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1

Osobowościowe predyktory równoważenia ról zawodowych i rodzinnych wśród kobiet

100%

Peplińska A., Sadowska A.

Polskie Forum Psychologiczne

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2014

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vol. 19

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issue 1

110-125

EN

Since the earliest age, each man plays various interrelated and coexisting roles in their family, social and professional life. Individual roles are realised simultaneously or sequentially and remain in relationship. Each role may complement, expand or disturb the course of a career in life. Undoubtedly, family/personal life and work are the key areas of human life. One cannot treat both these areas as independent of each other. There exists a continuous spillover between them – a natural, dynamic process developing over the entire course of human life. The effective integration of the spheres of work and family functioning is conditioned by many factors. On the basis of the literature, we can divide the determinants of the integration of these two roles into two categories: environmental, resulting, for instance, from the specific nature of the workplace or organization, the roles fulfilled, and the profession; individual, which can be associated with the properties of the individual, such as gender, age, education, children, or the status of the relationship, or they may result from the structure of the personality and the mental properties of the individual, such as motivation, values, level of commitment, mental health, physical health, etc. One of the crucial elements in the process of balancing work and family roles is the personality. The research on this issue indicates that among the dimensions of personality that have particular importance are neuroticism and extraversion, which significantly affect the direction and quality of the spillover between these two spheres of functioning. The aim of presented study was verify personality predictors of work-life balance among women. The survey involved 160 women with the various education, working professionally and possessing the least one child.

2

Diverging paths among Central Eastern European mothers? The degree of incongruity between employment preferences and their actual experiences (1994-2012)

100%

García-Faroldi L.

Sociologický časopis. Czech Sociological Review

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2021

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vol. 57

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issue 6

707-736

EN

This paper examines the congruity between mothers' preferences and actual experiences when raising preschool children, using data on mothers of reproductive ages (18–49) from the Czech Republic, Hungary, and Poland from the International Social Survey Programme (ISSP) (1994, 2002, and 2012). The findings show that (i) with one exception, in all the countries and years, mothers whose preferences were congruent with their actual employment statuses outnumbered those whose preferences and employment statuses were incongruent; (ii) whereas Czech mothers improved their situations during the period (the congruity increases), Polish mothers - who began the period with the highest congruity - experienced a decrease in congruity, while Hungarian mothers showed the lowest congruity and saw a slight improvement in their situations (they achieved more congruity); and (iii) women who had their children during the communist regimes were more likely to experience incongruity because they worked more than they desired to, while women who became mothers during the post-communist period were more likely to experience congruity when they stayed at home, but they were also more likely to experience incongruity because they were inactive and considered working desirable. Therefore, the results confirm similar trends and diverging paths among the three countries. The high degree of incongruity between preferences and actual experiences is a sign of the problems faced by mothers attempting to reconcile work and family life and also impacts other phenomena, such as female employment, gender equality and fertility.

3

Práce z domova, konflikty mezi prací a rodinou a kvalita partnerství v době pandemie covidu-19

100%

Sladká D., Kreidl M.

Sociologický časopis. Czech Sociological Review

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2022

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vol. 58

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issue 4

373-399

EN

During the Covid-19 pandemic in the Czech Republic, there was a sharp increase in the share of people working from home. It is predicted that working from home will continue to be a common form of work after the crisis. In this article, we investigate whether and how working frequently from home during the pandemic was associated with work–family conflict and how the strength of the association varied between different groups of people depending on gender, education, employment, and the presence of children in the household. We also examine what connection existed between role conflicts and the quality of a partnership. To answer these questions we analysed data from the ‘Czech GGS Covid Pilot Study’ from December 2020 and found that working frequently from home was associated with more frequent work–family conflict. Respondents experienced more problems performing their family role (e.g. they were too tired to do housework) than their role as an employee. As the intensity of work from home increased, however, respondents tended to report more frequent problems performing their role as an employee (e.g. family responsibilities made it difficult for them to concentrate on work). The association between working from home and work–family conflict differed significantly depending on the gender and the presence of children in the household. For men and parents of children under the age of 15, working from home was more significantly associated with work–family conflict. People who often experienced work–family conflict also more often considered breaking up with their partner. Working from home thus became a significant stressor for family life during the pandemics.

4

Association between psychosocial characteristics of work and presenteeism: A cross-sectional study

86%

Janssens H., Clays E., de Clercq B., de Bacquer D., Casini A., Kittel F., Braeckman L.

International Journal of Occupational Medicine and Environmental Health

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2015

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vol. 29

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issue 2

331-344

EN

Objectives This study aimed at investigating cross-sectional relationships between psychosocial characteristics of work and presenteeism in a sample of Belgian middle-aged workers. Material and Methods Data were collected from 1372 male and 1611 female workers in the Belstress III study. Psychosocial characteristics assessed by the use of self-administered questionnaires were: job demands, job control, social support, efforts, rewards, bullying, home-to-work conflict and work-to-home conflict. Presenteeism was measured using a single item question, and it was defined as going to work despite illness at least 2 times in the preceding year. Logistic regression models were used to investigate the relationship between psychosocial characteristics and presenteeism, while adjusting for several socio-demographic, health-related variables and neuroticism. An additional analysis in a subgroup of workers with good self-rated health and low neuroticism was conducted. Results The prevalence of presenteeism was 50.6%. Overall results, adjusted for major confounders, revealed that high job demands, high efforts, low support and low rewards were associated with presenteeism. Furthermore, a significant association could be observed for both bullying and work-to-home conflict in relation to presenteeism. The subgroup analysis on a selection of workers with good self-rated health and low neuroticism generally confirmed these results. Conclusions Both job content related factors as well as work contextual psychosocial factors were significantly related to presenteeism. These results suggest that presenteeism is not purely driven by the health status of a worker, but that psychosocial work characteristics also play a role.

5

Człowiek dorosły wobec wymagań związanych z funkcjonowaniem w różnych sferach życia: zawodowej i rodzinnej

86%

Lachowska B.

Psychologia Rozwojowa

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2008

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vol. 13

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issue 1

PL

The adult under the pressure of demands to function in two life domains: work and family There is a growing number of men and women engaged in work and family roles. This article describes linkages between the work-family interface and individual, family and work outcomes: life satisfaction, marital satisfaction, individual psychologicall well-being, job stress. Recent studies on the work-family interface have focused on the scarcity perspective, which posits that engaging in multiple roles results in interrole conflict when participation in one role is made more difficult by virtue of participation in the other role. Other studies support the facilitation or enhancement hypothesis which suggests, that participation in one role is made better or easier by virtue of participation in the other role. The aim of this research is to present a research project studying the work-family questionnaire (Grzywacz, Bass, 2003) assessing work-family conflict, work-family facilitation, family-work conflict, family-work facilitation:to analyze both the conflict and facilitation dimensions and both directions of influence: work to family and family to work in dual-earner couples,to examine the relation of conflict and facilitation to life satisfaction, marital satisfaction and other indicators of mental health.The subjects in this research are 80 married couples living in dual-earner families in Poland, who have at least one child under 12.Measures used in this study:Work-Family Fit Questionnaire (Grzywacz, Bass, 2003) in Polish version adopted by Lachowska (2005),Job characteristics assessed through a questionnaire developed by Dudek at al. (1999),General Health Questionnaire (Goldberg, 1978),Marital Satisfaction Scale (Olson, Fowers, 1993),Satisfaction with Life Scale (Diener at al., 1993).

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The relationship between work-family conflict and family-work conflict, and self-esteem and emotional intelligence among managers

72%

Gliwny M.

Zeszyty Naukowe Małopolskiej Wyższej Szkoły Ekonomicznej w Tarnowie

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2020

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issue 1(45)

137-151

EN

There is no doubt that today professional roles and family life are interpenetrating spheres. The aim of the study was to analyze the relationship between work-family conflict (WFC) and family-work conflict (FWC) as well as emotional intelligence and self-esteem in the group of people employed in managerial positions. Participants were 217 managers (102 women and 115 men). Role conflict has been measured with a Polish version of a questionnaire “Work-Family and Family-Work Conflict Scales” Netemeyer, Boles, McMurrian; emotional intelligence has been measured with Polish “Test of Emotional Intelligence” (TIE) Śmieja and others; self-esteem has been measured with a Polish adaptation of a “Rosenberg Self-Esteem Scale—SES” Dzwonkowska and others. Self-esteem coexists with emotional intelligence of the subjects and is an intermediary variable, mediating in relation to emotional intelligence with role conflicts. The research results show that there are no correlations between role conflicts and the age of the managers, their seniority and the number of directly subordinate employees.

PL

Nie ulega wątpliwości, że współcześnie role zawodowe i życie rodzinne są sferami wzajemnie przenikającymi się. Celem badania była analiza związków między konfliktem praca−rodzina (WFC) i konfliktem rodzina−praca (FWC) a inteligencją emocjonalną i samooceną w grupie osób zatrudnionych na stanowiskach kierowniczych. Uczestnikami było 217 menedżerów (102 kobiety i 115 mężczyzn). Konflikt ról mierzono za pomocą polskiej wersji kwestionariusza „Skale konfliktu między pracą a rodziną i rodziną a pracą” Netemeyer, Boles, McMurrian; inteligencję emocjonalną mierzono za pomocą polskiego „Testu Inteligencji Emocjonalnej” (TIE) Śmieja i inni; samoocenę mierzono za pomocą polskiej adaptacji „Skali samooceny Rosenberga − SES” Dzwonkowska i inni. Samoocena współistnieje z inteligencją emocjonalną osób badanych i jest zmienną pośredniczącą, mediującą w związku inteligencji emocjonalnej z konfliktami ról. Wyniki badania pokazują, że nie występują korelacje między konfliktami ról a wiekiem menedżera/menedżerki, ich stażem pracy oraz liczbą bezpośrednio podległych pracowników.

7

Konflikt praca–rodzina i rodzina–praca w aspekcie różnic międzypłciowych i międzypokoleniowych

72%

Lubrańska A. S.

Medycyna Pracy

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2014

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vol. 65

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issue 4

521-533

EN

Background: This paper presents the results of the study concerning mutual relations between work–family conflict and family– work conflict in the context of age and sex. Material and Methods: The study included 223 subjects (115 women, 108 men, 74 mothers and 61 fathers), aged 21–63. The Work–Family and Family–Work Conflicts Questionnaire and socio-demographic questionnaire were used as the survey tools. To verify hypotheses the correlation analysis and the Mann-Whitney U-test were used. Results: It has been found that a stronger work–family conflict is experienced by the examined men and fathers and a stronger family–work conflict is observed among parents. The results of the statistical analysis showed that there is a significant relationship between the number of working hours per day and work–family conflict and family–work conflict. Work–family conflict among mothers is significantly correlated with the income. The family–work conflict is stronger in the middle adulthood group. Conclusions: There is a significant relationship between sex and age and work–family conflict and family–work conflict. Med Pr 2014;65(4):521–533

PL

Wstęp: W opracowaniu zaprezentowano wyniki badań poświęconych wzajemnym relacjom między konfliktami praca–rodzina i rodzina–praca a wiekiem i płcią. Materiał i metody: W badaniu uczestniczyły 223 osoby (115 kobiet, 108 mężczyzn, 74 matki i 61 ojców) w wieku 21–63 lat. Wykorzystano Kwestionariusz Konflikty: Praca–Rodzina i Rodzina–Praca i ankietę socjodemograficzną. W weryfikacji hipotez zastosowano analizę korelacji i test U Manna-Whitneya. Wyniki: Ustalono, że silniejszego konfliktu praca–rodzina doświadczają badani mężczyźni i ojcowie oraz że w porównaniu z osobami bezdzietnymi silniejszego konfliktu rodzina–praca doświadczają badani rodzice. Istotnym czynnikiem skorelowanym z konfliktem praca–rodzina i rodzina–praca jest liczba godzin pracy dziennie. Z konfliktem praca–rodzina wśród matek istotnie koreluje wysokość dochodu. Ten sam konflikt jest silniej doświadczany przez osoby z okresu średniej dorosłości. Wnioski: Płeć i wiek pozostaje w istotnej zależności z doświadczaniem konfliktu praca–rodzina i rodzina–praca. Med. Pr. 2014;65(4):521–533

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Analiza Psychometrycznych Właściwości Polskiej Wersji Skali do Pomiaru Konfliktu Praca-Rodzina

72%

Radkiewicz P., Widerszal-Bazyl M.

Psychological Studies

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2011

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vol. 49

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issue 2

5-17

PL

Artykuł przedstawia polską adaptację skali do pomiaru konfliktu Praca-Dom (WFC) i Dom-Praca (FWC) autorstwa Dawn Carlson i współpracowników (2000). Praca koncentruje się na trzech aspektach psychometrycznych właściwości narzędzia: rzetelności, trafności czynnikowej i trafności teoretycznej. W części empirycznej wykorzystano dane z badania przeprowadzonego na grupie 261 osób pracujących na stanowiskach kierowniczych różnego szczebla. Analizy korelacyjne wskazują, że zarówno wskaźniki globalne, jak i podskale mierzące różne formy konfliktu, posiadają zadawalającą rzetelność wewnętrzną. Rezultaty konfirmacyjnej analizy czynnikowej pokazują z kolei, że model Carlson, w porównaniu do szeregu alternatywnych modeli, odznacza się największą trafnością czynnikową. Pomimo pewnych mankamentów globalne wymiary WFC i FWC oraz ich subwymiary posiadają szereg zewnętrznych ko-relatów, których wzorzec wskazuje na dość wysoką trafność teoretyczną narzędzia.

9

Telepraca – ujęcie definicyjne, poruszane problemy i zalecenia na przyszłość

58%

Hauk M., Wyższa Szkoła Humanistyczno-Ekonomiczna w Łodzi

Acta Universitatis Lodziensis. Folia Psychologica

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2008

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vol. 12

EN

The aim of this article is to describe the notion of telework and show the most popular aspects of telecommuting. Detailed review of the literature points out that there is no one, widely accepted definition of telework. Thus, for the purpose of this article, telecommuting is defined as “Every sort of money-gained activity, caused by external motivation of the individual and/or induced by the organization, no matter what is the extent of time spent on teleworking. What is very important is the fact that teleworking is connected with fulfilling the obligations in a flexible way, outside the conventional workplace, with the use of available telecommunications or computer-based technology to transport it’s effects”. Further investigation of the literature shows that 3 aspects are being the most popular among telework researchers: 1) demographic and psychological characteristic of telecommuting individuals, 2) causes of teleworking, 3) outcomes of teleworking, such as: increased productivity, organizational loyalty, satisfaction and high morale, decreased level of stress and positive work-life balance. Majority of the surveys have got plenty of methodological limitations, thus the results are not to be generalized on wider population. Moreover, obtained data varies in different studies, so that telework with all it’s aspects needs further investigation. At the end of the article there are proposed new directions for the future research.

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Osobowościowe predyktory równoważenia ról zawodowych i rodzinnych wśród kobiet

Diverging paths among Central Eastern European mothers? The degree of incongruity between employment preferences and their actual experiences (1994-2012)

Práce z domova, konflikty mezi prací a rodinou a kvalita partnerství v době pandemie covidu-19

Association between psychosocial characteristics of work and presenteeism: A cross-sectional study

Człowiek dorosły wobec wymagań związanych z funkcjonowaniem w różnych sferach życia: zawodowej i rodzinnej

The relationship between work-family conflict and family-work conflict, and self-esteem and emotional intelligence among managers

Konflikt praca–rodzina i rodzina–praca w aspekcie różnic międzypłciowych i międzypokoleniowych

Analiza Psychometrycznych Właściwości Polskiej Wersji Skali do Pomiaru Konfliktu Praca-Rodzina

Telepraca – ujęcie definicyjne, poruszane problemy i zalecenia na przyszłość