Self-presentation in 'unsuitable' resumes: A case from Serbia

Osnovni cilj ovog istraživanja bio je utvrditi načine na koje ljudi opisuju sebe u rezumeima označenim kao 'neprikladni'nakon prvog pregleda regrutera jedne proizvodne kompanije u Srbiji. Forma i sadržaj pedeset rezimea analizirani su kvalitativnom analizom sadržaja, induktivnim pristupom. Lične životne priče opisane intimnim, submisivnim tonom dominirale su u rezimeima, u poređenju sa opisom radnog iskustva i kompetencija. Kada je reč o sadržaju rezime, utvrđene su dve sržne kategorije - Ja kao zaposleni i Potrebe zadovoljene zaposlenjem. Pronalazeći podršku u literaturi koja se bavila postsocijalističkom transformacijom u Srbiji, kao i u teoriji Hofsteda, pokazano je da postoji sukob dva vrednosna sistema u Srbiji - onog koji poseduju autori 'neprikladnih' rezimea, a koji odražava kolektivističke i feminine vrednosti, i onog koji je karakterističan za tržište rada u Srbiji, a koji odražava individualističke i maskuline vrednosti. Autore 'neodgovarajućih' rezimea odlikuje međuzavisno konstruisanje selfa, primena defanzivnih strategija upravljanja utiscima, a potreba za radom je isključivo finansijske prirode. Najzad, ukazuje se na potrebu za boljim sporazumevanjem kandidata za posao i poslodavaca koji imaju različite vrednosne sisteme, pogotovo u kontekstu aktuelnih socio-ekonomskih promena u Srbiji.The main goal of this research was to explore the ways people portray themselves in resumes, labelled as 'unsuitable' after the first review of the recruiters in a manufacturing company in Serbia. The form and the content of fifty resumes were analyzed using qualitative content analysis, inductive approach. Personal life stories described in an intimate and submissive tone were predominantly present in resumes, compared to the description of work experience and competencies. Concerning the content of the resumes, two core categories emerged - I as a worker and Employment needs. Finding support in the literature dealing with postsocialist transformation in Serbia and Hofstede's theory, results are interpreted as pointing to the opposition of two value systems in Serbia: that of the authors of 'unsuitable' resumes, reflecting collectivistic and feminine values and that of the job market in Serbia, reflecting manly individualistic and masculine values. The authors of 'unsuitable' resumes display interdependent self-construal, use defensive impression management strategies and their need to work is exclusively financial in nature. Finally, the need for better understanding between job candidates and employers, having different value systems, especially in the context of actual socio-economic changes in Serbia is discussed

Job crafting in Serbia: Serbian mixed-method validation of the Job Crafting Scale

Cilj ovog istraživanja je bila validacija srpske adaptacije Skale preoblikovanja posla (eng. the Job Crafting Scale - JCS), primenom kombinacije kvalitativnog i kvanitativnog pristupa u okviru tri studije na ukupnom uzorku od 832 osobe zaposlene u različitim sektorima privrede. Preoblikovanje posla (eng. job crafting) predstavlja ponašanje na poslu koje je usmereno na preoblikovanje radnih zadataka tako da se pojača i održi motivacija za rad. U prvoj studiji smo proveravali razumevanje stavki kao i prilagođenost sadržaja stavki našoj kulturi. U drugoj studiji smo proverili faktorsku sturukturu JCS skale, kao i pouzdanost i validnost faktora. U trećoj studiji smo testirali invarijantnost predloženih modela između uzorka druge i treće studije, kao i kriterijumsku validnost analiziranjem korelacija JCS skale i posvećenosti poslu (eng. work engagement). Kvalitativna analiza je pokazala da većina ajtema uspešno prenosi željeno značenje. Posebnu pažnju treba obratiti na interpretaciju skorova dimenzije smanjivanje ometajućih zahteva na poslu pošto ovi ajtemi mogu ukazivati na ponašanja koja se ne opažaju kao poželjna. Imajući u vidu ukupnu pouzdanost, invarijantnost četvorofaktorskog modela drugog reda i kriterijumsku valjanost, verzija skale sastavljana od 21 ajtema se može smatrati validnom merom preoblikovanja posla u Srbiji. Takođe, ova studija je ukazala da kratka forma srpske verzije JCS skale od 12 ajtema ima zadovoljavajuća psihometrijska svojstva i da može biti validna lokalna mera preoblikovanja posla.The aim of the current study was to validate the Serbian adaptation of the Job Crafting Scale (JCS), applying both qualitative and quantitative approaches, within three studies totalling 832 employees from different industries. Job crafting is work behaviour aimed at modifying job tasks in order to enhance and maintain work motivation. In Study 1, we have tested the understanding of all items and their possible cultural embeddedness. In Study 2, we have tested the JCS factor structure, factors' reliability and validity. In Study 3, we have tested the invariance of the proposed models (Study 2 and Study 3 models) and criterion validity by analysing the correlation between the JCS and work engagement. Qualitative analysis has revealed that the majority of items transferred the intended meaning. Special care should be taken in interpreting the decreasing hindering job demands dimension scores, since these items might point toward behaviours that were not perceived as positive. With its overall reliability, second-order four-factor model invariance and criterion validity, originally composed 21-item JCS could be considered to be a valid instrument for assessing job crafting in Serbia. The present study has also shown that the 12-item JCS-Serbian short version has satisfactory psychometric properties and that it could be considered as a valid local job crafting scale

Understanding of workplace bullying through analysis of perception of negative acts

Uprkos brojnim inostranim studijama koje omogućavaju značajan uvid u fenomen zlostavljanja na radu malo se zna o tome kako se doživljavaju negativni postupci koji čine okosnicu zlostavljanja, posebno u različitim kulturnim i radnim kontekstima. Koncept zlostavljanja na radu je danas ušao u novu fazu u kojoj se grade teorijski modeli, u kojoj se zlostavljanje razgraničava u odnosu na druge srodne koncepate, ali i u kojoj se preispituje način njegovog merenja. U kontekstu tih tendencija, ispitivanje načina doživljavanja negativnih postupaka predstavlja veoma važan korak. Cilj ove studije je bio da se ispita doživljaj prihvatljivosti negativnh postupaka u radnoj sredini, kao i doživljaj njihove lične težine i kontrolabilnosti. Takođe, cilj ove studije bio je i da se ispita uloga koju navedeni aspekti imaju na odnos između izloženosti negativnim postupcima, sa jedne strane i radnog ponašanja (namera da se napusti organizacija, percipirana produktivnost i zadovoljstvo poslom) i zdravstvenog statusa, sa druge strane. Različiti aspekti doživljavanja negativnih postupaka analizovani su u kontekstu različitih karakteristika zaposlenih, posla i radnih organizacija. Uzorak je činilo 329 zaposlenih mahom iz privatnih i državnih organizacija. Dizajn istraživanja je bio korelacioni. Za ispitivanje izloženosti negativnim postupcima korišćen je Revidirani upitnik o negativnim postupcima na radu (NAQ-R). Doživljavanje negativnih postupaka je takođe bilo procenjivano korišćenjem NAQ-R koji je posebno bio modifikovan za sva tri doživljajna aspekta (prihvatljivost, težinu i kontrolabilnost). Svi indikatori radnog ponašanja osim zadovoljstva poslom ispitivani su jednoajtemskim merama, dok je zadovoljstvo poslom ocenjivano preko šest ajtema. Jedan od glavnih nalaza ove studije je da se svi negativni postupci opažaju kao lično veoma teški, ali su pojedinci podeljeni u pogledu njihove prihvatljivosti i kontrolabilnosti. Rezultati ukazuju na to da zaposleni kao lično najteže, najmanje kontrolabilne i najmanje prihvatljive u radnoj sredini ocenjuju direktne napade na ličnost i fizički integritet. Zaposleni su bili podeljeni u pogledu doživljaja prihvatljivosti i kontrolabilnosti ponašanja kao što su: izolovanje, konstantno kritikovanje, davanje besmislenih zadataka i preopterećivanja poslom. Konačno, utvrđeno je da se ponašanja poput obavljanja poslova ispod nivoa stručnosti, širenje glasina i tračeva, vikanja i ignorisanja stavova i mišljenja u većem broju radnih sredina prihvataju, ali da ih većina zaposlenih kontroliše. Žene ocenjuju negativne postupke kao lično teže i slabije izlaze na kraj sa njima od muškaraca. Zaposleni iz manjih organizacija (11-50 zaposlenih) negativne postupke ocenjuju težim i prihvatljivijim u njihovim organizacijama od zaposlenih iz malih organizacija (do 10 zaposlenih), dok se u odnosu na zaposlene iz većih organizacija (51-250 zaposlenih i 251 i više zaposlenih) razlike nisu pokazale značajnim. U proizvodnim sektorima i državnoj upravi negativni postupci su prihvatljiviji u odnosu na sektor informacionih tehnologija i telekomunikacija. Zaposleni iz državnih i privatnih organizacija su jednako izloženi negativnim postupcima, iako su negativni postupci generalno prihvatljiviji u državnim organizacijama. Sledeći važan nalaz ove studije ukazuje na to da doživljaj prihvatljivosti negativnih postupaka ima značajnu medijatorsku ulogu u odnosu između izloženosti negativnim postupcima, sa jedne strane i namere da se napusti radna organizacija, zdravstvenog statusa i zadovoljstva poslom, sa druge strane. Doživljaj težine i kontrolabilnosti nisu imali značajnu medijatorsku ulogu u odnosu između izloženosti negativnim postupcima i njegovih posledica. Istraživanje ukazuje na to da je ispitivanje doživljaja negativnih postupaka veoma važno za razumevanje zlostavljanja i ima važne implikacije za razvoj postojeće metodologije. Takođe, predlaže se uključivanje organizacionih činilaca (npr. organizacione kulture i klime) u buduća istraživanja doživljavanja zlostavljanja.Despite numerous studies that provide significant insight into the phenomenon of workplace bullying, little is known about the perception of negative acts that make the essence of workplace bullying, especially in different cultural and work contexts, and amongst different groups of employees. The concept of workplace bullying has entered a new era of research in which the theoretical models are built, in which bullying is analyzed with respect to other related concepts, and in which the ways of its measurement is evaluated. In the context of these tendencies, exploring the perception of negative acts is a very important step. The aim of this study was to examine the employees’ perception of acceptability of negative acts within their work context, as well as the perception of their intensity and controllability. In addition, the aim of this study was to investigate the role of these aspects in relation between exposure to negative acts on the one hand, and work behavior (intention to leave, perceived productivity and job satisfaction) and health status, on the other. Different aspects of perception of negative acts were analyzed in relation to specific characteristics of employees, jobs and organizations. The sample was comprised of 329 employees, mostly from private and public organizations. The study had a correlational research design. The Negative Acts Questionnaire - Revised (NAQ-R) was used for assessing the exposure to negative acts. The perception of negative acts was also evaluated using the NAQ-R, which was especially modified for all three aspects of perception (acceptability, intensity and controllability). All indicators of work behavior except job satisfaction were examined with one-item measures, while job satisfaction was evaluated with six items. One of the main findings of this study is that all the negative acts are perceived as personally very difficult, but at the same time employees are divided with respect to their acceptability and controllability. The results indicate that the employees perceived that the most intense, the least controllable and the least acceptable were direct attacks on personality and physical integrity. Employees were divided regarding the perception of acceptability and controllability of behaviors such as: isolation, persistent criticism, giving unreasonable or impossible tasks and unmanageable workload. Finally, it was found that behaviors such as giving the tasks below the level of competence, spreading rumors and gossips, shouting at someone and ignoring are generally acceptable in a large number of organizations, and controlled by the majority of employees. Women generally perceive negative acts as harder and less controllable than men. Employees from smaller organizations (11-50 employees) perceive negative acts as heavier and more acceptable in their organizations than employees from very small organizations (up to 10 employees). There were no significant differences in relation to intensity and controllability of negative acts between employees from these organizations (up to 10 and between 11-50) and larger organizations (51-250 employees and 251 and more employees). Negative acts are generally more acceptable in production and public administration sectors, than in IT and telecommunications sectors. There were no significant differences in exposure to negative acts between employees from public and private organizations, although the negative acts are more acceptable in public organizations. Another important finding of this study indicates that the exposure to negative acts has a significant indirect effect on the intention to leave, health status and job satisfaction through the acceptability of negative acts. The perception of intensity and controllability as mediators did not have a significant effect on the work behavior and health status. The research suggest that perception of negative acts is highly important in understanding of workplace bullying dynamics and it has valuable implications for development of existing methodology. The results also suggest the importance of inclusion of organizational factors (i.e. organizational culture and climate) in future research of workplace bullying perception

Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors

Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R) and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied). Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity). Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research. [Projekat Ministarstva nauke Republike Srbije, br. 179018

Relationship between teacher support, motivation to learn and school engagement among vocational and high school students

Psihološka i pedagoška podrška nastavnika predstavljaju značajne činioce postignuća učenika i uspešne tranzicije iz osnovne škole u srednju školu. Cilj istraživanja bio je da se ispita povezanost školskog angažovanja, motivacije za školsko učenje učenika prvog razreda srednjih škola i podrške nastavnika, kao i da se provere eventualne razlike u povezanosti podrške nastavnika i školskog angažovanja i podrške nastavnika i motivacije između učenika srednjih stručnih škola i gimnazija. Upitnik je popunilo 447 učenika prvog razreda tri beogradske gimnazije (n = 198) i pet srednjih stručnih škola (n = 249). Motivacija je procenjivana skalama kreiranim za potrebe ovog istraživanja (Likertovog tipa) – jedne zasnovane na teoriji ciljeva (Skala orijentacije na postignuće i ovladavanje, α1 = ,744) i druge na teoriji očekivanja i vrednovanja (Skala očekivanja i vrednovanja, α2 = ,798). Školsko angažovanje procenjivano je Upitnikom školskog angažovanja (Fredericks et al., 2004), a podrška nastavnika – Skalom podrške nastavnika i učenika (Torsheim et al., 2002). Korelacija između podrške nastavnika i školskog angažovanja iznosi r = ,61, p< ,001, a korelacija između podrške nastavnika i motivacije r1 = ,52, p< ,001, odnosno r2 = ,56, p < ,001. Kada se porede visine korelacija između podrške nastavnika i angažovanosti u grupi učenika stručnih škola i gimnazija, ne utvrđuju se značajne razlike, dok su razlike u visinama korelacijama između podrške nastavnika i motivacije, operacionalizovane preko teorije ciljeva (rssš = ,46, p< ,001, rg = ,62, p< ,001, z = - 2,28, p < ,001) i preko teorije očekivanja i vrednovanja (rssš = ,50, p< ,001, rg = ,64, p < ,001, z = - 2,09 , p< ,005) među ovim grupama značajne. Rezultati su diskutovani u svetlu razlika u programima nastave i učenja za srednje stručne škole i gimnazije i u inicijalnom obrazovanju nastavnika ovih škola, kao i u kontekstu razlika u konstruktima motivacije i angažovanja.Psychological and educational teacher support represent significant factors of students’ academic achievement and adjustment during transition from primary to secondary school. This research tried to investigate relationship between school engagement and motivation to learn of the secondary school first graders, and teacher support. Additionally, we have tested the differences in relationship between teacher support and school engagement, and teacher support and motivation depending on the school type. The sample comprised 447 first graders from three Belgrade high schools (nhs= 198) and five vocational secondary schools (nvs = 249). Motivation was assessed with two Likerttype scales developed for this research, one grounded in the goal orientation theory (Mastery and Performance Orientation Scale, α1 = .744), and the other in the expectancy-value theory (Expectancy and Value Scale, α2 = .798). The School Engagement Scale (Fredericks et al, 2004) and the Teacher and Classmates Support Scale (Torsheim et al, 2002) were applied. Correlation between teacher support and school engagement was r = .61, p< .001. Correlations between teacher support and both measures of motivation were r1= .52, p< .001, and r2 = .56, p< .001. When subsamples of students were analysed separately, there were no significant differences in the correlation between teacher support and school engagement, while differences in the correlations between teacher support and both measures of motivation were significant (Mastery and Performance Orientation, rvs=. 46, p < .001, rhs =. 62, p < .001, z = - 2.28, p< .001; Expectancy and Value, rvs= .50, p = < .001, rhs =. 64, p< .001, z = - 2.09, p< .005). Results were discussed in the light of differences between vocational and high school curricula, and educational trajectories of vocational and high school teachers, as well as in the context of differences between concepts of motivation and engagement.Knjiga rezimea, 25. Međunarodna naučna konferencija "Pedagoška istraživanja i školska praksa"Book of abstracts / 25th International Scientific Conference "Educational Research and School Practice

Harrassment at work: A view into the new perspective

Maltretiranje na radnom mestu je tema koja još od devedesetih godina prošlog veka privlači pažnju evropskih naučnika. Nažalost, brojna sistematska istraživanja ovog fenomena sprovedena u tih dvadesetak godina ostaju relativno nepoznata našoj stručnoj javnosti, pa se izučavanje ove teme mahom svodi na studije slučajeva iz prakse psihijatara, kliničkih psihologa i predstavnika radničkih sindikata. S obzirom na to da je pomenuti pristup izučavanju ove teme dragocen, ali nedovoljno sveobuhvatan za njeno razumevanje, ovaj rad ima za cilj da pruži sažeti prikaz aktuelnih tendencija u izučavanju ovog fenomena, koje uglavnom dolaze iz skandinavskih zemalja. Problem se analizira kroz prikaz empirijskih i teorijskih pristupa njegovoj deskripciji, objašnjavanju, i pronalaženju konkretnih akcija za njegovo rešavanje. U tom smislu analiziraju se tzv. esencijalni i neesencijalni kriterijumi definisanja maltretiranja na radnom mestu, kao i uticaj karakteristika ličnosti i organizacionih faktora na razvoj negativnih oblika ponašanja u radnom kontekstu. Takođe, pružen je i kraći opis Upitnika o negativnim postupcima (The Negative Acts Questionnaire) koji su sastavili profesori univerziteta u Bergenu i koji je korišćen u preko sto istraživačkih projekata širom Evrope i sveta. U poslednjem delu rada dat je predlog nekih obrazovnih i organizacionih mera za prevenciju ove pojave.Harassment at work has been the issue attracting the attention of European scientists since the nineties of the last century. Unfortunately, numerous systematic researches of this phenomenon carried out in those twenty years remain relatively unknown to our professional public, so the study of this topic comes down largely to the case studies from the practices of psychiatrists, clinical psychologists and representatives of the labour unions. Given that the above mentioned approach to studying this issue is valuable, but not sufficiently comprehensive for its understanding, this paper is aimed at providing a concise review (survey) of the current trends in the study of this phenomenon mainly coming from the Scandinavian countries. The problem is analysed through the review of the empirical and theoretical approaches to its description, explanation and finding the concrete activities for its resolution. In this sense the so-called essential and non-essential criteria of defining harassment at work have been analysed, as well as the impact of the personality characteristics and organisational factors on the development of negative behavior patterns in the working context. The short description of the Negative Act Questionnaire is also given designed by the University of Bergen professors which has been used in over a hundred research projects all over Europe and the world. At the end of the paper the proposal for certain educational and organisational measures for the prevention of this phenomenon has been given

Psychometric properties of the Serbian version of the negative acts questionnaire: Revised

The Negative Acts Questionnaire-Revised (NAQ-R), together with its earlier version, The Negative Acts Questionnaire (NAQ), is one of the most utilized instruments for exploring workplace bullying, both in applied and scientific research. Contrary to its widespread use, there are a few published NAQ-R validation studies. In this paper we wanted to support developing grounds for future cultural analysis, comparison and development of the NAQ-R which was created as an instrument primarily for measuring workplace bullying in Anglo- American cultural settings. The aim of this study was to analyze the psychometric properties of the Serbian translation of the Negative Acts Questionnaire-Revised (NAQ-R) by exploring its factor structure, internal consistency and criterion validity. The sample comprised 1710 employees from both private and public sector in Serbia. Principal component analysis revealed one component that explained almost 60% of the total variance. The Confirmatory factor analysis was carried out in order to test the one, two and three factor solutions suggested by the authors of the NAQ. The results of CFA confirmed all three solutions, but only fairly, as some of the fit indicators did not reach the expected values. Reliability analysis showed excellent internal consistency of the NAQ-R (Cronbach's alpha=0.96). The significant correlations of the NAQ-R with job and organization related measures, and subjective health and well-being measures provided evidence of its construct validity. Higher correlations of the NAQ-R with a set of work related behaviors than the correlations with helath related measures were in accordance with the nature of the phenomenon that is primarily focused on work-disabling behaviors. The results of this study showed acceptable psychometric properties of the Serbian translation of the NAQ-R. Obtained findings indicate that the future development of the Negative Acts Questionnaire-Revised could follow two streams: one would be a further refinement of the uniform NAQ as a true cross-cultural measure that would generate comparable findings and the second one the development of separate national and/ or regional forms

The relation of risk-taking propensity, professional preferences and the approach to the selection of future profession

Istraživanja su pokazala da pojedinci skloni riziku biraju zanimanja koja uključuju visok nivo neizvesnosti, promene ili fleksibilnosti. Cilj ovog istraživanja bio je da se ispita odnos između sklonosti ka riziku i profesionalnih preferencija, kao i da se ispita odnos između različitih indikatora pristupa odabiru buduće profesije i sklonosti ka riziku. Ispitivanje je sprovedeno na uzorku od 583 srednjoškolca završnih razreda srednjih škola. Za procenu sklonosti ka riziku korišćena je modifikovana verzija EVAR (Evaluation of Risk) skale, a profesionalna interesovanja ispitivana su preko Testa profesionalnih opredeljenja (TPO). Pored toga, analizirani su i neki indikatori pristupa odabiru profesije koji su interesantni u kontekstu karijernog savetovanja, kao što su: dužina odabira profesije, broj profesionalnih preferencija i spremnost za donošenje profesionalne odluke. Rezultati pokazuju da sklonost ka riziku značajno korelira s profesionalnim preferencijama u kojima je rizik važna karakteristika posla (kao što je su zanimanja iz oblasti bezbednosti), kao i sa zanimanjima u kojima je rizik važan deo uspeha (kao što je sport). Takođe, pokazalo se da pojedinci skloni riziku ocenjuju da su spremniji da donesu odluku o sopstvenom profesionalnom izboru. U skladu s dobijenim rezultatima, može se zaključiti da sklonost ka riziku predstavlja značajnu karakteristiku koju treba uzeti u obzir prilikom izučavanja profesionalnih preferencija i pristupa odabiru buduće profesije kod adolescenata. PR Projekat Ministarstva nauke Republike Srbije, br. 179018.Research has shown that risk-taking individuals choose professions that involve a high level of uncertainty, change or flexibility. The aim of this research was to study the relation between risk-taking propensity and professional preferences, as well as between different indicators of the approach to the selection of future profession and risk-taking propensity. The study was conducted on the sample of 583 students attending the final grade of secondary school. For the assessment of risk-taking propensity we used a modified version of the Evaluation of Risk scale (EVAR), while professional interests were investigated by the Test of Professional Orientation (TPO). In addition, we analysed certain indicators of the approach to the selection of profession that were interesting in the context of career counselling, namely: duration of the selection of profession, the number of professional preferences and readiness to make a professional choice. The results have shown that risk-taking propensity is significantly correlated with professional preferences where risk is an important job feature (such as professions in the field of security) as well as with the professions where risk is an important part of success (such as sports). It has also been shown that risk-taking individuals assess themselves as more ready to make decisions on their own professional choice. Based on the obtained results, it can be concluded that risk-taking propensity is an important characteristic that should be taken into account when studying professional preferences and the approach to the selection of future profession in adolescents

It was great, they were all young! Is there ageism in students’ reflections on professional internship?

Noting the tendency of students of work and organizational psychology to choose internships among a smaller number of hosting organizations paired with satisfaction with completed internship expressed by the sentence ‘It was great, they were all young’, we performed qualitative content analysis of students’ reflections on age in the context of internship attractiveness. The materials for the analysis were 1) Fifty internship reports and 2) Discussions with students. There was no explicit ageism in students’ reports. Students were equally satisfied with mentors from more and less popular organizations. Four categories related to attractiveness of internship hosting organizations emerged: organizational culture, organizational climate, working conditions and mentors’ work. As in the case of more attractive organizations they point to ‘younger’ organizations, as a factor of their attractiveness, they could be discussed as ‘clear manifestations of ageism’, but also they could be regarded as ‘younger generation centeredness’, and partly a form of ‘covert ageism’. Reflections could also be interpreted as a consequence of students’ professional insecurity, need for peer support, ease of communicating with peers and those of similar age. Psychological distance from older generations of colleagues and mentors at work can both be the source of covert and overt ageism. In order to enable students to fully utilize the benefits of internship for their professional development, it is important to work on recognizing and preventing ageism and overcoming generational distances

Assessment of polyphenol content, in vitro antioxidant, antimicrobial and toxic potentials of wild growing and cultured rue

 Ruta graveolens L. (rue) is edible medicinal plant that is traditionally used in various countries. This study aimed to investigate and compare the phenolic content, antioxidant capacity, antibacterial and cytotoxic activities of the methanolic and ethanolic extracts of wild growing and cultured rue. The total phenolic content of the tested extracts varied from 57.90 to 166.91 mg of catechin equivalent (CE)/g of extract and the total flavonoid content from 4.18 to 26.87 mg of rutin equivalent (Ru)/g of extract.  All the tested samples exhibited significant antioxidant potential in DPPH radicals scavenging and lipid peroxidation inhibition assays (comparable with activity of rutin in the same test systems), antimicrobial activity determined by microdilution method (particularly against Gram (+) bacteria strains) and ability to induce inhibition of HeLa cells growth and proliferation (up to 71.81%). In addition, rue-treated HeLa cells showed various morphological changes after 72 h of incubation with rue extracts. Extracts from wild growing rue with the highest polyphenol, tannin and flavonoid contents demonstrated the strongest activities in all tested systems. The present study also emphasized the fact that the rue leaves and herb should be harvested at the beginning of blossoming stage in order to achieve the maximal level of secondary metabolites and optimal pharmacological effects.