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Making Work Sustainable in Business and Social Enterprises

100%
Furmańska-Maruszak A., Sudolska A.
Olsztyn Economic Journal
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2017
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vol. 12
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issue 3
261-276
EN
The aim of this paper is identification of the activities supporting the implementation of a sustainable work concept both in firms and social enterprises operating in Poland. The paper focuses on activities with regards to the quality of the job and work environment, improving employee health, safety and well-being, introducing flexible hours, developing employee skills and reconciling working and non-working life. Moreover, the paper is an attempt to identify the components of an organization’s philosophy favorable to innovations that mostly support the implementation of the sustainable work concept. The research findings presented in the paper prove that firms are focused mainly on introducing new solutions related to employee health and safety as well as social and living condition improvement. On the other hand, social enterprises are more active in implementing the solutions enabling employee reconciliation between work and personal life. The paper also presents the correlation coefficients between chosen components of an organization’s philosophy favorable to innovations and the need for introducing solutions oriented toward a sustainable work concept. The research findings point out the importance of making innovation management the central element of organizational strategy. The second important component of an organization’s philosophy relates to focusing on positive relations between employees, both at the organizational level and in teams. Additionally, in the case of social enterprises, the paper highlights the importance of involving people undergoing the reintegration process in creating innovations.
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Job crafting and sustainable work performance: A systematic literature review

63%
Rózsa Z., Folvarčná A., Holúbek J., Veselá Z.
Equilibrium. Quarterly Journal of Economics and Economic Policy
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2023
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vol. 18
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issue 3
717-750
EN
Research background: Job crafting based on individual initiative represents a new form of work design, supporting stability in increasing work performance. In many cases, this method proves to be an effective way of increasing employees' work engagement, mainly because of the mediated autonomy in their work performance and the greater meaningfulness that results from it. The basis of job crafting is employee support, which initiates working behavior focused on proactivity in creating and adapting work to the subjective requirements of the employee's individuality. The available literature highlights various approaches that mediate individual topics, with which companies try to stimulate employee behavior, the expected result of which is job crafting, which leads to an increase in work performance. Purpose of the article: The goal of the study is to identify current research directions in the field of job crafting, specifically in relation to increasing work performance. Methods: The Web of Science database was used to identify the main directions of research in the relevant literature. Research was directed at peer-reviewed articles published in journals indexed in SSCI as Q1 and Q2. The resulting number of articles was identified based on the PRISMA selection method. Findings & value added: By analyzing the literary sources, we have identified 4 important research topics that the authors of the scientific articles addressed. The most widespread topic was work engagement and its influence on job crafting. In the second topic, the authors addressed the issue of how job crafting supports the meaningfulness of work. The third research topic that the authors addressed was job crafting as a factor of employee autonomy. The fourth theme identified was the influence of leadership and management support on job-crafting behavior. The paper offers the reader a systematic and clear list of available quality resources that can help them in their personal research related to job crafting and work performance. In addition, the results of our research may be useful for companies trying to improve the work performance of their employees.
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