PL EN


2011 | 3-4(80-81) | 15-24
Article title

Wplyw postaw pracowniczych na efektywnosc organizacji

Authors
Content
Title variants
EN
WORK–RELATED EMPLOYEE ATTITUDES AND ORGANIZATIONAL PERFORMANCE
Languages of publication
EN
Abstracts
PL
Postawy pracowników, takie jak satysfakcja z pracy i zaangażowanie (zarówno commitment, jak i engagement) – są ważne dla funkcjonowania organizacji. Mają wpływ na absencję i fluktuację kadr, na umiejętność pracowników dostosowywanie się do zmian, jakość współpracy z innymi pracownikami, innowacyjność, oraz gotowość do podejmowania działań wykraczających poza formalny zakres obowiązków wynikających z opisu stanowiska pracy. Zagregowane w skali organizacji efekty pozytywnych postaw prowadzą do osiągnięcia przewagi konkurencyjnej – zwiększenia satysfakcji klientów, zyskowności i wartości dla udziałowców. Wyniki ostatnio prowadzonych badań na dużych próbach potwierdzają wpływ postaw pracowniczych na wskaźniki finansowe. Przykłady przedsiębiorstw pokazują, że choć postawy pracownicze są niematerialne, to jednak są one mierzalne i mają znaczenie strategiczne dla każdego rodzaju organizacji.
EN
Employee attitudes, such as job satisfaction, employee commitment, and employee engagement, matter to organizations. They are related to important outcomes, such as absenteeism, employee turnover, adaptation to change, cooperation with other employees, innovation, and the willingness to act in ways that go beyond one's formal job description. Aggregated across work units, positive attitudes lead to the kinds of outcomes that speak directly to competitive advantage: improvements in customer satisfaction, profitability, and shareholder value. Recent longitudinal evidence based on large samples supports the causal impact of work–related attitudes on bottom–line financial measures. Company examples show that although work–related employee attitudes are intangible, they are measurable and strategically important to organizations everywhere.
Year
Issue
Pages
15-24
Physical description
Document type
ARTICLE
Dates
published
2011-06-15
Contributors
  • the Robert H. Reynolds Chair in Global Leadership at the University of Colorado, Denver, USA
  • Wayne F. Cascio, Robert H. Reynolds Chair in Global Leadership at the University of Colorado, Denver, USA
References
  • Brooks, S. M., J. W. Wiley, and E. L. Hause, “Using Employee and Customer Perspectives to Improve Organizational Performance,” in Customer Service Delivery, ed. L. Fogli (San Francisco: Jossey-Bass, 2006).
  • Carrig, K., and P. M. Wright, Building Profit Through Building People (Alexandria, Va.: Society for Human Resource Management Foundation, 2006).
  • Cascio, W. F. “From business partner to driving business success: The next step in the evolution of HR management.” (2005). In D. Ulrich, M. Losey, & S. Meisinger (Eds.), The Future of Human Resource Management, pp. 103-109. Hoboken, NJ: Wiley.
  • Cascio, W. F., & Boudreau, J. W. (2011). Investing in People (2nd ed.). Upper Saddle River, NJ: Pearson Education.
  • Corporate Voices for Working Families, “Business Impacts of Flexibility: An Imperative for Expansion,” November 2005, downloaded from [www.cvworkingfamilies.org/system/files/Business%20Impacts%20of%20Flexibility.pdf], June 1, 2010.
  • Fox, A., “Raising Engagement,” HR Magazine (May 2010), 35–40.
  • Griffin, M. A., S. K. Parker, and A. Neal, “Is Behavioral Engagement a Distinct and Useful Construct?” Industrial and Organizational Psychology 1 (2008): 48–51.
  • Graen, G., “Enriched Engagement through Assistance to Systems Change: A Proposal,” Industrial and Organizational Psychology 1 (2008): 74–75.
  • Harter, J. K., Schmidt, F. L., Asplund, J. W., Killham, E. A., & Agrawal, S. “Causal Impact of Employee work Perceptions on the Bottom Line of Organizations.” Perspectives on Psychological Science, 5(4) (2010): 378-389.
  • Macey, W. H., and B. Schneider, “The Meaning of Employee Engagement,” Industrial and Organizational Psychology 1 (2008): 3–30.
  • Rucci, A. J., S. P. Kirn, and R. T. Quinn, “The Employee-Customer-Profit Chain at Sears,” Harvard Business Review 76 (January/February 1998): 82–97.
  • Ryan, A. M., M. J. Schmit, and R. Johnson, “Attitudes and Effectiveness: Examining Relations at an Organizational Level,” Personnel Psychology 49 (1996): 853–883.
  • Rogg, K. L., D. B. Schmidt, C. Shull, and N. Schmitt, “Human Resource Practices, Organizational Climate, and Customer Satisfaction,” Journal of Management 27 (2001).
  • The Gallup Q12 Employee Engagement Questionnaire, downloaded from www.shrm.org/Publications/hrmagazine/EditorialContent/2010/0510/Pages/0510fox3.aspx, May 19, 2010.
Document Type
Publication order reference
Identifiers
CEJSH db identifier
11PLAAAA095812
YADDA identifier
bwmeta1.element.70f8362a-e482-3651-bcc9-1b7e8ec0bac2
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