Investigation of the psychometric properties of the Perceived Parental Autonomy Support Scale in the Southeastern European context

The Perceived Parental Autonomy Support Scale (P-PASS) is an instrument designed to measure parental autonomy-support and control of late adolescents and emerging adults. The present paper examines the process of adapting the P-PASS to the Romanian culture. Four studies were conducted, investigating: 1) the adequacy of the translation, using a multidimensional scaling of expert ratings; 2) construct validity, through exploratory approaches; 3) various psychometric properties, such as reliability and construct validity, through confirmatory approaches; convergent validity through comparisons with other measures of parental autonomy support (College-Student Scale of the Perceptions of Parents Scales) and control (Psychological Control Scale–Youth Self-Report), and predictive validity in relation with general self-efficacy; 4) test-retest reliability. The results show that the Romanian version of the P-PASS has sound psychometric properties. Confirmatory Factor Analysis indicates that a structure with two second order factors fits the data best and that the measure is equivalent with the original Canadian version. Also, it shows adequate test-retest reliability at 6 months and one year between administrations, good convergent validity, and a good prediction of general self-efficacy.

     

The Romanian Pentecostal Agency for Foreign Mission (APME): A Case Study in Cross‐Cultural Mission Originating from Eastern Europe

This paper offers a short analysis of the ecclesiological and missiological context that led to the establishment of the Romanian Pentecostal Agency for Foreign Mission (APME). It states the main steps in the process of the development of the organization in its first decade of existence (2006–2016), during which it became one of the youngest and most dynamic missionary structures in Europe. It describes the process of the birth of APME and the important role the founding team played in the existence of the agency and in articulating the mission, vision, values, and work philosophy. The main section will present the components of APME's work strategy which led to implementing the vision and reaching the objectives: mobilizing the churches, recruiting, training, sending, supporting missionaries, and promoting the ministry. A short section will show the crucial importance of internal and foreign partnerships in the activity of APME. In the final part we will list the main lessons learned in the ten years of APME's existence that can be shared with other mission organizations, as well as the challenges that the organization faces over the next few years.     

Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship?

This study adds to the understanding of the relationship between qualitative job insecurity and employee in-role performance, by analysing the association longitudinally. While social exchange theory predicts that the relationship should be negative and bidirectional, the job preservation motivation model indicates a self-correcting mechanism, where job insecurity leads to increased performance, which, in turn, could decrease job insecurity. We developed competing hypotheses and examined them using structural equation modelling in a heterogeneous sample of 337 employees. For employees with a higher professional level, results pointed towards a reciprocal causal relationship between qualitative job insecurity and in-role performance, indicating a loss cycle. For employees with a lower professional level, results showed a small positive direct causal relationship between qualitative job insecurity and in-role performance, while the negative direct path from in-role performance to qualitative job insecurity did not reach statistical significance. This is the first study to test the diverging theoretical predictions of social exchange theory and the job preservation motivation model, with regard to the relationship between qualitative job insecurity and in-role performance. Being longitudinal, our study only allows us to hint at possible causal relationships between the involved variables, the chronological order being necessary, but not sufficient to prove causality.     

The generalizability of reactions to assessment: An application of the Selection Procedural Justice Scale (SPJS) in academic settings

This study tested the Selection Procedural Justice Scale (SPJS) in an educational setting. The sample consisted of 617 students. Four different confirmatory models were tested, followed by an IRT analysis to test the scale structure at the item level in the two different contexts (selection vs. academic exams). Results indicated that the 11‐factor structure is the best factorial solution, and SPJS items were found to be free of DIF.     

Spatial-attention and emotional evocation: line bisection performance and visual art emotional evocation

Lesion studies demonstrate that the right temporal-parietal region (RTP) is important for mediating spatial attention. The RTP is also involved in emotional experiences that can be evoked by art. Normal people vary in their ability to allocate spatial attention, thus, people who can better allocate attention might also be more influenced by the emotional messages of the paintings (evocative impact). Seventeen healthy participants bisected an unlabeled 100mm line and their performance on this task was used to create two groups, individuals who were more (mALB) and less accurate (lALB). These participants also judged 10 paintings on five qualities, Evocative Impact, Aesthetics, Novelty, Technique, and Closure by marking a 100mm line from 1 (low degree) to 10 (high degree). An ANOVA indicated differences in accuracy on the line bisection (LB) between the two groups. Additional ANOVAs, using the quality ratings as the dependent measure, revealed that the mALB group scored the Evocative Impact greater than the lALB group. These results suggest that the differences in attentional bias between the two groups, as indicated by their LB performance, might influence their evocative impact or reactions and also be a 'barometer' of other RTP functions, including emotional processing.     

Intracerebroventricular injection of anti-prolactin serum suppresses excessive grooming of pituitary homografted rats

Rats with endogenous hyperprolactinaemia, as induced by pituitary homografts under the kidney capsule, displayed increased grooming behavior as compared to that of sham-operated animals. Twelve days after surgery, intracerebroventricular injection of anti-prolactin serum (dilution 1:100, 1 microliter) suppressed the excessive grooming of homografted rats. These observations suggest that prolactin from a peripheral source may reach the central nervous system to affect brain mechanisms involved in grooming behavior.     

The Role of Trait Anger in the Relationship between Stressors and Counterproductive Work Behaviors: Convergent Findings from Multiple Studies and Methodologies

Across three studies, we investigated the moderating role of trait anger in the relationship between workplace stressors and counterproductive work behaviors (CWB). In Study 1, all the variables were measured using self‐reports. In Study 2, workplace stressors were measured using co‐worker reports, trait anger was measured using significant other reports, and CWB was measured using self‐reports. In Study 3, we measured workplace stressors at Time 1, trait anger at Time 2 (6 months later), and objective indicators of CWB at Time 3 (12 months after Time 2). Convergent results were obtained across the three studies, with positive associations between workplace stressors and CWB, trait anger and CWB, and with trait anger moderating the relationship between stressors and CWB.     

Patterns of change in fairness perceptions during the hiring process: A conceptual replication in a controlled context

The present paper tackles a problem in the candidate reactions literature: the replicability of results that emerge when using in vivo and in vitro designs. The current study was designed to provide a conceptual replication of a dynamic model of change in fairness perceptions during the hiring process, using a different research design, different measures, and a different sample than the original paper. A sample of 209 participants in a simulated selection process reported their level of perceived fairness three times: before the testing, after the testing, and after the results were communicated. These results support the results of the original that the construction of fairness perceptions declines in a nonlinear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Further analysis revealed no change in the individuals’ conceptualization of perceived fairness nor any shift in the respondents’ use of the measurement scale (i.e., no beta and gamma change were detected).     

Book review

Science and Its Fabrication A. Chambers (1990) Milton Keynes, Open University Press, £22.50 ISBN 0335 09318 3