The aim of this study was to examine the psychometric properties of the Polish version of the Short Hopelessness Scale in an undergraduate student sample. The scale was originally developed as a brief measure of hopelessness for large scale epidemiological surveys and is based on two commonly used measures of hopelessness. participants and procedure A total of 4098 students from different Polish universities took part in the study. Confirmatory factor analysis (CFA) was used to test the model fit. Pearson correlation coefficients were used to investigate the relationship between hopelessness scale and criterion variables. results Due to the lack of fit of the initial congeneric, unidimensional model, the lowest loading item was removed, and a tau-equivalent model with three items was tested. The tau-equivalent model showed a good fit to the data. The scale had adequate reliability. Hopelessness was positively related to anxiety, depression, and stress and negatively related to the quality of life, health, and self-esteem. conclusions The study provides evidence of good psychometric properties in terms of factorial structure, reliability and criterion validity of the shortened 3-item Polish version of a hopelessness scale. Future studies should investigate its predictive value, especially in terms of suicidal ideation and behaviour, as well as other health outcomes.

Employee entitlement has been studied over the years, yet few human resources management scholars and managers expected it to be a common phenomenon, especially among younger employees. Therefore, there is a need for deeper insight into employee entitlement as it has been analyzed in different ways over the last years. Due to dynamically and rapidly changing organizational settings, employee entitlement should be considered as a context-dependent variable. Additionally, it does not have to be perceived explicitly as a negative factor, as there are certain circumstances in which employee entitlement may be beneficial for the organization. Proper understanding of it will be possible through studying the interactions between employee entitlement and other variables, such as organizational identification, identification with coworkers, organizational justice, leader-member exchange, team–member exchange, organizational citizenship behavior, and counterproductive behavior. Factors that might affect the intensity of entitlement are discussed, as well as what we know about methods that can increase or decrease it. This article indicates the gaps and inconsistencies in existing research, simultaneously trying to find solutions and ideas for the difficulties encountered.