IntroductionTranslating dyslexia constructs to mild intellectual disability (MID) is challenging because population-based cut-offs may label broadly expected low attainment as ‘specific’. This study combined person-centered profiling with explicit, ICD-11–guided, severity-calibrated classification rules to quantify when and why over-identification occurs in MID.MethodsNationwide diagnostic data from 446 students with MID were analyzed using age-normed sten scores from the SB6/18 battery (decoding, reading fluency, reading comprehension, phonetic coding, rapid automatized naming [RAN]). We conducted hierarchical clustering with bootstrap stability and compared six rule-based groupings that systematically varied severity thresholds and inclusion of phonological/RAN indicators.ResultsA robust two-cluster solution reflected a dominant severity gradient across reading and related markers. Broad criteria classified 88% of the sample, including many higher-performing cases. Introducing an extreme-severity anchor reduced prevalence (37%) and concentrated classified cases within the lower-performing profile. Notably, when very low decoding (sten = 1) was required, adding phonological/RAN criteria yielded little further classification gain under this rule structure.ConclusionsDyslexia-consistent profiles can be delineated within mild ID, but prevalence and subgroup coherence depend critically on severity operationalization. Word-level reading—especially decoding and fluency—provides the most robust basis for subgroup identification; phonological/RAN indicators showed limited incremental classification value within the present rule structure.Clinical trial registrationhttps://clinicaltrials.gov/, identifier NCT06215092.

Developmental dyslexia (DD) is primarily attributed to phonological processing deficits, but visual-spatial processing may also shape individual variability. Relatively few studies have examined whether discrete CHC-based visual-spatial indicators provide incremental and conditional information for dyslexia classification beyond phonological and RAN-based predictors, particularly in transparent orthographies. This study tested whether visual-spatial indicators have independent and moderating effects on dyslexia classification in a transparent orthography, within a moderation (risk × protection) framework. Participants were 658 Polish-speaking, age- and sex-matched, school-aged students (329 with DD, 329 without DD). Hierarchical logistic regression models contrasted the contributions of phonological composites, RAN, and Cattell-Horn-Carroll visual-spatial (Gv) indicators-perceptual organization (PO), visual memory (VM), and visual-motor coordination (VMC)-to dyslexia status. Phonological and literacy measures were the strongest predictors. However, visual-spatial indicators showed selective effects, with perceptual organization emerging as the most robust Gv predictor, whereas VMC showed a significant but cautionary adjusted association consistent with shared-variance/suppression effects. Interaction analyses showed that higher PO and VM moderated the associations between phonological/RAN-based predictors and dyslexia classification, such that these predictors showed reduced classification strength at higher levels of PO or VM. Findings provide evidence that visual-spatial indicators are independently and conditionally associated with dyslexia classification, supporting an interaction-aware, multifactorial account of DD.

The present article focused on the psychometric evaluation of the Polish version of the Expressions of Spirituality Inventory-Revised (ESI-R), a measure of a five-dimensional model of spirituality that has been studied in multiple cultures. Using a large Polish adult sample (N = 2,002), we examined the reliability and factorial, criterion, and convergent validity of the test. Results provide evidence of satisfactory item- and scale-level reliability for all five ESI-R dimensions. Strong support for the criterion validity and factorial validity of the instrument was also found. Convergent validity as manifested in correlations with conceptually similar measures was supported for four of the five ESI-R dimensions. While there were a couple of points of divergence, findings from the present investigation largely replicate and extend upon results reported in other cultural contexts and provide evidence supporting the possibility that spirituality research may be generalizable across cultures. The paper ends with a discussion of meaning and implications of the findings for theory development, testing, and future research.

BackgroundEmployees’ relationships with work are multidimensional (affective, cognitive–evaluative, and motivational–behavioral) yet variable-centered studies can mask patterned heterogeneity. We integrated these strands and asked: Which naturally occurring constellations of work attitudes emerge among employees, and are they similar across Poland and Vietnam?MethodsA cross-sectional survey of Polish (N = 358) and Vietnamese (N = 305) employees assessed positive/negative organizational affect, four job-satisfaction facets (development, salary, tasks, relationships), work engagement, and working excessively/compulsively. We used: Multigroup Confirmatory Factor Analysis (MGCFA) to established measurement invariance of the tools across countries, Latent Profile Analysis (LPA) to identified profiles in the pooled sample, multigroup LPA to test cross-national profile similarity. Profile prevalence and links with gender, tenure, position, and sector were examined.ResultsA three-profile solution best balanced fit and parsimony: (1) Moderately Disengaged; (2) Overworked & Discontent; (3) Engaged & Satisfied. Configural similarity held across countries, but means and dispersions differed. Engaged & Satisfied was more prevalent in Vietnam (80%) than Poland (57%), whereas Moderately Disengaged was more common in Poland (36%) than Vietnam (11%). Gender and sector were unrelated to profile membership; managers were overrepresented in Engaged & Satisfied; this group also had longer tenure.ConclusionDistinct, cross-culturally recurring configurations of work attitudes align with JD–R, Affective Events, and Self-Determination frameworks. Tailored interventions should target development, task design, and recognition to elevate Moderately Disengaged employees, and workload/recovery and social-climate improvements for the Overworked & Discontent group. Cross-national differences in levels and prevalence underscore the need for contextual adaptation of organizational policies.

BACKGROUND:Despite developmental dyslexia being heterogeneous, large clinical datasets from transparent orthographies are limited. We examined the frequency and co-occurrence of phonological processing deficits, reading difficulties, and cognitive-linguistic weaknesses in Polish, a language with a transparent orthography. METHODS:Archival data from 2515 children with dyslexia (ages 10-18) assessed with a standardized diagnostic battery were analyzed. Low performance was defined using age-normed standardized scores within the low-performance range. Analyses were descriptive, focusing on deficit profiles and overlap across nine standardized subtests. RESULTS:Rapid automatized naming deficits were the most common isolated phonological weakness, while phonological awareness difficulties were less frequently observed in isolation. Generalized reading impairments, including decoding, fluency, and comprehension, were more prevalent than selective issues, with comprehension being the most vulnerable. Verbal short-term memory (VSTM) was the most common cognitive-linguistic weakness; however, a substantial subgroup of children meeting dyslexia criteria exhibited no measurable weaknesses in VSTM, lexical knowledge, or general knowledge. Co-occurrence analyses revealed that the range of reading difficulties was correlated with the range of phonological deficits, and multiple phonological weaknesses were associated with broader cognitive-linguistic impairments. CONCLUSIONS:The findings highlight the heterogeneity of dyslexia in transparent orthographies, supporting the conceptualization of overlapping deficit profiles. The results have implications for cross-linguistic theory, diagnostic practice, and targeted interventions.

This study examines how sustainable human resource management (HRM) impacts employee work engagement and eudaimonic well-being across cultural contexts that differ on individualism-collectivism dimension. Theoretically, the study draws from Self-Determination Theory (SDT; Ryan & Deci, 2017) and the model of culture fit (Aycan et al., 1999). Using data from 14,502 employees nested in 54 countries working in a variety of positions across different sectors, we found support for our hypothesized model—that is, sustainable HRM was positively related to employee eudaimonic well-being via enhanced work engagement. The study found that one moderating effect—the relationship between work engagement and eudaimonic well-being—was stronger in countries that are more individualistic rather than collectivistic. The findings provide support for the universality of the SDT-based approach to understanding employee experiences based on sustainable HRM and cultural variations that inform work-related eudaimonic well-being. Our study advances existing cross-cultural research on sustainable HRM and employee well-being.

The present article reports the development, validation, and introduction of the Family Loyalty Questionnaire (FLQ-15), a culturally grounded instrument designed to assess the multidimensional construct of family loyalty among emerging and established adults in Poland. Drawing on family systems theory and the construct of filial piety, the FLQ-15 captures three dimensions of family loyalty: Family Bond, Family Dependence, and Family Obligations. Two independent studies (N = 310 and N = 304) were conducted to examine the factorial structure, reliability, and validity of the instrument. Exploratory and confirmatory factor analyses confirmed a robust three-factor model with satisfactory internal consistency. The results support the multidimensional nature of family loyalty and its relevance for understanding the balance between relational obligations and individual autonomy during emerging adulthood. Results underscore both the adaptive (e.g., identity integration, emotional closeness) and maladaptive (e.g., autonomy suppression, dependency) roles of family loyalty during emerging and established adulthood. The FLQ-15 offers a reliable means of examining the psychological implications of intergenerational bonds and obligations, with practical applications in developmental research and therapeutic contexts.

Introduction:Unethical Pro-Organizational Behavior (UPB), as a special extra-role behavior with both pro-organizational and unethical characteristics, its impact on actors' work outcomes has not yet reached a consensus. To address this gap, this study adopts a meta-analytic approach. Methods:Based on Affective Events Theory, this study conducts a meta-analysis of 44 literature (including 55 independent studies, 182 effect sizes, and 18,074 research samples) to systematically integrate the relationships and boundary conditions between UPB and actors' work attitudes, work behaviors, and work performance, and explore the mediating role of emotions. Results:The results show that: (1) UPB is significantly positively correlated with negative work attitudes (r̄ = 0.242, 95% CI = [0.098, 0.376]), organizational citizenship behavior (OCB) (r̄ = 0.226, 95% CI = [0.070, 0.372]), and deviant workplace Behavior (DWB) (r̄ = 0.232, 95% CI = [0.127, 0.331]), but not significantly correlated with positive work attitudes (r̄ = - 0.078, 95% CI = [-0.388, 0.248]) and work performance (r̄ = 0.125, 95% CI = [-0.049, 0.292]). (2) Boundary condition tests show that sampling methods (multi-wave vs. cross-sectional), cultural backgrounds (Eastern vs. Western) and gender have significant moderating effects on the above relationships. Specifically, multi-wave sampling strengthens the association between UPB and negative work attitudes; under Eastern cultural backgrounds, the impact of UPB on OCB and DWB is stronger; the higher the proportion of females, the weaker the association between UPB and DWB. (3) Mediating mechanism analysis reveals that UPB indirectly reduces negative work attitudes and indirectly promotes OCB through positive emotions. However, the mediating role of positive emotions in the relationship between UPB and DWB is not significant. Additionally, it indirectly promotes negative work attitudes through negative emotions, while the mediating role of negative emotions in the relationships between UPB and both OCB and DWB are not significant. Discussion:The conclusions of this study reveal the complexity of UPB's impact and the key mediating role of emotions, providing theoretical basis and practical enlightenment for organizations to manage employees' UPB.

Research on anti-migrant actions has produced conflicting results, which we aimed to better understand through a multi-level and context-sensitive approach. Specifically, we investigated individual- (social dominance orientation; SDO), group- (identification), contextual- (attribution of migrants' responsibility for the pandemic), and societal-level (Migrant Integration Policy Index and Democracy Index) correlates of anti-migrant collective action. Multi-level analyses from 21 countries (N = 4493) revealed that SDO correlated positively with identification with anti-migrant movements. However, believing that the pandemic emerged due to migration (contextual-level variable) and inclusive migration policies (societal-level variable) moderated the link between SDO and willingness to join anti-migrant actions. Those high on SDO who also believed the pandemic was due to migration were the most willing to pursue anti-migrant activities. Finally, SDO predicted anti-migrant collective actions, but only in countries with inclusive migration policies. These results uncover the contextual- and societal-level factors that exacerbate the relationship between SDO and anti-migrant actions.

AIMS/BACKGROUND:This study aims to explore socio-demographic factors and surrogacy attitudes. Surrogacy, an assisted reproductive technology, enables parenthood for individuals unable to conceive or carry a child. It intersects with societal norms, ethical considerations, personal beliefs, and professional contexts, shaping varied attitudes towards it. DESIGN/METHODS:In this cross-sectional study, data was collected using a community sampling through virtual surveys: Attitudes Towards Surrogacy Scale (ATSS) and Attitudes to Surrogate Parenthood Questionnaire (ASPQ). Participants consisted of 569 individuals, with the majority being women (n = 470, 82%). Correlations and predictors of attitudes towards surrogacy were investigated using statistical methods. Analysis of variance (ANOVA) was used to analyse place of residence, parenthood and relationship status and multiple regression models were used to explain attitudes towards surrogacy (ClinicalTrials.gov ID NCT04732559). RESULTS:The Surrogacy Ethical Context strongly correlates with both Acceptance of Surrogacy and Financing and Legalizing Surrogacy. Socio-demographic factors collectively explain between 6% and 18% of the variance in attitudes towards different aspects of surrogacy. Sexual orientation and religion were the strongest predictors of the attitudes towards surrogacy. Individuals who view surrogacy more positively in terms of ethics and legal considerations reflected fewer cognitive concerns regarding both types of surrogacy. CONCLUSIONS:Findings show societal trends in acceptance and apprehension towards surrogacy, offering insights relevant for policymakers, healthcare providers, and advocacy groups involved in reproductive rights and technologies. These findings highlight the importance of considering socio-demographic diversity when analysing attitudes towards surrogacy, highlighting distinct patterns of acceptance and concern across different demographic groups.

We retested core ambivalent sexism theory tenets and explored novel correlations with national outcomes in 62 nations. Replicating Glick et al., cross-national analyses supported (a) hostile sexism (HS) and benevolent sexism (BS) as cross-culturally recognizable, complementary ideologies associated with gender inequality; (b) women appearing to be influenced by, but also resisting men’s HS and embracing BS to counter men’s HS (outscoring men in some highly sexist nations). Novel cross-national comparisons showed (a) men’s HS and both genders’ BS correlated with fewer women in paid work, whereas only BS correlated with domestic labor inequity, (b) both HS and BS correlated with accepting intimate partner violence toward women. Finally, HS and BS correlated with generally dysfunctional national outcomes: antidemocratic tendencies, less productivity, more collective violence, and lower healthy lifespan for both genders. Results reinforce that BS harms women and suggest men also have a stake in reducing sexist ideologies.

Based on the meaning maintenance model, the expectation that anxiety in Poland and Sweden would differently predict cynical attitudes towards the law and the authorities was formulated. The study was conducted twice (in 2020, 3 months after the announcement of pandemic the COVID-19, and again in 2021, 15 months later) with the assumption that managing anxiety in the ever-present death-toll statistics is more difficult with time. The cultural differences between Poland and Sweden and the differences in the level of anxiety gave rise to the hypothesis that fear predicted cynical attitudes in Poland at Time 1 (N1 = 100) but not at Time 2 (N2 = 54) and conversely in Sweden (N1 = 100, N2 = 67). Statistical analyses using multilevel modelling for repeated measures data confirmed these hypotheses, showing that socially shared experience of anxiety may have its consequences in cynical attitudes. The findings of this research can be used to integrate knowledge about the specific mechanisms that protect against meaning violation in times of uncertainty into social policies and interventions, ensuring effective support during future crises.

Research on different aspects of mentalizing is essential for understanding the mechanisms underlying personality disorders (PDs) and for informing psychotherapy approaches, in which mentalizing is considered a key mechanism of change. This study aimed to explore whether self- and other-mentalizing, in interaction with attachment insecurity, differentially explain Criteria A (level of personality functioning) and B (maladaptive traits) of the Alternative Model for Personality Disorders in the DSM-5. Our sample consisted of 109 participants (54% female, 41% male and 5% nonbinary). We used the Structured Clinical Interview for DSM-5 Personality Disorders, a Movie for the Assessment of Social Cognition, the Reflective Functioning Questionnaire, the Experiences in Close Relationships-Revised, the Self and Interpersonal Functioning Scale and the Personality Inventory for DSM-5. Regression analyses show that self-mentalizing deficits uniquely predict both Criterion A domains (self and interpersonal functioning) and all five maladaptive traits, while other-mentalizing is relevant only to interpersonal functioning. Explained variance (adjusted R2) ranges from 55% to 18%. Additionally, mentalization moderates the relationship between insecure attachment and personality pathology (interpersonal functioning, Negative Affectivity and Detachment), mainly with greater mentalization deficits linked to more severe personality dysfunction under heightened attachment insecurity. Our findings authorize mentalizing as a crucial factor in PD, supporting the potential value of mentalization-focused interventions in addressing both the severity and the 'flavour' of PD. Notably, our findings suggest a hierarchy within self- and other-mentalizing, indicating that self- mentalizing plays a more foundational role in PD. Through a comprehensive, multimethod assessment of mentalization, this study offers a refined understanding of its role in psychopathology, providing valuable insights that could guide the development of more targeted therapeutic interventions.

The emergence of the global sustainable development goals (SDGs) and the growing awareness of the economic, environmental, and social benefits of committing to sustainable development have led many organizations to consider how they can effectively contribute to this agenda. Drawing on institutional theory, this study seeks to advance this goal by examining in a multinational context how a socially responsible human resource management (SR-HRM) approach might support employees' well-being and whether a country's performance in achieving the five SDGs impacts this relationship. The results of multilevel analyses using data from 14,502 employees in 54 countries supported our hypotheses that SR-HRM positively influences both dimensions of employees' well-being (hedonic and eudaimonic). Furthermore, the moderating effects of national-level SDG achievement suggest that levels of SDG achievement strengthened the association between SR-HRM and employees' well-being. Our findings support institutional theory by showing that organizations and their HRM systems are shaped by their broader institutional environment. In order to modify HRM systems, the findings support an outside-in perspective in HRM and the role of formal instructions and regulations, such as the SDGs.

Despite the exploration of the impact of individual and external situational factors on Unethical Pro-Organizational Behaviors (UPB) and its boundaries to some extent, existing research has not sufficiently delved into the complementary relationships and the interactive effects among multiple factors, making it challenging to fully elucidate the complexity of UPB outcomes. Drawing upon prior research on UPB, this study employed the fuzzy set qualitative comparative analysis (fsQCA) method, integrating configuration theory and individual-context interaction theory, to gather a total of 550 datasets from seven Chinese food enterprises and a professional research platform (Credamo). The findings revealed that no single factor was essential for UPB; instead, the five factors encompassing individual psychological and external situational aspects coexist in multiple configurations, resulting in three distinct driving mechanisms. Furthermore, there exists a causal asymmetry within the driving mechanisms of UPB. Based on these insights, it is imperative to adopt a differentiated management approach from a holistic perspective, considering the specific context, fostering an ethical and supportive organizational climate, being vigilant about the potential adverse impacts of transformational leadership, and guiding employees with a high inclination toward Machiavellianism.

: This study examines the psychometric properties of the Zero-Sum Perspective of Gender Status (ZSPGS) scale, which measures the belief that gains for one gender come at the expense of the other. We compared a single-item and a six-item version of the scale using data from 30,510 participants across 62 countries. We tested measurement invariance (MI), variability, reliability, and validity across cultures. The six-item ZSPGS demonstrated partial scalar invariance, supporting its use in cross-national research. The single-item ZSPGS, derived from the six-item scale, showed greater variability in scores, consistent with known limitations of single-item measures. Both versions correlated moderately with hostile sexism (HS), but weaker than expected with hostility toward men (HM). Discriminant validity was mixed, as correlations with benevolent sexism (BS) and benevolence toward men (BM) were stronger than anticipated. Gender differences emerged: HS was more strongly associated with ZSPGS among men, while HM showed stronger links among women. Both scales predicted lower intentions to engage in collective action for gender equality, indirectly via increased HS. While the single-item ZSPGS offers a practical option for brief surveys, the six-item scale provides greater measurement precision and is recommended when possible. Our findings highlight both the utility and limitations of ZSPGS in research.

By applying the job demand-resources and self-determination theories, this study explains the chain-based process of developing daily work engagement through increasing job crafting, job resources and psychological needs satisfaction. Specifically, we investigated (1) the direct effects of crafting structural/social resources and challenge demands; (2) the indirect effects of influence at work, coworkers/supervisor support, and development opportunities; (3) the indirect effects of the needs for autonomy, relatedness and competence; (4) the sequential mediating effects of the three resources and the three needs satisfaction. The hypotheses focused on identifying the three distinct paths through which specific crafting behaviors contribute to higher engagement through congruent types of resources and psychological needs satisfaction. The data were collected from 200 customer service employees for 5 consecutive days. Hypotheses were verified using multilevel structural equation modeling. The obtained results confirmed the daily direct effects of the three crafting strategies and the daily indirect effects of the three needs satisfaction on work engagement. The daily indirect effects of job resources were only partially confirmed. Only one sequential mediation effect was observed. The findings shed more light on the dynamics of shaping day-level work engagement and the role of both environmental and personality factors involved in this process.

Individuals with mild nonspecific intellectual disability (NSID) often exhibit delayed literacy development. Unfortunately, how cognitive–linguistic processing profiles influence literacy in this population lacks clarity. This study investigated literacy development in this population, considering the cognitive–linguistic mechanisms. The Specialist Battery for the Diagnosis of Cognitive Abilities and School Skills was used to assess cognitive–linguistic abilities and literacy-related skills in 122 participants. Fuzzy C-means clustering was used to identify processing profiles. Developmental age equivalents in literacy were estimated using local regression models and matched comparisons with typically developing peers. Two cognitive–linguistic profiles emerged: globally weaker and moderately developed. Those with NSID performed significantly lower than their peers in all domains. Their literacy skills aligned with those of children 2–4 years younger, and plateaued after age 15. Cognitive–linguistic heterogeneity in students with NSID should guide targeted literacy interventions. The findings inform ICD-11 educational expectations for individuals with mild NSID.

Although group identification, efficacy, and injustice appraisals are well-established predictors of collective action support, contextual factors are rarely examined. We address this oversight in preregistered study by testing whether country-level norms moderate the relationships identity, anger at injustice, and efficacy have with support for pro-immigrant solidarity collective action using data from 22 countries (N = 4615). Given that cultures that emphasize honor and face prioritize harmony and social cohesion over conflict, we expected that honor codes and face orientation would attenuate the links identity, injustice, and efficacy have with collective action support. Results showed that identification, efficacy, and anger at injustice were linked to collective action intentions in most countries, but honor codes attenuated the relationship between anger and collective action intentions. We further discuss the implications and limitations of these results in light of cross-cultural studies of pro-immigrant attitudes and actions. Overall, our findings complement research on predictors of collective action and the dual-chamber model of collective action by presenting potential cultural constraints.