Boris Popov

Negative feedback, beliefs and personal goals in prediction of dysfunctional emotions

Rational emotive behavior therapy (REBT) demonstrates good results in evaluation therapy researches. However, some of its basic concepts, as well as theory as a whole itself, did not receive satisfactory empirical support so far, in comparison to other cognitive models (Beck, Lazarus etc.). Quasiexperimental study was designed to test the role that (1) negative feedback (A) and (2) irrational beliefs (B) both play in formation of dysfunctional negative emotions, in the context of significant personal goals (in our case value of potential award - G). ABC theoretical model received limited support: statistically significant three-times interaction A x B x G was found in predicting general negative emotional state, as well as anger. In contrast with that, ANOVA showed only main effect of irrational beliefs (as continuous variable) to be significant in predicting emotions of anxiety and depression. Findings are discussed in the context of REBT theory of emotions, as well as their possible practical applications. Limitations of the study were also mentioned. .

ZAHTEVI POSLA I RESURSI NA RADU KAO PREDIKTORI IZGARANJA NA RADU I RADNE ANGAŽOVANOSTI: GLAVNI I INTERAKTIVNI EFEKTI

Sprovedeno istraživanje ima za cilj da proveri na koji nacin zahtevi posla, kontrola nad radom i socijalna podrska predviđaju blagostanje zaposlenih. Na osnovu modela Zahtevi-kontrola, Zahtevi-kontrola-podrska i Zahtevi-resursi konstruisan je hipotetski model za potrebe istraživanja koji razlikuje cetiri tipa poslova – tzv. aktivne, nisko stresne, visoko stresne i pasivne poslove. Postavljene su hipoteze koje se odnose na glavne, kao i interaktivne efekte zahteva i resursa u predviđanju izgaranja na radu i radne angažovanosti. Uzorak se sastojao od 206 ispitanika oba pola (63% žena), a instrumenti koji su korisceni u istraživanju su Upitnik karakteristika posla (UKP), Skala radne angažovanosti (UWES-9) i Skala izgaranja na radu (WB). Rezultati ukazuju na to postoje znacajni glavni efekti radnih zahteva na izgaranje, kao i resursa na radu na izgaranje i radnu angažovanost. Suprotno ocekivanjima, nije otkriven efekat interakcije radnih zahteva i resursa na radu u predviđanju izgaranja i radne angažovanosti. U terminima hipotetskog modela pokazano je da su radno najangažovaniji zaposleni na tzv. aktivnim i nisko stresnim poslovima. Takođe, pokazano je da zaposleni na tzv. nisko stresnim poslovima izgaraju manje u poređenju sa ostala tri tipa. Dobijeni rezultati su prodiskutovani u kontekstu polaznih teorijskih modela, a date su i smernice za buduca istraživanja.

Model organizacijskog zdravlja: predikcija blagostanja zaposlenih i organizacijske uspešnosti

The organisational health framework represents a turning point in the field of occupational stress research because it focuses simultaneously on both individual indicators of stress and well-being, and the indicators of organisational performance. The main aim of this study was to test whether positive and negative experiences at work can predict some of the organisational health indicators, such as burnout, work engagement, organisational citizenship behavior, and turnover intentions. A total number of 477 employees (average age 39 years), permanently employed in 18 companies in the Autonomous Province of Vojvodina, Serbia, filled in the following questionnaires: the Positive and Negative Experiences Scale (PNWES), the Work Burnout Scale (WB), the Work Engagement Scale (UWES-9), the Serbian Affect Inventory (SIAB-PANAS), the shortened Oragnisational Commitment Scale (OCS), as well as the Organisational Citizenship Behaviour Scale (OCBS), and the Turnover Intentions scale (NNO). Results of the structural equations modelling showed that hypothetical model had good fit indices and that relationships between variables were in the expected direction. It was demonstrated that positive work experiences increased directly work engagement and, indirectly, organisational citizenship behaviour. On the other hand, negative work experiences were found to increase burnout, and indirectly, turnover intentions. Commitment was proved to be the central mediator in the model. The theoretical and practical implications of the organisational health framework were discussed.