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EN
Safety is one of the basic human needs. In the occupational context, safety determines the quality of one’s work. Social service workers are one of the professions that provide social services to diversified groups of the system’s users. This involves various risks and threats to safety. System determinants include five main factors: security policy, legal system, financial and material security, work organization and technological support, and professional stability. Each of the factors is equally essential in creating the culture of social workers’ safety.
EN
The article presents the definitions and functions of supervision significant in the area of social work as well as its individual and institutional benefits. It also presents the results of a pilot study concerning the importance of the instrument of supervision in professional development of social workers. The study showed that the respondents most often participated in sessions providing emotional support, and less often in the sessions offering specialist knowledge. The way of carrying out the supervision was convergent with the current needs of the respondents; however, participating in supervision did not have much influence on making professional decisions or their quality.
EN
The paper is about social workers who created a professional milieu that existed from the late 1920s until the turn of the 1940s and 1950s. This study is an attempt at a synthetic characterization of the community, based primarily on 109 short biographical entries contained in the Biographical Dictionary of Social Workers published in 1991. The analyzed material demonstrates, on the one hand, the biographies of social workers  and, on the other, what they did as social workers in the pre-war, wartime, and post-war period.
PL
Pracownicy społeczni to środowisko zawodowe, które istniało od końca lat 20. do przełomu lat 40. i 50. Opracowanie jest próbą syntetycznej jego charakterystyki, przede wszystkim na podstawie 109 krótkich biogramów zawartych w opublikowanym w 1991 r. Słowniku biograficznym pracowników społecznych. Informacje, które można w nim znaleźć, z jednej strony pokazują, kim pracownicy społeczni byli, a z drugiej – co, jako pracownicy społeczni, robili w okresie przedwojennym, wojennym i powojennym.
EN
On the basis of opinions provided by social workers the authoress presents absurdities regarding social welfare perceived by specialists in their everyday professional practice. The authoress confronts the image of the social worker profession that emerges from the Act on Social Assistance with the literature on the subject and practitioners’ experience, which involves performing numerous tasks, accommodating many contrary duties and overcoming many difficulties in the daily practice that result from legally and institutionally imposed procedures. The authoress selects five absurdities concerning the areas of assistance in social work as provided by the specialists: statutory overload of tasks and functions of the social worker profession; creation of internal barriers in social welfare institutions; lack of health care and no protection of social workers’ lives; overload of excessive social expectations; and passing the limits of one’s own professional competencies.
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EN
Between supporting the family and protecting the child from abuse – role, tasks, ethical dilemmas of family assistants
EN
The purpose of the article is to draw attention to the challenges and threats faced by social assistance institutions in the face of the second month of the COVID-19 pandemic in Poland, with particular emphasis on disturbing phenomena and behaviours involving employees of these institutions. The text, on the one hand, supported by examples derived from personal experiences and reports of the social workers themselves, on the other, by the author's observations and reflections, can serve as a warning against hasty, chaotic actions undermining the morale and reputation of the social assistance system. In the current particularly difficult time for all, it should pass the test in responsible management, coherent cooperation, developing effective solutions and missionary character – serving the ones in need.
EN
Aid activities in Poland have a long history. Over the centuries, it took various forms and evolved from mutual assistance, philanthropy, and charity to organized, purposeful activities. Memories of my experience of working in institutional care and then of social welfare concern the period of the turn of the Polish People's Republic and the Third Polish Republic. The systemic changes initiated at that time were of fundamental importance in the development and professionalization of Polish social welfare. I belong to a group of social workers who started work in the 1960s. Therefore, I am an eyewitness and participant in the changes that took place on the "first line" of social welfare in one of the Polish municipalities in which I worked in those years. I tried to explain the reality of social workers in this period. In my memories I recall some events that may seem insignificant in the scale of general changes but reflect the atmosphere of those times. I trust that they will supplement the knowledge about the history of social welfare of this period.
EN
The spread of the epidemic of the SARS-CoV-2 coronavirus and the announcement of the state of epidemic emergency determined the necessity of the changes in the functioning of the social welfare units. This article is an analysis of the literature sources related to the functioning of the social workers during natural disasters, that have served as the basis for conclusions. In addition, twelve pilot interviews with social workers were conducted. Previously the institutions were not prepared for such a threat, did not have procedures nor regulations and means of self-protection. In the times of the epidemic the feminization of the profession of a social worker and the fact of the necessity of taking care of the children of the age of up to 8 years, resulted in the staff shortages. The new reality created the necessity to reorganize the work system of the social assistance units especially in the area of the safety regulations that is to say teleworking, rotational work and shift work, limitations in dealing with the clients and fieldwork, conducting community interviews by phone. Working at residential care facilities, which were closed to protect their residents from infection, has become of particular nature. Due to the epidemic situation, normative acts regarding benefits for persons threatened by the infection of SARS-CoV-2 virus, implementation of assistance for persons experiencing violence or support for people in crisis of homelessness are constantly changing. The text discusses in detail five factors hindering the performance of professional activities for employees of social assistance units: organizational and legal, physical, interpersonal, ethical and psychological. Finally, it is essential to start working by applying the method of organizing local communities (and using social capital), as its absence will be a barrier to the development of Polish municipalities after the epidemic.
PL
Celem przeprowadzonych badań było zdiagnozowanie jak pracownicy socjalni oceniają własne kompetencje informacyjne. Zgromadzony materiał empiryczny wykazał, że badani charakteryzują się zróżnicowanym poziomem kompetencji w zakresie wiedzy, umiejętności i kompetencji społecznych, co wskazuje na istniejącą lukę w wykorzystywaniu nowoczesnych technologii informacyjno-komunikacyjnych w pracy socjalnej, szczególnie w zakresie ochrony danych i bezpieczeństwa w sieci. Przyczyny tkwić mogą zarówno w osobie pracownika (niechęć do podnoszenia kwalifikacji ze względu na zbyt duże aktualne obciążenie pracą, niska motywacja, wiek, postawa wobec pracy), jak i w miejscu pracy, gdzie często występują ograniczenia sprzętowe, niskie zaplecze materialne, brak wsparcia pracodawcy.
EN
The aim of the research was to diagnose how social workers assess their own ICT competences. The collected empirical material has shown that the respondents present different levels of competence in the field of knowledge, skills, and social competences, which indicates the existing gap in the use of modern information and communication technologies in social work, especially in the field of data protection and network security. The reasons may lie both in the employee’ attitude (reluctance to raise qualifications due to too high current workload, low motivation, age, attitude towards work) and in the workplace, where the limitations often occur such as hardware restrictions, low material resources, and lack of employer support.
EN
The article discusses the tactics of social workers in the qualification of beneficiaries to social welfare assistance process in Poland. The author refers to the concept of Street-Level Bureaucracy developed by Martin Lipsky and presents the results of qualitative research carried out with social workers between 2015 and 2017. Project findings indicate the existence of the creaming phenomenon which has a significant impact on the form and scope of provided support. In addition, the tactics of social workers are diverse due to resources and organization of work in a social welfare office.
PL
W artykule omówione zostały taktyki pracowników socjalnych w zakresie doboru wsparcia dla klientów ośrodków pomocy społecznej w Polsce. Autor odwołuje się do koncepcji Street-Level Bureaucracy opracowanej przez Martina Lipsky’ego i prezentuje wyniki badań jakościowych realizowanych z pracownikami pomocy społecznej w latach 2015-2017. Wyniki projektu wskazują na występowanie w pomocy społecznej zjawiska creamingu, co ma istotny przełożenie na formę i zakres udzielanego wsparcia. Ponadto strategie pracowników socjalnych są zróżnicowane z uwagi na zasoby i sposób organizacji pracy w ośrodku pomocy społecznej.
EN
Supervision is a professional tool for supporting social workers and increasing their effectiveness. The article presents the research carried out at the Municipal Social Assistance Centre in Radom. The analysis shows that employees have a positive view of supervision. Not more than half of social workers had the opportunity to use it, however not in a systematic way. This technique met their expectations. It is helpful in solving difficult issues, supports and prevents burnout, favours work efficiency. It is a part of professional development. It has a positive effect on the satisfaction of work. However, it sometimes happens that social workers associate supervision with control and evaluation of their work. Perhaps it is related to incomplete understanding of the idea, assumptions and specification of supervision.
EN
This article discusses conditions of professional social work in public organizations, especially from the perspective of the Nordic countries. We propose that public arenas for social work consist of three domains with different functions and logics, yet interconnected and interdependent. These domains are the domain of politics, the domain of management and administration, and the domain of professional practice. The individual local organizations – made up of these domains with their respective logics – are in turn conditioned by a fourth domain, the domain of institutional conditions. This latter domain contains ideals of control, norms, and views of knowledge and technologies that exist in society, that are legitimized and disseminated by central institutions, and that govern important aspects of how the individual local organizations work. The purpose of this work is to contribute to the development of a domain theory for the organization of social work in the public sector.
EN
Background: Occupational stress of social workers is associated with various psychosocial hazards in the work environment. Some of them affect person-organization fit (P-O fit). The aim of the study was to verify a hypothesis on the mediating role of P-O fit in the relationship between work environment and stress. Material and Methods: The research was based on a sample of 500 social workers directly involved in social work. The data were obtained using the Person-Organization Fit Questionnaire by Czarnota-Bojarska, the Work Environment Questionnaire developed by the Department of Occupational Psychology, Nofer Institute of Occupational Medicine, Łódź, and the Perceived Stress Scale (PSS-10) by Cohen et al. Results: As revealed by the regression analysis of the 4 analyzed work environment factors, only organizational politics was significantly related with perceived stress. Complementary and supplementary dimensions of P-O fit and identification with organization were the mediators of the relationship between organizational policies and stress, but only complementary fit proved to be a total mediator. Conclusions: The results of the study suggest that person-organization fit, especially its complementary aspect, is an essential determinant of accomplishing the core functions of social work and good practice among social workers. Med Pr 2014;65(2):219–228
PL
Wstęp: Stres zawodowy pracowników socjalnych związany jest z występowaniem w ich środowisku pracy wielu zróżnicowanych zagrożeń psychospołecznych, z których część wpływa na stopień ich dopasowania do organizacji. Celem badania było zweryfikowanie hipotezy zakładającej, że dopasowanie pracownika do organizacji jest mediatorem relacji między oceną środowiska pracy a odczuwanym stresem. Materiał i metody: Badaniami objęto grupę 500 pracowników socjalnych wykonujących pracę z klientem. Zastosowano w nich: „Kwestionariusz do badania subiektywnego dopasowania człowiek-organizacja" Czarnoty-Bojarskiej, kwestionariusz „Środowisko pracy" opracowany w Zakładzie Psychologii Pracy Instytutu Medycyny Pracy im. prof. J. Nofera w Łodzi i „Kwestionariusz stresu ogólnego" (PSS-10) Cohena i wsp. Wyniki: Analiza regresji wykazała, że spośród 4 analizowanych aspektów środowiska pracy jedynie ocena polityki firmy istotnie wpływała na stres odczuwany przez pracowników społecznych. Dopasowanie komplementarne i suplementarne, a także identyfikacja z organizacją okazały się mediatorami relacji między oceną polityki a odczuwanym stresem, chociaż mediatorem całkowitym było jedynie dopasowanie komplementarne. Wnioski: Wyniki badań wskazują, że dopasowanie do organizacji, a szczególnie wymiar dopasowania komplementarnego, stanowi istotny warunek dobrego funkcjonowania pracowników. Med. Pr. 2014;65(2):219–228
EN
This article presents – in the context of the evolution of the Polish public social assistance system – the genesis and shaping of the personnel of this system, with particular emphasis on the place and role of social workers in this system. Attention was drawn to the direction of the evolution of the personnel of the Polish social assistance system: from the honorary activities of social workers in the times of the Second Polish Republic (1918-1939), through a mixed model of full-time social workers supported by a network of socially active local social workers in the times of the Polish People’s Republic, to professional social service, performing the regulated profession of a social worker in modern times. It also indicated how social workers were perceived in different periods of the evolution of the social welfare system and how the regulations of their legal status were assessed.
PL
W niniejszym artykule ukazano – w kontekście ewolucji polskiego systemu publicznej pomocy społecznej – genezę i kształtowanie się kadr owego systemu, ze szczególnym uwzględnieniem miejsca i roli w tym systemie pracowników socjalnych. Zwrócono uwagę na kierunek ewolucji kadr polskiego systemu pomocy społecznej: od działalności honorowej opiekunów społecznych w czasach II Rzeczypospolitej, przez mieszany model etatowych opiekunów społecznych (a następnie pracowników socjalnych) wspieranych przez sieć społecznie działających terenowych opiekunów społecznych w czasach Polskiej Rzeczypospolitej Ludowej, po profesjonalną służbę społeczną, wykonującą regulowany zawód pracownika socjalnego w czasach współczesnych. Wskazano także, jak postrzegano społecznie pracowników socjalnych w różnych okresach ewolucji systemu pomocy społecznej i jak oceniano regulacje ich statusu prawnego.
PL
W ostatnich latach wyraźnie wzrasta zainteresowanie narzędziami i praktykami zarządzania zasobami ludzkimi, które mogą pomóc ośrodkom pomocy społecznej i ich pracownikom sprostać dynamicznym zmianom zachodzącym w sektorze publicznym i jego otoczeniu. W tym kontekście szczególnego znaczenia nabiera problem budowania zaangażowania organizacyjnego pracowników socjalnych. W artykule podejmuje się próbę udzielenia odpowiedzi na następujące pytania: jaki jest poziom zaangażowania organizacyjnego i subiektywnego sukcesu zawodowego pracowników socjalnych oraz czy zaangażowanie organizacyjne pracowników socjalnych jest powiązane z ich obiektywnym sukcesem zawodowym? W tym celu zostaną zaprezentowane wyniki badań empirycznych przeprowadzonych w województwie śląskim. Badania ankietowe wykazały wysoki poziom zaangażowania organizacyjnego i subiektywnego sukcesu zawodowego pracowników socjalnych oraz istotny związek między ich zaangażowaniem organizacyjnym a sukcesem zawodowym.
EN
In recent years there has been a great interest in Human Resource Management practices and instruments which could help social welfare centers and their employees to face dynamic changes in public sector and their environment. In this context the issue of enhancement of social workers’ organizational commitment acquires special importance. The paper tries to answer the questions about the level of organizational commitment and career success of social workers and whether their organizational commitment is related to their career success. The paper presents the results of empirical research carried out in Silesian Voivodeship. The survey revealed a significant level of social workers’ organizational commitment and subjective career success and a strong link between their organizational commitment and career success.
EN
Social aid started being institutionalized as early as the 12th century. It was then that in Faculties of Theology of European universities the science of alms was introduced. The American Mary Ellen Richmond (1861-1928) is considered to be the initiator of education in the sphere of professional social work. The first attempts to educate social workers in Poland were made as early as the beginning of the 20th century – it was the first school of social work, the so-called Kursy Społeczne (Social Courses), whose co-organizer was Blessed Rev. Jerzy Matulewicz. In the period between the two world wars Prof. Helena Radlińska was an initiator and organizer of a system of educating social workers. The first schools educating social workers were established in 1966. A further development of educating social workers at the university level should be associated with opening Zaoczne Studium Pracowników Służb Socjalnych (Extramural Department of Social Work) at the University of Warsaw in 1977. Social work as the first degree university studies was introduced only in the 2006/2007 academic year. At the Catholic University of Lublin such a field of study has existed since the 2010/2011 academic year.
EN
Social aid started being institutionalized as early as the 12th century. It was then that in Faculties of Theology of European universities the science of alms was introduced. The American Mary Ellen Richmond (1861-1928) is considered to be the initiator of education in the sphere of professional social work. The first attempts to educate social workers in Poland were made as early as the beginning of the 20th century – it was the first school of social work, the so-called Kursy Społeczne (Social Courses), whose co-organizer was Blessed Rev. Jerzy Matulewicz. In the period between the two world wars Prof. Helena Radlińska was an initiator and organizer of a system of educating social workers. The first schools educating social workers were established in 1966. A further development of educating social workers at the university level should be associated with opening Zaoczne Studium Pracowników Służb Socjalnych (Extramural Department of Social Work) at the University of Warsaw in 1977. Social work as the first degree university studies was introduced only in the 2006/2007 academic year. At the Catholic University of Lublin such a field of study has existed since the 2010/2011 academic year.
EN
The article presents the results of qualitative research carried out at the Institute of Sociological Sciences of the John Paul II Catholic University of Lublin concerning the work experience of employees of the social welfare system related to the COVID-19 pandemic. The research was conducted in September-November 2021 among social workers and family assistants from the Lubelskie Voivodeship. The research was carried out using the technique of individual in-depth interviews. The obtained data complement the current research on social welfare institutions and their employees operating during the COVID-19 pandemic. The article presents the opinions of social workers on changes in working conditions, as well as observations on the consequences of the pandemic in contacts with clients.
PL
Artykuł prezentuje wyniki badania jakościowego realizowanego w Instytucie Nauk Socjologicznych KUL dotyczącego doświadczeń w pracy pracowników systemu pomocy społecznej w czasie pandemii COVID-19. Przeprowadzono je od września do listopad 2021 roku wśród pracowników socjalnych i asystentów rodziny z województwa lubelskiego, posługując się techniką indywidualnych wywiadów pogłębionych. Przedstawione opinie na temat zmian w warunkach pracy, a także konsekwencji pandemii w kontaktach z klientami uzupełniają dotychczasowy stan wiedzy o instytucjach pomocy społecznej i jej pracownikach funkcjonujących w okresie pandemii COVID-19.
Medycyna Pracy
|
2013
|
vol. 64
|
issue 2
217-225
EN
Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05). The analysis of variance (ANOVA) indicated that job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474) = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). Conclusion: The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees. Med Pr 2013;64(2):217–225
PL
Wstęp: Celem prezentowanych badań było określenie związków między wymaganiami pracy, zasobami pracy, zasobami osobistymi a satysfakcją zawodową oraz określenie użyteczności modelu Wymagania Pracy - Zasoby w wyjaśnianiu stwierdzonych związków. Materiał i metody: Badaniami objęto 500 pracowników socjalnych z całej Polski. Do testowania hipotez zastosowano kwestionariusz „Czynniki psychospołeczne" oraz skalę „Satysfakcja zawodowa". Wyniki: Wykazano, że wraz ze wzrostem dostępnych zasobów pracy oraz wzrostem dostępnych zasobów osobistych wzrasta satysfakcja z pracy (r = 0,44; p < 0,05; r = 0,31; p < 0,05). Analiza wariancji (ANOVA) wykazała, że zasoby pracy [F(1,474) = 4,004; p < 0,05] oraz wymagania pracy [F(1,474) = 4,166; p < 0,05] są istotnymi źródłami zmienności satysfakcji zawodowej. Ponadto interakcja wymagań pracy i zasobów pracy [F(3,474) = 2,748; p < 0,05] oraz wymagań pracy i zasobów osobistych [F(3,474) = 3,021; p < 0,05] ma statystycznie istotny wpływ na poziom zadowolenia z pracy. Porównania post hoc wykazały, że: 1) w warunkach niskich wymagań pracy, ale przy dużych zasobach pracy pracownicy odczuwają istotnie wyższy poziom satysfakcji zawodowej w porównaniu z osobami oceniającymi zasoby pracy jako średnie (p = 0,0001) lub niskie (p = 0,0157); 2) przy średnim poziomie wymagań pracy osoby szacujące swoje zasoby osobiste jako duże deklarowały istotnie wyższą satysfakcję z pracy niż osoby oceniające swoje zasoby osobiste jako małe (p = 0,0001). Wnioski: Wykazano użyteczność modelu Wymagania Pracy - Zasoby do badania satysfakcji zawodowej. Uwzględniając w zarządzaniu organizacją składowe modelu, tj. wymagania pracy oraz zasoby (pracy i osobiste), można wpływać na poziom satysfakcji zawodowej. Med. Pr. 2013;64(2):217–225
PL
W artykule przedstawiono możliwości diagnostyczne kwestionariusza „Inwentarz Diagnostyki Osobowości w Kontekście Sytuacyjnym – IPS” dla oceny kompetencji społeczno-komunikacyjnych pracowników socjalnych. Zbadano 286 pracowników socjalnych, wykreślając dla każdego z nich profil kompetencyjny. Badanym, którzy uzyskali profile wymagające interwencji w postaci wsparcia bądź też korekcji, zaproponowano udział w specjalnie przygotowanym projekcie rozwojowym opartym na spotkaniach su-perwizyjnych oraz szkoleniach. Po tych szkoleniach ponownie wypełniali kwestionariusz IPS. Wyniki wskazały wyraźne zmiany niekorzystnych wzorców zachowań i zdecydowanie wyższy poziom jakości kompetencji społeczno-komunikacyjnych.
EN
The article presents the diagnostic possibilities of the questionnaire “Inventory of Personnel Diagnostics in Situation Context – IPS” for the assessment of social communication competence of social workers. 286 social workers were examined by designing the competency profile for each of them. The respondents who obtained profiles requiring intervention in the form of support or correction, were directed to participate in a specially prepared project based on supervisory meetings and training. The post test was conducted using IPS on respondents after participation in the project. The results indicated a modifica-tion of inadequate behavior patterns and a better picture of social communication competence.
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