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1
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Assessment center metodą oceny potencjału zawodowego kadry kierowniczej

100%
Kuna J., Uniwersytet Łódzki I. P.
Acta Universitatis Lodziensis. Folia Psychologica
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1998
|
vol. 02
PL
Prace poglądowe
2
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Assessment center metodą oceny potencjału zawodowego kadry kierowniczej

100%
Kuna J.
Acta Universitatis Lodziensis. Folia Psychologica
|
1998
|
issue 02
45-55
3
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Organizacja pracy i polityka personalna w polskich firmach w ocenie przedstawicieli różnych grup wiekowych

75%
Lubrańska A.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
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2015
|
issue 1(16)
203-214
EN
The study deals with the issues of organisation, work conditions, and personnel policy in Polish com- panies. The aspect of intergenerational differences is included. Due to appear in the labor market de- mographic changes in analyses a survey to diagnose varied components of organisational practice was used. The study was conducted in a group of 395 persons – 233 women and 162 men – aged 20-64. The research has shown that there is a differentiation regarding age policy and a differentiations of opinions representatives of the surveyed generations. The obtained results are interesting from the point of view of age management, which is a currently promoted solution to the problem of aging employee popula- tion.
4

Theoretical Analysis of Occupational Development Aspects from the Viewpoint of the Personality’s Constant Individual Traits Concept

75%
Wilsz J.
Comparative Professional Pedagogy
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2015
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vol. 5
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issue 1
9-18
EN
The concept of personality’s constant individual traits and its significance, as well as implications for problems connected with choosing an occupation have been presented in the paper. Selected theories of occupational development have been analyzed from the concept viewpoint and certain traits of occupational personality presented by authors of occupational development theories have been confronted with constant individual traits of personality. Six types of J. Holland’s occupational personality (i.e. realistic, investigative, artistic, social. industrious and conventional) have been analyzed. The number of kinds of each type has been calculated, after considering constant individual traits of personality. It has been concluded that due to constant individual traits of personality the processes connected with choosing an occupation should be highly individualised. Possibility of applying the concept to preparing a list of occupations and typology of occupational careers has been pointed out. Including constant individual traits of personality among basic determinants of occupational success has been suggested.
5
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Rozwój zawodowy pracowników w aspekcie aktywności własnej jednostki i starań organizacji

63%
Lubrańska A.
Edukacja Dorosłych
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2015
|
issue 2(73)
89-106
PL
Opracowanie poświęcono problematyce rozwoju zawodowego, w aspekcie działań podejmowanych we współczesnych organizacjach. Ocenie poddano zarówno aktywność jednostki, jak i starania pracodawców. Zbadano 162 pracowników. W badaniu wykorzystano dane ankietowe i metryczkowe. Materiał empiryczny opracowano statystycznie (tabele krzyżowe). Otrzymane wyniki wskazują, iż czynnikami istotnie statystycznie różnicującymi dla proedukacyjnych wysiłków indywidualnych i organizacyjnych są wykształcenie, rodzaj pracy.
EN
The study is devoted to the problem of professional development in the context of measures undertaken in contemporary organizations. Both individual and employers’ measures were subjected to evaluation. 162 workers were examined. Questionnaires and sociodemographic data were used in the study. The empirical material was computed statistically with the use of cross tables. Obtained results indicate that the differentiating factors between pro-educational individual and organizational efforts include education and type of work.
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