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    Wyświetlanie 1-5 z 5
    Tytuł:
    Empowerment w kontekście współczesnych koncepcji zarządzania oraz partycypacji pracowniczej
    Employee Empowerment in Context of Modern Management Concepts and Employee Participation
    Autorzy:
    Cierniak-Emerych, Anna
    Piwowar-Sulej, Katarzyna
    Powiązania:
    https://bibliotekanauki.pl/articles/1194668.pdf
    Data publikacji:
    2017
    Wydawca:
    Szkoła Główna Handlowa w Warszawie
    Tematy:
    employee empowerment
    management concepts
    employee participation
    empowerment
    koncepcje zarządzania
    partycypacja pracownicza
    Opis:
    Celem niniejszego artykułu jest udzielenie odpowiedzi na następujące pytania badaw‐ cze: „Jak jest postrzegany empowerment w kontekście przejawów tzw. współczesnych koncepcji zarządzania?” oraz „Jakie są relacje między empowermentem a partycypacją pracowniczą?”. Proces badawczy oparto na studiach literaturowych połączonych z reflek‐ sją naukową. Dokonano interpretacji i krytycznej oceny dotychczasowego dorobku poświęconego analizowanej tematyce. Podjęto próbę usystematyzowania wiedzy na temat empowermentu na tle wybranych współczesnych koncepcji zarządzania oraz partycypacji pracowniczej, a ponadto sformułowano problem dla dalszych badań naukowych.
    The aim of the article is to answer the following research questions: “How employee empowerment is perceived in the context of the modern management concepts’ manifestations?” and “What is the relationship between employee empowerment and employee participation?”. The research process was based on literature studies combined with an academic reflection. The authors interpreted and critically evaluated current achievements regarding to the topic analysed. They also made the attempt to systematise the knowledge of empowerment on the background of modern managerial concepts and employee participation. Finally they formulated a problem which should be considered in further research.
    Źródło:
    Edukacja Ekonomistów i Menedżerów; 2017, 43, 1
    1734-087X
    Pojawia się w:
    Edukacja Ekonomistów i Menedżerów
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    EMPLOYEE EPOWERMENT — TERMINOLOGICAL AND PRACTICAL PERSPECTIVE IN POLAND
    Autorzy:
    Piwowar-Sulej, Katarzyna
    Cierniak-Emerych, Anna
    Powiązania:
    https://bibliotekanauki.pl/articles/489107.pdf
    Data publikacji:
    2017
    Wydawca:
    Instytut Badań Gospodarczych
    Tematy:
    employee empowerment
    human resource management
    employee participation
    Opis:
    Research background: The 1980s saw popularization of the management paradigm requiring that employee intellectual potential should be noticed and used. The subjective approach to employees is fully reflected in the empowerment process. The definition scope of the analysed notion has not been unambiguously delineated to date. In narrow terms, empowerment means delegating power in the decision-making process and is considered a management method. In broad terms, in turn, the idea is at times called even a management concept. Purpose of the article: The aim of this paper is to provide answers to the following research questions: (1) Can empowerment be called a separate management concept? (2) What is the awareness of the essence of empowerment among contemporary employees? (3) What are the barriers to implementing empowerment assumptions in enterprises? Methods: The research process was based on literature studies and empirical research that was conducted in Poland under two separate research projects. One, carried out in the period 2006–2015, was oriented towards assessing the level of interest in employee participation and identifying the approach to implementing such participation in enterprises. The research covered over 300 respondents. It used structured interview complemented with free interview and analysis of the provided documents of the respondents’ enterprises. The results of the research encouraged a closer look at the category of empowerment. Pilot empirical research on the category of empowerment was conducted in 2016 with questionnaire surveys. The research sample was 63 employees. Findings: It was found that empowerment should be perceived as certain expansion of employee participation rather than a separate management concept. It consisted in sharing not only information but also power with employees. The results of the empirical research permitted the ascertainment that interest in lower participation forms prevailed among the respondents. Barriers related to applying empowerment were sought in this context. The pilot research allowed a conclusion that the barriers should be sought primarily in the failure to prepare (also mentally) employees and employers for using empowerment. Although the presented results of the research are not representative, they encourage further in-depth research within the discussed area.
    Źródło:
    Oeconomia Copernicana; 2017, 8, 2; 301-316
    2083-1277
    Pojawia się w:
    Oeconomia Copernicana
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Changes in the labour market related to immigration from Ukraine and research directions in the area of HRM
    Autorzy:
    Cierniak-Emerych, Anna
    Piwowar-Sulej, Katarzyna
    Powiązania:
    https://bibliotekanauki.pl/articles/1194443.pdf
    Data publikacji:
    2019
    Wydawca:
    Szkoła Główna Handlowa w Warszawie
    Tematy:
    migrants
    Ukraine
    labour market
    human resource management
    Opis:
    There has been a visible trend of increasing migration from Ukraine to Poland since 2014. Immigrants are becoming a part of the Polish labour market. It is interesting to look at immigrants from the perspective of challenges faced by human resource management processes (HRM) in the enterprises employing them. Thus, the purpose of the study was to answer the questions: What are the characteristics of migration from Ukraine to Poland? Are there any studies in the area of human resource management in relation to the issue of migration of Ukrainians to Poland? What the directions of future research in the area of HRM in the context of migration of Ukrainians to Poland should be? In the pursuit after the above goals, one has used, among others, literature research, analysis of foreign research results, own pilot studies conducted with representatives of employees from Ukraine and their employers.
    Źródło:
    Edukacja Ekonomistów i Menedżerów; 2019, 54, 4; 165-177
    1734-087X
    Pojawia się w:
    Edukacja Ekonomistów i Menedżerów
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    How to measure employees’ interests so as to be a more socially-responsible employer: A proposal of a new scale and its validation
    Autorzy:
    Piwowar-Sulej, Katarzyna
    Cierniak-Emerych, Anna
    Powiązania:
    https://bibliotekanauki.pl/articles/40010953.pdf
    Data publikacji:
    2023
    Wydawca:
    Instytut Badań Gospodarczych
    Tematy:
    employees’ expectations
    employees’ needs
    exploratory factor analysis
    Exploratory Structural Equation Modelling (ESEM)
    Opis:
    Research background: Many authors emphasize that successful human resource management (HRM) practices align with employees’ needs associated with the construct of employees’ interests. In particular, the importance of considering employees’ interests is emphasized in the process of shaping the architecture of Socially Responsible Human Resource Management (SR-HRM) systems. Purpose of the article: The aim of the article is to contribute to understanding employees’ interests by designing and validating a measure to recognize these interests. Methods: Through the use of literature sources and expert opinions, the authors developed a list of employee interests. Empirical data collected via the survey method in Poland was used to statistically verify the measurement scale. In particular, exploratory factor analysis and exploratory structural equation modelling were applied. Findings & value added: This article shows that it is important to create a comprehensive list of interests, as well as validate the research tool used. The newly developed scale has 22 items and five dimensions: support and development at the level of the enterprise, employee participation, support and development at the departmental level, employment security, working conditions and remuneration. It may be used in a variety of companies, as well as in complex research models, and developed further taking into consideration the context of other countries.
    Źródło:
    Oeconomia Copernicana; 2024, 15, 1; 267-306
    2083-1277
    Pojawia się w:
    Oeconomia Copernicana
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Socially responsible human resource management towards migrant workers with the focus on the employees’ interests
    Autorzy:
    Piwowar-Sulej, Katarzyna
    Cierniak-Emerych, Anna
    Mazur-Wierzbicka, Ewa
    Powiązania:
    https://bibliotekanauki.pl/articles/27313518.pdf
    Data publikacji:
    2022
    Wydawca:
    Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
    Tematy:
    employees
    expectations
    interests
    corporate social responsibility
    sustainable HRM
    pracownicy
    oczekiwania
    interesy
    społeczna odpowiedzialność biznesu
    zrównoważony HRM
    Opis:
    Purpose: The following two main research questions were addressed in this article: 1) Which employees’ interests are the most important for Ukrainian migrant workers? 2) To what extent companies ensure the interests of Ukrainian migrant workers? Since migration is often associated with precarious employment, the problems of the relationship between the form of employment and the interests of migrants were examined as well. Design/methodology/approach: For the purpose of this paper, such methods as literature survey of publications indexed mainly in Scopus database and empirical research in the form of a survey were used. The survey was carried out in 2020 in Poland and the respondents were Ukrainian workers. The research was conducted using the PAPI technique and based on a with the use of a representative sample. Findings: Empirical research shows that the most important interests of migrants (of 22 analyzed interests) are salaries adequate to duties, ensuring good occupational safety and health, and clear evaluation criteria. At the same time, the second and third of the indicated interests are mostly ensured by employers, regardless of the form of employment in which the respondents work. This leads to certain practical and theoretical implications. Practical implications: The Ukrainian population is gradually growing in Poland which results from the armed conflict and the difficult economic situation in Ukraine. Therefore, the presented research is utmost valid. Originality/value: The concept of socially responsible HRM (SRHRM) emerged as an element of CSR focused on the inside of the company (its employees treated as the most important stakeholders). Surveys devoted to the implementation of the concept of CSR are carried out mainly among employees who are citizens of the country where the enterprise surveyed is headquartered. The issue of migration is discussed rather from the perspective of such academic disciplines as economics and sociology than the discipline of human resource management. This study aims to fill the gap in research on SRHRM through examining the HRM practices in the context of migrant workers with a focus on employee interests.
    Źródło:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2022, 162; 599--621
    1641-3466
    Pojawia się w:
    Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-5 z 5

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