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Ryzyko braku relacji zawodowych. Konstrukcja Skali Niepewności Zatrudnienia w Sytuacji Pandemii

100%
Chirkowska-Smolak T., Czumak M.
Człowiek i Społeczeństwo
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2021
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vol. 51
145-164
EN
In a pandemic situation, anxiety about work has added to anxiety about the perceived threat to health or life. Job insecurity is a stressor that causes deterioration of mental and physical health, but also leads to behaviors that have negative consequences for the organization. The anxiety related to fears about the future of work may be increased due to limited contacts with co-workers (remote work, forced downtime) and social isolation, while social support is one of the most important stress buffer factors. In this article, we present the results of research on the construction of a scale for measuring job uncertainty during the COVID-19 pandemic.
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Job insecurity and emotional disturbance of Polish employees during pandemic COVID-19

75%
Chirkowska-Smolak T., Chumak M.
Medycyna Pracy
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2021
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vol. 72
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issue 6
645-652
EN
BackgroundThe pandemic, as an event that is new and dangerous to the health and life of the population, has put employees at risk of losing their job and experiencing deteriorating working and employment conditions. In this situation, authors were particularly concerned with the extent to which job insecurity (both quantitative and qualitative) contributed to the deterioration of workers’ well-being.Material and MethodsThe study was carried out on 382 Polish employees in April and May 2020. The following research tools were used: the Job Insecurity in Pandemic Scale by Chirkowska-Smolak and Czumak and the Depression, Anxiety, Stress Scale (DASS-21) by Levibond and Levibond.ResultsThe quantitative and qualitative job insecurity were significant predictors of depression and stress, but they did not explain anxiety symptoms. The scope of the explained variance of these negative emotional states by concerns related to work and employment was not large (from 11% to 17.6%). The moderating role of perceived employability was confirmed only in the case of the relationship between qualitative job insecurity and depression, as well as quantitative job insecurity and stress. However, the increase in the explained variance was very small.ConclusionsUncertainty related to the maintenance of employment and concerns about the deterioration of working conditions due to the COVID-19 pandemic had an impact on emotional disturbances of employees, but they only explained some of the variance of depression and stress and did not affect the perceived level of anxiety. The smaller role of economic stress in the emergence of negative emotional states could be associated with the occurrence of much more serious threats to the health and life of the population in this period. The very low level of unemployment in Poland, which remained at a similar level throughout the pandemic despite the catastrophic forecasts of economists, could also have played an important role.
3
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Faculty’s turnover in private higher learning institutions: A phenomenal inquiry

75%
Ramasamy V., Abdullah N. H. B. A.
Business and Economic Horizons
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2017
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vol. Volume 13
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issue Issue 2
169-181
EN
The quality of the faculty is one of the most important components of higher education’s quality assurance. Turnover among faculty, however, could undermine the efficiency, productivity and in some occasions, threats the institution’s long-term survival. Preliminary interviews with human resource personnel of selected private higher institutions revealed a high turnover rate of 18%. This qualitative phenomenological study explored the reason on why faculty resigns their job. In-depth interviews were conducted with faculty members from 5 private universities in Malaysia, using purposive sampling. The NVivo 8 software was used to analyze the data thematically. Seven major themes emerged from the analysis including; employer image, availability of external job opportunities, social media bullying, unfair performance measurement, unfair compensation, work overload and job Insecurity. Although some emerging themes could be traced to previous literatures, an emerging theme of social media bullying warrants further scrutiny. The research results could help private universities to strategize how to minimize the high turnover rates while optimizing the levels of faculty retention. Furthermore, this research provides some initial insight on the role of social media bullying in turnover literature.
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Antecedents of Workplace Deviance: Role of Job Insecurity, Work Stress, and Ethical Work Climate

63%
Soomro S. A., Kundi Y. M., Kamran M.
Problemy Zarządzania
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2019
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issue 6/2019 (86)
74-90
PL
W opracowaniu zbadano w jaki sposób niepewność zatrudnienia wpływa na zachowania dewiacyjne pracowników. W celu sformułowania hipotez autorzy oparli się na teorii zachowania zasobów. Zasugerowali w nich, że niepewność zatrudnienia wykazuje dodatnią zależność ze stresem i zachowaniami dewiacyjnymi w miejscu pracy. Ponadto postawiono hipotezę, że etyczny klimat pracy działa jako moderator zależności między stresem a zachowaniami dewiacyjnymi. Z danych przekazanych przez 174 pracowników zatrudnionych w korporacjach wielonarodowych w Pakistanie wynika, że niepewność zatrudnienia ma wpływ na stres i dwa aspekty zachowań dewiacyjnych w miejscu pracy. Autorzy ustalili również, że etyczny klimat pracy zapobiega zarówno interpersonalnym, jak i organizacyjnym zachowaniom dewiacyjnym pracowników. JEL: E24, J24, J63, O15
EN
This study examines why and how job insecurity affects employees’ deviant behaviour at work. To develop our hypotheses, we build on the conservation of resources theory. Our hypotheses suggested that job insecurity would be positively related to work stress and workplace deviance. Moreover, an ethical work climate was hypothesised to moderate the relationship between work stress and workplace deviance. Using data from 174 employees working in Multi-National Corporations (MNCs) located in Pakistan, the findings indicated that job insecurity has consequences for work stress and two facets of workplace deviance. Further, we found that an ethical work climate prevents employees from both interpersonal and organisational deviant behaviour. JEL: E24, J24, J63, O15
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Multiplied insecurity. The Japanese classical musicians on the Polish and French labor market

51%
Kowalczyk B.
Problemy Polityki Społecznej. Studia i Dyskusje
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2018
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issue 43(4)
85-105
EN
The purpose of this article is to analyze the dynamics of trajectories of Japanese classical musicians residing in Europe — in Poland and France — who, by their professional qualifications, fall into a category of highly skilled professionals, yet at the same time experience their situation of migration similarly to economic migrants, or middling migration (Scott, 2006; Boyle, 2006). Among many factors shaping the European careers of Japanese migrant musicians, I will pay particular attention to the following combination of three elements: (1) structural and legal regulations that shape artistic labor market in general and the situation of migrant artists in particular, (2) the role of social and (3) cultural capital. The intersectional analysis of the professional situation of migrant-artists attempts to demonstrate how these musicians by their profession on the one hand and ethnic origins on the other are trapped into multiplied insecurity. This study rests on the material collected upon qualitative methods of individual, in-depth, semi-structured interviews conducted among 50 Japanese classical musicians in their mother tongue, as well as quantitative data (statistics of musical competitions, orchestras, music academies, etc.).
PL
Celem artykułu jest analiza dynamiki trajektorii japońskich muzyków klasycznych miesz-kających w Europie — w Polsce i we Francji — którzy dzięki swoim kwalifikacjom zawo-dowym należą do kategorii wysoko wykwalifikowanych profesjonalistów, a jednocześnie ich sytuacja migracyjna podobna jest do sytuacji migrantów zarobkowych lub tzw. middling migration (Scott, 2006; Boyle, 2006). Spośród wielu czynników kształtujących europejskie kariery japońskich muzyków migrantów szczególną uwagę zwrócę na następujące połą-czenie trzech elementów: (1) strukturalne i prawne regulacje, które kształtują artystyczny rynek pracy, a w szczególności sytuację zawodową artystów migrantów; (2) rolę kapitału społecznego oraz (3) kulturalnego. Zastosowanie intersekcjonalnej analizy czynników kształtujących sytuację zawodową artystów-migrantów pozwoli zrozumieć, w jaki sposób muzycy ze względu na swój zawód z jednej strony i pochodzenie etniczne z drugiej wpa-dają w pułąpkę zwielokrotnionej niepewności. Badanie opiera się na materiale zebranym metodą jakościowych wywiadów indywidualnych przeprowadzonych wśród 50 japońskich muzyków klasycznych w ich języku ojczystym, a także danych ilościowych (statystyki kon-kursów muzycznych, orkiestr, akademii muzycznych itp.).
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