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Uwarunkowania zaangażowania organizacyjnego pracowników – przykład inżynierów

100%

Kmiotek K.

Nauki o Zarządzaniu

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2016

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issue 2(27)

81-90

EN

The paradox of the modern labor market which relies on the talent deficit in conditions of high unemployment rate tends to have a closer look at the category of organizational commitment. It is a specific relationship between an employee and an organization employing them, which means the identification with the goals and values of organizational readiness to act on its behalf and desire to stay in it. The aim of the article is to assess the organizational commitment of engineers and identify the factors affecting it. In the theoretical part of the article an analysis of terminology problems occurring in relation to the category of organizational commitment have been presented. For the studies the concept of organizational commitment by J.P. Meyer and N.J. Allen has been adopted. The concept consists of three dimensions: emotional, duration and normative. In the research part the results of research on the assessment of the level of organizational commitment of staff members in engineering (sample of 453 subjects) have been discussed and the relationship between organizational commitment and socio-demographic characteristics and evaluation of human resource management elements has been examined. The studies have shown that in a group of engineers the organizational commitment shows a significant statistical relationship with age of employees and a form of employment. This category is also affected by human resource management in a company.

2

The Relationship between Higher Education and the Workforce in Romanian Socialist Industry Case-study of the ‘23 August’ Factory

88%

Vasile V.

International Review of Social Research

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2014

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vol. 4

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issue 2

163-174

EN

This article presents the mechanisms used to integrate higher education graduates in socialist economic units. The case-study referring to the ‘23 August’ factory in Bucharest mainly relies on the files of Securitate, and those of the economic section of the Central Committee of the Romanian Communist Party. It also outlines the practical difficulties faced by various groups of higher education graduates – engineers, economic staff, human sciences graduates – as well as their efficiency within the communist industrial framework. The study combines the description and analysis of numerical allocation, the responsibilities and the results of the activities carried out by higher education graduates.

3

The 5I formula for successful staffing of scientific and research organizations

38%

Zehner II W. B., Zehner J. A.

Marketing Instytucji Naukowych i Badawczych

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2018

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issue 4(30)

19-34

EN

Scientists and engineers create the scientific and technological knowledge to generate societal and individual wealth and related economic growth. The article explores wealth creation, worldwide research and development (R&D) expenditures, US R&D expenditures by business, government, and academic organizations and economic sectors, and profiles the US science and technology workforce including recruiting and compensation costs. The process of recruiting scientists and engineers is profiled. Many technology based companies are currently using artificial intelligence algorithms to assess applicants’ technology knowledge and select the optimal job candidate. Are there non-technical personality traits which are equally important in recruiting scientists’ and engineers performance? What non-technical personality traits should a research and scientific organization assess to decide among position candidates? Five non-technical character traits to evaluate candidates in hiring decisions are intelligence, imagination, initiative, interpersonal skills, and integrity are explored. Specific questions to ask candidates are suggested to investigate each trait.

PL

Naukowcy i inżynierowie tworzą wiedzę naukową i techniczną, żeby generować społeczne i jednostkowe bogactwo, oraz powiązany z nim wzrost gospodarczy. Niniejszy artykuł zgłębia tematy tworzenia bogactwa, światowych wydatków na badania i rozwój (B&R), wydatki organizacji biznesowych, rządowych i akademickich oraz sektorów gospodarki na B&R w USA, oraz przedstawia charakterystykę amerykańskich pracowników zajmujących się nauką i technologią, łącznie z kosztami rekrutacji i wynagrodzenia. Proces rekrutacji naukowców i inżynierów jest sprofilowany. Wiele firm opierających się na technologii obecnie używa algorytmów sztucznej inteligencji do oceny wiedzy technologicznej aplikantów i wyboru optymalnego kandydata. Czy istnieją nietechniczne cechy osobowości, które są równie ważne dla sukcesu rekrutacji naukowców i inżynierów? Które nietechniczne cechy osobowości powinna brać pod uwagę organizacja naukowo-badawcza wybierając kandydatów na dane stanowisko? Pięć nietechnicznych cech osobowości badanych przy ocenie kandydatów i podejmowaniu decyzji o zatrudnieniu to: inteligencja, wyobraźnia, samodzielność, umiejętności interpersonalne, oraz uczciwość. Sugerowane są specjalne pytania do kandydatów mające na celu zbadanie każdej cechy

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Uwarunkowania zaangażowania organizacyjnego pracowników – przykład inżynierów

The Relationship between Higher Education and the Workforce in Romanian Socialist Industry Case-study of the ‘23 August’ Factory

The 5I formula for successful staffing of scientific and research organizations