Background: The use of information and communication technologies by employees of organizations may cause technostress for their users. The sources of technostress in organizations are techno-overload, techno-invasion, techno-complexity, techno-insecurity, techno-uncertainty. An organization...

Self-efficacy is widely regarded as a key factor in shaping one’s own career. To date, self-efficacy has usually been measured on a one-dimensional basis without taking into account the interaction between the various social roles involved in career development. The social roles were described by Donald E. Super in his career development theory. Adopting this framework, we provide a questionnaire to simultaneously measure self-efficacy in Super’s five described social roles. This work presents the development and validation of a new questionnaire entitled the Life Roles Self-Efficacy Scale (LRSES). The questionnaire has been developed based on a series of surveys: the first survey (N = 347) aimed to establish the exploratory factor analysis (EFA) and basic psychometric properties of the tool; the second survey (N = 494) aimed to verify the confirmatory factor analysis of the method (CFA) and reliability parameters with regard to a new sample; and the third survey (N = 109) explored the consistency of results over time. Statistical analysis confirmed this tool to be accurate for assessing one’s self-efficacy in school-to-work transitions.

Streszczenie w języku polskim Poczucie koherencji jako zmienna osobowościowa wpływa na funkcjonowanie człowieka w różnych jego obszarach. Niektórzy badacze odnajdują związki między światem wyznawanych wartości jako psychicznych zasobów a poczuciem koherencji. Spostrzeganie świata jako sensownego i uporządkowanego może być związane z ujawnianiem się aspiracji życiowych. Badanie zostało przeprowadzone na grupie 162 młodych dorosłych (101 kobiet i 61 mężczyzn) w wieku 21–33 lat (M=22,52; SD=1,85). Miało ono charakter kwestionariuszowy – wykorzystano w nim Kwestionariusz Orientacji Życiowej oraz Indeks Aspiracji Życiowych. Przeprowadzone analizy statystyczne wskazały pozytywne związki aspiracji życiowych z poczuciem koherencji. Dodatkowo wykazano istotne statystyczne różnice między studentami pracującymi i nieposiadającymi zatrudnienia w nasileniu poczucia koherencji oraz preferencji poszczególnych celów życiowych. Otrzymane wyniki mogą być użyteczne w procesie poradnictwa kariery i zarządzania zasobami ludzkimi skierowanymi do tej grupy młodych dorosłych.

Recently, there has been an increase in the number of aid campaigns launched via social media. The paper explores the phenomenon called “helping by clicking,” which consists in clicking “Like” to support a charitable campaign or cause. The main aim of the paper is to present a new measure: The Helping by Clicking Types Questionnaire (HCTQ), assessing the patterns of helping by clicking. In developing the questionnaire, we relied on the theory of reciprocal altruism. The study included two samples of n = 349 and n = 1,006 participants. The HTCQ consists of 19 items making up three subscales: People, Environment, and Animals. The present research included two independent studies. Study 1 was conducted to determine the psychometric properties of the questionnaire, while Study 2 was conducted to verify the previous results and to test the usefulness of the questionnaire in distinguishing individuals with different patterns of helping by clicking. The measure was designed to assess three aspects of helping: helping people, helping the environment, and helping animals via social media. The study showed that the HCTQ was suitable for measuring patterns of helping by clicking. All HCTQ factors had good Cronbach’s alpha reliability coefficients. The HCTQ concerns a new and largely unexplored area of helping that involves the use of modern technologies. It reveals people’s motivations for helping.

When functioning in an organisation, conflicting interests of parties to the employment relationship collide: the employee’s right to privacy and the employer’s right to control the quality and manner of performing work. Traditional forms of employee monitoring, such as a breathalyser test or personal search, raise a lot of controversy. With the development of modern technologies, new forms of control emerge, such as monitoring, Internet access control, or even checking private employee accounts on social networking platforms. The problem of using them improperly arises. Such practices are controversial not only for ethical and legal reasons. Attempts to limit the freedom of employees and their strict control with the use of modern techniques may result in serious psychological consequences for the employees, such as low efficiency, mental discomfort, or reduced job satisfaction. That is why wisely-managed organisations restrain limiting freedom of employees by implementing excessive control in favour of appealing to their internal self-control.

Using information and communication technologies has become one of the main sources of stress in the contemporary workplace. Technostressors affect not only employees’ functioning within the organization but can also have impact on their private life. This study analyses the impact of technostressors on work-life fit and examines the role of technostress inhibitors and job satisfaction as mediating factors in this relationship. A total of 533 employees (50.1% women), aged 18–65 years (M = 39.74, SD = 14.25), who used ICT daily, were surveyed. In the current study, data were collected using the Technostress Creators and Technostress Inhibitors Scale, the Work–Family Fit Questionnaire, and the Job Satisfaction Scale. The obtained results have revealed a positive relationship of technostress with work-life facilitation and work-life conflict. The mediating effect of technostress inhibitors on the relationship of technostress with work-life facilitation and work-life conflict has not been confirmed. Notably, our analyses show that inhibitors are effective in reducing work–life conflict and enhancing work–life facilitation only when they also increase job satisfaction. This highlights the important role of job satisfaction as a mediator in improving work–life fit.