Humanities and Social Sciences

Polish Psychological Bulletin

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Polish Psychological Bulletin | 2023 | vol. 54 | No 4

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Abstract

The beginning of the COVID-19 pandemic brought about a sudden and significant change in the conditions of various academic activities. In the present study, we wanted to investigate the influence of the first pandemic lockdown on procrastination tendencies among Polish students. To achieve this goal we employed a mixed-method, embedded longitudinal study. In the quantitative part of the research, the same group of university students completed the procrastination questionnaire twice: a year before, and two months after the introduction of the first pandemic lockdown. The qualitative part included the open-ended questions about the perceived reasons for an observed change in a tendency to postpone tasks after the pandemic outbreak. Our analyses showed a significant increase in academic procrastination after the lockdown introduction. In particular, students reported a decrease in the study interest and lower working discipline. As the causes of higher procrastination during the lockdown period, students most frequently pointed out the reduced monitoring of work progress by supervisors and lower negative consequences of delaying tasks. The second most frequent theme in provided answers included difficulty in restraining from alternative activities and problems with focusing on tasks or ignoring distractions. Embedding qualitative and quantitative data gave a consistent picture of students' situation in the first lockdown and provided potential explanation for the exacerbation of procrastinatory behaviors after the pandemic outbreak.
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Authors and Affiliations

Marcel Kawczyński
2
ORCID: ORCID
Ewa Wiwatowska
1
ORCID: ORCID
Jarosław Michałowski
1
ORCID: ORCID

  1. SWPS University of Social Sciences and Humanities, Poznań, Poland
  2. Adam Mickiewicz University, Poznań, Poland
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Abstract

Diffusion of responsibility is a well-known effect widely studied in a real-life setting. It can occur in a situation in which the more people observe a crisis event, the less likely it is that someone will react and provide real assistance. These days of a galloping digital revolution a question is to be raised as to whether the same effect can be observed in the online space of communication. In order to investigate this phenomenon we designed a study aimed at testing whether people exposed to a situation of cyberbullying will decide to take action against it depending on how many other Internet users are also aware of that crisis. Results obtained by us confirmed the existence of the diffusion of responsibility in the Internet similar to that observed in our daily lives. We also confirmed that a well-known influence technique “Even a penny will help” (in our study “every reaction will help”) can be effectively used to model behaviour online. In our times of digital revolution, those outcomes can be a step both toward understanding human behaviour in the online setting, showing us that it is not that different from the one presented in real live face-to-face communication and toward helping deal with antisocial behaviour people face online on a daily basis.
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Authors and Affiliations

Jakub Kuś
1
Agata Kocimska-Bortnowska
1

  1. SWPS University, Wroclaw, Poland
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Abstract

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes.
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Authors and Affiliations

Luís Andrade
1
ORCID: ORCID
Claúdia Santos
1
Liliana Faria
2
ORCID: ORCID

  1. Universidade Europeia, Lisbon, Portugal
  2. University of Algarve, Faro, Portugal
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Abstract

The aim of the two studies (N = 245 and N = 199) was to investigate the predictors of environmental guilt and analyze its mediating role between human-nature relationship and pro-environmental behavior intentions. In the first study, the connectedness to nature and social dominance orientation emerged as predictors of environmental guilt. In addition, guilt was an important mediator of the relationship between the connectedness and individual pro- environmental behavior. In the second study, guilt was predicted by gender, by locating the causes of the climate crisis in human activities rather than in the Earth's natural cycles, and by environmental nostalgia. In addition, guilt mediated the relationship between environmental nostalgia and willingness to engage in collective action and support systemic changes. Thus, environmental guilt seems to be an important factor in predicting a wide range of environmentally friendly activities: individual behavioral intentions, willingness to engage in collective actions, and support for systemic changes.
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Authors and Affiliations

Michał Jaśkiewicz
1
Rafael Piotrkowski
2
Karolina Sas-Bojarska
3
Agata Walaszczyk
3

  1. University of Gdańsk, Poland
  2. Polish Academy of Sciences, Poland
  3. SWPS University of Social Sciences and Humanities, Poland
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Abstract

We explore how conspiracy beliefs change the effectiveness of gain- vs. loss-framed messages in promoting health-protective behavior. We focused on various recommended COVID-19 protective measures, not only vaccinations but also other preventive (like wearing masks) and detection behaviors (like testing). Our results indicate that conspiracy beliefs moderate the effectiveness of gain vs. loss framing. When participants endorse conspiracy worldviews above the average level, the gain frame may be more effective than the loss frame. In other words, in the loss frame condition, conspiracy beliefs negatively and significantly predicted attitudes toward the behavior recommended. However, in the case of the gain frame, the relationship between conspiracist views and attitudes toward promoted behavior was weaker or even nonsignificant. We also found, although only in the case of one behavior, that when participants' eagerness to look for conspiracies almost does not exist, the loss frame may be a better option than the gain frame. Finally, neither of these effects was mediated by emotional reactance or anxiety.
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Authors and Affiliations

Wojciech Cwalina
1
ORCID: ORCID
Paweł Koniak
1
ORCID: ORCID

  1. Maria Curie-Skłodowska University, Lublin, Poland
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Abstract

We examined the role of work-related emotions and personal resources operationalised as psychological capital (PsyCap) in the relationship between events occurring at work and employees’ work engagement. Using affective events theory and broaden-and-build theory as theoretical frameworks, we theorise that the perceived frequency of positive and negative events at work and work engagement is mediated by positive and negative work-related emotions and moderated by PsyCap. The results of path analysis on a sample of US and Polish employees showed that PsyCap moderated the relationship between the perceived frequency of negative work events and negative work-related emotions, however, we also found culture-specific effects of PsyCap. Our study contributes to the human resource development (HRD) literature by providing evidence of the role of personal resources in the event–emotion–engagement process in the workplace. Also, our findings deepen the understanding of HR developers in multinational organisations and provide suggestions on how they can implement PsyCap trainings based on culture-specific work environment.
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Authors and Affiliations

Aleksandra Penza
1
ORCID: ORCID
Agata Gasiorowska
1
ORCID: ORCID

  1. SWPS University, Wrocław, Poland
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Abstract

Building upon Gasiorowska and Zaleskiewicz's (2021, 2023), we explored how a control threat and attachment style influence social relationship preferences. This experiment aimed to investigate how experiencing a control threat affects individuals with secure, anxious, and avoidant attachment patterns when they can choose between seeking assistance from the market, asking a close person for help, or coping with the situation alone. Participants with different attachment styles were randomly assigned to either the lack of control condition ( n = 290) or the having control condition ( n = 277). Individuals with an anxious attachment were more inclined to choose the market-exchange option and less likely to select the agentic and communal options when faced with a control threat. Meanwhile, those with an avoidant attachment exhibited a higher tendency to choose the agentic option, while their preference for noncontingent help decreased after exposure to the control threat. Surprisingly, secure attachment individuals showed an increased preference for noncontingent help and decreased preferences for market exchange and self-reliance when exposed to the control threat compared to when they had control. These findings suggest that participation in market relationships may meet vital psychological needs and serve as a safeguard against attachment insecurities.
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Authors and Affiliations

Agata Gasiorowska
1
ORCID: ORCID
Tomasz Zaleskiewicz
1
ORCID: ORCID

  1. SWPS University SWPS University, Wrocław, Poland

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