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1

Work Regulatory Focus Scale – Polish Adaptation

100%
Roczniewska M., Retowski S., Osowiecka M., Wrońska M., Słomska I.
Polish Journal of Applied Psychology
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2013
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vol. 11
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issue 2
115-136
EN
The article introduces the Polish adaptation of the Work Regulatory Focus Scale. The authors tested its validity in three studies. Confi rmatory factor analyses vindicated the two-factor solution with a lowcorrelation between promotion and prevention scales and their relatively high reliability (Study 1). We observed the expected differences between dissimilar professions in the levels of regulatory foci (Study 2). Moreover, the tool allowed us to predict participants’ results in a different criterion – creativity (Study 3), by demonstrating that promotion-oriented participants are more original, fl uent and divergent in producing creative ideas than prevention-oriented participants. Implications for the results and the WRF Scale are discussed.
2

Inertia processes and status quo bias in promoting green change

100%
Johnsen S. Å. K.
Human Affairs
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2015
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vol. 26
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issue 4
400-409
EN
Change can be difficult to achieve, and system inertia may be considered relevant. There is a tendency for dynamic systems to enter into specific states characterized by stabilizing factors. The present work attempts to define inertia processes and explores these with regard to pro-environmental behaviour and decision-making. Inertia processes can be considered both within an organizational context and from the level of the individual, and may involve a number of psychological processes and aspects of the decision-making process. A few suggestions for research are also presented.
3
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Development and validation of the Polish version of Colquitt’s Organizational Justice Measure

75%
Baka Ł.
International Journal of Occupational Medicine and Environmental Health
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2018
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vol. 31
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issue 4
415-427
EN
Objectives Organizational justice is an important predictor of employees’ well-being and job performance. Colquitt’s Organizational Justice Measure (OJM) was designed to assess four aspects of justice – distributive, procedural, interpersonal and informational. The lack of a Polish version of the tool, however, has precluded its application in Poland. The objective of this study was to test the psychometric properties of the OJM in a Polish sample. Material and methods The validating study was conducted on 2 participant samples (N = 209 and N = 659), employed in public and private companies. Both the exploratory and confirmatory factor analyses (EFA, CFA) as well as the estimation of internal consistency with Cronbach’s α method were conducted. Predictive validity was assessed by correlating organizational justice with job-related factors and outcomes, including job resources and counterproductive work behavior. Results The EFA and CFA supported a 4-dimension model of the OJM Polish version. This model indicated a better fit to data than the alternatively tested 1-factor, 2-factor and 3-factor models. The internal consistency of the scales was satisfactory, ranging 0.81–0.93 for various subscales. As expected, the overall organizational justice and the four subscales correlated positively with job resources and negatively with counterproductive work behavior. Conclusions The Polish version of OJM has satisfactory psychometric properties and may be useful in assessing organizational justice in a Polish setting. Int J Occup Med Environ Health 2018;31(4):415–427
4
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Memorial Eulogy: Max Weismann—One of God’s Great Ideas

63%
Redpath P. A.
Studia Gilsoniana
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2018
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vol. 7
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issue 4
761-775
EN
This paper is the eulogy which was delivered by Dr. Peter A. Redpath (Senior Fellow, Center for the Study of The Great Ideas) on the occasion of the funeral of Ronald “Max” Weismann (1936–2017) on 06 May 2017 at St. John Chrysostom Church, Chicago, USA.
5

Relacje między przełożonym a podwładnym w Chinach — analiza wypowiedzi chińskich pracowników w świetle psychologii organizacji

63%
Grzybek J., Mazurowska K.
Roczniki Humanistyczne
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2018
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vol. 66
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issue 9: Sinologia
33-53
EN
The article presents the perspective of Chinese employees on relationships between supervisors and subordinates in the context of changes in the local work setting. It was investigated whether, within the scope of several years between the Globe research in China and qualitative research presented in the article, differences in attitudes of Chinese employees towards greater assertiveness, independence at work and lower hierarchy may be observed. In order to further our understanding of the changing nature of supervisor-subordinate attitudes, this article examines data obtained from in-depth interviews conducted among Chinese managers in local or/and multinational companies in China. Critical incidents describing misunderstandings in work setting were collected, transcribed and coded with support of N-Vivo software. Results of the study present attributions of subordinate and supervisor described by respondents in critical incidents and show how employees perceive each other. Authors describe the pattern for establishing relationships with co-workers in the business work setting in China and characteristics of their cooperation.
PL
W artykule opisano specyfikę relacji między przełożonym a podwładnym na tle zmian w postrzeganiu postaw chińskich pracowników przez badaczy psychologii organizacji. Sprawdzono, czy w odstępie niecałych dziesięciu lat od badań GLOBE z 2004 r. do badań przeprowadzonych przez jedną z autorek w 2010 i 2011 r. można odnotować różnicę w postawach chińskich pracowników. Ustalono, jakie atrybucje dotyczące zachowania podwładnego i przełożonego opisanego w incydencie krytycznym ujawniają osoby badane oraz jak pracownicy wzajemnie się postrzegają. Opisano, jak wygląda nawiązywanie relacji ze współpracownikami i jakie relacje cechują ich współpracę.
6
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Why Augustinian Apologetics and Logical Dialectic Are Not Enough to Defend the Reasonableness of the Christian Faith in an Increasingly-Fragmented World

51%
Redpath P. A.
Studia Gilsoniana
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2018
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vol. 7
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issue 1
69-80
EN
From close to its inception, St. Augustine’s misunderstanding of the nature of ancient Greek philosophy, “Christian philosophy,” and the way the human soul essentially relates to human body caused formal Christian education to be (a) born in a somewhat unhealthy condition, (b) founded upon a devastating mistake of organizational self-misunderstanding, which essentially prevented it from comprehending how human reason could function both abstractly as a contemplative (or speculative) scientific intellect and concretely as a command and control prudential reason. This flaw in Augustinian psychology of the human person and Augustine’s misunderstanding of the nature of ancient Greek philosophy continued to influence Christian education from the start of the Christian West until the Christian and secular universities of today. For contemporary Christian education to preserve its identity in an increasingly fragmented world, a psychology of the human person adequate to explain the essential connection between the human soul and body and the nature of philosophy must replace this flawed Augustinian psychology that continues to plague the contemporary world.
7
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With a Diamond in His Shoe: Reflections on Jorge J. E. Gracia’s Quest for Self-Perfection

51%
Redpath P. A.
Studia Gilsoniana
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2021
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vol. 10
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issue 4
997-1029
EN
Jorge J. E. Gracia, was born in Cuba in 1942. At age 19, he escaped Cuba and arrived in the United States. In 2019, 58 years later, in a nation which, prior to his arrival in North America, had no major Latino cultural presence in higher education and philosophy, Gracia rose to hold the Samuel P. Capen Chair and State University of New York at Buffalo Distinguished Professor of Philosophy and Comparative Literature. In this position, he became the leading figure to institutionalize Latin American philosophy in the U.S. academy and an internationally-renowned scholar in medieval philosophy. Jorge J. E. Gracia died in the United States on July 13, 2021. In this paper the author shows that what properly explains the philosophical and adult-personal life of Gracia is the Thomistic principle of virtual quantity. He contends that the only way to understand Gracia’s personal and philosophical life is to grasp this life as one of an organizational psychologist pursuing perfect self-realization in action and understanding: someone chiefly interested in intellectually grasping precisely how organizational wholes (including his own psyche) become united and divided, and operate when so united and divided.
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