Psihologia Resurselor Umane https://www.hrp-journal.com/index.php/pru <p><img style="float: left;" src="/public/site/images/copariuc/magazine-demo.png" alt="PRU"></p> <p style="text-align: justify;">The <strong>Psihologia Resurselor Umane Journal</strong> is the official journal of the <a href="http://www.apio.ro/"><strong>Association of Industrial and Organizational Psychology</strong></a> (APIO). PRU is devoted to publishing original investigations that contribute to an understanding of situational and individual challenges within an organizational context and that bring forth new knowledge in the field. The journal publishes primarily empirical articles and also welcomes methodological and theoretical articles on a broad range of topics covered by Organizational, Industrial, Work, Personnel and Occupational Health Psychology.</p> <p style="text-align: justify;">Audience includes scholars, educators, managers, HR professionals, organizational consultants, practitioners in organizational and employee development. This journal is currently abstracted and indexed in the following databases: PsychINFO, Proquest, ERIH +, EBSCO, Scopus, DOAJ and Copernicus. Examples of topics covered in this journal are: job demands and resources, work stress, employee well-being, employee, positive and negative work behaviors, work-family conflict, personality in work contexts, leadership, job attitudes, HR practices, work motivation, personal resources, team effectiveness, employee performance, methods in I/O psychology.</p> <p style="text-align: justify;"><strong>Editor:</strong> Oana Fodor</p> <p style="text-align: justify;"><strong>Print ISSN:</strong> 1583 -7327</p> <p style="text-align: justify;"><strong>Electronic ISSN</strong>: 2392 - 8077&nbsp;</p> <p style="text-align: justify;"><em>Published two times a year in April and October.</em></p> Asociația de Psihologie Industriala și Organizațională en-US Psihologia Resurselor Umane 1583-7327 <p style="color: #000000; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 10px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 400; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; text-decoration-style: initial; text-decoration-color: initial;">Authors who publish with this journal agree to the following terms:</p> <ul style="color: #000000; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 10px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 400; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; text-decoration-style: initial; text-decoration-color: initial;"> <li>Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a <a href="https://creativecommons.org/licenses/by-nc-sa/4.0//">Creative Commons Attribution License</a> that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal,it also allows for use of the work for non-commercial purposes and if others remix, transform or build upon the works found in this journal they must distribute the contributions under the same licence as the original.</li> <li>Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.</li> <li>Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See: <a href="http://opcit.eprints.org/oacitation-biblio.html" target="_new">The Effect of Open Access</a>).</li> </ul> Diversity at a crossroads: How diversity research can contribute to the fight for social justice https://www.hrp-journal.com/index.php/pru/article/view/472 Smaranda Boros Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.472 Work-family enrichment of dual-earner couples: a longitudinal study on the effects of personal resources https://www.hrp-journal.com/index.php/pru/article/view/473 <p>The current study investigated the dyadic longitudinal interaction between psychological capital as a personal resource<br>and work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the home<br>domain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasions<br>spaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. The<br>analyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models.<br>Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level for<br>WFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted shared<br>psychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later.<br>Theoretical and practical implications are discussed.</p> Alina Matei Delia Virga Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.473 The Path from Leader-Member Exchange to Citizenship: An Empirical Test of Self-Determination as a Linchpin https://www.hrp-journal.com/index.php/pru/article/view/474 <p>In response to calls to uncover the mechanisms whereby leadership influences subordinate outcomes, the present study<br>proposes and tests a path from leader-member exchange (LMX) to subordinate organizational citizenship behaviors<br>(OCBs) through work motivation as conceptualized by self-determination theory (SDT). We conducted a survey study<br>on a Romanian sample of 338 subordinates nested under 59 leaders from a large variety of organizational contexts. Our<br>findings at the within-group level offer limited support for the incremental validity of autonomous motivation and<br>amotivation, but suggest controlled motivation—and, through it, LMX—has a negative incremental contribution to both<br>OCB targeted at co-workers and OCB targeted at the organization. None of the paths was supported at group level.<br>Results thus suggest that leaders should be wary of the consequences of high LMX—despite its established overall<br>positive influence on OCB, LMX may also undermine OCB to the extent to which it enhances controlled motivation.</p> Anata Flavia Ionescu Dragos Iliescu Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.474 Fulfilled Expectations about Leaders Predict Engagement through LMX https://www.hrp-journal.com/index.php/pru/article/view/475 <p>Drawing on the bandwidth-fidelity principle (Cronbach &amp; Glaser, 1957), this paper challenges the use of broad Implicit<br>Leadership Theories (ILTs) domains in predicting organizational outcomes (i.e., prototypic ILTs and anti-prototypic<br>ILTs) and provides preliminary arguments for examining ILTs narrow traits (e.g., sensitivity, intelligence) effects on<br>LMX and consequently on work engagement. Specifically, using polynomial regression and response surface<br>methodology, I examined the effects of followers’ ideal-actual ILTs congruence on LMX. Additionally, using the block<br>variable approach, I tested the mediation effects of LMX on the relationship between ideal-actual ILTs congruence and<br>work engagement, on a sample of 68 employees. The results showed that followers’ fulfilled expectations about<br>sensitivity and tyranny had linear effects on LMX, indicating the generalized benefits for leaders to be high on sensitivity<br>and low on tyranny to enhance followers’ LMX. Intelligence, dedication, dynamism, and masculinity had non-linear<br>effects, revealing that fulfilling followers’ expectations are the best option for leaders to develop high-quality<br>relationships with their followers. The mediation hypothesis received partly support, suggesting that additional<br>mechanisms can explain the relationship between followers’ ideal-actual ILTs congruence and work engagement.</p> Andreea Petrus Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.475 Workplace Bullying and Turnover Intention. The Role of Protective versus Vulnerable Personality Factors https://www.hrp-journal.com/index.php/pru/article/view/476 <p>This study investigates the vulnerability/protection effects of the Big Five personality traits (extraversion, openness, agreeability, conscientiousness, neuroticism) on the relationship between bullying and turnover intention. Specifically, based on the assumption of Vulnerability-Stress Model we propose that bullying will predict turnover intention and that this relationship will increase or decrease in accordance with one’s level of certain personality traits. We collected a Convenience sample of 460 employees. Results of the moderation analysis suggests that bullied employees, as an attempt to coping are more inclined to turnover intentions, as preceded suggested by literature. Furthermore, out of all 5 factors, solely extraversion and agreeableness acts like a protective factor.</p> Andreea Butucescu Miruna Mutu Dragos Iliescu Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.476 Equal, but so much different: examining socio-demographic differences of the employees in relation to organizational commitment, burnout and intention to leave https://www.hrp-journal.com/index.php/pru/article/view/477 <p>The current study was conducted among employees in various industries and sectors (N = 412) in Romania and examined<br>how four socio-demographic groups differ with regards to three main organizational outcomes: organizational<br>commitment, burnout and intention to leave. Multivariate analysis of variance showed that statistically significant<br>differences exist between socio-demographic groups based on hierarchical level, sector of the employer, generation and<br>perceived income level. Additionally, significant differences were shown at the dependent variables levels for certain<br>socio-demographic groups. One of the most expected set of results relate to the differences between generations in terms<br>of all variables included in the study. Like the other findings, but most of it, in a complete form, this highlight could help<br>organizations in their endevour to bridge the generational gap and propose a tailored organizational employee value<br>proposition to their prospective targets.</p> Lavinia Tanculescu-Popa Copyright (c) 2020 Psihologia Resurselor Umane https://creativecommons.org/licenses/by-nc-sa/4.0 2020-11-09 2020-11-09 18 2 10.24837/pru.v18i2.477