Search results

1

The Credibility of Goal Priming Research in Work and Organizational Psychology

100%

Latham G. P.

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2020

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vol. 23

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issue 3

213-226

EN

Four criteria attest to the credibility of subconscious goal effects on organizational related behavior. First, the findings support hypotheses derived from goal setting theory. Second, the empirical experiments, conducted in both laboratory and field settings, have both internal and external/ecological validity. The dependent variables include brainstorming, negotiations, task/job performance, and satisfaction with customer service. Third, the results of these experiments have been shown to be robust with regard to exact and conceptual replications. Fourth, a meta-analysis has shown the practical as well as the theoretical significance of these findings. A goal primed in the subconscious and a consciously set goal have additive effects on job performance and negotiations.

2

Decyzje ekonomiczne w świetle etyki – studium przypadków

100%

Chmielewska M., Hermanowski T.

Społeczeństwo i Ekonomia

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2015

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issue 2(4)

24-48

EN

By adopting an empirical and rational approach, this article investigates the influence of ethics on decision-taking in business based on case studies dating back to 50 years ago. It contrasts theoretical principles of ethics and the actual market activities of businesses by taking a closer look at two ethically controversial events from the automotive and pharmaceutical industry where human life and health was at risk. The foregoing analysis demonstrates that, where profit maximisation is at stake, businesses are prompted to take advantage of imprecise laws or absence of legal provisions, and manipulate data to protect its interests at the expense of product liability and consumer/patient safety.

3

Rola cech osobowości w zachowaniach organizacyjnych

100%

Rostowski J.

Acta Universitatis Lodziensis. Folia Psychologica

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2001

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vol. 05

4

Development and Validation of Work Environment Services Scale (WESS)

88%

Patrick H., Kareem J.

Central European Management Journal

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2021

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vol. 29(2)

89-120

EN

Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.

5

Etyczne aspekty zachowań politycznych w organizacji

75%

Pilch P.

Prakseologia

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2013

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issue 154

73-96

EN

The aim of this article is to contribute to a conceptualization of organizational politics and introduce problems of ethical aspects of political behavior. Using different ethical theories, I seek to provide a context in which to evaluate organizational politics. Implications for further studies conclude the article.

6

Zwinne zarządzanie zasobami ludzkim w świetle badań eksperckich

75%

Świątek-Barylska I.

Zarządzanie Zasobami Ludzkimi

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2019

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issue 2(127) „ZZL w kontekście wyzwań współczesnego rynku pracy, nowych modeli biznesowych i zarządzania publicznego”

57-70

PL

Celem artykułu jest przybliżenie koncepcji zwinnego zarządzania zasobami ludzkimi oraz zebranie wstępnych informacji dotyczących implementacji tego podejścia w praktyce. W artykule zaprezentowano wyniki badań eksperckich na ten temat. Eksperci wskazali na możliwości i ograniczenia zastosowania podejścia zwinnego w zakresie praktyk HR. Przeprowadzone postępowanie ma charakter badań jakościowych i stanowi fazę wstępną pogłębionych badań mieszanych.

EN

The aim of the article is to present the concept of agile human resource management as well as to gather preliminary information on the implementation of this approach in practice. The article presents the results of expert research on the applicability of the concept. Experts have pointed to the potential and limitations inherent in using an agile approach in the field of human resource practices. The character of this work is one of qualitative research. It constitutes a preliminary phase to in–depth mixed research.

7

Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control

75%

Baka Ł.

International Journal of Occupational Medicine and Environmental Health

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2019

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vol. 32

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issue 6

777-795

EN

Objectives Drawing on the stressor-emotion model, the study aimed to identify some predictors of the active and passive types of counterproductive work behavior (CWB). Specifically, 1) the direct effect of bullying on CWB, 2) the 2-way interaction effects of the Dark Triad (DT) and job control (JC), as well as 3) the 3-way interaction effect (DT×JC) on the bullying-CWB link were investigated. Material and Methods Data were collected from 659 white- and blue-collar workers. The 2- and 3-way interactional effects were analyzed by means of PROCESS macros. Results The analysis showed that high bullying was directly related to high active and passive types of CWB. The 2- and 3-way interactional effects were observed but only in relation to active (not passive) CWB. Bullying was associated with active CWB when the Dark Triad and job control were high. Conclusions The study showed different ways of both types of CWB development. The findings provide further insight into processes leading to an increase in active and passive CWB. Int J Occup Med Environ Health. 2019;32(6):777–95

8

Specyfika funkcjonowania polskiej Policji w relacji z oceną zachowań organizacyjnych w niej istniejących

75%

Murat B.

Zeszyty Naukowe ZPSB Firma i Rynek

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2018

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issue 2(54)

49-57

PL

W artykule na tle przedstawionego modelu i zasad funkcjonowania polskiej Policji podjęta została próba charakterystyki i oceny przyjętych i stosowanych w niej zachowań organizacyjnych. Autor odnosi się przy tym do wyznaczników jakie za pożądane w organizacji wskazuje nauka zarządzania. Zostaje podkreślone, że pomimo istnienia od wielu lat negatywnych zachowań organizacyjnych zarówno w kontekście wewnętrznym jak i zewnętrznym, które rzutują na jakość pracy Policji, nie podejmuje się skutecznych kroków mających rozwiązywać czy też zapobiegać występowaniu przedmiotowych problemów. Autor jest przekonany o konieczności kontynuowania dyskusji w tym temacie, która ostatecznie powinna służyć wypracowaniu optymalnego modelu zarządzania polską Policją.

EN

In the article, against the background of the presented model and principles of functioning of the Polish Police, an attempt was made to characterize and evaluate the organizational behaviors adopted and used in it. The author refers to the determinants which management science deems desirable in the organization. It is emphasized that despite the existence of negative organizational behaviors for many years, both in the internal and external context that affect the quality of the work of the Police, no effective steps are taken to solve or prevent the occurrence of these problems. The author is convinced of the need to continue the discussion on this topic, which should ultimately be used to develop an optimal model for managing the Polish Police.

9

„Jasne” i „ciemne” strony osobowości pracownika w organizacji. Przegląd wyników badań

63%

Bajcar B.

Zarządzanie Zasobami Ludzkimi

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2019

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issue 1 (126)

73-83

PL

Istnieje wiele dowodów empirycznych, że cechy osobowości są ważnym predyktorem zachowań organizacyjnych. Najczęściej są opisywane funkcje adaptacyjne „jasnych” cech i dysfunkcjonalne skutki „ciemnych” cech osobowości. Celem artykułu była synteza faktów empirycznych, odpowiadających na pytania, jakie są „ciemne” strony pozytywnych cech i jakie są „jasne” strony negatywnych cech osobowości. Rezultaty badań pokazały swoistą ambiwalencję cech, która jest marginalizowana w ocenie profilu kompetencji pracownika. Wiedza na temat wieloznacznej roli osobowości w pracy może ułatwić organizacjom podniesienie skuteczności ZZL w rekrutacji, rozwoju pracowników i rozwiązywaniu problemów organizacyjnych.

EN

There is an empirical evidence that personality traits are an important predictor of organizational behavior. In the literature the adaptive functions of bright traits, and dysfunctional aspects of dark personality traits were most often described. The aim of the paper was a synthesis of the empirical findings, answering the questions, what are the "dark" sides of positive traits and what are the "bright" sides of negative personality traits. The research showed a specific ambivalence of personality traits, which is underestimated in the evaluation of the employee's competencies. Knowledge about the ambiguous role of personality in the work can help the organizations to improve the efficiency of HRM in recruitment, employee development and solving organizational problems.

10

Corporate social responsibility and corporate social irresponsibility

63%

Stachowicz-Stanusch A., Amann W.

Organizacja i Zarządzanie : kwartalnik naukowy

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2017

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vol. nr 4

107--115

EN

Expectations for contemporary corporations include not only their conduct in accordance with law and standards but also their social responsibility. However, even incorporation of CSR concept into strategy does not guarantee the absence of socially irresponsible practices. This paper presents a comparison of these two concepts – corporate social responsibility and corporate social irrespinsibility (CSI) – and explains why they are not simply opposing approaches.

11

Wpływ zachowań organizacyjnych na skuteczność zarządzania jakością

63%

Trela A.

Polish Journal of Materials and Environmental Engineering

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2023

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vol. 6(26)

36-45

EN

The impact of organizational behavior on the effectiveness of quality management is an important research area undertaken by many researchers over recent years. Research shows that employee behaviors such as commitment, communication, motivation and teamwork influence the quality of products or services offered by the company, and thus customer satisfaction. In the light of conducted research, adopting appropriate behaviors and organizational culture may contribute to increasing the effectiveness of quality management and improving the organization's results. This is why understanding these issues is crucial for organizations trying to improve their quality management process. Employee behavior can influence the effectiveness of quality management in several ways. Engaged employees are more likely to be involved in improving processes and products, which translates into higher quality. Effective communication facilitates the resolution of quality problems and the rapid transfer of information. In turn, motivated employees often take up quality improvement initiatives and try to achieve set goals. Taking into account the above considerations and the growing importance of organizational culture in management, especially in the area of quality management, the question arises: whether it is possible to influence the effectiveness of quality management through organizational behavior? This question inspired the author to achieve the goal of solving the research problem regarding the inclusion of cultural aspects in quality management. To achieve the assumed goal, a literature review was carried out in the area of conditions and types of organizational behavior and quality management to present the relationship between behaviors and the effectiveness of the quality management system. The obtained results allowed for the identification of key behaviors that to the greatest extent shape the functioning of quality management systems. Among them, commitment and motivation play a key role, which, with the support of strong pro-quality leadership, is most reflected in the frequency of pro-quality initiatives, which leads to an increase in quality, customer satisfaction and achieving better competitiveness on the market.

Refine search results

The Credibility of Goal Priming Research in Work and Organizational Psychology

Decyzje ekonomiczne w świetle etyki – studium przypadków

Rola cech osobowości w zachowaniach organizacyjnych

Development and Validation of Work Environment Services Scale (WESS)

Etyczne aspekty zachowań politycznych w organizacji

Zwinne zarządzanie zasobami ludzkim w świetle badań eksperckich

Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control

Specyfika funkcjonowania polskiej Policji w relacji z oceną zachowań organizacyjnych w niej istniejących

„Jasne” i „ciemne” strony osobowości pracownika w organizacji. Przegląd wyników badań

Corporate social responsibility and corporate social irresponsibility

Wpływ zachowań organizacyjnych na skuteczność zarządzania jakością