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

Results found: 9

first rewind previous Page / 1 next fast forward last

Search results

Search:
in the keywords:  job demands
help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1
Publication available in full text mode
Content available

Zarządzanie zaangażowaniem w pracę w świetle teorii wymagań i zasobów pracy

100%
Kulikowski K.
Nauki o Zarządzaniu
|
2015
|
issue 3 (24)
80-90
EN
The Job Demands-Resources Theory (JD-R) is a heuristic theory that explains the work engagement and exhaustion by job resources and job demands interaction. The purpose of this article is to use the JD-R as a theoretical framework of work engagement management concept. In the first part of the article the concept of work engagement is presented. The second section explains the theoretical assumption of JD-R. In the third part, the concept of work engagement management is introduced. Work engagement management concept integrates planning, measurement and active modification of job resources and demands, which should lead to the development of work engagement among employees. The conclusion sets out the possible consequences of theoretical and practical application of the proposed concept and points up its limitations.
2
Publication available in full text mode
Content available

Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of Job Demands-Resources model

88%
Baka Ł.
International Journal of Occupational Medicine and Environmental Health
|
2015
|
vol. 28
|
issue 2
335-346
EN
Objectives The aim of the study was to investigate the direct and indirect – mediated by job burnout – effects of job demands on mental and physical health problems. The Job Demands–Resources model was the theoretical framework of the study. Three job demands were taken into account – interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Material and Methods Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. Results The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 – H1) and physical (hypothesis 2 – H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. Conclusions The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace.
3
Content available remote

A self-determined profession? Perceived work conditions and the satisfaction paradox among Czech Academic Faculty:

75%
Mudrák J., Zábrodská K., Machovcová K.
Sociologický časopis. Czech Sociological Review
|
2020
|
vol. 56
|
issue 3
387-418
EN
While the Czech academic profession faces a range of challenges and problems, quantitative surveys indicate a relatively high level of high job satisfaction among academic faculty. This article addresses this ‘satisfaction paradox’ by exploring the perceived work conditions of Czech academics based on their own reports. The data for this study included academics’ (N = 1202) qualitative responses to open-ended questions regarding the main problems and benefits of their current academic work and workplace. Content analysis was used to categorise the respondents’ answers. Academics reported heavy workloads (26.5% of participants), a lack of financial resources (26.3%), poorquality leadership (23.7%), excessive administration (16.3%), and job insecurity (10.9%) as the most problematic aspects of their workplaces. In contrast, academics reported that good social relationships in the workplace (46.3%), autonomy of academic work (41.8%), personal fulfilment (28.9%), and work/contact with students (25.3%) were the aspects of their workplaces they valued most. These positive features appear to be prevalent, as most (80%) academics reported overall satisfaction with their work. The authors draw on job demands–resources theory to suggest that the relatively high level of satisfaction is due to (still) high levels of key job resources that support the intrinsic motivation of academics despite an environment that can be considered suboptimal in some aspects. They also point to inequalities in job demands and job resources between subgroups of academics and highlight key systemic issues that should be addressed to improve the work conditions at Czech public higher education institutions.
4
Publication available in full text mode
Content available

Relationship between job demands and psychological outcomes among nurses: Does skill discretion matter?

75%
Viotti S., Converso D.
International Journal of Occupational Medicine and Environmental Health
|
2015
|
vol. 29
|
issue 3
439-460
EN
Objectives The aim of the present study was to assess both the direct and indirect effects (i.e., interacting with various job demands) of skill discretion on various psychological outcomes (i.e., emotional exhaustion, intention to leave, affective well-being, and job satisfaction). Material and Methods Data were collected by a self-reported questionnaire in 3 hospitals in Italy. The sample consisted of 522 nurses. Moderated hierarchical regression analyses were employed. Results The findings highlighted the direct effect of skill discretion on reducing emotional exhaustion, intention to leave, sustaining affective well-being and job satisfaction. As regards interaction effect, the analyses indicated that skill discretion moderates the negative effect of disproportionate patient expectations on all the considered psychological outcomes. On the other hand, skill discretion was found to moderate the effect of cognitive demands on turnover intention as well as the effect of quantitative demands on emotional exhaustion and job satisfaction only in conditions of low job demands. Conclusions The study revealed some interesting findings, suggesting that skill discretion is not a resource in the pure sense, but that it also has some characteristics of a job demand. The study has relevant practical implications. Particularly, from a job design point of view, the present study suggests that job demands and skill discretion should be balanced carefully in order to sustain job well-being and worker retention.
5
Publication available in full text mode
Content available

Do all types of restructuring threaten employees’ well-being? An exploratory study

75%
Widerszal-Bazyl M., Mockałło Z.
International Journal of Occupational Medicine and Environmental Health
|
2015
|
vol. 28
|
issue 4
689-706
EN
Objectives Most research on the negative impact of restructuring on employees’ health considers restructuring involving personnel reduction. The aim of this study was to explore the assumption that the type of restructuring, business expansion versus restructuring not involving expansion (only reductions and/or change of ownership), influences its psychological responses: appraisal of the change, psychosocial working conditions and well-being after the change. Material and Methods The study was carried out among 857 employees that experienced restructuring in 2009 and/or 2010 and 538 employees from companies not restructured at that time. The main variables, i.e., assessment of change in terms of personal benefits and losses, psychosocial job characteristics and well-being were measured using a questionnaire developed in “The psychological health and well-being in restructuring: key effects and mechanisms” project (PSYRES). Results It was found that the employees who experienced business expansion in comparison to those who experienced exclusively change of ownership had a higher appraisal of change, while those who experienced restructuring not involving business expansion did not differ from those who experienced change of ownership. As far as psychosocial working conditions are concerned, those employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for quantitative demands that were higher), while most psychosocial working conditions of the employees who experienced restructuring not involving expansion were poorer than in the not restructured companies. Also, well-being measures of the employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for innovative behavior that was even higher), while well-being measure of those who experienced restructuring not involving expansion was poorer than of those in the not restructured companies. Conclusions Restructuring involving exclusively business expansion is not a threat to psychosocial job characteristics (except for quantitative demands) or to employees’ well-being. Therefore, the type of restructuring should be taken into account when the restructuring – psychological health relationship is discussed.
6
Publication available in full text mode
Content available

How job and family demands impact change in perceived stress: A dyadic study

75%
Smoktunowicz E., Cieślak R.
International Journal of Occupational Medicine and Environmental Health
|
2017
|
vol. 31
|
issue 2
199-215
EN
Objectives: The aim of this two-wave study has been to test the spillover and crossover of job and family demands on changes in perceived stress at work and in the family. Specifically, we proposed that demands from one domain (work or family) spilled over to another domain through interrrole conflict (work–family/family–work conflict) and context-specific self-efficacy. Additionally, we hypothesized that changes in perceived stress were impacted not only by a person’s own demands through interrole conflict but also by the demands of one’s significant other, in the process of crossover. Material and Methods: The study was of dyadic design and it was conducted online, among 130 heterosexual couples, at 2 time points separated by 3 months interval. Hypotheses were verified by means of the path analysis. Results: No support was found for the spillover of job and family demands on changes in perceived stress through interrole conflict and self-efficacy, neither for women nor for men. With regard to the crossover, no support was found for the actor effects, i.e., a person’s demands did not impact changes in one’s own work- and family-related perceived stress but partial support was found for the partner effects, i.e., women’s job demands were associated with men’s changes in work and family-related stress through women’s work–family conflict, and men’s family demands were associated with women’s change in family-related perceived stress through men’s family–work conflict. Conclusions: The study is a longitudinal test of the Spillover–Crossover model and Work–Home Resources model demonstrating that job and family demands are transmitted across domains and across partners in the intimate relationships through the interrole conflict but the nature of this crossover is different for men and women. Int J Occup Med Environ Health 2018;31(2)199–215
7
Publication available in full text mode
Content available

Empowerment – umacnianie pozycji pracownika w organizacji

71%
Kulikowski K.
Kwartalnik Nauk o Przedsiębiorstwie
|
2017
|
vol. 43
|
issue 2
58-67
EN
This article presents a comprehensive model of application of employees’ attitudes and opinion surveys in the process of empowerment – strengthening the position of the employees in the organisation. The proposed 10-step model integrates contemporary psychological knowledge of job demands and resources with knowledge of employees’ empowerment. The model structures the process of employees’ attitudes and opinion research, setting out clear objectives in this process, and outlines possible ways of achieving these objectives. As such, the presented model may provide a roadmap, useful for all managers interested in strengthening the position of the employees in the organisation.
PL
Artykuł przedstawia propozycję kompleksowego modelu wykorzystania badań opinii pra-cowników w procesie empowerment – umacniania pozycji pracowników w organizacji. Proponowany dziesięcioetapowy model integruje współczesną wiedzę psychologiczną, dotyczącą wymagań i zasobów pracy, z wiedzą odnoszącą się do wzmacniania pozycji pra-cowników w organizacji. Zaprezentowany model strukturalizuje przebieg procesu badania opinii pracowniczych, wyznacza jasne cele tego procesu oraz nakreśla możliwe sposoby ich realizacji. Model ten można uznać za swoistą mapę drogową, użyteczną dla wszystkich osób zarządzających ludźmi, zainteresowanych wdrażaniem zyskującej na popularności idei wzmacniania pozycji pracownika w organizacji.
8

Czy zaangażowani pracownicy zarabiają więcej? Moderująca rola wymagań pracy w relacji zaangażowania do wynagrodzenia

63%
Pollak A., Chrupała-Pniak M.
Zarządzanie Zasobami Ludzkimi
|
2019
|
issue 3-4(128) „Nowe trendy i różnorodność w bezpieczeństwie pracy"
149-162
PL
Zaangażowanie w pracę jest jednym z kluczowych czynników przewagi konkurencyjnej przedsiębiorstwa. Badania dostarczają dowodów na istnienie związku między zaangażowaniem w pracę i produktywnością firmy lub zwrotem z inwestycji. Natomiast relacje zaangażowania do indywidualnej efektywności w postaci wypracowanego dochodu nie zostały jednoznacznie potwierdzone. Przeprowadzona analiza moderacji ujawniła dość nieoczekiwanie, że relacja między zaangażowaniem i dochodem jest istotna statystycznie i ujemna. Dotyczy to pracowników z niskim poczuciem zagrożenia, którym nie przeszkadzają nieprzyjemne warunki pracy oraz którzy nie czują się psychicznie obciążeni pracą, natomiast czują się w niej doceniani. W pozostałych przypadkach nie potwierdzono związków między zaangażowaniem w pracę i uzyskiwanym dochodem.
EN
Work engagement is one of the crucial factors in a company’s competitive advantage. Research provides proof of a relationship between work engagement and productivity or ROA. However, research on individual effectiveness in the form of earnings has not provided such conclusive results. Analysis of moderation has revealed that the relationship between work engagement and income is statistically significant and negative, but only in the group of employee with a low sense of threat who are not troubled by unpleasant working conditions, who do not feel psychologically burdened by work, but who do feel underappreciated. In other cases, the relationship between work engagement and income was not confirmed.
9
Publication available in full text mode
Content available

Kopenhaski Kwestionariusz Psychospołeczny (COPSOQ) – właściwości psychometryczne wybranych skal w polskiej wersji

51%
Widerszal-Bazyl M.
Medycyna Pracy
|
2017
|
vol. 68
|
issue 3
329-348
EN
Background The Copenhagen Psychosocial Questionniare (COPSOQ) has many advantages as compared to other similar instruments, i.a., it is not related to one single theoretical model and it measures a wide spectrum of psychosocial working conditions that have shown proven impact on health. The aim of the article is to summarize information on psychometric properties of 11 scales in the Polish version: Quantitative Demands, Emotional Demands, Influence at Work, Social Support, Possibilities for Development, Meaning of Work, Role Clarity, Quality of Leadership, Job Insecurity, Job Satisfaction, and General Health. Material and Methods Analyses were based on the results of 4 research projects, in which the Polish version of the COPCOQ scales has been used: on a representative sample of Polish nurses (N = 4354), job insecurity in 2 groups of civil servants (N = 295, N = 724), mobbing among teachers (N = 1037) and psychological consequences of restructuring (N = 1396). The following psychometric characteristics were analysed: internal reliability, theoretical validity, and factorial validity. Results Internal reliability of the following 8 scales was found satisfactory: Quantitative Demands, Influence at Work, Social Support, Possibilities for Development, Meaning of Work, Quality of Leadership, Job Satisfaction, and General Health (Cronbach’s α = 0.7–0.91, depending on the scale). The results of exploratory factor analyses indicated factorial separateness of the above mentioned scales. Theoretical validity of 11 scales was confirmed; they were associated with variables that can be regarded as their validity criteria. Conclusions The 8 COPSOQ scales, in the Polish version, can be recommended for using in the research involving psychosocial job characteristics. Mean scores on these scales and standard deviations given in the article can serve as reference points during an evaluation of received results. Med Pr 2017;68(3):329–348
PL
Wstęp Kopenhaski Kwestionariusz Psychospołeczny (Copenhagen Psychosocial Questionnaire – COPSOQ) ma wiele zalet w porównaniu z innymi podobnymi narzędziami, m.in. nie jest związany z 1 modelem teoretycznym stresu w pracy, lecz odwołuje się do kilku, jest prosty i mierzy szerokie spektrum psychospołecznych warunków pracy o udowodnionym związku ze zdrowiem. Celem artykułu jest podsumowanie informacji o psychometrycznych właściwościach polskiej wersji 11 skal: Wymagań Ilościowych, Wymagań Emocjonalnych, Kontroli w Pracy, Wsparcia Społecznego, Możliwości Rozwoju, Sensu Pracy, Jasności Roli, Przywództwa, Niepewności Pracy, Zadowolenia z Pracy i Ogólnego Stanu Zdrowia. Materiał i metody Analizy oparto na wynikach 4 projektów badawczych, w których stosowano polskie wersje skal COPSOQ – badań w reprezentatywnej próbie polskich pielęgniarek (N = 4354), nad niepewnością pracy w 2 grupach urzędniczych (N = 295, N = 724), nad mobbingiem wśród nauczycieli (N = 1037) i nad psychologicznymi skutkami restrukturyzacji firm (N = 1396). Dokonano analizy następujących parametrów psychometrycznych wybranych skal: spójności wewnętrznej, trafności teoretycznej i trafności czynnikowej. Wyniki Wykazano zadowalającą rzetelność 8 skal (α Cronbacha = 0,7–0,91, zależnie od skali): Wymagań Ilościowych, Kontroli w Pracy, Wsparcia Społecznego, Możliwości Rozwoju, Sensu Pracy, Jakości Przywództwa, Zadowolenia z Pracy i Ogólnego Stanu Zdrowia. Wyniki analiz czynnikowych wskazywały na odrębność czynnikową ww. skal. Potwierdzono trafność teoretyczną 11 skal, wykazując ich związki ze zmiennymi, które na podstawie teorii i badań można było uznać za kryteria trafności skal. Wnioski Osiem skal COPSOQ w polskiej wersji można polecić do stosowania w badaniach uwzględniających psychospołeczne właściwości pracy, ponieważ są rzetelne i trafne. Przytoczone w artykule średnie wyniki na skalach oraz odchylenia standardowe mogą posłużyć jako punkty odniesienia w ocenie uzyskiwanych wyników. Med. Pr. 2017;68(3):329–348
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.