Search results

1

Filozofia moralna jednostek jako przesłanka dobrych praktyk w biznesie

100%

Chudzicka-Czupała A.

Zarządzanie i Finanse

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2012

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vol. 1

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issue 3

535-546

EN

The study investigates the role of individual ethical ideology as a condition of good practices in business. As a result of a cluster analysis conducted on a sample group of 326 people employed in Polish organizations two subgroups were specified, differing in terms of ethical ideology. The two groups were subsequently compared to each other. Results of the research offer implications for the practice of moral awareness in organizations.

2

EMPATHY AND ETHICAL DECISION MAKING AT WORK

100%

Chudzicka-Czupała A.

Polish Journal of Applied Psychology

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2012

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vol. 10

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issue 1

169-185

EN

The study investigates the role of empathy as a predictor of ethical decision making at work. Ethical decision making was examined from two viewpoints: as an observer of unethical behaviour and as the perpetrator. Dimensions of ethical decision making were distinguished on the basis of the Jones issue-contingent model. To measure individual empathetic tendencies, The Empathy Questionnaire by Davis was used. Research results demonstrate that empathetic personality traits seem to be significant predictors for recognizing a moral issue, for forming moral judgements, and for establishing moral intents. The research offers implications for the practice of moral awareness in organizations.

3

Aktywność i poczucie własnej wartości a jakość życia ludzi starszych

63%

Chudzicka-Czupała A., Łyżnicka A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

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issue 2(17)

7-20

EN

Understanding the conditions of the ageing process accompanied by high standard of life demands to look more deeply at the elderly functioning in the context of their activity. Other important elements of life satisfaction within this life period can be individual and personal features, and self-esteem is among them. The aim is to establish if mentioned qualities are significant regarding life quality of the 55+ group age tested. This research was conducted among the participants of Third Age University. First step of the analysis was to check if and how the sample members are different in terms of their activity and self-esteem. As a result of a cluster analysis conducted on a sample two subgroups were specified, differing in terms of these qualities. The two groups were subsequently compared to each other in terms of their life quality in all four measured dimentions. The results show the existence of important statistically differences, which let us accept all the hypotheses.

4

Współczesne podejście do umierania i żałoby – etyczne aspekty mediatyzacji. śmierci

63%

Basek A., Chudzicka-Czupała A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2016

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issue 1(20)

375-385

EN

Nowadays, death has become a taboo. People usually die in sterile conditions of hospitals or hospices. Death is commonly not accepted, it is treated as a phenomenon so improper that it had better not even be discussed. People who lose their closest ones can rely on support from people around them less and less, due to loosening of social bonds and the individual anonymity in big cities. As a result, mourning is being experienced in isolation or, at best, within the few members of the closest family, which hinders the process of overcoming the pain and accepting the loss. The purpose of this article is to bring attention not only to the problems of those who have lost their family members, but also to the mediatization of death from the social point of view and its ethical aspect. Paradoxically, the more of a taboo death is considered in day-to-day life, the more reverse a process can be observed in media. Displaying the mourning within the Internet is a relatively new phenomenon and expresses the need to go back to experiencing death collectively. The presentation of death in the Internet frequently is aimed at shocking, interesting or to some extent entertaining the audience. There is a positive side to presenting death in media, too, which enables the switch from old rituals to new ones, getting acquainted with the occurrence of death, sympathizing with the mourners or the deceased, and showing support.

5

Wykluczenie społeczne osób chorych i niepełnosprawnych – aspekty etyczne. Psychologiczne koszty stygmatyzacji

63%

Chudzicka-Czupała A., Gałuszka A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2016

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issue 1(20)

47-58

EN

The main aim of this article is to review the theoretical concepts and selected studies relating to the stigmatization and exclusion of ill and disabled people, their sources, mechanisms and effects, with particular attention to the ethical dimension of this phenomenon. Psychological costs, understood as negative emotions, or some kind of psychological discomfort, are the result of differences between the states of the ideal and the real.Ill and disabled people are often subject to negative stereotypes that are unfounded, baseless, unjustified, unfair and harmful. It is very important to prevent stigmatization and social exclusion of these people, but to do this it is needed to diagnose the problem of stigmatization itself.

6

Przykład dobrych praktyk biznesowych CSR lokalnego przedsiębiorcy realizującego projekty pomocowe w ramach Programu Operacyjnego Kapitał Ludzki

63%

Dobrowolska M., Chudzicka-Czupała A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2016

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issue 1(20)

421-436

EN

The authors have described some examples of good business practices of CSR entrepreneurs who belongs to the SME sector of the province of Silesia and performs support activities for groups at risk of social exclusion in 2011-2015. The article briefly describes the theoretical background of corporate social responsibility and presents descriptions of selected examples of aid projects.

7

Mobbing w doświadczeniach pracowników zatrudnionych w elastycznych formach pracy i w spółdzielniach socjalnych

63%

Chudzicka-Czupała A., Dobrowolska M.

Zarządzanie Zasobami Ludzkimi

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2016

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issue 5(112) "Zarządzanie w organizacjach funkcjonujących na rynku multimediów"

117-140

PL

Artykuł prezentuje wyniki badań przeprowadzonych na próbie 2118 pracowników, zatrudnionych w elastycznych formach, tj.: na czas określony, w niepełnym wymiarze czasu pracy, na umowę cywilnoprawną, samozatrudnienie, telepraca, praca na zastępstwo, zatrudnienie tymczasowe i sezonowe. Ponadto badaniami objęto pracujących w spółdzielniach socjalnych. Analizie poddano dokonaną przez respondentów ocenę nasilenia doświadczania przez nich ze strony innych pracowników trzech rodzajów zachowań nieetycznych. Wyniki analizy potwierdzają, zjawisko mobbingu stosowanego przez współpracowników i zwierzchników wobec elastycznie zatrudnionych respondentów. Rezultaty niosą istotne implikacje praktyczne i wskazują kierunki dalszych badań.

EN

The article presents the results of empirical studies covering 2,118 respondents employed using various flexible forms of work: specified period of time employment, part–time employment, commission contracts, self–employed contractors, remote workers (telecommuters), substitutes, temporary workers, and seasonal workers. Additionally, people employed in social cooperatives were also encompassed by the study. Three forms of unethical behavior as experienced by respondents from their coworkers were analyzed. The results confirm that people employed in nontraditional forms of work do experience various forms of the mobbing phenomenon from their coworkers and superiors. These results carry significant practical implications and point to future research directions.

8

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

51%

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).

9

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

51%

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.

10

Ocena środowiska pracy i poczucie zagrożenia a nasilenie stresu w pracy wysokiego ryzyka – propozycja interwencji organizacyjnej

51%

Stasiła-Sieradzka M., Chudzicka-Czupała A., Grabowski D., Dobrowolska M.

Medycyna Pracy

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2018

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vol. 69

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issue 1

45-58

EN

Background The main purpose of this article was to examine, whether and to what extend an assessment of work environment and feeling of threat are associated with stress at work performed in health- and life-threatening conditions. Previous studies of the determinants of occupational stress have been carried out in relation to representatives of different occupational groups that are not, however, representatives of one organization. The research was also meant to provide practical guidance for a particular employer. Material and Methods The study was carried out in the factory of explosives. It involved 95 randomly selected employees of the production departments. Subjective evaluation of work was performed by the examined persons in the Areas of Worklife Survey. It allows to assess the functioning of the employee in the workplace and to recognize the discrepancies between the requirements of the organization and the needs, aspirations and abilities of the examined person. Feeling of insecurity at work was defined by using the Feeling of Danger at Work Survey. The level of stress was assessed using the Perceived Stress Scale (PSS-10). Results The workload and feeling of danger are relevant to the stress felt by the employees. The workload is also the mediator of the relations between the sense of danger and the stress felt by the examined employees. Conclusions At the level of manufacturing process management in an organization, there is a need to reduce the negative impact of physical and mental strain associated with haste and uncertainty. Med Pr 2018;69(1):45–58

PL

Wstęp Celem głównym badania było sprawdzenie, czy i w jakich wymiarach ocena środowiska pracy oraz poczucie zagrożenia wiążą się ze stresem odczuwanym w pracy w warunkach zagrożenia zdrowia i życia. Celem drugorzędnym była analiza tego problemu z perspektywy grupy zawodowej zatrudnionej w tej samej organizacji i wypracowanie praktycznych wskazówek dla konkretnego pracodawcy. Materiał i metody Badaniami objęto 95 losowo wybranych pracowników wydziałów produkcyjnych w fabryce materiałów wybuchowych. Subiektywnej oceny pracy dokonano z wykorzystaniem Kwestionariusza Obszary Życia Zawodowego, który pozwala na ocenę funkcjonowania pracownika w środowisku pracy i rozpoznanie niezgodności między wymaganiami organizacji a potrzebami, aspiracjami i możliwościami badanego. Poczucie zagrożenia w pracy określono przy użyciu Kwestionariusza Poczucia Zagrożenia w Pracy, a nasilenie stresu – Skali Odczuwanego Stresu (Perceived Stress Scale – PSS-10). Wyniki Obciążenie pracą i poczucie zagrożenia mają wpływ na stres odczuwany przez pracowników. Obciążenie pracą jest mediatorem relacji między poczuciem zagrożenia a stresem odczuwanym przez badanych. Wnioski Na poziomie zarządzania procesem produkcyjnym w organizacji wskazane jest zmniejszanie negatywnego wpływu obciążenia fizycznego i psychicznego, w tym związanego z pośpiechem i niepewnością. Med. Pr. 2018;69(1):45–58

11

Ocena obszarów życia zawodowego funkcjonariuszy Straży Granicznej a nasilenie stresu

51%

Chudzicka-Czupała A., Stasiła-Sieradzka M., Dobrowolska M., Kułakowska A.

Medycyna Pracy

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2018

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vol. 69

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issue 2

199-210

EN

Background Stress is associated with the performance of high-risk occupations. It can be defined as a set of reactions that results from mismatched working conditions and requirements to capabilities of an employee. People who differently assess these areas of work may experience varying degrees of stress. Material and Methods The total of 128 Border Guard officers took part in the test. A subjective assessment of areas of work was made by using the Areas of Worklife Survey. The Perceived Stress Scale (PSS-10) was used to examine the severity of stress. Results Three groups of examined people, differing significantly in the assessment of all areas of working life, were identified. Affiliation of the examined people to these groups explains 8% of the variability in the severity of stress. The results of the regression analysis allowed to consider the assessments of 3 areas of working life (control, rewards and workload) as important predicators of the severity of stress experienced by officers. The model turned out to be statistically significant, the variables included in the model explain 19% of the variability of the dependent variable. Conclusions The officers who assess the areas of working life differently, differ in terms of severity of the experienced stress. The severity of stress is significantly related to the ability to make independent decisions and to enjoy rewards. The stress experienced by Border Guard officers is mainly related to the assessment of the following areas of work: sense of control, rewards and workload. Med Pr 2018;69(2):199–210

PL

Wstęp Stres jest związany m.in. z wykonywaniem pracy w zawodach wysokiego ryzyka. Można go określić jako zespół reakcji wynikających z niedopasowania warunków i wymagań pracy do możliwości pracownika. Osoby różnie oceniające te obszary pracy mogą w różnym stopniu doświadczać stresu. Materiał i metody Próba badawcza liczyła 128 funkcjonariuszy Straży Granicznej. Subiektywnej oceny obszarów pracy dokonano z zastosowaniem Kwestionariusza Obszary Życia Zawodowego (The Areas of Worklife Survey), a do badania nasilenia stresu użyto Skali Odczuwanego Stresu (Perceived Stress Scale – PSS-10). Wyniki Wyłoniono 3 skupienia badanych istotnie różniących się w zakresie oceny wszystkich obszarów życia zawodowego. Przynależność badanych do wyróżnionych skupień wyjaśnia 8% zmienności w zakresie nasilenia stresu. Z analizy regresji wynika, że oceny 3 obszarów życia zawodowego (poczucia kontroli, nagrody i obciążenie pracą) są istotnymi predyktorami nasilenia stresu odczuwanego przez funkcjonariuszy. Model okazał się istotny statystycznie – zmienne włączone do modelu wyjaśniają 19% zmienności zmiennej zależnej. Wnioski Funkcjonariusze Straży Granicznej odmiennie oceniający obszary życia zawodowego różnią się w zakresie nasilenia odczuwanego stresu. Jest ono istotnie związane z możliwością podejmowania samodzielnych decyzji i zadowoleniem z nagród otrzymywanych za pracę. Znaczące jest też poczucie obciążenia pracą. Odczuwanie stresu przez funkcjonariuszy wiąże się głównie z oceną następujących obszarów pracy zawodowej: poczuciem kontroli, nagrodami i obciążeniem pracą. Med. Pr. 2018;69(2):199–210

12

Starość − radość czy nie radość? Społeczne, kulturowe i indywidualne uwarunkowania dobrostanu ludzi starszych

51%

Chudzicka-Czupała A., Popiołek K., Łyżnicka A.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

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issue 1(16)

215-226

EN

The aim of the article is to show antecedents of well-being of elderly pepole, correlates of quality of life: the notion of happiness and life satisfaction within Polish realities. The work shows two major approach- es in how elderliness is perceived by social sciences, positive and negative way, and presents its sources and consequences. The article concentrates on factors influencing well-being of elderly people and its meaning, proved by various researches and within different cultures. It also gives us a sense of direction and it shows activ- ities which are necessary to improve the quality of life and well-being of seniors, that is critical in order to bring changes for the hurtful stereotypes and to put elderliness within the category of a task, not the category of problem. Various studies were conducted, that prove notion of staying active and useful, especially within social circle, that can be a key approach to create positive changes on how every person experiences elderliness.

13

Assessment of worklife areas, trust in supervisor and interpersonal trust as conditions of severity of stress at work

51%

Chudzicka-Czupała A., Grabowski D., Czerw A., Stasiła-Sieradzka M.

International Journal of Occupational Medicine and Environmental Health

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2022

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vol. 35

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issue 6

719-730

EN

Objectives The aim of the paper is to present the findings from a study of the relationships between perception of worklife areas and trust in supervisor and interpersonal trust on the one hand, and assessment of the severity of stress at work on the other hand. Material and methods The study involved 1113 individuals working in different Polish organizations. The Perceived Stress Scale (PSS-10) was used to measure stress severity. Assessments of worklife areas were measured using the Areas of Worklife Survey, while trust was measured using the Trust in Supervisor Scale and the Interpersonal Trust Measures, a tool for measuring trust in co-workers. Results The regression analysis results prove that stress severity depends to the largest extent on the assessment of worklife areas (workload, reward, and values), as well as trust in the skills and competencies of the supervisor and trust in co-workers, based on cognitive factors. The role of trust in the supervisor, emphasizing the latter’s benevolence and the belief in their integrity and of trust in co-workers, based on emotions, and the relationships of these variables with stress require clarification. The model turned out to be statistically significant, the variables included in the model explain 45% of the variability of the dependent variable. Conclusions Assessment of worklife areas is more significant for stress level prediction than the trust dimensions studied. Conclusions concerning the relationships between trust and stress must be cautious, and the matter should be studied further.

14

The severity of work-related stress and an assessment of the areas of worklife in the service sector

51%

Chudzicka-Czupała A., Stasiła-Sieradzka M., Rachwaniec-Szczecińska Ż., Grabowski D.

International Journal of Occupational Medicine and Environmental Health

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2019

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vol. 32

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issue 4

569-584

EN

Objectives The aim of the study was to examine the potential differences in the assessment of the severity of work-related stress, and in the global assessment of the areas of worklife and individual worklife dimensions in employees working in service occupations. Material and Methods The research covered 61 emergency workers, 92 helping professionals, and 58 knowledge workers. A subjective assessment of the areas of worklife was carried out using the Areas of Worklife Survey, and the Perceived Stress Scale (PSS-10) was used to investigate stress severity. Results The research has revealed statistically significant differences between workers belonging to the 3 groups of service occupations in their assessment of the severity of work-related stress. The findings have shown that 26% of the variance of the Stress Severity Assessment variable is explained by belonging to a specific occupational group. Police officers and helping professionals experience comparably severe stress, which is significantly stronger than that experienced by the laboratory staff. Statistically significant differences have also been found between the studied groups in terms of the global assessment of all areas of worklife, as well as in the assessment of particular areas, i.e., control, rewards, fairness and values. No significant differences have been found with regard to the workload and community areas. Conclusions Working in social service occupations, whether as emergency or helping professionals, may lead to a similar level of stress severity. The surveyed workers do not differ in their assessment of workload or of the sense of trust, cooperation and support received from their co-workers. Further research should be carried out to explore the sources of stress, which may be linked to other factors than the areas of worklife presented here, such as stress inducing contact with customers, environmental determinants of work, existing hazards to life or health, or the intrinsic predispositions of individuals performing specific types of work and gender. Int J Occup Med Environ Health. 2019;32(4):569–84

15

Why May Teachers Become Cynical at Work? Predictors of Organizational Cynicism among Polish Teachers - Research Report

51%

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

The New Educational Review

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2014

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vol. 38

260-270

EN

The manuscript presents an exploratory study on the possible sources of organizational cynicism among Polish teachers. A sample of 157 teachers participated in the study. The results show that important positive predictors of organizational cynicism among teachers are continuance commitment and work-family conflict, whereas affective commitment is a negative predictor.

16

Students’ Attitude Toward Cheating in Switzerland, Ukraine and Poland

51%

Chudzicka-Czupała A., Lupina-Wegener A., Borter S., Hapon N.

The New Educational Review

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2013

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vol. 32

66-76

EN

The article discusses the problem of academic dishonesty, which has been growing in Western Europe, North America, in the transitional economies of Eastern Europe and Central Asia. However, cross-cultural comparisons remain scarce, particularly with regard to the former communist countries. This paper presents an exploratory study on academic misconduct in Switzerland, Ukraine and Poland. The Academic Dishonesty Scale was used. A sample of 870 university students participated. The results reveal no differences between Ukrainian and Polish students in terms of attitudes toward cheating. Swiss students expressed significantly more negative attitudes. The results offer implications for the practice of moral awareness.

17

Remote and on-site work stress severity during the COVID-19 pandemic: comparison and selected conditions

45%

Chudzicka-Czupała A., Żywiołek-Szeja M., Paliga M., Grabowski D., Krauze N.

International Journal of Occupational Medicine and Environmental Health

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2022

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vol. 36

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issue 1

96-111

EN

Objectives The aim of the present study was to explore whether remote and on-site work stress during the COVID-19 pandemic was experienced with different severity. The second goal was to investigate stress conditions at both working modes. Material and Methods The study involved 946 individuals working in the education system and BSS sector in different Polish organizations. The following tools were used: the Brief Scale of Vocational Stress by Dudek and Hauk, the Polish version of the scales to measure work–family conflicts by Grzywacz, Frone, Brewer and Kovner, Meyer and Allen’s Affective, Continuance, and Normative Commitment Scales in the Polish adaptation by Bańka, Wołowska and Bazińska, the Satisfaction with Job Scale by Zalewska. Results The analysis of intergroup differences revealed that remote work stress severity was significantly lower than on-site work stress severity. The regression analyses proved that work–family conflict and job satisfaction were significant predictors of remote and on-site work stress. Continuance commitment positively predicted on-site work stress. Both models turned out to be statistically significant. The variables included in the models explained 39% and 35% of the variability of the remote work and on-site work stress, respectively. Conclusions Remote work is associated with lower stress severity than on-site work. For both types of work, the higher the level of work–family conflict, the higher the level of stress severity, but the higher the job satisfaction, the lower the stress severity. Continuance commitment is positively related to on-site stress, which means that people who work for an organization and see no alternative feel more stressed. Such an effect was observed only in the case of on-site work. The study findings are discussed in light of previous research, and implications for organizational practice are considered. Int J Occup Med Environ Health. 2023;36(1):96–111

18

Etyka pracy i przywiązanie organizacyjne a wypalenie zawodowe

39%

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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