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Organizacinių veiksnių ir psichologinio kapitalo reikšmė policijos darbuotojų patiriamam priekabiavimui /
No full textThe significance of organizational factors and psychological capital on harassment experience and well-being of police staff.
No full textVrublevskaja, I. (2024). The significance of organizational factors and psychological capital on harassment experience and well-being of police staff. Vilnius, Vilnius university, p. 64. Organizational and individual factors (e.g. psychological capital) may play a role in the harassment experience, but their importance for the perception of harassment is not the same. Therefore, this study aims to investigate the significance of organizational factors and personal characteristics - psychological capital - on the harassment experienced by police staff and to reveal the factors that are important for the well-being of police staff. Disclosure of these factors would allow planning preventive and interventional measures that reduce the prevalalence of harassment among police employees. 147 police employees participated in the study (82 women, 63 men, 2 research participants did not specify their gender). Police staff age ranged from 20 to 58 years (M = 39.8, SD = 9.7). Methods are used: Organizational Bullying Risk Factors Scale (Gamian – Wilk, 2018), Short Version of the Negative Acts Questionnaire (Notelaers et al., 2018), Psychological Capital Scale (Lorenz et al., 2016), World Health Organization Well-Being Index (WHO-5). This study revealed that organizational factors were significance predictor of workplace harassment among police staff and there was a negative correlation between organizational factors and harassment experience, while employee psychological capital didn‘t predict harassment at work. Higher employee psychological capital is important for higher employee well-being
Policijos darbuotojų priekabiavimo darbe, organizacinių priekabiavimo rizikos veiksnių, psichologinio kapitalo ir gerovės sąsajos
Full text linkWorkplace bullying is a form of aggressive behavior that employees across various fields, including police officers, may encounter. It serves as a significant source of psychosocial stress. It can lead to long-term negative consequences for an employee’s physical and psychological health and overall well-being. Therefore, investigating the organizational and individual factors contributing to workplace bullying among police officers and its impact on their well-being is highly relevant. This study aimed to examine the relationships between workplace bullying, organizational bullying risk factors, psychological capital, and the well-being of police officers. Method. The cross-sectional study employed an online survey as the data collection method. The questionnaire included demographic questions, the Negative Acts Questionnaire (Notelaers et al., 2018), scales measuring Organizational Bullying Risk Factors (Gamian-Wilk, 2018), Psychological Capital (Lorenz et al., 2016), and the WHO-5 Well-Being Index. The sample included 147 police officers from various Lithuanian counties and police departments, 55.8% of whom were women. The average age of the participants was 38.8 years. Correlation, regression, and mediation analyses were conducted to examine the empirical data. Results. The findings revealed that organizational bullying risk factors negatively predicted bullying among police officers. Both organizational risk factors and psychological capital positively and workplace bullying negatively predicted well-being. Furthermore, workplace bullying mediated the relationship between organizational risk factors and officers’ well-being: risk factors were indirectly related to well-being through a reduction in workplace bullying. Recommendations are provided for reducing workplace bullying among Lithuanian police officers with the objective to enhance their well-being.Priekabiavimas darbe yra agresyvaus elgesio forma, su kuria gali susidurti įvairių sričių, taip pat policijos, darbuotojai. Tai stiprus psichosocialinio streso, kuris gali sukelti ilgalaikes neigiamas pasekmes darbuotojo fizinei ir psichologinei sveikatai, darbo rezultatams, šaltinis, todėl aktualu nagrinėti policijos darbuotojų priekabiavimo darbe organizacinius ir individualius veiksnius bei jo reikšmę gerovei. Tyrimo tikslas – išnagrinėti Lietuvos policijos darbuotojų priekabiavimo darbe, organizacinių priekabiavimo rizikos veiksnių, psichologinio kapitalo ir gerovės sąsajas. Metodas. Skerspjūvio tyrime taikytas apklausos internetu duomenų rinkimo metodas, anketą sudarė demografiniai klausimai, neigiamų poelgių klausimynas (Notelaers et al., 2018), organizacinių priekabiavimo rizikos veiksnių (Gamian-Wilk, 2018), psichologinio kapitalo (Lorenz et al., 2016), Pasaulio sveikatos organizacijos PSO-5 gerovės vertinimo skalės. Dalyvavo 147 policijos darbuotojai iš įvairių Lietuvos apskričių policijos įstaigų ir padalinių, 55,8 % imties sudarė moterys, dalyvių amžiaus vidurkis – 38,8 metų. Empiriniams duomenims analizuoti taikyta koreliacinė, regresinė ir mediacinių ryšių analizė. Rezultatai. Nustatyta, kad priekabiavimą darbe neigiamai numato organizaciniai rizikos veiksniai, psichologinis kapitalas priekabiavimo darbe vertinimo neprognozuoja. Gerovę teigiamai numato organizaciniai rizikos veiksniai ir psichologinis kapitalas, o neigiamai – priekabiavimas darbe. Policijos darbuotojų suvoktas priekabiavimas yra tarpinis kintamasis, paaiškinantis organizacinių rizikos veiksnių ir gerovės sąsają: rizikos veiksniai yra netiesiogiai susiję su gerove dėl prasčiau vertinamo priekabiavimo kaip tarpinio veiksnio. Pateikiamos rekomendacijos policijos darbuotojų priekabiavimui darbo vietoje mažinti ir jų gerovei didinti
The links between police officers’ workplace bullying, organizational bullying risk factors, psychological capital, and well-being.
No full textWorkplace bullying is a form of aggressive behavior that employees across various fields, including police officers, may encounter. It serves as a significant source of psychosocial stress. It can lead to long-term negative consequences for an employee’s physical and psychological health and overall well-being. Therefore, investigating the organizational and individual factors contributing to workplace bullying among police officers and its impact on their well-being is highly relevant. This study aimed to examine the relationships between workplace bullying, organizational bullying risk factors, psychological capital, and the well-being of police officers. Method. The cross-sectional study employed an online survey as the data collection method. The questionnaire included demographic questions, the Negative Acts Questionnaire (Notelaers et al., 2018), scales measuring Organizational Bullying Risk Factors (Gamian-Wilk, 2018), Psychological Capital (Lorenz et al., 2016), and the WHO-5 Well-Being Index. The sample included 147 police officers from various Lithuanian counties and police departments, 55.8% of whom were women. The average age of the participants was 38.8 years. Correlation, regression, and mediation analyses were conducted to examine the empirical data. Results. The findings revealed that organizational bullying risk factors negatively predicted bullying among police officers. Both organizational risk factors and psychological capital positively and workplace bullying negatively predicted well-being. Furthermore, workplace bullying mediated the relationship between organizational risk factors and officers’ well-being: risk factors were indirectly related to well-being through a reduction in workplace bullying. Recommendations are provided for reducing workplace bullying among Lithuanian police officers with the objective to enhance their well-being
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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