Mate retention strategies are an important tool in keeping a partner, and their use is determined by the mate value (MV) of the partner one is trying to keep. The type of strategy used is also dependent on one's own MV: mates of lower MV are more prone to exhibiting strategies that are cost-inflicting for their partners, whereas partner-benefiting strategies are used by mates of higher value. The type of strategies used affects relationship satisfaction (RS), and is also affected by the perceived difference in MVs. However, it is unclear how someone's perception of their partner's MV is related to that partner's behavior and their own RS. To this aim, we investigated the relationship between these variables on a sample of 178 couples. Our results showed that benefit-inducing strategies were used more by-and towards-partners of higher MV, and were positively connected with RS. Cost-inflicting strategies were more used by-and towards-partners of lower MV, and were negatively connected with RS. Less MV difference was positively correlated with RS and benefiting strategies, and negatively correlated with cost-inflicting strategies. It seems that good mates use strategies that benefit their partners, which, in turn, make them more valuable and, consequently, their partner more satisfied.
Abstract:In this paper we report the results of a study exploring psychological contract breach (PCB) in a heterogeneous sample of Croatian employees (N=363). In addition to reporting PCB, the participants informed us about their basic demographic characteristics, job attitudes (job satisfaction and organizational commitment) and reported three aspects of their job performance (in-role performance, organizational citizenship behavior, counterproductive work behavior). Our analyses showed that PCB experience depended on participants' characteristics, and, more importantly, was negatively related to job attitudes and job performance. Thus, the detrimental effect of PCB reported in the organizational behavior literature was replicated among Croatian employees.
Lažiranjem odgovora na upitnicima ličnosti nazivamo tendenciju namjernog davanja netočnih odgovora kako bi se povećala vjerojatnost postizanja željenoga cilja, konkretno dobivanja posla. Ovo ponašanje u selekcijskoj situaciji nije lako otkriti ni izmjeriti, stoga je teorijski i praktično važno utvrditi o kojim to sve čimbenicima ovisi hoće li i u kojem stupnju kandidati lažirati svoje odgovore. Pokušavajući odgovoriti na to pitanje, u zadnjem desetljeću nekoliko je skupina autora sistematiziralo moguće čimbenike i predložilo modele koji specificiraju ključne odrednice lažiranja odgovora i njihove međusobne odnose. Zbog kratkoga vremena u kojem su nastali, modeli se uglavnom nisu referirali jedan na drugi, pa razni autori često iste odrednice nazivaju različitim imenom, kao i različite odrednice istim imenom, dok u oskudnim empirijskim istraživanjima rabe različite operacionalizacije istoga konstrukta. Stoga je cilj ovog rada dati sustavni pregled i kritički osvrt na sve relevantne modele lažiranja odgovora. Rad završava zaključkom pregleda modela lažiranja odgovora u kojem se ističu sličnosti i razlike između modela lažiranja odgovora, na čemu se temelje smjernice za buduća istraživanja odrednica lažiranja odgovora u selekcijskom kontekstu.Ključne riječi: lažiranje odgovora, modeli lažiranja odgovora, odrednice lažiranja odgovora, upitnici ličnosti, selekcija Maša Tonković Grabovac, Sveučilište u Zagrebu, Filozofski fakultet, Odsjek za psihologiju, Ivana Lučića 3,
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