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Tytuł:
Safety at work in small enterprises based on analysis of technical, organizational and human factors
Autorzy:
Niciejewska, Marta
Kasian, Serhii
Powiązania:
https://bibliotekanauki.pl/articles/104106.pdf
Data publikacji:
2020
Wydawca:
Stowarzyszenie Menedżerów Jakości i Produkcji
Tematy:
work safety
technical work safety
organizational work safety
human factor
SMEs
bezpieczeństwo pracy
techniczne bezpieczeństwo pracy
organizacyjne bezpieczeństwo pracy
czynnik ludzki
MŚP
Opis:
The small-sized enterprises, i.e. micro, small and medium enterprises (SMEs), constitute the basis of the Polish economy. They are considered as a key element among all economic entities, primarily driving economic growth by strengthening GDP, but also employment growth and social integration. Most of the Polish workers are employed in enterprises of "small size". Therefore, effective management of work safety in micro, small and medium-sized enterprises is essential. It is very important to ensure appropriate and safe working conditions for employees of "small size" economic entities, but also for their long-term functioning on the market. Unfortunately, the results of publicly available reports indicate a relatively low level of occupational health and safety in "small size" enterprises. Occupational safety is considered primarily through the analysis of the basic triad of factors, which are - "technical safety at work" (T), "organizational safety at work" (O) and "human factor" (L). The paper presents the results of research conducted in "small-sized" enterprises (micro and small enterprises), including the analysis of technical, organizational and human factors. The tools that were used to implement the research assumptions include a questionnaire for the identification of threats in "small-sized" enterprises and the assessment of factors that affect work safety - with statistical analysis.
Źródło:
Quality Production Improvement - QPI; 2020, 2, 1; 95-106
2657-8603
Pojawia się w:
Quality Production Improvement - QPI
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Kariery akademickie kobiet, czyli o współczesnych wyzwaniach w szkolnictwie wyższym
Women’s Academic Careers, or Contemporary Challenges in Higher Education
Autorzy:
Czerniak-Swędzioł, Justyna
Kumor-Jezierska, Ewelina
Powiązania:
https://bibliotekanauki.pl/articles/3200800.pdf
Data publikacji:
2023-02-03
Wydawca:
Wyższa Szkoła Humanitas
Tematy:
kariera akademicka kobiety
szkolnictwo wyższe
praca niewidzialna
work life balance
praca organizacyjna
ocena okresowa
women’s academic career
higher education
invisible work
organizational work
periodic evaluation
Opis:
Dochodzenie do kolejnych etapów kariery naukowej niejednokrotnie związane jest z obejmowaniem kolejno coraz wyższych stanowisk w szkolnictwie wyższym. Z tym że definicja kariery akademickiej pozostaje znacznie szersza i obejmuje swym zakresem nie tylko karierę naukową, ale również zawiera w sobie te elementy, które związane są ze wszelkimi zawodowymi awansami czy pełnionymi funkcjami w środowisku akademickim. Przedmiotem niniejszego artykułu jest zwrócenie uwagi na sytuację kobiet w szkolnictwie wyższym, która wydaje się być lepsza niż kilkanaście lat temu. Niemniej jednak nasuwa się zasadnicze pytanie: czy przebieg kariery akademickiej kobiet i mężczyzn kształtuje się podobnie? Co blokuje rozwój kobiet w środowisku akademickim i jaki wpływ na kariery akademickie kobiet miała sytuacja wywołana pandemią COVID-19? Autorki podejmą próbę odpowiedzi zarówno na to, jak i na wiele innych pytań, starając się jednocześnie wskazać rozwiązania, które mogłyby pomóc w sprostaniu wszelkim wyzwaniom stawianym kobietom w akademickim środowisku pracy.
Reaching the next stages of an academic career is often associated with successively higher positions in higher education. With that said, the definition of an academic career remains much broader and includes in its scope not only an academic career, but also includes those elements that are associated with all professional promotions or functions held in academia. The object of this article is to draw attention to the situation of women in higher education, which seems to be better than it was a dozen years ago. Nevertheless, a fundamental question arises as to whether the course of academic careers of women and men is shaped similarly? What blocks the development of women in academia, and what impact did the situation caused by the Covid-19 pandemic have on women’s academic careers? The authors will attempt to answer both this and many other questions while trying to identify solutions that could help address any challenges faced by women in the academic work environment.
Źródło:
Roczniki Administracji i Prawa; 2022, 3(XXII); 325-343
1644-9126
Pojawia się w:
Roczniki Administracji i Prawa
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Czy prospołeczność i postawa wobec whistleblowingu w organizacjach zmienia się z wiekiem pracowników? – raport z badań
Autorzy:
Fornalczyk, Agnieszka
Goderska, Katarzyna
Powiązania:
https://bibliotekanauki.pl/articles/2157586.pdf
Data publikacji:
2015
Wydawca:
Instytut Studiów Międzynarodowych i Edukacji Humanum
Tematy:
Is employees' prosociality
whistleblowing
work and organizational psychology
organizational wrongdoing
prosocial orientation
age
attitudes towards whistleblowing
business ethics
Opis:
Whistleblowing, defined as disclosure by organization members of illegal, immoral or illegitimate prac- tices, which occur in the organization, is nowadays important subject of research, taking into account its impact on the functioning of the companies. Presented study is one of the first ones to raise this issue in the context of the Polish organizations. The aim of this study was to verify the existence of the relationship between prosociality and attitudes towards whistleblowing and to explore whether workers age may significantly change prosocial orientation and attitudes towards reporting irregularities. The study was conducted among 129 workers from different organizations. Results indicated that prosocially oriented employees have more positive attitudes towards whistleblowing than others. Further, attitudes towards whistleblowing varied in different age groups - the research showed that older employees (from age 40) have more positive attitudes than their younger coworkers (age range from 20 to 39). Outcomes of the study showed no significant relationship between age and prosociality, however, results indicate a trend, implying that prosociality varies in different age groups. Results of the study provide valuable suggestions for practice and further scientific work in this area.
Źródło:
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne; 2015, 1(16); 119-129
1898-0171
Pojawia się w:
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Why May Teachers Become Cynical at Work? Predictors of Organizational Cynicism among Polish Teachers - Research Report
Autorzy:
Chudzicka-Czupała, Agata
Chrupała-Pniak, Małgorzata
Grabowski, Damian
Powiązania:
https://bibliotekanauki.pl/articles/2032587.pdf
Data publikacji:
2014-12-31
Wydawca:
Wydawnictwo Adam Marszałek
Tematy:
organizational cynicism
work-family confl ict
family-work confl ict
organizational commitment
Opis:
The manuscript presents an exploratory study on the possible sources of organizational cynicism among Polish teachers. A sample of 157 teachers participated in the study. The results show that important positive predictors of organizational cynicism among teachers are continuance commitment and work-family conflict, whereas affective commitment is a negative predictor.
Źródło:
The New Educational Review; 2014, 38; 260-270
1732-6729
Pojawia się w:
The New Educational Review
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Rola cech osobowości w zachowaniach organizacyjnych
The role of personality traits in the organizational behavior
Autorzy:
Rostowski, Jan
Powiązania:
https://bibliotekanauki.pl/articles/2139285.pdf
Data publikacji:
2001
Wydawca:
Uniwersytet Łódzki. Wydawnictwo Uniwersytetu Łódzkiego
Tematy:
organizational behavior
personality traits
work
Opis:
The main purpose of the paper is the discussion, from psychological perspectives, on some issues person’s behavior in various forms of organization. Firstly, it was outlined the beginning and development of the organizational behavior. Secondly, the main dimensions of the organizational behavior was analysed. The emphasis was taken on possibilities of using some major theories of personnality (such as for example: CPI, EPQ, MBPI, Big Five) to explain and understand various but important issues of the organizational behavior. In summary, the Author indicated the meaning of the organizational behavior for psychology of man at work.
Źródło:
Acta Universitatis Lodziensis. Folia Psychologica; 2001, 05; 3-14
2353-4842
Pojawia się w:
Acta Universitatis Lodziensis. Folia Psychologica
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Organizational roles and the work and organizational engagement
Autorzy:
Borkowska, Anna
Czerw, Agnieszka
Powiązania:
https://bibliotekanauki.pl/articles/2128454.pdf
Data publikacji:
2017
Wydawca:
Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:
job satisfaction
organization
work engagement
organizational commitment
Opis:
Purpose – The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach – The following study is an attempt to define the work and organizational engagement of employees of one of the exclusive SPA (sanus per aquam) hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks (the Chef and the Deputy Manager of the Hotel) and seven persons from the aforementioned department are presented in this paper. Findings – Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated.
Źródło:
Polish Psychological Bulletin; 2017, 2; 188-197
0079-2993
Pojawia się w:
Polish Psychological Bulletin
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Kto bywa cyniczny w pracy? Zaangażowanie w pracę, przywiązanie do organizacji i etyka pracy a cynizm organizacyjny
Who Is Behaving Cynically at Work? Work Engagement, Organizational Commitment and Work Ethic, and Their Relationship with Organizational Cynicism
Autorzy:
Chudzicka-Czupała, Agata
Grabowski, Damian
Adamek, Dominik
Powiązania:
https://bibliotekanauki.pl/articles/598357.pdf
Data publikacji:
2017-02-15
Wydawca:
Instytut Pracy i Spraw Socjalnych
Tematy:
cynizm organizacyjny
zaangażowanie w pracę
przywiązanie do organizacji
etyka pracy
organizational cynicism
work engagement
organizational commitment
work ethic
Opis:
W artykule omówiono zmienne, które są ważnymi korelatami cynizmu organizacyjnego, oraz dokonano przeglądu wyników badań na temat zależności między tymi zmiennymi a cynizmem. Ukazano też wyniki badań własnych na temat związków cynizmu organizacyjnego z zaangażowaniem w pracę, przywiązaniem do organizacji oraz poszczególnymi wymiarami etyki pracy: stosunkiem do ciężkiej pracy i wiary w jej sens, do odraczania gratyfikacji, czasu wolnego i polegania na sobie, oraz przeprowadzono ich dyskusję.
The article discusses variables that are considered to be essential correlates of organizational cynicism. Moreover, a review of research on the relationship among these variables is presented. The results of the authors’ research proved the existence of relationship between organizational cynicism and work engagement, organizational commitment, and individual dimensions of the work ethic: attitude to hard work and belief in its significance, delayed gratification, free time, and self–reliance. A discussion covering these topics is also included.
Źródło:
Zarządzanie Zasobami Ludzkimi; 2017, 1(114); 69-86
1641-0874
Pojawia się w:
Zarządzanie Zasobami Ludzkimi
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
A New Approach to Measuring Work-Related Well-Being
Autorzy:
Orsila, R.
Luukkaala, T.
Manka, M. L.
Nygard, C. H.
Powiązania:
https://bibliotekanauki.pl/articles/91139.pdf
Data publikacji:
2011
Wydawca:
Centralny Instytut Ochrony Pracy
Tematy:
work-related well-being
organizational climate
intrinsic factors
Opis:
The main aim of this study was to develop a short questionnaire to assess work-related well-being from the organizational behaviour perspective. The short well-being questionnaire enables measuring longitudinal work-related well-being. Work-related well-being was assessed with a 147-item questionnaire covering both organizational and intrinsic factors of work-related well-being. The questionnaire consisted of 27 categories. The respondents were 114 women (65%) and 62 men (35%), mean age 39.2 years, in various occupations. From the extensive questionnaire a shorter questionnaire with 33 items was developed by principal component analysis. The Kaiser–Meyer–Olkin measure to test the sampling adequacy of 27 factor solutions varied from .62 to .91 and Cronbachʼs α was .74–.94. Most κ values of the shorter questionnaire were .50–.94 (p < .001). The reliability of the short version was comparable to that of the original questionnaire. The short one could also be suitable for Internet and mobile questionnaire applications.
Źródło:
International Journal of Occupational Safety and Ergonomics; 2011, 17, 4; 341-359
1080-3548
Pojawia się w:
International Journal of Occupational Safety and Ergonomics
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Work ability of employees in changing social services and health care organizations in Finland
Autorzy:
Kokkinen, Lauri
Konu, Anne
Powiązania:
https://bibliotekanauki.pl/articles/2180099.pdf
Data publikacji:
2012-06-01
Wydawca:
Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:
organizational change
work ability
social services
health care
Opis:
Objectives: In this study, we examined the connection between organizational changes and employees own evaluations of their work ability. Materials and Methods: In early 2010, we asked employees (n = 2429) working in the Finnish social services and health care industry to identify all the organizational changes that had occurred at their workplaces over the previous two years, and to evaluate their own work ability and whether different statements related to the elements of work ability were true or false at the time of the survey. For our method of analysis, we used logistical regression analysis. Results: In models adjusted for gender, age, marital status, professional education and managerial position, the respondents who had encountered organizational changes were at a higher risk of feeling that their work ability had decreased (OR = 1.49) than the respondents whose workplaces had not been affected by changes. Those respondents who had encountered organizational changes were also at a higher risk of feeling that several elements related to work ability had deteriorated. The risk of having decreased self-evaluated work ability was in turn higher among the respondents who stated they could not understand the changes than among those respondents who understood the changes (OR = 1.99). This was also the case among respondents who felt that their opportunities to be involved in the changes had been poor in comparison to those who felt that they had had good opportunities to be involved in the process (OR = 2.16). Conclusions: Our findings suggest that the organizational changes in social and health care may entail, especially when poorly executed, costs to which little attention has been paid until now. When implementing organizational changes, it is vital to ensure that the employees understand why the changes are being made, and that they are given the opportunity to take part in the implementation of these changes.
Źródło:
International Journal of Occupational Medicine and Environmental Health; 2012, 25, 2; 151-165
1232-1087
1896-494X
Pojawia się w:
International Journal of Occupational Medicine and Environmental Health
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Remote and on-site work stress severity during the COVID-19 pandemic: comparison and selected conditions
Autorzy:
Chudzicka-Czupała, Agata
Żywiołek-Szeja, Marta
Paliga, Mateusz
Grabowski, Damian
Krauze, Noemi
Powiązania:
https://bibliotekanauki.pl/articles/2197837.pdf
Data publikacji:
2023-03-02
Wydawca:
Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:
job satisfaction
organizational commitment
COVID‑19
remote work stress
on-site work stress
work–family conflicts
Opis:
Objectives The aim of the present study was to explore whether remote and on-site work stress during the COVID-19 pandemic was experienced with different severity. The second goal was to investigate stress conditions at both working modes. Material and Methods The study involved 946 individuals working in the education system and BSS sector in different Polish organizations. The following tools were used: the Brief Scale of Vocational Stress by Dudek and Hauk, the Polish version of the scales to measure work–family conflicts by Grzywacz, Frone, Brewer and Kovner, Meyer and Allen’s Affective, Continuance, and Normative Commitment Scales in the Polish adaptation by Bańka, Wołowska and Bazińska, the Satisfaction with Job Scale by Zalewska. Results The analysis of intergroup differences revealed that remote work stress severity was significantly lower than on-site work stress severity. The regression analyses proved that work–family conflict and job satisfaction were significant predictors of remote and on-site work stress. Continuance commitment positively predicted on-site work stress. Both models turned out to be statistically significant. The variables included in the models explained 39% and 35% of the variability of the remote work and on-site work stress, respectively. Conclusions Remote work is associated with lower stress severity than on-site work. For both types of work, the higher the level of work–family conflict, the higher the level of stress severity, but the higher the job satisfaction, the lower the stress severity. Continuance commitment is positively related to on-site stress, which means that people who work for an organization and see no alternative feel more stressed. Such an effect was observed only in the case of on-site work. The study findings are discussed in light of previous research, and implications for organizational practice are considered. Int J Occup Med Environ Health. 2023;36(1):96–111
Źródło:
International Journal of Occupational Medicine and Environmental Health; 2023, 36, 1; 96-111
1232-1087
1896-494X
Pojawia się w:
International Journal of Occupational Medicine and Environmental Health
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Development and implementation of work-related medical rehabilitation in cancer patients using organizational ethnography and action research methodology
Autorzy:
Schwarz, Betje
Wienert, Julian
Bethge, Matthias
Powiązania:
https://bibliotekanauki.pl/articles/2161998.pdf
Data publikacji:
2019-04-03
Wydawca:
Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:
qualitative research
cancer
Action research
return-to-work
work-related medical rehabilitation
organizational ethnography
Opis:
Objectives To develop a work-related medical rehabilitation (WMR) program for cancer patients based on the best available evidence, the expertise of rehabilitation professionals and the perspective of the patients, to ensure the fidelity of its implementation and to prepare its subsequent outcome evaluation. Material and Methods The implementation study was based on organizational ethnography and action research, and followed a multimethod, participatory and iterative approach to data collection and analysis. The authors carried out observations in 4 rehabilitation centers and conducted focus groups with rehabilitation professionals and patients. The obtained data were subjected to qualitative content analysis. All findings were discussed promptly with the rehabilitation centers at feedback meetings that contributed to the further development of the program. Results The following WMR modules were defined based on the findings: additional work-related diagnostics, multi-professional team meetings, an introductory session, work-related functional capacity training, work-related psychological groups and intensified social counseling. Process descriptions for the subsequent evaluation of the program via a cluster-randomized trial were also developed, containing, e.g., instructions for patient information and recruitment. Conclusions Implementation studies can help to prepare for valid trials as they facilitate ensuring the feasibility, acceptability and fidelity of program implementation and evaluation. Organizational ethnography and action research are suitable methods for carrying out such studies. Int J Occup Med Environ Health. 2019;32(2):217–28
Źródło:
International Journal of Occupational Medicine and Environmental Health; 2019, 32, 2; 217-228
1232-1087
1896-494X
Pojawia się w:
International Journal of Occupational Medicine and Environmental Health
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Klimat organizacyjny jako wyznacznik emocjonalnych doświadczeń pracowników
Organizational Climate as a Determinant of Employee Emotional Experience
Autorzy:
Lubrańska, Anna
Powiązania:
https://bibliotekanauki.pl/articles/598913.pdf
Data publikacji:
2014-02-15
Wydawca:
Instytut Pracy i Spraw Socjalnych
Tematy:
klimat organizacyjny
emocje
środowisko pracy
organizational climate
emotions
work environment
Opis:
Artykuł ilustruje wzajemne relacje klimatu organizacyjnego (według koncepcji Kolba) i podmiotowych afektywnych doświadczeń pracowników. Podjęty problem zweryfikowano empirycznie. W przeprowadzonych badaniach wzięło udział 241 osób. Materiał empiryczny poddano opracowaniu statystycznemu z wykorzystaniem tabeli krzyżowej, analizy korelacji, jednoczynnikowej analizy wariancji i analizy regresji. Uzyskane dane dowodzą, iż klimat organizacyjny jest istotnym wyznacznikiem emocjonalnych (pozytywnych i negatywnych) doświadczeń pracowników. Otrzymane rezultaty pozwoliły na sformułowanie implikacji praktycznych, użytecznych wskazówek w kształtowaniu optymalnego środowiska pracy.
This paper illustrates the mutual relations of organizational climate (in line with the Kolb concept) and the subjective affective experiences of employees. The examined problem was empirically verified. A total of 241 people took part in the conducted study. The empirical materials underwent statistical processing applying crosstabs, correlation analysis, one–variable variance, and regression analysis. Data received prove that organizational climate is a significant determinant of the emotional experiences (both positive and negative) of employees. Received results allow the formulating of practical implications and useful guidelines for molding an optimum work environment.
Źródło:
Zarządzanie Zasobami Ludzkimi; 2014, 2014 1(96); 109-124
1641-0874
Pojawia się w:
Zarządzanie Zasobami Ludzkimi
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Development and Validation of Work Environment Services Scale (WESS)
Autorzy:
Patrick, Harold
Kareem, Jacqueline
Powiązania:
https://bibliotekanauki.pl/articles/1934188.pdf
Data publikacji:
2021
Wydawca:
Akademia Leona Koźmińskiego w Warszawie
Tematy:
work environment
service sector
employee motivation
scale development
organizational behavior
Opis:
Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.
Źródło:
Central European Management Journal; 2021, 29(2); 89-120
2658-0845
2658-2430
Pojawia się w:
Central European Management Journal
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Person-organization fit and organizational identification as predictors of positive and negative work-home interactions
Autorzy:
Merecz, Dorota
Andysz, Aleksandra
Powiązania:
https://bibliotekanauki.pl/articles/2178784.pdf
Data publikacji:
2014-03-22
Wydawca:
Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
Tematy:
complementary and supplementary fit
organizational identification
work to family spillover
Opis:
Objectives: The aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI-) versus positive (WHI+) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI+ and negatively to WHI-. Materials and Methods: The study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed. Results: P-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI- and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI+ variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI+ variance in men. Conclusions: It has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life - good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees' organizational identification should be included in work-life balance programs.
Źródło:
International Journal of Occupational Medicine and Environmental Health; 2014, 27, 1; 16-27
1232-1087
1896-494X
Pojawia się w:
International Journal of Occupational Medicine and Environmental Health
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Organizational Climate: Workloads in Terms of Worker Age and Sex
Klimat organizacyjny wobec obciążeń pracą w aspekcie wieku i płci pracownika
Autorzy:
Lubrańska, Anna
Powiązania:
https://bibliotekanauki.pl/articles/598275.pdf
Data publikacji:
2014-10-15
Wydawca:
Instytut Pracy i Spraw Socjalnych
Tematy:
organizational climate
work
onerousness of work
psychological costs of work
klimat organizacyjny
praca
uciążliwości pracy
psychologiczne koszty pracy
Opis:
The study deals with the importance of organizational climate (as understood by the Kolb concept) in terms of experiencing the nuisance factor and psychological costs of work. This issue was looked at in both its theoretical and empirical dimensions. A total of 464 persons were examined. The empirical material was analyzed statistically applying correlation analysis and one–way variance analysis. Results indicate that organizational climate is a significant determinant of intensity of the nuisance factor and psychological costs of work. The highest level of the nuisance factor and psychological costs of work is characteristic of examined individuals who work in an autocratic climate.
W opracowaniu podjęto zagadnienie znaczenia klimatu organizacyjnego (według koncepcji Kolba) dla doświadczenia uciążliwości pracy i psychologicznych kosztów pracy. Problematykę zrealizowano w wymiarze teoretycznym i empirycznym. Zbadano 464 osoby. Materiał empiryczny poddano opracowaniu statystycznemu z wykorzystaniem analizy korelacji, jednoczynnikowej analizy wariancji. Otrzymano wyniki, wskazujące, iż klimat organizacyjny stanowi znaczące uwarunkowanie intensywności uciążliwości pracy i psychologicznych kosztów pracy. Najwyższy poziom uciążliwości pracy i psychologicznych kosztów pracy charakteryzuje badanych pracujących w klimacie autokratycznym.
Źródło:
Zarządzanie Zasobami Ludzkimi; 2014, 2014 5(100) Międzypokoleniowe zarządzanie zasobami ludzkimi; 69-80
1641-0874
Pojawia się w:
Zarządzanie Zasobami Ludzkimi
Dostawca treści:
Biblioteka Nauki
Artykuł
Wyświetlanie 1-15 z 72

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