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1

Etyka pracy i motywacja do pracy osób z różnych grup wiekowych – podobieństwa i różnice

100%

Chrupała-Pniak M., Grabowski D., Chudzicka-Czupała A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

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issue 1(16)

107-118

EN

The paper focuses on issues of work motivation and work ethic believes presented by members of orga- nizations. Ryan Deci’s Self Determination Theory (2000) and Weber’s work ethic concept (2011) serve as a theoretical basis for the explanation of work attitudes. The aim of our research is to present how the generational affiliation differentiate work ethic and work motivation in three groups of employees. The sample consists of 312 employees from Polish organizations in various industries. The study did not confirm any differences between age groups in their attitude towards work (work ethic), except from the acceptance of hard work. Young workers value the hard work more than others and they believe it leads to success. Significant differences also have been confirmed in the case of amotivation (scores higher for older employees) and external regulation (lower scores in older workers).

2

The work ethic and social change in the Czech republic and Slovakia - a modernisation theory perspective:

88%

Kozák M.

Sociologický časopis. Czech Sociological Review

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2020

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vol. 56

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issue 6

741-766

EN

The article investigates long-term trends in the work ethic in the Czech Republic and Slovakia from the perspective of modernisation theory. In particular, it examines whether the work ethic in the two culturally similar societies decreased during the years of growing material prosperity and whether this trend originated in intergenerational population replacement. The study uses data from three pooled waves of the European Values Study (EVS) covering the period 1999-2017 to which it applies the linear decomposition technique and multivariate statistical analysis. The results show that, even though the work ethic decreased in the Czech Republic and increased in Slovakia, intergenerational population replacement contributed to its weakening in both countries. Furthermore, the results indicate that the reason this process dominated the overall trend in the Czech Republic but not that in Slovakia may be the historical differences in levels of socioeconomic development and the different paces of population replacement. Finally, tentative evidence in favour of modernisation theory is presented, indicating that population replacement universally contributed to a decrease in the work ethic in all the other European countries with comparable EVS data.

3

Rola trenera w kształtowaniu postawy etycznej urzędnika administracji publicznej

88%

Król J.

Przegląd Prawa Publicznego

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2012

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issue 7-8

95-109

EN

Actually public administration is concentrated on carrying out their own tasks and civil servants use ethical aspects very infrequently in making decisions. In Poland we do not have general acts as Ethical Code with binding force for whole country. That is why civil servants do not use ethical standards or they forget to use them at work. The main purpose of publication The role of coach for civil servant’s ethical attitude in public administration is showing the tool, which will be helpful for civil servants to use ethical standards at their work. Coach is the greatest solution for public administration. This is the person, who has professional preparation for working with civil servants. Coach has to help to discover resources which are hidden in civil servants. It is obligatory to use them at work in the future. Coach should streamline to make decisions by using polish law system and ethical standards. Today system law in Poland do not have general Ethical Code without binding force and sanctions. Civil servants try to use their own ethical system. Of course in Poland we can find minor regulations which are connected with ethical behavior, for example the statute about civil servants. The most important is the article number 76 which make about impartiality as a duty of civil servants. If civil servants decided to take a bribe, they would have to be responsibility for act. The bribery is one of the serious way breaking impartiality. Moreover in publication we can read about preventive action of coach. Civil servants need help during decision process to make decision quickly and aptly. If they feel inside that their solution is by law and their own rules, they will be highly effective and they will not do corruptive acts. The most dangerous situation for civil servant is insecurity. Coach is a person who has to remove this state of mind. Of course coaches are connected their own ethical regulations. They have International Coaching Federation (ICF) and International Coaching Community (ICC). Coach will secure strong, impartial and efficient public administration. Cooperation between coach and civil servant is indispensable to understand a problem. Coach is responsibility to use all regulations which work in polish system law and they have to help find new solutions.

4

Jaka jest przyszłość niemieckiego teatru?

88%

Głowacka A.

Didaskalia. Gazeta Teatralna

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2022

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issue 167

33-56

EN

This article discusses the transformations taking place in German theatre, triggered by the #MeToo movement. In Germany, these began in 2018 with the sexual harassment accusation of a prominent film and television director and producer, Dieter Wedel, although the activism of organisations drawing attention to violence against women began much earlier. Subsequent cases of harassment and violence in the workplace revealed in the media have prompted the theatre and film community to discuss corrective action on a systemic level. The article discusses both the actions taken by various organisations and associations, such as the Deutscher Bühnenverein (German Stage Federation), the Themis association or the non-profit organisation ensemle-netzwork, as well as research conducted in Germany (among others by Thomas Schmidt) on abuses of power in theatre and film. Their results clearly indicate the need for equality, anti-violence and anti-discrimination measures in the film and theatre industry, as well as a change towards a more democratic management model.

5

Uspołecznianie ryzyka i strat w sytuacji kryzysu gospodarczego

88%

Walczak-Duraj D.

Prakseologia

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2014

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issue 155

13-40

EN

This article identifies the main reasons that contributed to the wider phenomenon of shifting the consequences of risk and loss toward society during the global economic crisis. It is about risk and losses, both economic and psychological, in the process of making personal financial decisions. The assumption is that the process of shifting the risk and losses is associated with a parallel process of appropriating life chances especially the economic benefits of investment banks across the world. Globalization and digitization of the economy, falling depreciation standards’ of ethical business and instrumentalization its ethical values and processes of digitization of society had influenced the changes in the social structure and the content and format (including forms of employment) of contemporary work. This article presages a planned study on the processes of the instrumentalization of work attitudes that contribute to the individualization, dispersion and inconsistency of the work ethic in Poland.

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Work Attitudes and Work Ethic as Predictors of Work Engagement among Polish Employees

75%

Czerw A., Grabowski D.

Polish Psychological Bulletin

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2015

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vol. 46

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issue 4

503-512

EN

The purpose of this study was to investigate the relationship between work engagement and the psychological traits of employees, such as attitudes towards work and work ethic. Additionally, the study included demographic characteristics of employees and organizational characteristics. Research was conducted using the Polish adaptations of two well known methods: Multidimensional Work Ethic Profile and Utrecht Work Enagagement Scale, as well as the Work Attitude Questionnaire (WAQ) - a new Polish method. 360 adult employees of two large Polish regions took part in the study. The analysis showed a significant influence of hedonic-autotelic attitude, as well as four dimensions of work ethic on work engagement. It seems to be an important conclusion that work engagement turned out to be far more determined by the subject’s psychological traits than demographic and organizational ones. These results, indicating the special role of the perception of work as a central value, can be used only in the area of attitudes towards work formed during adolescence (e.g., at school, in career counseling) but also in the area of motivating the employees by the organization.

7

Praca jako obowiązek a praca jako źródło satysfakcji. Studium historyczne roli i znaczenia pracy w dziejach Polski (po 1945 roku)

75%

Kamosiński S., Kazimierz Wielki University in Bydgoszcz, slawomirkamosinski@ukw.edu.pl

Annales. Etyka w Życiu Gospodarczym

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2016

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vol. 19

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issue 2

EN

The paper presents an analysis of the ethical, political and economic aspects of human work within two Polish historical periods – the years of the People’s Republic of Poland and after 1989. The starting point for the analysis was the assumption that every time period, each age, leaves a mark on man’s work. Analysis of the People's Republic of Poland period gives an opportunity to consider human work understood as a duty and right of every human guaranteed by the Constitution of 1952. Questioning the principles ruling the labour market by the ideologists of the People’s Republic of Poland and, as a consequence, the politicization of labour, resulted in the collapse of the work ethic. Work, as it was at that time a commonly available good, lost its value, regarded as the source of life satisfaction, and thus became ridiculed. After 1989, in relation to the de-politicization of the Polish labour market, the employee became active in searching for a job. The phenomenon of unemployment resulted in competition on the labour market and the employer was thus given the opportunity to freely select a group of employees. As a result, the employer became a distributor of a ‘rare commodity.’ That, in turn, led to the situation where the approach of employers towards employees turned into the employer's diktat. It is the employer who determines the conditions of employment, standards of work and place of work. A lack of alternative that many employees face often makes them accept the dictated conditions of work. What is more, in Poland we deal with the insufficiently developed participation of employees in managing the enterprises, which is an effect of breaking off the bilateral dependency of employee and employer.

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Poczucie koherencji, etyka pracy jako predyktory zadowolenia z pracy

75%

Grabowski D., Rachwaniec-Szczecińska Ż.

Rozprawy Społeczne

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2015

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vol. 9

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issue 3

61-67

PL

Artykuł przedstawia związki między etyką pracy i poczuciem koherencji a zadowoleniem z pracy. Przyjmując, że etyka pracy jest systemem postaw i przekonań wobec pracy zawodowej, a poczucie koherencji systemem postaw i przekonań wobec całości życia, a dokładniej wobec sytuacji trudnych, przeprowadzono analizy regresji, w których składniki poczucia koherencji oraz wymiary etyki pracy były predyktorami zadowolenia z pracy. Badania przeprowadzone z użyciem Kwestionariusza Orientacji Życiowej, Wielowymiarowego Profilu Etyki Pracy oraz Skali Satysfakcji z Pracy objęły próbę 300 pracowników różnych organizacji. Wieloraka hierarchiczna analiza regresji i analiza dominacji pokazały, że istotnymi predyktorami zadowolenia z pracy są: poczucie sensowności, poczucie zaradności, spostrzeganie pracy jako wartości centralnej oraz wartościowanie ciężkiej pracy. Badania pozwalają przypuszczać, że związane ze sobą - będące źródłem zdrowia – poczucie koherencji oraz etyka pracy są źródłem zadowolenia z pracy.

EN

The article describes the connections between the work ethic, sense of coherence and job satisfaction. Assuming that the work ethic is a system of attitudes and beliefs regarding the professional work and that the sense of coherence is a system of beliefs regarding the entire life, or more precisely, beliefs regarding difficult situations, a regression analysis was carried out in which the two constituents; the sense of coherence and work ethics were predictors of the job satisfaction. The research was carried out by means of the Life Orientation Questionnaire, Multidimensional Work Ethic Profile and Scale of Job Satisfaction and included 300 employees from varied organizations. The multiple hierarchical regression analysis and the analysis of dominance have shown that the essential predictors of job satisfaction are: the sense of meaningfulness, sense of resourcefulness, perception of work as a central value and the valuation of hard work. The above studies suggest that the connected with each other - and being the source of one’s well-being – the sense of coherence and work ethic are the source of job satisfaction.

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Kto bywa cyniczny w pracy? Zaangażowanie w pracę, przywiązanie do organizacji i etyka pracy a cynizm organizacyjny

63%

Chudzicka-Czupała A., Grabowski D., Adamek D.

Zarządzanie Zasobami Ludzkimi

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2017

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issue 1(114)

69-86

PL

W artykule omówiono zmienne, które są ważnymi korelatami cynizmu organizacyjnego, oraz dokonano przeglądu wyników badań na temat zależności między tymi zmiennymi a cynizmem. Ukazano też wyniki badań własnych na temat związków cynizmu organizacyjnego z zaangażowaniem w pracę, przywiązaniem do organizacji oraz poszczególnymi wymiarami etyki pracy: stosunkiem do ciężkiej pracy i wiary w jej sens, do odraczania gratyfikacji, czasu wolnego i polegania na sobie, oraz przeprowadzono ich dyskusję.

EN

The article discusses variables that are considered to be essential correlates of organizational cynicism. Moreover, a review of research on the relationship among these variables is presented. The results of the authors’ research proved the existence of relationship between organizational cynicism and work engagement, organizational commitment, and individual dimensions of the work ethic: attitude to hard work and belief in its significance, delayed gratification, free time, and self–reliance. A discussion covering these topics is also included.

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Etyka pracy i przywiązanie organizacyjne a wypalenie zawodowe

51%

Grabowski D., Chudzicka-Czupała A., Chrupała-Pniak M., Rachwaniec-Szczecińska Ż., Stasiła-Sieradzka M., Wojciechowska W.

Medycyna Pracy

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2019

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vol. 70

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issue 3

305-316

EN

Background This work aims to present the results of a research study on the relations between work ethic, organizational commitment and job burnout. The authors investigated a sample of employees representing different industries and companies, e.g., lawyers, IT specialists, medical doctors, clerks, teachers and railwaymen (N = 335). Material and Methods The research study was based on the Job Demands−Resources model. The work ethic measured by the Polish adaptation of the Multidimensional Work Ethic Profile consisted of 8 factors: the value of hard work, work as a central value of life, unwillingness to waste time, aversion to free time, delayed gratification, self-reliance, morality, and work as a moral duty. The organizational commitment measured by the Organizational Commitment Scale consisted of 3 components: affective commitment, normative commitment and continuance commitment. To measure job burnout, the Polish adaptation of the Link Burnout Questionnaire was used, which is composed of 4 dimensions of burnout: psycho-physical exhaustion, relationship deterioration, the sense of professional failure, and disillusion. Results The study shows that work ethic dimensions and organizational commitment are negatively correlated with job burnout. Significant predictors which can reduce job burnout include work as a moral duty, the value of hard work, work as a central value of life, aversion to free time and morality as dimensions of work ethic and affective commitment. Conclusions Some dimensions of work ethic and organizational commitment constitute job resources and can decrease job burnout. Work ethic, and affective and normative commitment reduce the sense of disillusion. Med Pr. 2019;70(3):305–16

PL

Wstęp Artykuł prezentuje wyniki badań nad związkami etyki pracy i przywiązania organizacyjnego z wypaleniem zawodowym, dokonanych na próbie pracowników różnych firm i zawodów: prawników, informatyków, lekarzy, kolejarzy, urzędników oraz nauczycieli (N = 335). Materiał i metody Badania przeprowadzono zgodnie z modelem Wymagania–zasoby pracy. Etyka pracy została zbadana za pomocą Wielowymiarowego profilu etyki pracy, mierzącego 8 czynników: spostrzeganie pracy jako wartości moralnej, wartościowanie ciężkiej pracy, traktowanie pracy jako centralnego elementu życia, niechęć do marnowania czasu, niechęć do czasu wolnego, odraczanie gratyfikacji, poleganie na sobie oraz gotowość do uczciwego postępowania. Przywiązanie do organizacji zmierzono Skalą przywiązania do organizacji, która obejmuje 3 wymiary: przywiązanie afektywne, normatywne oraz przywiązanie trwania. Wypalenie oceniono za pomocą Kwestionariusza wypalenia zawodowego (polska adaptacja Link Burnout Questionnaire), który mierzy 4 wymiary wypalenia: wyczerpanie psychofizyczne, brak zaangażowania w relacje z klientami, poczucie braku skuteczności zawodowej oraz rozczarowanie. Wyniki Wyniki badań pokazały, że wymiary etyki pracy oraz przywiązania do organizacji korelują negatywnie z wymiarami wypalenia. Istotnymi predyktorami obniżającymi wypalenie w ramach etyki pracy okazały się: traktowanie pracy jako wartości moralnej, wysokie wartościowanie ciężkiej pracy, traktowanie pracy jako wartości centralnej w życiu, niechęć do czasu wolnego i gotowość do uczciwego postępowania oraz przywiązanie afektywne. Wnioski Wybrane wymiary etyki pracy i przywiązania do organizacji pełnią rolę zasobów osobistych, obniżających poziom wypalenia zawodowego. Etyka pracy oraz afektywne i normatywne przywiązanie do organizacji zmniejszają rozczarowanie pracą. Med. Pr. 2019;70(3):305–316

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Etyka pracy i motywacja do pracy osób z różnych grup wiekowych – podobieństwa i różnice

The work ethic and social change in the Czech republic and Slovakia - a modernisation theory perspective:

Rola trenera w kształtowaniu postawy etycznej urzędnika administracji publicznej

Jaka jest przyszłość niemieckiego teatru?

Uspołecznianie ryzyka i strat w sytuacji kryzysu gospodarczego

Work Attitudes and Work Ethic as Predictors of Work Engagement among Polish Employees

Praca jako obowiązek a praca jako źródło satysfakcji. Studium historyczne roli i znaczenia pracy w dziejach Polski (po 1945 roku)

Poczucie koherencji, etyka pracy jako predyktory zadowolenia z pracy

Kto bywa cyniczny w pracy? Zaangażowanie w pracę, przywiązanie do organizacji i etyka pracy a cynizm organizacyjny

Etyka pracy i przywiązanie organizacyjne a wypalenie zawodowe