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.

     

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.     

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     

Fairness Reactions to Selection Methods: A Romanian study

This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.     

The Romanian Translation of the Francis Scale of Attitude Toward Christianity: Internal Consistency Reliability,Re-test Reliability and Construct Validity Among Undergraduate Students Within a Greek Orthodox Culture

In order to contribute to a growing international research programme concerned with the correlates, antecedents and consequences of individual differences in attitude toward religion, the Francis Scale of Attitude toward Christianity was translated into Romanian and applied within a cultural context shaped by the Greek Orthodox tradition. Data provided by a sample of 158 students (mainly in their late teens and early twenties) supported the internal consistency reliability, re-test reliability and construct validity of this instrument and commended it for further use in studies conducted in Romania. Portions of this research were conducted while the second author was at the “A.D. Xenopol” Public Library, Arad, Romania. Partial financial support was provided to the second author by the Arad County Council through the Arad County Cultural Centre. We thank Mihaela Blaga, and Carmen Ispas for their assistance in data collection and translation.     

A multi-measure,multi-ethnic investigation of anxiety

Current Psychology - The main purpose of the current research was to examine the cross-ethnic variability of various anxiety measurement frameworks, in an understudied East European culture. Three...     

Examining the Criterion‐Related Validity of the Employee Screening Questionnaire: A Three‐Sample Investigation

Across three samples (N=475, 358, and 112), the authors examined the criterion‐related validity of the Employee Screening Questionnaire (ESQ), a brief forced‐choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self‐ and other‐reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self‐reports of job satisfaction (rs of ?.41 and ?.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality‐based (covert), forced‐choice integrity tests in selection contexts.