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1

RELATIONSHIP BETWEEN WORK INTEGRITY AND OTHER VARIABLES AND BEHAVIOURS

100%
Příhodová T., Preiss M., Heissler R., Straková E., Sanders E. M., Harsa P.
Studia Psychologica
|
2021
|
vol. 63
|
issue 1
24 – 42
EN
The purpose of this study was to examine the work integrity relationship between behaviours directly influenced by integrity of employers and employees, and variables that may enhance or hinder the integrity levels in the relationships between industrial and organizational psychology. The study included one sample of 121 participants tested in the Czech Republic, using an integrity test, personality tests, morality assessments, a social desirability scale, and tests focusing on undesirable and deviant work behaviours. The linear regression model proposed significant predictors of integrity with a positive effect: work years, openness to new experiences, conscientiousness, and impression management, thus representing enhancing integrity factors. Non-clinical psychopathy was found to be the only significant predictor of a negative effect, hence demonstrating a hindering integrity factor. Although integrity predicts work-related undesirable behaviour and moral disengagement, testing during the recruitment process is costly. Our findings illustrate a set of variables that enhance or hinder integrity levels. Therefore, this study may provide alternative means for measuring or re-evaluating integrity test results.
2

EXPERTS USE COMPENSATORY STRATEGIES MORE OFTEN THAN NOVICES IN HIRING DECISIONS

75%
Hanák R., Sirota M., Juanchich M.
Studia Psychologica
|
2013
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vol. 55
|
issue 4
251 – 263
EN
Previous research focusing on decision making has reported that most novices use an extensive set of cues in a compensatory way to make their decisions (i.e., compensatory strategies), whereas most experts use a limited set of relevant cues in a non-compensatory way (i.e., non-compensatory strategies). We tested the generalizability of these conclusions in a personnel selection context with students as novices and recruiters as experts. In a realistic setting, we investigated the effect of expertise on a subjective and an objective measure of decision making strategies. Results showed that, in contrast with previous research, both novices and experts mostly used compensatory strategies and that experts used them more often than novices. Further, consistently with previous research, experts allocated more importance than novices to cues predicting future job performance. We discussed theoretical and practical implications of our findings.
3

CHANGES IN HUMAN RESOURCES MANAGEMENT IN LOCAL SELF- GOVERNMENT ADMINISTRATION (Zmiany w zarzadzaniu zasobami ludzkimi w administracji samorzadowej)

75%
Czajka Z.
Optimum. Studia Ekonomiczne
|
2012
|
issue 1(55)
54-67
EN
The paper presents the changes in the HRM regulations in local self-government administration which took place in 2008. These changes concern personnel selection, professional development, appraisal and remuneration of public administration staff. The new regulations enable greater independence and flexibility of public administration units as regards HRM. The paper also offers a tentative assessment of the implementation of the changes in commune councils. It seems that the quality of HRM depends on the size of the institution (number of personnel) and its location (size of community). In many small councils, HRM mainly focuses on personnel selection, remuneration policies and other basic operational activities; whereas the new principles are not fully implemented.
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