Showing papers in "Applied Psychology in 2016"

Advancing the Psychology of Entrepreneurship: A Review of the Psychological Literature and an Introduction

Abstract: This article provides a narrative review of psychology of entrepreneurship research published in leading psychology journals, based on which we develop an organising framework for future psychological contributions to this field. Furthermore, we introduce the manuscripts collected in this special issue. Our review identified five research areas, broadly corresponding with basic psychological domains, namely personal differences; careers; health and well-being; cognition and behaviour; and leadership; as well as three cross-cutting themes: gender issues; genetic and biological foundations; and context. With the aim to stimulate integration across different approaches and disciplines, we propose a framework to understand how psychologists can offer innovative contributions to the multi-disciplinary entrepreneurship literature. This includes a focus on the entrepreneur embedded in and in interaction with his or her immediate and wider context; attention to different types of entrepreneurs; and a focus on dynamic within-person processes evolving over time.

Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS)

Abstract: This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To address those challenges, we develop a theory-driven and systematically validated multidimensional instrument, the Perceived Person–Environment Fit Scale (PPEFS), consisting of four measures: the Person–Job Fit Scale (PJFS), the Person–Organisation Fit Scale (POFS), the Person–Group Fit Scale (PGFS), and the Person–Supervisor Fit Scale (PSFS). Data are collected from 532 employees and 122 managers for two independent studies with multiple rater sources and multiple time points. A series of validation analyses and hypothesis tests reveals that the PPEFS measures have good psychometric properties (i.e. reliability, convergent validity, discriminant validity, and criterion-related validity) and exhibit incremental validity above and beyond Cable and DeRue's (2002) fit measures. Furthermore, the measures are reflected by a superordinate (vs. aggregate) construct of PE fit. Overall, the four different types of fit significantly predict in-role behavior, job satisfaction, intent to quit, and organisational citizenship behavior (OCB), each explaining the greatest amount of variance in different outcomes. The PPEFS should prove useful in future research regarding PE fit.

Twitter Analysis: Studying US Weekly Trends in Work Stress and Emotion

Abstract: We propose the use of Twitter analysis as an alternative source of data to document weekly trends in emotion and stress, and attempt to use the method to estimate the work recovery effect of weekends. On the basis of 2,102,176,189 Tweets, we apply Pennebaker's linguistic inquiry word count (LIWC) approach to measure daily Tweet content across 18 months, aggregated to the US national level of analysis. We derived a word count dictionary to assess work stress and applied p-technique factor analysis to the daily word count data from 19 substantively different content areas covered by the LIWC dictionaries. Dynamic factor analysis revealed two latent factors in day-level variation of Tweet content. These two factors are: (a) a negative emotion/stress/somatic factor, and (b) a positive emotion/food/friends/home/family/leisure factor, onto which elements of work, money, achievement, and health issues have strong negative loadings. The weekly trend analysis revealed a clear “Friday dip” for work stress and negative emotion expressed on Twitter. In contrast, positive emotion Tweets showed a “mid-week dip” for Tuesday-Wednesday-Thursday and “weekend peak” for Friday through Sunday, whereas work/money/achievement/health problem Tweets showed a small “weekend dip” on Fridays through Sundays. Results partially support the Effort-Recovery theory. Implications and limitations of the method are discussed.

Entrepreneurial Autonomy and its Dynamics

Abstract: Founding and owning an independent business does not automatically provide the owner/founder with autonomy. Autonomy-motivated entrepreneurs must often make an effort to achieve and maintain autonomy. The aim of this research is to investigate the experience of autonomy, its variations over time, and how it is affected by a range of internal and external conditions as well as the actions of the entrepreneur. The research design utilises a qualitative methodology, asking 61 business owner/founders to respond to a range of vignettes that depict autonomy-related tensions. The results indicate that whether a business owner actively experiences autonomy is best assessed by not only asking for the degree of decisional freedom he or she currently enjoys, but also whether that degree of freedom is chosen voluntarily. Other main findings are that customers regularly represent challenges to autonomy, whereas business partners are often seen to enhance it. The results reveal various autonomy dynamics, showing movements between currently exercised, temporarily sacrificed, and involuntarily lost decisional freedoms. These movements are influenced by a range of factors, including the importance of particular customers or assignments, the phase in the business life cycle, and the financial performance of the business.

Informal Learning and Entrepreneurial Success: A Longitudinal Study of Deliberate Practice among Small Business Owners

Abstract: Informal learning activities are increasingly acknowledged as significant for learning and development in modern workplaces. Yet, systematic research on effects of informal learning on work-related outcomes remains scarce. The present research focuses on deliberate practice—a construct from cognitive-psychological expertise research that describes effortful practice activities specifically designed to improve one's performance. We propose that deliberate practice can be applied informally at work and, in the context of entrepreneurship, may contribute to entrepreneurial success. In a longitudinal study with 132 small business owners in Germany, we found partial support for the notion that success is increased in entrepreneurs who engage in self-regulated and informal deliberate practice. In addition, deliberate practice interacted with environmental dynamism, indicating that deliberate practice pays off particularly in dynamic environments and may be detrimental in stable environments. This research not only informs entrepreneurial research as it sheds light on how entrepreneurs learn and develop their capabilities outside systematic training. It may also have broader implications for work and organisational psychology as self-regulated deliberate practice may be a useful informal learning activity for a wider range of occupations and across work tasks, particularly those with rapidly changing work requirements.

ADHD Symptoms and Entrepreneurial Orientation of Small Firm Owners

Abstract: This study investigates the link between attention deficit hyperactivity disorder (ADHD) symptoms and entrepreneurial orientation (EO). EO is known to be a crucial factor for small firm survival and growth, conceptualised as a business characteristic but influenced by the personality of the small business owner and measured at her individual level. There is ample anecdotal evidence claiming that ADHD symptoms have helped entrepreneurs in their careers. Using a data set of French small firm owners, we are the first to go beyond the anecdotal level in linking ADHD symptoms and EO. Our study contributes to our understanding of entrepreneurship, particularly the determinants of EO, and to “destigmatising” ADHD, which is considered solely a clinical disorder that should be treated.

Longitudinal Analysis in Occupational Health Psychology: A Review and Tutorial of Three Longitudinal Modeling Techniques

Abstract: There is an increasing call for the collection of longitudinal data and the use of longitudinal analysis in occupational health psychology research. Some useful and popular longitudinal analysis techniques include the cross-lagged model, the latent growth model, and the latent change score model. However, previous reviews and discussions on these modeling techniques are quite generic and often overlook the connections among these techniques. Therefore, in the current article, we first reviewed the three modeling techniques as well as their existing applications in occupational health psychology research. We then present a detailed tutorial regarding how to utilise these techniques to analyze a simulated dataset. Finally, we compare the three techniques and discuss their utility for addressing different research questions in occupational health psychology.

Inter-Relationships among Different Types of Person–Environment Fit and Job Satisfaction

Abstract: This paper investigates how different types of person–environment (P–E) fit work together to influence job satisfaction. One field study and a re-analysis of Cable and DeRue's (2002) data were conducted to investigate the inter-relationships linking different types of fit perceptions and job satisfaction. An employment relationship model describing how person–organisation values congruence (OVC), demands–abilities (D–A), and needs–supplies (N–S) fit perceptions relate to each other and job satisfaction is proposed and tested. Results support a model where N–S fit mediated the impact of both OVC and D–A fit on job satisfaction. Furthermore, OVC was related also to satisfaction both directly and indirectly, whereas D–A fit was only related to satisfaction via N−S fit.

A 'business researcher' view on opportunities for psychology in entrepreneurship research

Abstract: In this short essay I offer some “business researcher” advice on how to leverage a strong background in psychology when attempting to contribute to the maturing field of “entrepreneurship research”. Psychologists can benefit from within-discipline research, e.g. on emergence, small groups, fit, and expertise as well as method strengths in, e.g. experimentation, operationalisation of constructs, and multi-level modelling. However, achieving full leverage of these strengths requires a clear conceptualisation of “entrepreneurship” as well as insights into the challenges posed by the nature of this class of phenomena.

Insufficient Effort Survey Responding: An Under‐Appreciated Problem in Work and Organisational Health Psychology Research

Abstract: Insufficient effort responding (IER) is problematic in that it can add a systematic source of variance for variables with average responses that depart from the scale midpoints. We present a rationale for why IER is of particular importance to Work and Organisational Health Psychology (WOHP) researchers. We also demonstrate its biasing effects using several variables of interest to WOHP researchers (perceived work ability, negative affectivity, perceived disability, work–safety tension, accident/injury frequencies, and experienced and instigated incivility) in two datasets. As expected, IER was significantly correlated with the focal study variables. We also found some evidence that hypothesised bivariate correlations between these variables were inflated when IER respondents were included. Corroborating IER's potential confounding role, we further found significant declines in the magnitude of the hypothesised bivariate correlations after partialling out IER. In addition, we found evidence for biasing (under-estimation) effects for predictors not contaminated by IER in multiple regression models where some predictors and the outcome were both contaminated by IER. We call for WOHP researchers to routinely discourage IER from occurring in their surveys, screen for IER prior to analyzing survey data, and establish a standard practice for handling IER cases.

Regulatory Focus and Information Cues in a Crowdfunding Context

Abstract: It is well understood that information cues associated with an investment opportunity generally impact one's willingness to participate in that opportunity. What is less well understood, however, is how different types of information cues affect individuals differently, and whether this effect is contingent on the decision maker's individual attributes. Through a three-study experimental design involving a simulated crowdfunding portal, this research examined the effects of venture quality information and social information on participants’ willingness to invest in a new venture. We hypothesised that participants’ responsiveness to these information cues was contingent on their regulatory focus. Our results were generally supported, although some counterintuitive findings emerged regarding prevention-focused individuals. From a practical standpoint, our results suggest potential concerns regarding the general enthusiasm for crowdfunding, as well as some mitigating factors.

The Future of Research Methods in Work and Occupational Health Psychology

Abstract: A content analysis of the two leading WOHP journals (Journal of Occupational Health Psychology and Work & Stress) from 2010 to September 2014 revealed current practices in research design, sampling, and statistics, as well as the popularity of six major topics. Five suggested future trends are discussed that we feel will move the field forward in a positive way. First, the field is too dominated by the theory-based deductive approach, and needs to make better use of exploratory/inductive methods that are more common in medical and natural sciences. Second, more explicit approaches are needed to illuminate processes, that is, the temporal sequence of events, whereby organisational conditions lead to health-related outcomes. Third, qualitative approaches should be more widely utilised, not only in the beginning stages of research, but as a means of studying process and testing hypotheses, as well. Fourth, researchers need to make more frequent use of complex research designs that go beyond cross-sectional self-reports by incorporating multiple methods and/or longitudinal structures in order to draw more definitive conclusions. Fifth, the rapid increase in the use of multilevel modeling statistics is likely to continue, having opened the door to isolating the effects of group phenomena, as well as investigating daily fluctuations in variables over time.

The Regulatory Fit of Serial Entrepreneurship Intentions

Abstract: The question why some entrepreneurs self-select out of entrepreneurial careers following exits from successful and failed businesses is of growing interest to entrepreneurship scholars. Using two studies and Regulatory Fit Theory as the theoretical lens, we address this question. Study 1 uses the experimental vignette methodology to test whether business exits under harvest and distress conditions diminished or intensified the serial entrepreneurship intentions of 74 experienced entrepreneurs. Study 2 examines the relationship between the serial entrepreneurship intentions of 196 entrepreneurs who exited businesses and their recall of prior experiences with business success or failure. In both studies, we find evidence of a negative relationship between prevention-focused cognition and serial entrepreneurship intentions that intensifies from the regulatory fit of distress business exits. The results of both studies suggest that the cognitive lenses used by entrepreneurs to process their business exits play important roles in their intentions to pursue serial entrepreneurship.

Perceived emotional demands-abilities fit

Abstract: The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well-being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions.

Personal Goal Realisation in Entrepreneurs: A Multilevel Analysis of the Role of Affect and Positive Orientation

Abstract: The study aims to explain the mechanisms of entrepreneurs’ goal realisation in the work and family domains. It contributes to the understanding of the role of positive and negative goal-related affect and positive orientation in personal goal realisation. A multilevel perspective is applied, as goal realisation varies not only between but also within individuals. The participants in the study were 246 entrepreneurs; each of them had started and owned a business and was either married or had a stable partner. Three scales assessing three components of positive orientation (self-esteem, life satisfaction, and optimism) and the Personal Projects Analysis method were used. Each of the entrepreneurs rated five personal goals related to work and five goals related to family life on dimensions measuring goal realisation and goal-related affect. The results of multilevel structural equation modeling show that positive goal-related affect and positive orientation are positively related, whereas negative affect is negatively related to personal goal realisation in entrepreneurs at the individual and goal levels. The relation of positive affect to family-related (but not to work-related) goal realisation can be further strengthened by positive orientation, both at the individual level and at the goal level.

When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking

Abstract: Job applicant faking, that is, consciously misrepresenting information during the selection process, is ubiquitous and is a threat to the usefulness of various selection tools. Understanding antecedents of faking is thus of utmost importance. Recent theories of faking highlight the central role of various forms of competition for understanding why faking occurs. Drawing on these theories, we suggest that the more applicants adhere to competitive worldviews (CWs), that is, the more they believe that the social world is a competitive, Darwinian-type of struggle over scarce resources, the more likely they are to fake in employment interviews. We tested our hypothesis in three independent studies that were conducted in five different countries. Results show that CWs are strongly associated with faking, independently of job applicants’ cultural and economic context. More specifically, applicants’ CWs explain faking intentions and self-reported past faking above and beyond the Dark Triad of personality (Study 1), competitiveness and the six facets of conscientiousness (Study 2). Also, when faking is measured using a response randomisation technique to control for social desirability, faking is more prevalent among applicants with strong vs. less strong CWs (Study 3). Taken together, this research demonstrates that competition is indeed strongly associated with undesirable applicant behaviors.

Organisational Health Behavior Climate: Organisations Can Encourage Healthy Eating and Physical Exercise

Abstract: This paper presents a multi-dimensional measure of organisational climate covering two domains of health behavior (healthy eating, physical exercise). To develop and validate the climate measure, we conducted three independent studies. In Study 1, items were generated and evaluated in expert ratings and confirmatory factor analyses (N = 483 employees), resulting in a total of 24 items comprising three dimensions (values and expectations, organisational practices, communication) within the domains of healthy eating and physical exercise. Study 2 cross-validated the factor structure of this measure of organisational health behavior climate (OHBC), and examined its nomological net. Based on data from 464 employees, we found significant correlations among OHBC and other dimensions of organisational climate (e.g. employee welfare, safety climate), healthy eating and exercise identity, eating behavior, and body mass index (BMI). Study 3 demonstrated within-organisation agreement and between-organisation differences in OHBC, and replicated the factor structure with a multi-level data set (N = 1,077 employees from 48 organisations). This new measure assesses organisational eating climate and exercise climate in a comprehensive way, opening up multiple avenues for future research and evaluation studies in organisations.

Cross‐Cultural Differences in Applicant Faking on Personality Tests: A 43‐Nation Study

Abstract: In a globalised world, more and more organisations have to select from pools of applicants from different cultures, often by using personality tests. If applicants from different cultures were to differ in the amount of faking on personality tests, this could threaten their validity: Applicants who engage in faking will have an advantage, and will put those who do not fake at a disadvantage. This is the first study to systematically examine and explain cross-cultural differences in actual faking behavior. In N = 3,678 employees from 43 countries, a scenario-based repeated measures design (faking vs. honest condition) was applied. Results showed that faking differed significantly across countries, and that it was systematically related to countries’ cultural characteristics (e.g. GLOBE's uncertainty avoidance, future orientation, humane orientation, and in-group collectivism), but in an unexpected way. The study discusses these findings and their implications for research and practitioners.

A Naturalistic Multilevel Framework for Studying Transient and Chronic Effects of Psychosocial Work Stressors on Employee Health and Well‐Being

Abstract: Research in work and organisational health psychology (WOHP) has traditionally employed methodologies targeted at examining between-individual associations of psychosocial stressors, psychological strain, health, and well-being. Recently, however, there has been a shift towards more ecologically valid assessments of these classes of constructs, i.e. assessing them as and when they occur, often involving multiple assessments of the individual within a day. Known as Ecological Momentary Assessment (EMA), studies employing this methodology enable examinations of within-individual (daily) fluctuations in well-being as a result of work stressors and other environmental factors, as well as investigations of person–environment interactions. In addition, the study of employee health and well-being can benefit from the application of new and exciting technologies for measurement, such as smartphones and wearable devices for the tracking of physiological well-being indicators. Drawing on the Allostatic Load Model as an integrative framework, the current article aims to organise previous EMA research efforts in the field of WOHP, provide an overview of methodological tools that can be used in EMA research, and provide guidelines for analyzing EMA data. Finally, we conclude by discussing opportunities and challenges in the use of EMA in WOHP.

A Review of Ambulatory Health Data Collection Methods for Employee Experience Sampling Research

Abstract: Experience sampling research can offer unique insight into state conditions of employee health. Over the past several years, there has been a surge of popularity for such designs in work and organisational psychology, especially with regard to employee health measurement. Experience sampling health measurement can be executed using a variety of different methods including various objective health metrics such as cardiovascular activity measurement, cortisol response tracking, and actigraphy. Furthermore, recent innovations with personal fitness tracking devices open up many possibilities for researchers to continuously monitor activity and health patterns over many days. Technological advances in self-reporting methods, especially in combination with innovations in objective health measurement, can offer modern researchers richer sets of data. We summarise and describe these methods, offering insight into their advantages and disadvantages for contemporary health researchers interested in experience sampling designs.

Unpacking the Personal Initiative–Performance Relationship: A Multi-Group Analysis of Innovation by Ugandan Rural and Urban Entrepreneurs

Abstract: This article considers determinants of innovative performance of entrepreneurs in developing countries. Innovation is viewed from a personal initiative perspective. We distinguish two mechanisms through which entrepreneurs who show personal initiative are innovative. The first mechanism is business planning. The second mechanism is the acquisition of resources that can be accessed through a social network of relations. We argue that the two mechanisms depend on the context of innovation. Planning will be more beneficial in more dynamic environments. In dynamic and individualistic-oriented environments it will be more beneficial to actively develop networks. In more static, collectivistic-oriented environments personal initiative will be less beneficial. The model was tested using a sizable survey of 283 rural and 290 urban entrepreneurs in Uganda, a country located in East Africa.

Randomised Controlled Trials in WOHP Interventions: A Review and Guidelines for Use

Abstract: Randomised controlled trials (RCTs) have long been considered a gold standard for intervention design and the most rigorous method for understanding causal mechanisms. However, their implementation in work and organisational health psychology (WOHP) can be challenging. We review the use of RCTs in WOHP interventions and demonstrate that their adoption has been relatively scarce in comparison to areas such as health psychology and medical sciences. For WOHP researchers to be able to compare the effectiveness of their work-specific health interventions with other interventions in health and medicine, it is important that the design methodology, rigor, and reporting are comparable. Thus, there is a need for a clearer road map and guidance for WOHP researchers, to encourage greater use of RCTs in WOHP intervention research. In the paper, we provide an overview of RCTs, and review past research that has utilised an RCT design when evaluating WOHP interventions. We develop an adapted RCT checklist for use in WOHP settings, which takes specific organisational issues into account. Thus, our paper provides for future researchers a clearer road map for the design and reporting of WOHP RCT studies.

Differentiating the Effects of Informational and Interpersonal Justice in Co-Worker Interactions for Task Accomplishment

Abstract: To extend the research on interactions-based justice and integrate it with the research on trustworthiness, the present article examines the role of informational and interpersonal justice in co-worker interactions for task accomplishment. Based on social exchange theory and fairness heuristic theory, the two justice dimensions would trigger different types of responses based on the principle of reciprocity and how they manage different types of uncertainties in a work relationship. As a result, they lead to different outcomes in the context of two co-workers having a disagreement about work. It was hypothesised that informational justice is related to acceptance of the co-worker's view primarily through perception of ability-based trustworthiness, whereas interpersonal justice is related to satisfaction with the co-worker primarily through perception of benevolence-based trustworthiness. A survey of employees and a simulation study showed that the effect of informational justice on acceptance of the co-worker's view is mediated more by ability-based trustworthiness than by benevolence-based trustworthiness, whereas the reverse is true for the mediation of the effect of interpersonal justice on satisfaction with the co-worker. Theoretical implications are discussed concerning the differentiation of the two highly correlated justice dimensions, together with practical implications regarding their relative usefulness.

A Longitudinal Study of Shop Stewards’ Union Commitment and Perceptions of Union Instrumentality and Support

Abstract: Although previous studies have hypothesised that union perceptions (e.g. perceived union instrumentality, perceived union support) predict members’ commitment to the union, these relationships have only been tested cross-sectionally. Drawing on attitude–behavior consistency theory, this study hypothesised that union commitment may be an antecedent of union perceptions. Cross-lagged structural equation models with one year separating waves of data collection (N = 676) provided the most support for a model suggesting that commitment precedes perceptions of the union. These results point to the need to consider new models of union commitment for shop stewards and, potentially, union members.

Serbian version of the work burnout scale from the copenhagen burnout inventory: adaptation and psychometric properties

Abstract: Burnout is most commonly defined as a state of physical, emotional, and mental exhaustion caused by long-term involvement in emotionally demanding situations. The Copenhagen Burnout Inventory (CBI) is a recently-developed public domain questionnaire designed to measure burnout in three domains: personal, work-related, and client-related. The present study examined the psychometric properties of the Work Burnout (WB) scale from the CBI and its relationships with various relevant constructs. 352 Serbian employees from two different samples completed several instruments assessing work burnout, distress, (ir)rational beliefs, turnover intentions, and job satisfaction. Results showed that the WB had a two-dimensional factorial structure (work exhaustion and work frustration), with acceptable fit indices using CFA, and excellent internal consistency. Moreover, the scale (and both dimensions) meaningfully correlated with distress, irrational beliefs, job satisfaction, and intentions to leave the organization. These findings indicate that the WB is a valid instrument to use with employees across different occupations and could be particularly useful when researchers want to quickly and efficiently assess emotional burnout. Also, the scale may be used as a short two-dimensional scale for measuring two distinct aspects of burnout, work frustration and work exhaustion. Some limitations of the study and the instrument itself have also been highlighted and discussed.

Social identity complexity and inclusiveness as predictors of intergroup emotions

Abstract: As we belong to a host of groups, we have a multitude of social identities that are interdependent. Social identity complexity refers to the degree of overlap between cross-cutting group memberships while social identity inclusiveness to the range of people a person identifies with through shared group membership. In this paper, we explored the relationship between the complexity and inclusiveness of social identity, and feelings toward ethnic/religious in-groups, as well as feelings toward out-group members. The research was conducted in two cities in Serbia: Belgrade and Novi Pazar (N = 178; average age 23), allowing for comparisons between young Serbs and Bosniaks, who belonged to the groups with a recent history of conflict. We found that social identity complexity was unrelated, whilst social identity inclusiveness was systematically and positively related to more positive feelings toward religious and ethnic out-groups. This effect was significant across different ethnic groups (Serbs and Bosniaks) and local contexts (Belgrade and Novi Pazar). Both social identity complexity and inclusiveness were unrelated to emotions toward members of the own group. We related these results with the existing data on the social identity structure and intergroup relations, and discussed the importance of inclusive identities for building tolerant societies.

Validation of the serbian adaptation of the emotion regulation questionnaire (erq)

Abstract: The aim of this study is to examine validity of a Serbian adaptation of the Emotional Regulation Questionnaire (ERQ: Gross & John, 2003). ERQ was based on Gross’ Process Model of Emotion Regulation, according to which emotion regulation can occur before and after the occurrence of emotional response. The questionnaire measures two strategies of emotional regulation: Cognitive Reappraisal (CR), which occurs before emotional response is fully generated and refers to reinterpretation of emotionally evoking situation, and Emotion Suppression (ES), which refers to regulation of already formed emotional response. In Study 1, carried out on 623 participants from the general population (35.5% male, mean age 27.97), a factor structure of the ERQ was examined. The results of a confirmatory factor analysis indicated that the best model assumes two factors – ES and CR, while CR had a bifactor structure. A part of the CR variance could be attributed to the method effect mainly derived from the items related to reappraisal of positive emotions. In Study 2, carried out on a sample of 223 students (30.5% male), divergent validity of the ERQ was examined in respect to correlation with the HEXACO dimensions of personality and the dimensions of affect. The correlations with the ERQ raw scores as well as the scores with the method effect partialled out were examined. Although the correlations with the partialized scores were slightly higher, generally, they were not different from the correlations with the raw scores. In other words, the method effect was practically negligible. ES was negatively related to Emotionality, Extraversion, and Positive Affect. CR was positively related to Extraversion and Positive Affect, and negatively to Negative Affect, confirming validity of the ERQ.

The role of contact in reducing social distance of youth from the balkans towards minority groups

Abstract: Research on intergroup relations in the Balkans typically reveals low trust and high prejudice, even in the young generation born after the conflicts in the 1990s. The intergroup contact is documented to be an efficient means for prejudice reduction, and it is expected to work through enhancing perceived out-group heterogeneity. A total of 1046 young people aged 13 to 18 from five Balkan countries (Serbia, Montenegro, FYRoM, Bosnia and Herzegovina, Kosovo) were interviewed for the research. We registered their attitudes towards five minority groups: a dominant ethnic minority in the country, Roma population, gays/lesbians, and very poor and physically disabled people. We also registered their contacts with the out-group members and perceived heterogeneity of all five groups.Data showed the similar pattern of social distance in all five Balkan countries: it was the highest towards gays and lesbians, followed by ethnic minorities and Roma population, whilst it was the lowest towards physically disabled and very poor people. However, the young people from Kosovo consistently reported somewhat higher distance towards all five groups. As expected, a path analysis revealed that more contacts with the out-groups led to a lower social distance both directly and indirectly, mediated by perceived out-group heterogeneity. We also registered a positive relation between ethnic identification and distance towards minority out-groups.This research highlights the importance of fostering different types of intergroup contacts. It also suggests that it would be more informative if we broadened its scope, and investigate both ethnic, and other social groups, especially different types of stigmatized minorities.

Percipirani vaspitni stavovi roditelja kao prediktori interpersonalne orijentacije studenata

Abstract: Previous research has shown that parental rearing manners contribute to the formation of different personality traits and interpersonal relations that children establish during their development. The aim of this paper is to examine the predictive power of the parental rearing attitudes for the interpersonal orientation of students, more precisely, certain aspects of philanthropic and misanthropic orientation. The research was conducted on 238 students of both genders, from different faculties of the University of Pristina, whose average age was 21.61. The data were gathered using the Parental Rearing Style Scale (PRS) and the Interpersonal Orientation Scale (IO). The PRS scale measures two dimensions of rearing, the affective one (warm and cold style of rearing) and the dimension of control (indulgent and restricting style of rearing). The results of the multiple regression analysis point out that the perceived warm mother’s style of rearing is a significant predictor of friendship, an aspect of philanthropic orientation, and social isolation (with a negative sign), which is an aspect of misanthropic orientation. Cold mother’s style of rearing is a significant predictor of mistrust, an aspect of misanthropic orientation, while the restricting rearing is a significant predictor of the need for the presence of people and friendship, representing an aspect of philanthropic orientation. The father’s rearing attitudes are not significant predictors of the interpersonal orientation of students. Generally speaking, the perceived mother’s rearing style is more significant than the father’s rearing style in explanation of the interpersonal orientation of students, where a contribution of the affective dimension of rearing is higher than a contribution of the dimension of control. The results are discussed in the light of the available empirical evidence in this field of psychology pointing to future research needs.

The relation among intrinsic religiosity, religious fundamentalism and attitudes toward out-groups in muslims from bosnia and herzegovina

Abstract: The relation between religion and prejudice has been shown in American Christians and Western Europeans, but it is currently unknown whether this effect can be generalized to other religions and cultures. To address this issue we conducted a study in which we assessed the personal religiosity of Muslim students from Bosnia and Herzegovina, who had to report their attitudes toward their in-group, as well as different out-groups. Consistent with prior findings, participants showed explicit preferences toward their own group relative to other religious and non-religious out-groups. As expected, we also found a relation between religiosity and out-group attitudes. Taken together, our results indicate that religiosity is negatively related to tolerance toward specific value-violating out-groups. Thus, we have extended previous findings in a different cultural and religious context.