Uwarunkowania zaangażowania organizacyjnego pracowników – przykład inżynierów

• Authors: Kmiotek Krystyna

Title variants

EN

Determinants of organizational commitment (on the example of engineers)

• Languages of publication: PL

Abstracts

EN

The paradox of the modern labor market which relies on the talent deficit in conditions of high unemployment rate tends to have a closer look at the category of organizational commitment. It is a specific relationship between an employee and an organization employing them, which means the identification with the goals and values of organizational readiness to act on its behalf and desire to stay in it. The aim of the article is to assess the organizational commitment of engineers and identify the factors affecting it. In the theoretical part of the article an analysis of terminology problems occurring in relation to the category of organizational commitment have been presented. For the studies the concept of organizational commitment by J.P. Meyer and N.J. Allen has been adopted. The concept consists of three dimensions: emotional, duration and normative. In the research part the results of research on the assessment of the level of organizational commitment of staff members in engineering (sample of 453 subjects) have been discussed and the relationship between organizational commitment and socio-demographic characteristics and evaluation of human resource management elements has been examined. The studies have shown that in a group of engineers the organizational commitment shows a significant statistical relationship with age of employees and a form of employment. This category is also affected by human resource management in a company.

Keywords

EN

organizational commitment; human resources management; engineers

• Publisher: Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu
• Journal: Nauki o Zarządzaniu
• Year: 2016
• Issue: 2(27)
• Pages: 81-90

Contributors

author

Kmiotek Krystyna

References

• Allen N.J., Meyer J.P., 1990, The measurement and antecedents of affective, continuance and normative commitment to the organization, Journal of Occupational Psychology, no. 63, s. 1-18.
• Bańka A., Bazińska R., Wołowska A., 2002, Polska wersja Meyera i Allen skali przywiązania do organizacji, Czasopismo Psychologiczne, tom 8, nr 1, 2002, s. 65-74.
• Becker H.S., 1960, Notes on the concept of commitment, American Journal of Sociology, vol. 66, no. 1, s. 32-40.
• Borkowska S., 2014, Rola zaangażowania pracowników, Zarządzanie Zasobami Ludzkimi, nr 2, s. 9-26.
• Camelo-Ordaza C., García-Cruz J., Sousa-Ginel E., Valle-Cabrera R., 2011, The influence of human resource management on knowledge sharing and innovation in Spain: The mediating role of
• affective commitment, The International Journal of Human Resource Management, vol. 22, no. 7, s. 1442-1463.
• Chirkowska-Smolak T., 2012, Psychologiczny model zaangażowania w pracę, Wydawnictwo Naukowe UAM, Poznań, s. 70-71.
• 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, no. 64, s. 89-136.
• Chrupała-Pniak M., Grabowski D., 2014, Motywacyjne i organizacyjne predyktory zaangażowania pracowników, [w:] Stor M., Fornalczyk A. (red.), Sukces w zarządzaniu kadrami. Różnorodność w zarządzaniu kapitałem ludzkim – podejścia, metody, narzędzia, Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu nr 350, Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu, Wrocław, s. 82-91.
• Cohen A., 2003, Multiple Commitments in the Workplace: An integrative approach, Lawrence Erlbaum Associates, Mahwah, NJ 2003.
• Farr-Wharton R., Brunetto Y., Shacklock K., 2011, Professionals’ supervisor – subordinate relationships, autonomy and commitment in Australia: A leader – member exchange theory perspective, The International Journal of Human Resource Management, vol. 22, no. 17, s. 3496-3512.
• Hofaidhllaoui M., Chhinzer N., 2014, The relationship between satisfaction and turnover intentions for knowledge workers, Engineering Management Journal, vol. 26, no. 2, s. 3-9.
• Juchnowicz M., 2012, Zaangażowanie pracowników. Sposoby oceny i motywowania, Polskie Wydawnictwo Ekonomiczne, Warszawa, s. 34.
• Kennedy D.A., 2009, Best before forty: The shelf life of an engineer, Engineering Management Journal, vol. 21, no. 1, s. 19-26.
• Maruta R., 2012, Transforming knowledge workers into innovation workers to improve corporate productivity, Knowledge-Based Systems, no. 30, s. 35-47.
• Mathieu J.E., Zajac D.M.,1990, A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment, Psychological Bulletin, vol. 108, no. 2, s. 171-194.
• Największy paradoks rynku pracy. Jak mu zaradzić?, http://www.pulshr.pl/rekrutacja/najwiekszy-paradoks-rynku-pracy-jak-mu-zaradzic,25573.html (16.09.2015).
• Saks A.M., 2006, Antecedents and consequences of employee engagement, Journal of Managerial Psychology, vol. 21, no. 7, s. 600-619.
• Sikorski Cz., 1995, Profesjonalizm. Filozofia zarządzania nowoczesnym przedsiębiorstwem, Wydawnictwo Naukowe PWN, Warszawa.
• Spik A., Klincewicz K., 2012, Nowe kierunki w zarzadzaniu ludźmi – zaangażowanie organizacyjne, [w:] Glinka B., Kostera M. (red.), Nowe kierunki w organizacji i zarządzaniu, Oficyna a Wolter business, Warszawa, s. 409-428.
• Stankiewicz J., Moczulska M., 2013, Wartości jako czynnik warunkujący zaangażowanie pracowników w organizacji (w świetle badań empirycznych), Zarządzanie i Finanse, nr 4, s. 333-345.
• Syper-Jędrzejak M., Michałkiewicz A., 2015, Budowanie zaangażowania pracowników w sytuacji kryzysu związanego z procesem zmiany w wybranych jednostkach samorządu terytorialnego, Marketing i Rynek, nr 5, s. 386-399.
• Zangaro G.A., 2001, Organisational commitment: A concept analysis, Nursing Forum, vol. 36, no. 2, s. 14-22.