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    Wyświetlanie 1-4 z 4
    Tytuł:
    Inclusiveness as a key determinant of work engagement: evidence from V4 countries
    Autorzy:
    Borisov, Igor
    Vinogradov, Szergej
    Powiązania:
    https://bibliotekanauki.pl/articles/22443128.pdf
    Data publikacji:
    2022
    Wydawca:
    Instytut Badań Gospodarczych
    Tematy:
    empowerment
    workplace autonomy
    organizational learning environment
    structural equation modeling
    Opis:
    Research background: There is currently a need for empirical research regarding the validity of specific work environment model elements supported by strong statistical evidence. The amount of research conducted in this field has been particularly limited in Central-Eastern Europe. The desire to fill in these gaps was at least in part responsible for the uniqueness of the research approach and its differences from previous similar studies. Purpose of the article: The purpose of this study was to examine factors affecting employee engagement and to examine their relationship with each other using Visegrad countries as an example. Methods: The initial data is taken from the fourth European Company Survey (2019) for management respondents. After data cleaning, the sample sizes for Czechia, Hungary Poland, and Slovakia are N(CZ)=904, N(HU)=682, N(PL)=511, and N(SK)=361, respectively. As a result of the exploratory factor analysis (EFA), the following five dimensions were identified for this research: (1) inclusiveness, (2) empowerment, (3) work autonomy, (4) organizational learning environment, and (5) work engagement. An analysis of structural equation modeling (SEM) was conducted to determine the links that exist among these dimensions of a constructive work environment. Findings & value added: The structural model indicates that inclusiveness and empowerment have a significant positive impact on work engagement in all the countries examined. Inclusiveness was the strongest predictor of work engagement, followed by empowerment. Both of the two other predictors in the model (workplace autonomy and organizational learning environment) generally had less or no effect on employee engagement. The present study extends recent literature on work engagement by empirically validating the influence of workplace environment-related factors, as well as providing useful organizational policy recommendations for managers.
    Źródło:
    Equilibrium. Quarterly Journal of Economics and Economic Policy; 2022, 17, 4; 1015-1050
    1689-765X
    2353-3293
    Pojawia się w:
    Equilibrium. Quarterly Journal of Economics and Economic Policy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation
    Autorzy:
    Malinowska, Diana
    Tokarz, Aleksandra
    Wardzichowska, Anna
    Powiązania:
    https://bibliotekanauki.pl/articles/2159987.pdf
    Data publikacji:
    2018-07-04
    Wydawca:
    Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
    Tematy:
    workplace environment
    work engagement
    occupational health
    professional autonomy
    workaholism
    motivation
    Opis:
    Objectives This study integrates the Self Determination Theory and the Job Demands–Resource model in explaining motivational antecedents of 2 forms of excessive work: work engagement and workaholism. It specifically examines the relationship between job autonomy, situational work motivation, work engagement, and workaholism. Material and Methods The sample comprised 318 full-time employees of an international outsourcing company located in Poland. The mediation analysis was used for testing hypotheses about the mediation of autonomous and controlled motivation in the relationship between job autonomy, work engagement, and workaholism. Results The results have confirmed that autonomous motivation mediates the relationship between job autonomy and work engagement. The assumption about the mediation role of controlled motivation in the relationship between job autonomy and workaholism has not been confirmed; however, external regulation (i.e., controlled motivation) is a significant predictor of workaholism. Conclusions Giving employees more job autonomy might increase their intrinsic and identified regulation and may therefore lead to more energetic, enthusiastic, and dedicated engagement with their jobs. Workaholism may be predicted by external regulation, and work characteristics other than job autonomy may play an important role in enhancing this controlled type of motivation. Int J Occup Med Environ Health 2018;31(4):445–458
    Źródło:
    International Journal of Occupational Medicine and Environmental Health; 2018, 31, 4; 445-458
    1232-1087
    1896-494X
    Pojawia się w:
    International Journal of Occupational Medicine and Environmental Health
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Polish infection control nurses – Self-assessment of their duties and professional autonomy in different types of hospitals
    Autorzy:
    Wałaszek, Marta
    Różańska, Anna
    Szczypta, Anna
    Bulanda, Małgorzata
    Wójkowska-Mach, Jadwiga
    Powiązania:
    https://bibliotekanauki.pl/articles/2162576.pdf
    Data publikacji:
    2018-12-18
    Wydawca:
    Instytut Medycyny Pracy im. prof. dra Jerzego Nofera w Łodzi
    Tematy:
    workplace
    healthcare-associated infections
    work organization
    work load
    infection prevention and control nurse
    decision autonomy
    Opis:
    Background The objective of the study is self-assessment of Polish infection control nurses (ICNs) in terms of the structure of professional tasks and autonomy of decision-making. Material and Methods A questionnaire survey was filled out by 208 ICNs (around 21% of all Polish ICNs) in 15 provinces located in Poland. The research encompassed ICNs surveillance healthcare-associated infections (HAIs) in 2014. Results The work time that ICNs devote to professional tasks and decision autonomy on the scale of 1–100% was as follows: 34% (67% of decision autonomy) was dedicated to detecting and registering HAIs, 12% (71%) – internal control, 10% (58%) – devising and implementing infection prevention practices, 10% (68%) – staff trainings, 8% (65%) – identification and study of outbreaks, 7% (58%) – promoting hand hygiene, 6% (51%) – consults with infected patients, 4% (57%) – consults on decontamination, 4% (54%) – consults on maintaining cleanliness, 3% (51%) – isolation and application of personal protective measures, 2% – other tasks. Infection prevention and control nurses estimated, on average, that their autonomy of decisions concerning the professional tasks performed amounted to 60%. Conclusions Infection control nurses in Poland have difficulty in achieving balance between tasks they perform and the authority they exercise. The ICN professional task structure is dominated by duties associated with monitoring hospital infections, however, the greatest decision autonomy is visible regarding internal control. Decision-making concentrated on internal control may hinder building a positive image of an ICN. We should strive to firmly establish professional tasks and rights of ICNs in legislation concerning performing the duties of a nurse and midwife. Med Pr 2018;69(6):605–612
    Wstęp The objective of the study is self-assessment of Polish infection control nurses (ICNs) in terms of the structure of professional tasks and autonomy of decision-making. Materiał i metody A questionnaire survey was filled out by 208 ICNs (around 21% of all Polish ICNs) in 15 provinces located in Poland. The research encompassed ICNs surveillance healthcare-associated infections (HAIs) in 2014. Wyniki The work time that ICNs devote to professional tasks and decision autonomy on the scale of 1–100% was as follows: 34% (67% of decision autonomy) was dedicated to detecting and registering HAIs, 12% (71%) – internal control, 10% (58%) – devising and implementing infection prevention practices, 10% (68%) – staff trainings, 8% (65%) – identification and study of outbreaks, 7% (58%) – promoting hand hygiene, 6% (51%) – consults with infected patients, 4% (57%) – consults on decontamination, 4% (54%) – consults on maintaining cleanliness, 3% (51%) – isolation and application of personal protective measures, 2% – other tasks. Infection prevention and control nurses estimated, on average, that their autonomy of decisions concerning the professional tasks performed amounted to 60%. Wnioski Infection control nurses in Poland have difficulty in achieving balance between tasks they perform and the authority they exercise. The ICN professional task structure is dominated by duties associated with monitoring hospital infections, however, the greatest decision autonomy is visible regarding internal control. Decision-making concentrated on internal control may hinder building a positive image of an ICN. We should strive to firmly establish professional tasks and rights of ICNs in legislation concerning performing the duties of a nurse and midwife. Med Pr 2018;69(6):605–612
    Źródło:
    Medycyna Pracy; 2018, 69, 6; 605-612
    0465-5893
    2353-1339
    Pojawia się w:
    Medycyna Pracy
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
    Tytuł:
    Młody nauczyciel w szkole. Problemy związane z rozwojem kompetencji i autonomii
    Problems of development of competences and autonomy of novice teachers at school
    Autorzy:
    Zielińska, Anna
    Czerepaniak-Walczak, Maria
    Radziewicz-Winnicki, Andrzej
    Powiązania:
    https://bibliotekanauki.pl/chapters/1035673.pdf
    Data publikacji:
    2020-12-11
    Wydawca:
    Uniwersytet Warszawski. Wydawnictwa Uniwersytetu Warszawskiego
    Tematy:
    kompetencje nauczyciela
    rozwój zawodowy w miejscu pracy
    autonomia nauczycieli
    systemowe i mentalne przeszkody w rozwoju autonomii
    teachers’ competences
    professional development in the workplace
    teachers’ autonomy
    systemic and mental obstacles to the development of autonomy
    Opis:
    Many authors have long been involved in research concerning the development of teachers’ personal and professional competences. According to them, teacher professional development is stadial and should lead to the critical use of knowledge, development of their own ways of working, revising the patterns of professional role and, consequently, to independence from external pressure and the creation of a teacher’s “autonomous identity”. The goal of this paper, based on several empirical studies, is the identification of some systemic and mental obstacles hindering the development of teachers’ competence and autonomy. The requirements related to the professional promotion system allow us to develop only some of the teachers’ competences that are the basis for building their autonomy, e.g. teaching and development of the teacher’s workshop. In the construction of the professional promotion system, communication skills, skills to motivate students, supporting them in solving problems, building their authority in relations with students were neglected. At the school level, a lack of trust among teachers, a lack of culture of cooperation and shared responsibility, a conflict between teacher generations, lack of respect and openness to others can hinder or even prevent the development of the autonomy of young teachers.
    Źródło:
    Pedagogika i edukacja wobec kryzysu zaufania, wspólnotowości i autonomii; 308-325
    9788323543039
    Dostawca treści:
    Biblioteka Nauki
    Artykuł
      Wyświetlanie 1-4 z 4

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