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<p>Recent theoretical works and methodological advancements in organizational psychology have highlighted the necessity of a within-person perspective on organizational constructs. Past research suggests that focusing on within-person variation as an outcome can inform us of organizational processes that would not be possible with a static or mean-level approach. As such, the study of performance, on both intra- and inter-individual levels, is incomplete without addressing the nature of intraindividual variations and predictors of their short-term changes (i.e., dynamics). To address this, I first compiled a list of dynamic features from affective, personality, and cognitive dynamics and used it to develop a taxonomy of short-term performance variations (e.g., variability, inertia, stability, diurnal variation) and then conducted a systematic review of empirical works on performance variability to understand its associated theoretical constructs and their predictors. In the second part of my dissertation, I empirically examined the different forms of short-term performance dynamics (mean, maximum, minimum, variability, stability, inertia, week trends, day trends) using two weeks-long experience sampling data from working adults and a) investigated the extent to which they are distinct constructs and whether they have test-retest reliability, and b) tested what situational, time-specific, individual variables are most predictive of each form. I collected ESM data from 237 full-time working participants four times a day for two weeks with a week break in the middle (total observations = 10,315, average response rate = 48.3). I found that there was a high test-retest reliability for specific dynamic features, particularly those of OCB. In addition, I found that there were unique predictors for the same performance domain depending on how their variations were operationalized. </p>

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Univerzita Karlova 1. lékařská fakulta Studijní program: Psychologie Studijní obor: Lékařská psychologie a psychopatologie Tereza Příhodová, M.A. Měření integrity v klinických podmínkách a v situaci výběru Využití testu integrity v klinické praxi a psychologii práce Integrity measures under clinical conditions and in selection situations The use of integrity test in clinical practice and at work psychology Disertační práce - abstrakt v anglickém jazyce Vedoucí závěrečné práce/Školitel: doc. PhDr. Marek Preiss, Ph.D. Konzultant: PhDr. et PaedDr. Pavel Harsa, Ph.D. et Ph.D. Praha, 2021 ABSTRACT Integrity is a psychological and philosophical construct, which is closely related to the concepts of moral psychology. In different psychological disciplines it is often associated with related constructs including conscientiousness, virtue, honesty or emotional stability. In Czech psychological and psychiatric practice integrity is a variable, which is commonly not measured and evaluated as a personal asset, mainly due to the fact that there is a lack of proper instruments, which would be accessible to clinicians or researchers. The main goal of this dissertation thesis was to introduce newly developed integrity test, which is applicable in clinical and in non-clinical settings. Thus, this thesis summarizes the...

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This study examines the relationships between anti-work orientation which questions and critiques the role of work in our lives, organizational dehumanization where the employee feels objectified by their employer and feels like just a tool, counterproductive work behavior which includes employee behavior which harms the work organization or other employees, and quiet quitting where employees do the bare minimum required by their employer. Due to the lack of previous research, we examined the effect of the level of conscientiousness as a control variable in our regression models. Data was gathered from adult respondents with work experience in a non-management position (n= 257). Results indicate that anti-work orientation and organizational dehumanization significantly predict quiet quitting, suggesting their potential to cause employee disengagement. In contrast, their effects on counterproductive work behavior were not significant, possibly due to a floor effect. Conscientiousness was a robust predictor of counterproductive work behavior and quiet quitting, indicating that conscientious employees engage in less deviant or disengagement behaviors. Exploratory analysis revealed a weak negative correlation between age and quiet quitting, and that Millennials show higher anti-work orientation than Generation X. These findings underscore the need for organizational strategies that promote more humanistic approaches, such as promoting supportive leadership and increasing employee autonomy in order to enhance employee engagement.