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Harry Schrőder, Konrad Reschke, Angelika Gärtner, Łukasz Kaczmarek, Helena Sęk, Michał Ziarko and Tomasz Pasikowski
Kerstin Schnell, Ana Nanette Tibubos, Sonja Rohrmann and Volker Hodapp
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Kamila Wojdylo, Miguel Kazén, Julius Kuhl and Olga Mitina
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The Discounting Inventory (DI), originally developed in polish language, allows the measurement of individual differences in the delay, probabilistic, effort, and social discounting rates. The present study attempted to validate the DI’s psychometric properties using German university students and to compare the results to those from a sample of Polish university students. Over four hundred participants completed the DI and traditional discounting measures. A confirmatory factor analyses indicated that the original four-factor model of the DI provided an excellent fit for the German data and internal consistency was high. These outcomes were similar, if not superior, to those from the Polish sample. DI scores strongly correlated with traditional discounting measures scores in both samples, replicating previous results. These findings indicate that the DI is a valid measure for use in a sample from another cultural setting, which is potentially useful to both researchers and practitioners.
The Journal of Committee for Psychological Sciences of Polish Academy of Sciences
Jerzy Mączyński and Łukasz Sułkowski
The overall purpose of this paper was to compare a representative sample of Polish middle managers with a representative sample of chief executive officers (CEOs) from six chosen countries, in regard to selected leadership traits and behaviors. We present a small portion of data collected under the GLOBE project, Phase 3, and longitudinal research findings concerning subordinates′ assessments of Polish middle managers in relation to their attributes from 2008 to 2012. The GLOBE, Phase 3 research is the first study to investigate several thousands of CEOs and senior management teams in 24 countries, to empirically and directly assess the relationship between culture and leadership traits and behaviors. We provide research evidence that the investigated CEOs from the United States, Austria, Germany, China, and Taiwan (with the exception of Russian CEOs and Polish middle managers) were generally positively evaluated by their direct staff in regard to: inspirational, visionary, integrity, and performance-oriented leadership behaviors (constituents of charismatic leadership), team-oriented behavior, and participative leadership style. Empirical findings under the GLOBE project, Phase 3 revealed that the charismatic leadership behavior of CEOs has a huge influence on top management teams′ (TMTs) dedication to organizational goals, and is the most predictive of all leadership behaviors for TMT commitment to organizations. The analyzed research findings indicate that CEOs in Russia and Polish middle managers display strong similarities. They tend to behave in less charismatic, team-oriented, and participative ways than CEOs in the remaining countries.
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Maciej Krukowski, Danuta Kornafel and Maciej Oziembłowski
, R. (2005). Self-related and motivational constructs as determinants of aggression. An analysis and validation of a German version of the Buss-Perry aggression questionnaire. Personality and Individual Differences , 38 , 1631-1643. Williams, T.Y., Boyd, J.C., Cascardi, M.A., & Poythress, N. (1996). Factor structure and convergent validity of the Aggression Questionnaire in an offender population. Psychological Assessment 8 , 398-403
Sybilla Schiep and Katarzyna Cieślik
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