism). Resorting to dimensional thinking may be a solution to this problem. By analysing various functions played by imagination in the lives of both individuals and communities it has been demonstrated how imagination can be used to improve the quality of life. Key words: quality of life, social sciences, psychology, imagination

R-W TEST AS A TOOL USED IN SCREENING TESTS IN THE FIELD OF LABOR PSYCHOLOGY

The R-W test is a tool examining the speed and accuracy of thinking used in labor psychology. It is described as a tool „filled with the intellectual component”, however, there is no validation data in the literature confirming that the R-W test exam some aspect of intellectual abilities. To fill this gap, validation studies were conducted. In the first one, conducted on a group of drivers (N=105), the R-W test relationship with the complex reaction time, attention, as well as the participants level of education were revealed. In study 2 conducted on a group of students (N=150) the relationship between the R-W test and fluid intelligence, perceptivity and attention, as well as anxiety as a trait and as a state were revealed. The obtained results confirm our assumptions that performing the R-W test requires the use of fluid intelligence resources. Key words: labor psychology, transportation psychology, intelligence, screening tests

SUPPORT AND COPING AS MODERATORS OF THE RELATIONSHIP BETWEEN PERCEIVED STRESS AND THE QUALITY OF LIFE OF TRANSGENDER PEOPLE

This study was conducted in order to verify the role of social support and coping strategies as moderators of the relationship between perceived stress and the subjective well-being of transgender people, which is lower than cisgenders’ people. 355 people took part in this study (124 transgender people and 231 cisgender people) between age of 18 and 53. Subjective well-being has been operationalized using the Satisfaction With life Scale SWLS. Measurement of the perceived stress was made using the Perceived Stress Scale PSS-10. Coping strategies were examined using the Mini-COPE inventory. Additionally, two subscales of the Berlin Social Support Scales BSSS were used to measure received and perceived social support. Transgender people scored on the SWB scale significantly lower than cisgender people. Received and perceived social support did not turn out to be a significant moderators of the relationship between perceived stress and the subjective well-being. Only one of the coping strategies turned out to be an significant moderator of this relationship – venting of emotions. Key words: transgenderism, perceived stress, quality of life, social support, coping strategies

A DARK TRIAD, ACHIEVEMENT MOTIVATION AND WORK ENGAGEMENT AS COUNTERPRODUCTIVE WORK BEHAVIOURS CORRELATES

The main objective of this paper is exploration of mechanisms clarifying work behaviors commonly known as bad. Researchers call it Counterproductive Work Behaviors (CWB). Understanding of those processes can lead to theoretical conclusions that could help to minimize those behaviors in organizations. Presented research (N=138) was conducted to verify: 1) Goal Achievement Motivation, Dark Triad and Work Engagement as Counterproductive Work Behaviors predictors, 2) moderating role of Dark Triad and Work engagement for Counterproductive Work Behaviors. Additionally, we checked Narcissism as a mediator of Psychopathy and Machiavellianism with Counterproductive Work Behaviors. We used: Utrecht Work Engagement Scale (Szabowska-Walaszczyk, Zawadzka & Wojtaś, 2011), AGQ-r – Achievement Goal Questionnaire (Lipowska, 2016), CWB-c – Counteproductive Work Behavior – checklist (Baka, Derbis & Walczak, 2015) and Parszywa Dwunastka Questionnaire (Czarna & Jonason, 2016). Research was performed on a group of office workers. We assumed that this type of work can be connected with higher intensity of Counterproductive Work Behaviors. Results, that are discussed in the final part of this paper, were mostly consistent with hypothesis. Key words: counterproductive work behaviors, Dark Triad, achievement goals, work engagement

EMPLOYEES’ INNOVATIVENESS. THE ROLE OF INDIVIDUAL WELLBEING AND WORKPLACE INNOVATION

The aim of the paper was to analyze relationships between employees’ innovativeness and two groups of resources: individual wellbeing of employees and organizational workplace innovation. The results of a questionnaire survey conducted among 519 white-collar workers were obtained. Measurement variables were: employees innovativeness (dependent variable) and the following independent variables (hypothetical innovativeness predictors) – work engagement, meaning of work, job insecurity, symptoms of stress, job satisfaction and work ability, as well as the organizational workplace innovation. Hierarchical regression analysis has shown that various indicators of wellbeing are related to employees’ innovativeness in different ways. Work engagement, work ability and stress symptoms were positively, and meaning of work and job insecurity – negatively related with employees’ innovativeness. Two forms of workplace innovation were positively related with employees’ innovativeness: flexible work and organizing smarter. These organizational factors were strongly related with employees’ innovativeness than individual wellbeing. The interpretation of the results refers to the conversation of resources theory (Hobfoll, 2006) and the argument on two forms of wellbeing: eudemonic and hedonistic wellbeing (Warr and Inceoglu, 2012). Key words: innovativeness, wellbeing, resources, workplace innovation, eudemonic and hedonistic wellbeing