Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

Results found: 2

first rewind previous Page / 1 next fast forward last

Search results

help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1

ZAMESTNANECKÁ NEISTOTA: INDIVIDUÁLNE A ORGANIZAČNÉ DÔSLEDKY

100%
Ištoňová L.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2015
|
vol. 18
|
issue 4
-
EN
Job insecurity represents a prevailing problematic issue for many employed people. In this study we examined chosen individual and organizational consequences of the job insecurity. On the individual level we focused of job satisfaction, whereas on the organizational level we focused on affective commitment and turnover intentions. Research sample consisted of 111 respondents (men 45% and women 55%) acquired via non–probability sampling. The average age of respondents was 37,98 years (SD = 6,88). Four measures were used. Namely: Scale of affective and cognitive job insecurity (Elizur, & Borg, 1992), Job Satisfaction Scale (Warr, Cook, & Wall, 1979), Affective Commitment Scale (Meyer, & Allen, 1997) and Turnover intention scale (Roodt, 2004). The results suggested that job insecurity is significantly negatively associated with job satisfaction. Moreover affective job insecurity seems to be significant predictor of worsen job satisfaction. However, job insecurity was not significantly linked to affective commitment or to fluctuation. The present study provides results that are first of its kind acquired on the Slovak sample. Nevertheless more, preferably longitudinal, studies are needed on this topic.
2

ZNIŽOVANIE KONFLIKTU PRÁCA – RODINA PROSTREDNÍCTVOM RÔZNYCH ZDROJOV SOCIÁLNEJ OPORY

100%
Ištoňová L.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2015
|
vol. 18
|
issue 1
-
EN
An effort to fully understand the interface of work-family conflict and social support can be observed in the psychological research for more than three decades. This study explored relationship between different sources of social support and work-family conflict in its both directions and three forms. Work-family conflict was measured by the Work-family conflict scale (Carlson, Kacmar, Williams, 2000), whereas social support was measured by twelve items constructed for the purposes of the present study. The data were collected via on-line questionnaire during the period of two-months (October 2013 – November 2013). The sample comprised of 100 participants both female (n=64) and male (n=36), working full-time, married and had one or more children. For women the results suggested that the only effective support that significantly reduces work-family is social support obtained from direct supervisor. Specifically supervisory support reduced perceived work interference with family caused by strain. For men the results indicated that collegial support significantly reduced work interference with family and vice versa in its behavioural aspect. Furthermore supervisory support significantly decreased work interference with family. However at the same time supervisory support increased family interference with work. Finally both spouse and broad family support significantly reduced family interference with work for men. This study contributes to enhanced understanding of the relationships between social support and work-family conflict in our region.
first rewind previous Page / 1 next fast forward last
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.