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1

Humour as Indirect Influence: Different Types of Managers' Sense of Humour and Psychological climate in a Team

100%

Roze J.

Signum Temporis

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2010

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vol. 3

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issue 1

51-62

EN

Introduction. This article examines whether different levels and types of managers' sense of humour influence psychological climate in a work team.The Aim of the Study. To investigate whether different levels out of four humour styles (affiliative, self-enhancing, aggressive, and self-defeating) and managers' sense of humour influence the psychological climate in a team of employees.Materials and Methods. Four varieties of sense of humour were investigated: affiliative, self-enhancing, aggressive, and self-defeating as well as the aggregate multidimensional sense of humour. Multivariate analysis of variance (MANCOVA) was used with a factorial 2 x (gender) x 2 (age) x 2 (humour) as independent variables and level of psychological climate (Support and Involvement scales) in work group as a dependent variable, and EQ interpersonal factor as covariate.Results and Discussion. Female managers' sense of humour does not affect psychological climate in a work team indicating that the subordinates do not appreciate (or simply ignore) females' sense of humour. This conforms to the researches identifying prejudges against female managers. Some research papers state that the managers' role is perceived and explained through traits which are more often attributed to males than females. For male managers sense of humour is linked to the subordinates' willingness to be involved in work, indicating that subordinates appreciate and estimate that the manager has a sense of humour and they are more eager to take up their work roles when the supervisor is understanding and supportive. Controlling of the age factor revealed that sense of humour is important only for young male managers (those under 40); managers with a good sense of humour are perceived as supportive by the subordinates. For older managers (41 and above) no significant differences were found; that means that humour can help if a manager does not have much experience as it in the case with young managers.

2

Satysfakcja z pracy i jej wyznaczniki a poczucie jakości życia urzędników

75%

Wołowska A.

Rocznik Andragogiczny

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2013

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vol. R. 2013

119-132

PL

Głównym celem badania było określenie poziomu różnych aspektów satysfakcji z pracy urzędników oraz sprawdzenie, w jakim stopniu satysfakcja z pracy wyznaczana jest przez wymiary klimatu psychologicznego (bezpieczeństwo psychiczne i znaczenie pracy). Ponadto poszukiwano wyznaczników poczucia jakości życia. Badaniem objęto 207 polskich pracowników. Uczestnicy rekrutowali się z urzędów administracji publicznej. Badanie ujawniło, że: 1) urzędnicy w pracy najbardziej zadowoleni są z pewności zatrudnienia i relacji ze współpracownikami, najmniej zaś z wynagrodzenia, 2) klimat psychologiczny w istotny sposób wyznacza satysfakcję z pracy, 3) satysfakcja z pracy jest istotnym predyktorem poczucia jakości życia w grupie badanych.

EN

The main objective of this research was to determine the level of different aspects of job satisfaction among white-collar workers and to examine how dimensions of psychological climate (psychological safety and psychological meaningfulness) affect job satisfaction. The author also searched for determinants of quality of life. The data for this study were collected from 207 Polish employees. The participants were recruited from public administration offices. The research has shown that: 1) white-collar workers are most satisfied with the stability of employment and interactions with coworkers, and the least satisfied with remuneration, 2) psychological climate has a significant influence on job satisfaction, 3) job satisfaction is a significant predictor of the sense of life quality among the respondents.

3

Naruszenie kontraktu psychologicznego a stres w miejscu pracy

63%

Wołowska A.

Lubelski Rocznik Pedagogiczny

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2019

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vol. 38

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issue 3

EN

Background: The main objective of this research was examine how breach of psychological contract, dimensions of psychological climate (psychological safety and psychological meaningfulness) and work – family conflict affect emotional exhaustion. Materials and metods: The data for this study were collected from 154 women and 53 men – Polish white-collar workers. To verify the hypothezis four instruments which measured emotional exhaustion, work – family conflict, breach of psychological contract and psychological climate, were used. Results: The research has shown that: breach of psychological contract, psychological climate and work – family conflict have a significant influence on emotional exhaustion in the group of women, but for men a significant predictor of the emotional exhaustion is only work – family conflict. Conclusion: Positive assessment of the psychological climate in the workplace can counteract emotional exhaustion for women.

PL

Głównym celem badania było sprawdzenie, w jakim stopniu wyczerpanie emocjonalne wyznaczane jest przez naruszenie kontraktu psychologicznego, wymiary klimatu psychologicznego (bezpieczeństwo psychiczne i znaczenie pracy) oraz konflikt praca – rodzina. Materiał i metody: Badaniem objęto 154 kobiety i 53 mężczyzn – polskich urzędników. Do weryfikacji hipotez zastosowano 4 narzędzia mierzące wyczerpanie emocjonalne, konflikt praca – rodzina, naruszenie kontraktu psychologicznego i klimat psychologiczny. Wyniki: Badanie ujawniło, że naruszenie kontraktu psychologicznego, klimat psychologiczny oraz konflikt praca – rodzina w istotny sposób wyznaczają wyczerpanie emocjonalne w grupie kobiet, natomiast w grupie mężczyzn istotnym predyktorem wyczerpania emocjonalnego jest tylko konflikt praca – rodzina. Wnioski: Pozytywna ocena klimatu psychologicznego w miejscu pracy może – w przypadku kobiet – przeciwdziałać ich wyczerpaniu emocjonalnemu.

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Humour as Indirect Influence: Different Types of Managers' Sense of Humour and Psychological climate in a Team

Satysfakcja z pracy i jej wyznaczniki a poczucie jakości życia urzędników

Naruszenie kontraktu psychologicznego a stres w miejscu pracy