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    Tytuł:
    Zarządzanie zaangażowaniem w pracę w świetle teorii wymagań i zasobów pracy
    The Job Demands-Resources Theory as a theoretical framework of work engagement management
    Autorzy:
    Kulikowski, Konrad
    Powiązania:
    https://bibliotekanauki.pl/articles/420110.pdf
    Data publikacji:
    2015
    Wydawca:
    Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu
    Tematy:
    job demands
    job resources
    work engagement
    engagement management
    Opis:
    The Job Demands-Resources Theory (JD-R) is a heuristic theory that explains the work engagement and exhaustion by job resources and job demands interaction. The purpose of this article is to use the JD-R as a theoretical framework of work engagement management concept. In the first part of the article the concept of work engagement is presented. The second section explains the theoretical assumption of JD-R. In the third part, the concept of work engagement management is introduced. Work engagement management concept integrates planning, measurement and active modification of job resources and demands, which should lead to the development of work engagement among employees. The conclusion sets out the possible consequences of theoretical and practical application of the proposed concept and points up its limitations.
    Źródło:
    Nauki o Zarządzaniu; 2015, 3 (24); 80-90
    2080-6000
    Pojawia się w:
    Nauki o Zarządzaniu
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Idea uniwersytetu kształcącego ludzi zaangażowanych w pracę
    An Idea of a University Teaching Work-Engaged People
    Autorzy:
    Kulikowski, Konrad
    Powiązania:
    https://bibliotekanauki.pl/articles/923259.pdf
    Data publikacji:
    2020-12-26
    Wydawca:
    Uniwersytet im. Adama Mickiewicza w Poznaniu
    Tematy:
    university
    employee engagement
    Job Demands-Resources theory
    job crafting
    education
    Opis:
    The first part of this article introduces the work engagement concept in a framework of the Job Demands-Resources Theory and discusses a relation between work engagement and job crafting. Next, the author presents the hypothesis that university education can form engaged employees by enhancing students’ self-efficacy beliefs about their ability to effectively crafting their future job environments. On the basis of the Social Learning Theory the author proposed three possible methods on how the university community could promote job crafting behaviors among students. These methods are: trainings and persuasions, modeling, or observation of how university top researchers work, and allowing students to experience success in changing different aspects of the university environment.
    Źródło:
    Studia Edukacyjne; 2018, 50; 387-397
    1233-6688
    Pojawia się w:
    Studia Edukacyjne
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    All employees need job resources – Testing the Job Demands–Resources Theory among employees with either high or low working memory and fluid intelligence
    Autorzy:
    Kulikowski, Konrad
    Orzechowski, Jarosław
    Powiązania:
    https://bibliotekanauki.pl/articles/2162497.pdf
    Data publikacji:
    2018-10-30
    Wydawca:
    Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
    Tematy:
    cognitive functioning
    work engagement
    working memory
    fluid intelligence
    UWES
    Job Demands–Resources Theory
    Opis:
    Background The Job Demands–Resources Theory (JD-R) is one of the most influential theoretical frameworks for explaining work engagement. The JD-R postulates the existence of a health impairment process in which job demands lead to strain, and of a motivational process in which job resources lead to work engagement. Although cognitive functions are among the most important characteristics of employees related to job, still little is known about its moderating role in JD-R processes; hence in this study we make a novel attempt to test the invariance of JD-R propositions among employees at different levels of cognitive functioning. Material and Methods A group of 383 multioccupational employees completed a set of questionnaires measuring job resource: co-worker support, supervisor support, performance feedback; job demands: emotional demands, occupational constraints, work-home interferences; Utrecht Work Engagement Scale; Oldenburg Burnout Inventory along with 2 working memory and 3 fluid intelligence tests. Results The multigroup invariance analysis with latent variables revealed that both the health impairment process and the motivational process as postulated by JD-R are invariant across groups of employees with either high or low levels of fluid intelligence and working memory capacity. Conclusions This result provides the first piece of evidence for JD-R robustness among employees at different levels of cognitive functioning. Our findings counterintuitively suggest that employees with high cognitive functioning are not more resistant to job demands than employees with low cognitive functioning and that in order to be work-engaged they need job resources, no less than their colleagues with low cognitive functioning. Med Pr 2018;69(5):483–496
    Źródło:
    Medycyna Pracy; 2018, 69, 5; 483-496
    0465-5893
    2353-1339
    Pojawia się w:
    Medycyna Pracy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Contemporary University PhD programs in the eyes of doctoral students – demands and resources in the context of doctoral study programs. Research report on the opinion-based survey of doctoral students at the Jagiellonian University
    Autorzy:
    Kulikowski, Konrad
    Damaziak, Rafał
    Powiązania:
    https://bibliotekanauki.pl/articles/702976.pdf
    Data publikacji:
    2017
    Wydawca:
    Polska Akademia Nauk. Czytelnia Czasopism PAN
    Tematy:
    study engagement
    study burnout
    demands, resources
    PhD students
    doctoral students
    PhD candidates
    PhD opinions
    Opis:
    In the academic community within Poland, there is an ongoing debate about the optimal strategies for a redesign of PhD programs; however, the views of PhD students in relation to contemporary doctoral study programs are not widely known. Therefore, in this article, we aim to answer the following questions: (1) what are the demands and the resources for doctoral studies at the Jagiellonian University (JU) as experienced by PhD students? (2) how are these demands and resources related to study burnout and engagement? To gain answers to these questions, we conducted an on-line opinion-based survey of doctoral students. As a result, 326 JU PhD students completed a questionnaire measuring 26 demands and 23 resources along with measures of study burnout and levels of engagement. The results revealed that the demands of doctoral studies at the JU (as declared by at least half of the respondents) are: the requirement to participate in classes that are perceived as an unproductive use of time, the lack of remuneration for tutoring courses with students, a lack of information about possible career paths subsequent to graduation, the use of PhD students as low-paid workers at the university, a lack of opportunities for financing their own research projects, and an inability to take up employment while studying for a doctoral degree. In terms of resources, at least half of the doctoral students pointed to: discounts on public transport and the provision of free-of-charge access to scientific journals. Analyzing both the frequency and strength of the relationships between resources/demands and burnout/engagement, we have identified four key problem areas: a lack of support from their supervisor, role ambiguity within University structures for PhD students, the conflict between paid work and doctoral studies, and the mandatory participation in classes as a student.
    Źródło:
    Nauka; 2017, 2
    1231-8515
    Pojawia się w:
    Nauka
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Empowerment – umacnianie pozycji pracownika w organizacji
    Empowerment – strengthening the position of an employee in the organisation
    Autorzy:
    Kulikowski, Konrad
    Powiązania:
    https://bibliotekanauki.pl/articles/697951.pdf
    Data publikacji:
    2017
    Wydawca:
    Szkoła Główna Handlowa w Warszawie
    Tematy:
    model of empowerment
    attitudes and opinion surveys
    job resources
    job demands
    empowerment
    badania opinii
    wymagania pracy
    zasoby pracy
    Opis:
    This article presents a comprehensive model of application of employees’ attitudes and opinion surveys in the process of empowerment – strengthening the position of the employees in the organisation. The proposed 10-step model integrates contemporary psychological knowledge of job demands and resources with knowledge of employees’ empowerment. The model structures the process of employees’ attitudes and opinion research, setting out clear objectives in this process, and outlines possible ways of achieving these objectives. As such, the presented model may provide a roadmap, useful for all managers interested in strengthening the position of the employees in the organisation.
    Artykuł przedstawia propozycję kompleksowego modelu wykorzystania badań opinii pra-cowników w procesie empowerment – umacniania pozycji pracowników w organizacji. Proponowany dziesięcioetapowy model integruje współczesną wiedzę psychologiczną, dotyczącą wymagań i zasobów pracy, z wiedzą odnoszącą się do wzmacniania pozycji pra-cowników w organizacji. Zaprezentowany model strukturalizuje przebieg procesu badania opinii pracowniczych, wyznacza jasne cele tego procesu oraz nakreśla możliwe sposoby ich realizacji. Model ten można uznać za swoistą mapę drogową, użyteczną dla wszystkich osób zarządzających ludźmi, zainteresowanych wdrażaniem zyskującej na popularności idei wzmacniania pozycji pracownika w organizacji.
    Źródło:
    Kwartalnik Nauk o Przedsiębiorstwie; 2017, 43, 2; 58-67
    1896-656X
    Pojawia się w:
    Kwartalnik Nauk o Przedsiębiorstwie
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-5 z 5

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