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1

Employee loyalty to the organization in the context of the form of employment

100%

Kot-Radojewska M., Timenko I. V.

Oeconomia Copernicana

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2018

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vol. 9

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issue 3

511-527

EN

Research background: Organizations that function in the contemporary, competitive economy attribute the increased importance to employee loyalty, which translates, to a large extent, into commitment to work. A loyal employee, strongly associated with the organization, is its valuable asset. On the other hand, in the dynamically changing reality, organizations more often use the alternative, flexible forms of employment, which are not only a response to the needs of the organization, but also employees themselves. Purpose of the article: The purpose of the paper is to examine the relationship between employee loyalty to the employer and the form of employment. Methods: The paper presents the results of research conducted by means of a diagnostic survey with the use of a questionnaire among 569 employees of manufacturing and service enterprises operating on the Polish market. Empirical data were collected from December 2015 to January 2016. The research process was based on the grounded theory and statistical analyses were conducted by means of the SPSS, assuming the level of significance at 0.05. In order to compare people with the different forms of employment, the Kruskal-Wallis test was used. Findings & Value added: The research results indicated that there are certain relationships between the form of employment and loyalty to the employer. A majority of the respondents believed that the form of employment influences the loyalty to the employer. A majority also rated the degree of their own loyalty to the employer high. Employees working under an indefinite duration employment contract rated the impact of the current form of employment on loyalty to the employer higher than people that have a fixed-term employment contract. The people who have an indefinite duration employment contract rated the degree of their own loyalty to the employer higher than people that have a fixed-term employment contract.

2

Work Ethos or Counter-Ideology of Work

75%

Walczak-Duraj D.

Warsaw Forum of Economic Sociology

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2016

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vol. 7

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issue 13

7-26

EN

While attempting to answer a question in the title of this paper first of all, basic intentions that inspired to formulate such a topic should be explained. The bottom line is whether in the reflections of representatives of sociology of work or sociology of economy, referring to contextual perception and analysis of labour relations in Poland, some focus should be put on the issues concerning redefining the essence and content of work ethos, or rather on an analysis of a set of factors, both of endogenic and exogenous nature, which contribute to a broadly understood counter-ideology of work. Therefore, this paper presents an attempt to indicate twofold types of phenomena and processes; on the one hand, those that influence a process of individualization and fragmentation of work ethos in Poland; on the other one, those which affect content of major motivation and interpretation schemes mentioned by employees, which may become presumptions to the development of counter-ideology of work. In such circumstances, a role of work ethos in creating economic harmony, which is a special case of axionormative harmony, decreases significantly and loses its explicitly social character while increasingly becoming only one of dimensions of individual identity, professional biography or a personality profile of an individual.

3

Nowe trendy gospodarcze a reguła domniemania zawarcia umowy o pracę

63%

Gersdorf M.

Acta Universitatis Lodziensis. Folia Iuridica

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2019

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vol. 88

35-41

EN

The paper in question refers to different bases for employment. The author is convinced that innovativeness of economy requires an increase in the share of task-based employment and civil law relations are better suited for this. In this context the author opposes the concept of presumption of an employment contract conclusion.

PL

Artykuł odnosi się do różnych podstaw zatrudnienia. Autorka wyraża przekonanie, że innowacyjność gospodarki wymaga zwiększenia udziału zatrudnienia zadaniowego, a do tego bardziej przystają stosunki cywilnoprawne. W tym kontekście sprzeciwia się koncepcji domniemania zawarcia umowy o pracę.

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1 Acta Universitatis Lodziensis. Folia Iuridica

1 Oeconomia Copernicana

1 Warsaw Forum of Economic Sociology

1 Gersdorf M.

1 Kot-Radojewska M.

1 Timenko I. V.

1 Walczak-Duraj D.

1 2019

1 2018

1 2016

Employee loyalty to the organization in the context of the form of employment

Work Ethos or Counter-Ideology of Work

Nowe trendy gospodarcze a reguła domniemania zawarcia umowy o pracę