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    Wyświetlanie 1-3 z 3
    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
      Wyświetlanie 1-3 z 3

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