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1

Wzorce aktywności studentów w Internecie

100%
Rudnicka P.
Psychologia Społeczna
|
2007
|
vol. 2
|
issue 3-4(5)
214-224
EN
This article presents characteristics of internet activity and their psychological determinants among students. Four groups of users, differing with respect to temporal and quantitative patterns of activity, were identified with the help of cluster analysis. The largest group were users whose activity can be described as balanced, followed by a group of heavy users and by two groups with limited activity due either to restricted internet access or to an unwillingness to use the internet. Results of statistical analysis showed that the four groups differed significantly on demographic variables and on psychological traits such as self-efficacy, internet and computer anxiety, and attitudes towards the Internet.
2

Predyktory organizacyjne dodatkowej pracy po godzinach za pośrednictwem technologii (TASW)

63%
Rudnicka P., Chrupała-Pniak M.
Zarządzanie Zasobami Ludzkimi
|
2019
|
issue 3-4(128) „Nowe trendy i różnorodność w bezpieczeństwie pracy"
163-174
PL
Dodatkowa praca po godzinach za pośrednictwem technologii (TASW, technology-assisted supplemental work) to nowe zjawisko wiążące się z przenoszeniem pracy do sfery życia prywatnego, będące konsekwencją rozwoju technologicznego. Wyniki prezentowanych badań potwierdzają wyższą tendencję do pracy zdalnej po godzinach w małych organizacjach, a także w firmach, w których panuje wspierający klimat. Także autonomia związana np. z pełnieniem ról menedżerskich, łączy się z wyższą tendencją do pracy po godzinach za pośrednictwem technologii. Wyniki analizy regresji wskazują, że konieczna jest dalsza eksploracja indywidualnych uwarunkowań TASW.
EN
Technology–assisted supplemental work (TASW) is a new phenomenon linked with work–life spillover, a consequence of technological development. The presented results of research confirm the greater tendency for remote working after hours in small organizations as well as in companies with a supportive climate. Furthermore, autonomy coupled with managerial roles, for example, is linked to a greater tendency to work after hours using technology. Regression analysis confirms that further exploration of individual TASW specificities is necessary.
3
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Technologie w zarządzaniu zasobami ludzkimi (eHRM) w małych i średnich firmach – walidacja modelu uogólnionej teorii akceptacji i korzystania z technologii (UTAUT)

51%
Rudnicka P., Chrupała-Pniak M., Pollak A.
Zarządzanie Zasobami Ludzkimi
|
2017
|
issue 5(118) "Kooperacja, współpraca, przyjaźń" [Collaboration, Cooperation & Friendship]
89-104
PL
Ostatnie lata przyniosły intensywny rozwój systemów informatycznych w obszarze zarządzania zasobami ludzkimi (tzw. e-HRM). W grupie małych i średnich przedsiębiorstw (MŚP) ich akceptacja i wdrożenie przebiega inaczej niż w dużych firmach ze względu na odmienny poziom zasobów i rolę właścicieli. Celem badań była weryfikacja użyteczności modelu uogólnionej teorii akceptacji i stosowania technologii (UTAUT) do przewidywania intencji i rzeczywistego korzystania z eHRM. Rezultaty potwierdziły istotność wpływu społecznego i postrzeganej przydatności technologii na intencję, jak również istotną rolę sprzyjających okoliczności w kształtowaniu rzeczywistego korzystania.
EN
Recent years have seen the intensive development of information systems in the field of human resource management—known as electronic HRM (eHRM). Their acceptance and implementation in the group of small and medium enterprises ran differently than in the case of large organizations. This is due to different levels of resources and the role of owners. The purpose of the study was to verify the suitability of the model based on the Unified Theory of Acceptance and Use of Technology (UTAUT) to predict behavioral intention and actual use of eHRM. The results confirmed the importance of social influence and performance expectancy regarding intention as well as the important role of facilitating conditions in shaping actual use of eHRM.
4
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Pojęcie allostazy i znaczenie czynników psychospołecznych dla przeciążenia allostatycznego jako wytyczne dla programów promocji zdrowego starzenia się

51%
Pollak A., Rudnicka P., Chrupała-Pniak M.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
|
2016
|
issue 1(20)
239-249
EN
The aim of this paper is to present the concept of allostasis and homeostasis and differences between these constructs, whose understanding is relevant to explain to cope with prolonged stress. In everyday life, homeostasis is responsible for the body’s adjustment to the conditions in which person lives. However, it does not cover all cases to conform to the requirements of the environment and the situation, hence the concept of allostasis could be a complement to it. It is to help explain the functioning of the unit in relation to changes in the susceptibility to subjectively perceived stressors and undertaken attempts to cope with the expected difficulties. Thus, the advantage of this construct is the opportunity to make a custom profile, stress response, illustrating responses and the ability to handle unusual situations, in the changing ambient conditions. The article presents an overview of psychosocial factors associated with the alostatic overload, which indicates as relevant to the development of programmes for the promotion of healthy ageing.
5
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Psychologiczne aspekty kompetencji relacyjnej jako korelaty subiektywnego dobrostanu związanego z pracą

51%
Chrupała-Pniak M., Pollak A., Rudnicka P., Więcek K.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
|
2016
|
issue 2(21)
71-88
EN
Relational competence is a kind of meta-organizational competence, defined as the ability to interact with a particular company’s stakeholders, allowing access to external knowledge and accelerating its transfer. The authors have defined the psychological aspects of relational competence as a positive psychological state of work involvement of an individual including: trust propensity and cooperation competence. The study also analyzes the level of internal and external motivation and autonomous motivation (SDT) to cooperate and individual ability to cope in inter-organizational cooperation. Occupational subjective well-being (SWB) was operationalized as an individual reaction on the change in the work environment (work-related stress). Another indicator of SWB variable is individual level of work engagement (UWES_9). The analyses confirm relations of trust propensity with both work engagement and work related stress and relations of cooperation competence with stress. Additionally, mediation analysis confirms indirect effect of trust propensity thorough autonomous motivation to work related stress.
6
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Pojęcie i pomiar gotowości wobec technologii

51%
Rudnicka P., Pollak A., Chrupała-Pniak M.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
|
2016
|
issue 2(21)
127-137
EN
The rapid development of technology is one of the major challenges of today’s organizations. The unprecedented capabilities offered by technology simultaneously create the demands of constant change and development of organizations themselves and their employees. For many years human-technology interaction in organization have remained in focus of interdiciplinary resarch, which resulted in several theories and models explaining technology acceptance. The aim of this paper is to present the state of the art in technology acceptance research and to introduce technology readiness theory (Parasuraman, 2000). Also the practical implications of technology readiness for human resources management will be discussed.
7
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Work Engagement – A Systematic Review of Polish Research

51%
Pollak A., Chrupała-Pniak M., Rudnicka P., Paliga M.
Polish Psychological Bulletin
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2017
|
issue 2
175-187
EN
Over the past decade work engagement has gained both business and academia attention. With growing number of studies and meta-analyses the concept of work engagement is one of the pillars of positive work and organizational psychology. This systematic review presents the current state of research on work engagement in Poland. Results confirmed that work-engagement studies have not yet reached the threshold to conduct meta-analysis. The review of measurement methods and synthesis of findings allows to identify strengths and gaps in Polish studies. Discussion of limitations and biases in current research is accompanied with urge to overcome them and develop thriving stream of research on work engagement.
8
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Różnice pokoleniowe w zakresie postrzegania regulacji wpływu w zespole pracowniczym - raport z badań

45%
Pollak A., Chrupała-Pniak M., Sulimowska-Formowicz M., Kożusznik B., Rudnicka P.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
|
2015
|
issue 1(16)
181-190
EN
The paper focuses on issues of the influence regulation in organizational teams. Lewin's Field Theory (1951) and Kozusznik's deinfluentization (DEI) concept (Kożusznik, 1996, 2005) serve as a theoretical basis for the explanation of influence regulation. The aim of our research is to present how the gener- ational affiliation differentiate the perception of the influence in the organizational teams. The sample consist of 975 employees from 250 randomly selected Polish organizations in various industries. Results of statistical analysis confirmed differences in the location of the influence source between employees of different ages. The diagnosis of generational differences in influence perception might be helpful for managing employees in mixed-age teams.
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