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Szkolenia z technik radzenia sobie ze stresem zawodowym - czy skuteczne?

100%
Molek-Winiarska D.
Zarządzanie Zasobami Ludzkimi
|
2011
|
issue 5(82)
95-108
EN
Methods and techniques for coping with occupational stress are of interest to businessmen and those who manage organizations as well as to each and every employee touched by occupational stress. The aim of this article is to describe the most efficient techniques for coping with occupational stress and present the results of an analysis of different approaches to training for improving skills in coping with stress as offered by consulting companies. This issue is presented from the perspective of stress management and an examination of the effectiveness of programs aimed at improving employee activities in the organization.
2
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Źródła stresu zawodowego wśród pracowników sektora wydobywczego

100%
Molek-Winiarska D.
Nauki o Zarządzaniu
|
2015
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issue 2(23)
74-92
EN
The main aim of this article is to present the results of a study of the sources and effects of occupational stress among the workers of a company in the extractive sector. The study has been part of a larger project, where a work-related stress organizational intervention is implemented and actions to reduce psychosocial risk are taken. Material and methods: 164 employees took part in this study. They filled in four questionnaires – OSI, JCQ, GHQ-28 and a questionnaire created for this study measuring the sources of stress in this specific kind of work environment. Results: the results showed that the main source of stress are hard conditions of work environment and continual sense of endangerment of health and life during work underground. Other sources of stress were time pressure, non-rhythmicity of work and work role ambiguity. The results of JCQ showed the low level of demands and latitude and the high level of job control and quite low social support. GHQ-28 did not show dysfunctions in general health. Discussion: methods and tools used in this study give a clear image of stressors, their intensity and psychological consequences in the research sample. The results allow to prepare a specific interpersonal training and mindfulness-based stress reduction training for the employees. Conclusions: the study lets the organization establish the strategy of implementation of work-related stress program.
3
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The application of European Framework Agreement on work-related stress in the context of Polish enterprises

100%
Molek-Winiarska D.
Journal of Economics and Management
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2016
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vol. 26
71-87
EN
The aim of the paper is confrontation of recommendations, arising under the European Framework Agreement on Work-Related Stress (EFA) with the results conducted in enterprises in Poland. The Agreement provided for systematic increase of awarenesst of work-related stress. According to EU Commission Poland, did not fully use the opportunities regarding financing and influencing the different social partners. While confronting the actions described in the reports, the author conducted surveys among 330 organizations.. The results indicate that the awareness and general knowledge grew significantly. However, the frequency regarding taking preventive actions has not increased, except the comprehensive interventions. The last part of the paper includes possible reasons of the observed state of affairs. The paper ends up with suggestions for further actions of reducing the work-related stress.
4
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Wartości moralne przywódcy organizacyjnego

63%
Haromszeki Ł., Molek-Winiarska D.
Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu
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2018
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issue 512
57-74
XX
Artykuł prezentuje badania roli wartości moralnych wśród 348 przywódców w organizacjach w Polsce. Skonfrontowano poziom wyznawanych wartości moralnych z poziomem makiawelizmu oraz etycznymi i nieetycznymi taktykami wpływu stosowanymi wobec podwładnych lub współpracowników. Wyniki pokazały, że nie istnieje związek pomiędzy poziomem wartości moralnych a makiawelizmem. Przywódcy, którzy cenią sobie wysoko wartości moralne, mogą również być makiawelistami. Przywódcy o skłonnościach makiawelicznych są gotowi zatajać prawdę, ale nie oszukiwać dla tzw. dobra organizacji, osoby zaś z wysokim poziomem wartości moralnych gotowe są oszukiwać, ale nie zatajać informacje. Przywódcy o skłonnościach makiawelicznych częściej niż osoby moralne stosują etyczne i nieetyczne taktyki manipulacyjne. Zależności między wyznawanymi wartościami moralnymi a makiawelizmem i stosowaniem taktyk manipulacji u skutecznych liderów są niejednoznaczne i być może moderowane przez inne czynniki osobowościowe i sytuacyjne.
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