Preliminary psychometric characteristics of the polish version of the religious commitment inventory-10 (rci-10-pl) by everett worthington and colleagues

The article presents the theoretical background and the psychometric properties of the Polish version of the Religious Commitment Inventory-10 (RCI-10-PL). Confirmatory factor analysis (CFA) was conducted on two samples: 273 participants (Sample A) and 308 participants (Sample B). The results of the CFA showed an acceptable fit of empirical data to the one-factor and two-factor theoretical models, the latter model having a slightly better fit. Moreover, we obtained satisfactory values of the reliability coefficient. Cronbach alpha coefficients for the Polish version of the RCI scales ranged from .82 to .95. Test-retest reliability correlations ranged from .90 to .91 for a five- -week interval between ratings. We also found positive correlations between specific dimensions of RCI-10-PL and religious attitudes, ethical sensibility, and focus on the achievement of harmony in life, which confirms the external validity of the instrument. The results of the analysis conducted on Polish samples are similar to the results obtained from American samples

Work attitudes and work ethic as predictors of work engagement among Polish employees

The purpose of this study was to investigate the relationship between work engagement and the psychological traits of employees, such as attitudes towards work and work ethic. Additionally, the study included demographic characteristics of employees and organizational characteristics. Research was conducted using the Polish adaptations of two well known methods: Multidimensional Work Ethic Profile and Utrecht Work Enagagement Scale, as well as the Work Attitude Questionnaire (WAQ)-a new Polish method. 360 adult employees of two large Polish regions took part in the study. The analysis showed a significant influence of hedonic-autotelic attitude, as well as four dimensions of work ethic on work engagement. It seems to be an important conclusion that work engagement turned out to be far more determined by the subject's psychological traits than demographic and organizational ones. These results, indicating the special role of the perception of work as a central value, can be used only in the area of attitudes towards work formed during adolescence (e.g., at school, in career counseling) but also in the area of motivating the employees by the organization

Temporalna i behawioralna analiza etyki pracy : od ciężkiej pracy do efektywności

Artykuł ten dotyczy efektywności gospodarczej. Ukazuję w nim tezę, że etyka pracy akcentowała myślenie w kategoriach efektywności, która w okresie industrializacji oznaczała przede wszystkim wydajność, natomiast współcześnie — to reagowanie na potrzeby konsumenta. Przedstawiam tu również temporalną i behawioralną analizę pojęć etyki pracy, wydajności i elastyczności, którą uznaję za współczesną wersję efektywności

Kulturowe czynniki efektywności gospodarczej i innowacyjności : kultura, efektywność a innowacyjność

The article presents the relations between culture, economic growth and innovation. Some values, norms and attitudes are connected with economic growth while the others are connected with its lack. The article shows the values and norms that can be regarded as cultural factors of economic growth. Cultural factors connected with predictability such as effective time management and trust in social system favoured industrialization. Economic growth is connected with the following elements of culture: religion that praise people accumulating wealth (pharisaic religion), belief in the individual and freedom of action, tightness (norms are imposed tightly), and belief that wealth is something that does not exist yet. Other values such as acceptance of competition, saving money and work ethic are also very important. Some values are important for discipline and production (work ethic) and are components of tight, bureaucratic cultures with low equifinality. On the other hand, other values (independence, freedom of action) are important for creativity, which seems to be crucial when planning production. These values are components of flexible cultures. Creativity is the feature of flexible cultures with high equifinality. The factors of innovation are both in tight and flexible cultures. Organization connecting these both cultures is metaflexible and does not accept neither excessive flexibility (chaos) nor excessive tightness (excessive bureaucracy)

Etyka pracy : przekonania wartościujące pracę a zaangażowanie pracowników

The book contains an overview of conceptions and results of research on work ethic – a construct which was first defined in 1905 by a German sociologist Max Weber. Work ethic is a syndrome of attitudes and convictions that regard work. In the present publication the sociological aspect of this concept has been discussed and terms such as: protestant ethic, spirit of capitalism, modern capitalism and inner-world asceticism coined by Weber have been explained. Then, various cultural versions of work ethic have been presented: Japanese, Confucian and Islamic, and an attempt to answer the question whether work ethic in Poland exists has been undertaken. The main aim of the book is to discuss the psychological aspect of work ethic. The starting point for the author to develop such an approach was an overview of definitions provided and adopted in psychological studies, and of the constituents of the term work ethic described in sociology and psychology. The author’s model of the syndrome of attitudes and convictions that work ethic represents, has also been depicted. Work evaluation and perceiving work as a moral obligation constitute important elements of this syndrome. The author has distinguished new aspects of work ethic: the energetic aspect (valuation of a bigger effort) and time aspect (extending working time), which are important from the perspective of a contemporary working person. Correlatives of work ethic have also been illustrated with consecutive descriptions of gratification postponement, achievement motivation, authoritarianism, the inner feeling of control location, individualism and collectivism, as well as personal features such as conscientiousness and amicability. In the monograph, the results of research conducted by means of a Polish version of the American Multidimentional Work Ethic Profile questionnaire have been presented. According to that research, in Polish subjects’ attitudes towards work the so called energetic dimensions dominate. Valuation of activeness and affirmation of effort increase, as well as the conviction that time should be saved have turned out to be the central elements of the described syndrome. The further research presented in the book regarded connections between work ethic and work involvement including workers’ commitment to a particular organization. Its results have clearly shown that the extent of work involvement is connected with perceiving work as a central value, affirmation of hard work and treating it as a moral obligation, along with the conviction about the need for saving time. Some of the results are especially important, since they are based on the evaluation of work involvement made not only by the subjects themselves but also by their supervisors. Presentation of methods used for conducting research in work ethic and a discussion concerning their usefulness in the examination of various organizations is an asset to this book. The publication is addressed to work and organization psychologists, sociologists, career advisers and management specialists. It may also be an interesting piece of reading for students

Jak motywować studentów? : próba udzielenia odpowiedzi w świetle teorii autodeterminacji Richarda Ryana i Edwarda Deci’ego

The article addresses the claim that efficient motivating means that lecturers adjust their actions to student’s motivation. A key to student motivation, or in other words, controlling their behavior, lies in proper diagnosis of a type of motivation or regulation that prevails in the process of learning and studying. The author introduces the notion of self-determination continuum formulated by Richard Ryan and Edward Deci, by means of which we are able to diagnose whether students are motivated to study. It consists of six motivational constructs observed in students, namely, amotivation, external regulation, introjection, identification, integration and intrinsic motivation (immanent one). Immanent motivation refers to those who study because it is inherently interesting and patterns of teachers’ behavior, in other words, ways and styles of teaching. These styles comprise the so called teacher’s roles. Those patterns of behavior can be brought to role patterns by means of which lecturers are able to adjust themselves to a type of their students’ motivation. The author presents the following styles: lessaiz-faire (or indifference) that matches intrinsic motivation; a reliable counselor that matches integration; a consultant whose behavior goes well with identification; an informant whose role refers to introjection; and an expert who takes account of student’s motivation based on external regulation. Amotivation is the most undesirable condition, for it requires that a student is offered help, which paves the way for his/her reflection on the sense of studying a certain subject

Odraczanie gratyfikacji jako istotna część charakteru : psychologiczna i temporalna analiza etyki pracy i estetyki konsumpcji

The article presents the work ethic as a psychological variable. In its most important part, itformulates a hypothesis that the very ethics is a part of character accentuating the postponementof a bonus for further future, which allows for doing an arduous and hard job that becomes pleasure.The very pleasure is a result of satisfaction with a well-done job which, in this perspective,becomes a moral obligation. A person realizing this obligation evaluates him/herself as a betterone, and hence, derives pleasure. Postponement of gratification, being in contradiction with impulsivity,allows for concentrating on the obligation, and rejecting immediate rewards, namely,consumption.If we take for granted that work is punishment, whereas consumption is reward, we notice thata series of events: punishment (work) → reward (consumption) dominated in the postindustrial era,while in the postmodern era it was a reward → punishment event. The conclusion is that a consumerdoes not forget about hard work. He/she works in order to pay down consumption debts, and,most frequently, does not evaluate work as highly as an individual in the postmodern era

COMPACT: biometric dataset of face images acquired in uncontrolled indoor environment

Biometric databases are important components that help to improve state-of-the-art recognition performance. The availability of more and more difficult data attracts the researchers' attention, who systematically develop novel recognition algorithms and increase identification accuracy. Surprisingly, most of the popular face datasets, like LFW or IJBA are not fully unconstrained. The majority of the available images were not acquired on-the-move, which reduces the amount of blur caused by motion or incorrect focusing. Therefore, in this paper, the COMPACT database for studying less-cooperative face recognition is introduced. The dataset consists of high-resolution images of 108 subjects acquired in a fully automated manner as people go through the recognition gate. This ensures that the collected data contains the real world degradation factors: different distances, expressions, occlusions, pose variations and motion blur. Additionally, the authors conducted a series of experiments that verify face recognition performance on the collected data

Development and validation of the Influence Regulation and Deinfluentization Scale (DEI-beh)

Our article presents work on the development and validation of Influence Regulation and Deinfluentization Scale (DEI-beh). Reviewing concepts regarding its influence constitutes an introduction to the original deinfluentization concept coined by Barbara Kożusznik. The author’s theory has provided the basis for creating a diagnostic tool. The elaborated DEI-beh method consists in evaluating conditions which determine managerial effectiveness and shape reciprocal influences among team members. Our article describes this tool’s creation and its validation procedure. Positive relationships between DEI-beh’s individual dimensions and temperament characteristics, defined in Pavlov’s concept (1952), and selected personality traits, proposed in the Five-Factor Model Personality by Costa and McCrae (1992), confirm the tool’s external validity

Trust in Effective International Business Cooperation : Mediating Effect of Work Engagement

This study aims to analyse the relationships between relational competence and its trust-building processes with individuals’ traits considered as psychological antecedents of inter-organizational relationships (IORs), outcomes. We hypothesize that organizational trust-building competence, situational trust, trust propensity, and autonomous motivation of cooperating teams and their managers influence IORs outcomes through work engagement of cooperating people