PL EN


2016 | 1(35) | 58-67
Article title

Satysfakcja z wynagrodzenia i zaangażowanie w pracę wśród pracowników firm prywatnych i państwowych

Content
Title variants
EN
Pay satisfaction and work engagement among employees in private and national companies
Languages of publication
PL
Abstracts
PL
Zaangażowanie w pracę i zadowolenie pracowników są istotnymi predyktorami efektywności pracy, liczby absencji i zdrowia. Wydaje się jednak, że wciąż zbyt mało uwagi poświęca się zaangażowaniu i satysfakcji pracowników firm państwowych. Celem artykułu jest odpowiedź na pytanie, jak kształtują się: zaangażowanie w pracę – reprezentowane przez wigor i oddanie – satysfakcja z wynagrodzenia oraz ocena jego sprawiedliwości wśród pracowników sektora publicznego w porównaniu z tymi z przedsiębiorstw prywatnych. Przeprowadzono internetowe badanie opinii w grupie 1065 pracowników firm prywatnych i 203 pracowników firm państwowych z wykorzystaniem kwestionariusza Utrecht Work Engagement Scale. Pracownicy firm państwowych charakteryzują się istotnie niższym poziomem satysfakcji z wynagrodzenia i niżej oceniają sprawiedliwość wynagrodzenia w porównaniu z pierwszymi. Wykazano także istotną różnicę o niewielkiej sile w poziomie wigoru, lecz nie wykazano istotnych różnic w poziomie oddania się pracy pomiędzy dwiema grupami badanych. Wyniki te zwracają uwagę na niepokojące zjawisko niskiego zadowolenia z wynagrodzenia wśród pracowników firm państwowych, mogące przekładać się na spadek efektywności i jakości ich pracy.
EN
Work engagement and employee satisfaction are important predictors of work performance, absenteeism and health. However, little attention is still being paid to the engagement and satisfaction of employees of national companies. The aim of the paper is to answer the question of how the level of work engagement is represented by vigour and dedication, satisfaction with pay and pay fairness among employees from national and private companies. An Internet-based opinion poll has been conducted in a group of 1065 employees of private companies and 203 employees of national companies, using the Utrecht Work Engagement Scale. It found that employees of national companies had significantly lower level of satisfaction with pay and pay fairness compared to employees of private companies. There also was a significant difference in the small effect size in the level of vigour, but no significant difference in the level of dedication between two groups could be observed. The results highlight low satisfaction with salaries of Polish employees of national companies, which may have a negative impact on the efficiency and quality of their work.
Contributors
  • Instytut Psychologii, Uniwersytet Jagielloński
References
  • Adams, E.J., Cox, J.M., Adamson, B.J., Schofield, D.J. (2010). The work environment and its effect on engagement and retention of nuclear medicine technologists: differences between public and private sector workers. Nuclear Medicine Communications, 31, 513–520. doi: 10.1097/MNM.0b013e328337daa6.
  • Bakker, A.B., Bal, M.P. (2010). Weekly work engagement and performance: a study among starting teachers. Journal of Occupational and Organizational Psychology, 1 (83), 189–206. doi: 10.1348/096317909X402596.
  • Bakker, A.B., Demerouti, E. (2014). The job demands-resources theory. W: P.Y. Chen, C.L. Cooper (red.), Work and Wellbeing: A Complete Refe rence Guide, t. 3 (s. 37–65). West Sussex: John Wiley & Sons.
  • Bakker, A.B., Hakanen, J.J. (2013). Work engagement among public and private sector dentists. W: R.J. Burke, A.J. Noblet, C.L. Cooper (red.), Human Resource Management in the Public Sector (s. 109–131). Cheltenham–Northampton: Edward Elgar Publishing.
  • Christian, M.S., Garza, A.S., Slaughter, J.E. (2011). Work engagement: a quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 1 (64), 89–136. doi: 10.1111/j.1744-6570.2010.01203.x.
  • Cohen-Charash, Y., Spector, P.E. (2001). The role of justice in organizations: a meta-analysis. Organizational Behavior and Human Decision Processes, 2 (86), 278–321. doi: 10.1006/obhd.2001.2958.
  • Currall, S.C., Towler, A.J., Judge, T., Kohn, L. (2005). Pay satisfaction and organizational outcomes. Personnel Psychology, 3 (58), 613–640. doi: 10.1111/j.1744-6570.2005.00245.x.
  • Czapiński, J., Panek, T. (red.) (2015). Diagnoza Społeczna 2015. Warunki i jakość życia Polaków. Raport. Warszawa: Rada Monitoringu Społecznego.
  • Diener, E., Seligman, M.E.P. (2004). Toward an economy of well-being. Psychological Science in the Public Interest, 1 (5), 1–31.
  • George, D., Mallery, P. (red.) (2010). SPSS for Windows Step by Step: A Simple Guide and Reference. Boston: Pearson.
  • Glatzer, W., Gulyas, J. (2014). Cantril self-anchoring striving scale. W: A.C. Michalos (red.), Encyclopedia of Quality of Life and Well-Being Research (s. 509–511). Pobrane z: http://link.springer.com/referenceworkentry/10.1007%2F978-94-007-0753-5_259 [dostęp: 24.04.2016].
  • GUS (2014). Pracujący w gospodarce narodowej w 2014 r. Pobrane z: http://stat.gov.pl/obszary-tematyczne/rynek-pracy/pracujacy-zatrudnieni-wynagrodzenia-koszty-pracy/pracujacy-w-gospodarce-narodowej-w-2014-r-,7,11.html [dostęp: 24.04.2016].
  • Harrison, D., Newman, D., Roth, P.L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 2 (49), 305–325. doi: 10.5465/AMJ.2006.20786077.
  • Harter, J.K., Schmidt, F.L., Asplund, J.W., Killham, E., Agrawal, S. (2010). Causal impact of employee work perceptions on the bottom line of organizations. Perspectives on Psychological Science, 4 (5), 378–389. doi: 10.1177/1745691610374589.
  • Innstrand, S.T., Langballe, E.M., Falkum, E. (2012). A longitudinal study of the relationship between work engagement and symptoms of anxiety and depression. Stress and Health, 1 (28), 1–10. doi: 10.1002/smi.1395.
  • Judge, T.A., Kammeyer-Mueller, J.D. (2012). Job attitudes. Annual Review of Psychology, 1 (63), 341–367.
  • Judge, T., Piccolo, R.F., Podsakoff, N.P., Shaw, J.C., Rich, B.L. (2010). The relationship between pay and job satisfaction: a meta-analysis of the literature. Journal of Vocational Behavior, 2 (77), 157–167. doi: 10.1016/j.jvb.2010.04.002.
  • Judge, T., Thoresen, C.J., Bono, J.E., Patton, G.K. (2001). The job satisfaction-job performance relationship: a qualitative and quantitative review. Psychological Bulletin, 3 (127), 376–407. doi: 10.1037/0033-2909.127.3.376.
  • Kahneman, D., Deaton, A. (2010). High income improves evaluation of life but not emotional well-being. Proceedings of the National Academy of Sciences of the United States of America, 38 (107), 16489–16493. doi: 10.1073/pnas.1011492107.
  • Kraut, R., Olson, J., Banaji, M., Bruckman, A., Cohen, J., Couper, M. (2004). Psychological research online: report of board of scientific affairs’ advisory group on the conduct of research on the internet. American Psychologist, 2 (59), 105–117.
  • Lyubomirsky, S., King, L., Diener, E. (2005). The benefits of frequent positive affect: does happiness lead to success? Psychological Bulletin, 6 (131), 803–855. doi: 10.1037/0033-2909.131.6.803.
  • Mercer (2015). Engaging Employees to Drive Global Business Success: Insights from Mercer’s What’s Working™ research. Pobrane z: http://www.slideshare.net/PingElizabeth/mercer-whats-working-research [dostęp: 24.04.2016].
  • PWC (2015). The Keys to Corporate Responsibility Employee Engagement. Pobrane z: http://www.pwc.com/en_US/us/about-us/corporate-responsibility/assets/pwc-employee-engagement.pdf [dostęp: 24.04.2016].
  • Saks, A.M., Gruman, J. (2014). What do we really know about employee engagement? Human Resource Development Quarterly, 2 (25), 155–182. doi: 10.1002/hrdq.21187.
  • Salanova, M., Schaufeli, W.B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 1 (19), 116–131.
  • Schaufeli, W.B., Bakker, A.B., Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and Psychological Measurement, 4 (66), 701–716. doi: 10.1177/0013164405282471.
  • Schaufeli, W.B., Bakker, A.B., Rhenen, W. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational Behavior, 30, 893–917.
  • Schaufeli, W.B., Salanova, M., González-Romá, V., Bakker, A.B. (2002). The measurement of engagement and burnout: a two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92. doi: 10.1023/A:1015630930326.
  • Schaufeli, W., Bakker, A. (2010). Defining and measuring work engagement: bringing clarity to the concept. W: A. Bakker, M. Leiter (red.), Work Engagement. A Handbook of Essential Theory and Research. New York: Psychology Press.
  • Schaufeli, W., Salanova, M. (2011). Work engagement: on how to better catch a slippery concept. European Journal of Work and Organizational Psychology, 1 (20), 39–46. doi: 10.1080/1359432X.2010.515981.
  • Shimazu, A., Schaufeli, W.B., Kamiyama, K., Kawakami, N. (2015). Workaholism vs. work engagement: the two different predictors of future well-being and performance. International Journal of Behavioral Medicine, 1 (22), 18–23.
  • Shuck, B. (2011). Four emerging perspectives of employee engagement: an integrative literature review. Human Resource Development Review, 3 (10), 304–328. doi: 10.1177/1534484311410840.
  • Vigoda-Gadot, E., Eldor, L., Schohat, L.M. (2012). Engage them to public service: conceptualization and empirical examination of employee engagement in public administration. The American Review of Public Administration, 5 (43), 518–538. doi: 10.1177/0275074012450943.
  • Williams, M.L., McDaniel, M.A., Nguyen, N.T. (2006). A metaanalysis of the antecedents and consequences of pay level satisfaction. Journal of Applied Psychology, 2 (91), 392–413.
  • World at Work (2015). What is Total Rewards? Pobrane z: https://www.worldatwork.org/aboutus/html/aboutus-whatis.jsp [dostęp: 24.04.2016].
  • Wu, X., Sturman, M.C., Wang, C. (2013). The motivational effects of pay fairness: a longitudinal study in chinese star-level hotels. Cornell Hospitality Quarterly, 2 (54), 185–198. doi: 10.1177/1938965512471891.
  • Xanthopoulou, D., Bakker, A.B., Demerouti, E., Schaufeli, W.B. (2009). Work engagement and financial returns: a diary study on the role of job and personal resources. Journal of Organizational and Occupational Psychology, 82, 183–200.
  • Yalabik, Z.Y., Popaitoon, P., Chowne, J.A., Rayton, B.A. (2013). Work engagement as a mediator between employee attitudes and outcomes. The International Journal of Human Resource Management, 14 (24), 2799–2823. doi: 10.1080/09585192.2013.763844.
Document Type
Publication order reference
Identifiers
YADDA identifier
bwmeta1.element.desklight-34832039-a016-4e1e-8fa8-11f9d4dd78f5
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.