István Tóth-Király

Kutatásunk célja volt, hogy feltárja a diákok impulzivitása, motivációja, tanulmányi eredményeik és a számonkérések során elkövetett és bevallott csalás közötti összefüggéseket. A vizsgálat résztvevői középiskolás diákok voltak (Méletkor = 16,55; SDéletkor = 1,26). A vizsgált minta elemszáma 676 fő (Nnő = 287; Nférfi = 389). Strukturálisegyenlet-modellezést alkalmaztunk a változók közötti kapcsolati mintázatok feltárására. Korábbi kutatásokkal összhangban a változókat összesítő modell segítségével megállapítható, hogy a diákok autonóm motivációja összefüggésben áll a csalással és a tanulmányi átlaggal is. Emellett az amotiváció is összefüggést mutat a csalás mértékével, valamint a tanulmányi teljesítménnyel, azonban a kontrollált motiváció nem. Az impulzivitás faktorai közül a megfontoltság hiánya kapcsolatban van a csalással, valamint az amotivációval, a negatív sürgetettség összefüggést mutat a kontrollált motivációval, valamint a csalással. Ezenkívül a kitartás hiánya kapcsolatban áll az autonóm motivációval és az amotivációval. Összességében elmondható, hogy a megfontoltság hiánya mind direkt, mind indirekt módon (az amotiváción keresztül) összefügg a csalással, valamint indirekt módon (az amotiváción keresztül) a tanulmányi átlaggal. A kitartás hiánya indirekt (az amotiváción és az autonóm motiváción keresztül) kapcsolatot mutat a csalással és a tanulmányi átlaggal is. A negatív sürgetettség pedig direkt módon függ össze az iskolai tisztességtelenséggel.

Background and aims: The Moral Incongruence Model of Pornography Use proposes that pornography-use-related problems may be present due to problematic pornography use (PPU) and/or moral disapproval (MD) of pornography use. Despite some supporting empirical evidence, no study has tested the presence of different pornography-use profiles based on individuals' behavioral dysregulation (i.e., PPU) and moral values concerning pornography use. The generalizability of previous findings to diverse populations has also been limited given the scarcity of studies conducted outside of Western countries.Methods: Using data from the International Sex Survey (42 countries, N = 66,994; M_age = 32.16 years, SD = 12.27), we conducted latent profile analysis to identify pornography-use profiles based on individuals' frequency of use, MD, and PPU. The profiles were compared along a wide range of pornography-use-related, sexuality-related, and psychological correlates.Results: Six pornography-use profiles were identified, including two increased risk groups (i.e., Increased risk of PPU without MD and Increased risk of PPU with some MD). Several factors differentiated between the increased risk vs. no/low risk profiles (e.g., relatedness satisfaction) as well as between the two increased risk profiles (e.g., religiosity). Apart from behavioral dysregulation, moral values concerning pornography use played an important role in distinguishing pornography-use profiles and demonstrated the importance of inquiring about MD when working with individuals with pornography-use-related problems.Conclusion: Findings also support recent calls for better-integrated sex therapy and sexual medicine perspectives into pornography-use-related problems research and care.

Rape myths support and fuel cultural understandings regarding gender roles and deny the victim's rights and strengthen those of the instigator. Little research exists examining the invariance of rape myths measures and models used to explain rape myths across gay and straight samples. Examining correlates of rape myths and determining if the pattern of relations between correlates is similar across gay and straight male and female samples provides insights into socially constant factors that are influencing rape myth acceptance. Participants (294 straight women, 282 gay women, 293 straight men, and 234 gay men) were asked to complete measures of social dominance orientation (SDO), right-wing authoritarianism (RWA), ambivalent sexism toward women, ambivalent sexism toward men, and rape myths toward women. We tested four models that highlighted significant, direct paths between SDO, RWA, and rape myth acceptance. Both hostile sexism toward women and benevolent sexism toward men demonstrated significant indirect effects between SDO, RWA, and rape myth acceptance. Benevolent sexism toward women and hostile sexism toward men demonstrated, in most samples, significant indirect effects between SDO, RWA, and rape myth acceptance. However, the strength of those relations differed for gay and heterosexual samples. This provides further understanding of rape myths as SDO, RWA, and benevolent and hostile sexism toward men and women play a role in supporting rape myth acceptance and establishes that, overall, these relations are more similar than dissimilar across straight and gay samples.

The present study seeks to achieve a dynamic understanding of employees' job engagement trajectories, and of their time‐structured associations with leader–member exchange (LMX) and outcomes related to psychological adaptation (turnover intentions, emotional exhaustion, job satisfaction and life satisfaction). A sample of 285 employees was surveyed three times (6 months apart) over a 1‐year period. Results revealed that employees' global job engagement followed high and stable trajectories, their specific cognitive and emotional job engagement followed slightly decreasing trajectories, and their specific physical engagement displayed non‐linear trajectories characterized by an initial decrease followed by a slight increase. Specific LMX contribution and LMX professional respect were associated with positive fluctuations in global job engagement, whereas global LMX was associated with positive fluctuations in specific emotional engagement. Specific LMX loyalty and LMX affect (at Time 1 only) were associated with positive fluctuations in specific physical engagement, whereas global LMX was negatively associated with these fluctuations. Higher global job engagement and specific emotional engagement were associated with negative fluctuations in turnover intentions and emotional exhaustion and with positive fluctuations in job satisfaction. Higher specific physical engagement was associated with negative fluctuations in job satisfaction, whereas higher specific cognitive engagement was associated with lower life satisfaction.

Using data from 708 French-Canadian nurses, the present study relies on self-determination theory (SDT) and its proposed motivation mediation model to examine the associations between need satisfaction, work motivation, and various manifestations of psychological wellbeing (work satisfaction, emotional exhaustion, and turnover intentions). To increase the precision and accuracy of these analyses, we relied on analytic approaches that explicitly account for the dual global/specific nature of both work motivation and need satisfaction. Results revealed that nurses' global psychological need satisfaction, and their specific autonomy and competence satisfaction, were positively associated with their global self-determined work motivation and specific intrinsic motivation. In turn, global self-determined work motivation and specific intrinsic motivation were associated with more desirable outcome levels. Nurses' global need satisfaction and specific autonomy satisfaction were also directly associated with more desirable outcome levels. Our results provided support for a partially mediated version of SDT's motivation mediation model.

According to previous studies, general environmental characteristics and job‐related factors influence employees' transfer of learned skills to the job. However, among job‐related variables, the role of work engagement in connection with transfer motivation, opportunity and training transfer has not received much research attention. Building upon the theoretical background of the Job Demands‐Resources Model, the present study investigated the relationship between job resources/demands and training transfer through work engagement, transfer motivation and opportunity to transfer. Based on data from 311 working adults who participated in soft skill training programmes, job resources were associated with higher levels of training transfer through increased work engagement, motivation and opportunity to transfer. In contrast, job demands had negative relationships with transfer via work engagement and opportunity to transfer. The findings supported the assumption of the positive gain spiral in the transfer context. We conclude that companies should prioritize the development of job resources to provide a better environment for training transfer.