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Ewolucja form pracy i zmiany na rynku pracy a wynikające z nich zadania dla psychologów

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Hauk M., Wyższa Szkoła Humanistyczno-Ekonomiczna w Łodzi
Acta Universitatis Lodziensis. Folia Psychologica
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2010
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vol. 14
EN
The aim of this article is to describe the changes on the job market that have been taking place recently (especially the increasing number and growth of popularity of alternative work arrangements, such as: part time employment, contingent employment, flextime, compressed work weeks and teleworking), and their consequences. Working with nonstandard work arrangements have a great impact on employees (e.g. increasing flexibility connected with work-family interference, workaholism, problems with creating self-concept in the field of work) and employers as well (work decentralization, the growth of popularity of team working, the need to manage the information, the diversity in the organization etc.). In the result there is a strong need to verify and extend the tasks of industrial and organizational psychology and the practice of applied psychologists. This article outlines new demands from the job market and new tasks for the work psychologists.
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Telepraca – ujęcie definicyjne, poruszane problemy i zalecenia na przyszłość

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Hauk M., Wyższa Szkoła Humanistyczno-Ekonomiczna w Łodzi
Acta Universitatis Lodziensis. Folia Psychologica
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2008
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vol. 12
EN
The aim of this article is to describe the notion of telework and show the most popular aspects of telecommuting. Detailed review of the literature points out that there is no one, widely accepted definition of telework. Thus, for the purpose of this article, telecommuting is defined as “Every sort of money-gained activity, caused by external motivation of the individual and/or induced by the organization, no matter what is the extent of time spent on teleworking. What is very important is the fact that teleworking is connected with fulfilling the obligations in a flexible way, outside the conventional workplace, with the use of available telecommunications or computer-based technology to transport it’s effects”. Further investigation of the literature shows that 3 aspects are being the most popular among telework researchers: 1) demographic and psychological characteristic of telecommuting individuals, 2) causes of teleworking, 3) outcomes of teleworking, such as: increased productivity, organizational loyalty, satisfaction and high morale, decreased level of stress and positive work-life balance. Majority of the surveys have got plenty of methodological limitations, thus the results are not to be generalized on wider population. Moreover, obtained data varies in different studies, so that telework with all it’s aspects needs further investigation. At the end of the article there are proposed new directions for the future research.
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Kwestionariusz Cech Pracy – opracowanie polskiej wersji narzędzia do badania cech pracy i środowiska zawodowego. Wstępne wyniki badań

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Hauk M., Uniwersytet Łódzki I. P., mateuszhauk@poczta.onet.pl
Acta Universitatis Lodziensis. Folia Psychologica
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2014
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vol. 18
PL
Celem badań było opracowanie polskiej wersji narzędzia do diagnozy cech pracy. Punktem wyjścia do opracowania narzędzia był Kwestionariusz Cech Pracy (Work Design Questionnaire – WDQ) autorstwa Morgesona i Humphreya, pozwalający na diagnozę 21 cech środowiska zawodowego. W badaniu udział wzięły 174 osoby (113 K, 67 M) w wieku od 19 do 60 lat (M = 35,50, SD = 11,20), reprezentujące zróżnicowane zawody i stanowiska. Badana grupa była zróżnicowana również pod względem stażu pracy (minimum 1 rok, maksimum 45 lat, M = 13,81). W celu opracowania kwestionariusza przeprowadzono następujące działania: wygenerowanie wyjściowej listy itemów, analiza struktury odpowiedzi udzielanych przez osoby badane, eksploracyjna analiza czynnikowa, określenie właściwości pozycji oraz zgodności wewnętrznej dla wyodrębnionych skal. Przeprowadzone analizy doprowadziły do uzyskania narzędzia składającego się z 46 itemów należących do 11 czynników. Otrzymane narzędzie charakteryzuje się zadowalającą rzetelnością (α Cronbacha waha się od 0,60 dla skali „Znaczenie Pracy” do 0,92 dla skali „Złożoność pracy”, dla całej skali wynosi 0,87), jednak jego przydatność do celów naukowych i praktycznych powinna być jeszcze zweryfikowana. Dlatego też planuje się dalsze działania zmierzające do opracowania ostatecznej wersji kwestionariusza, m.in. analizę trafności teoretycznej (w tym konfirmacyjną analizę czynnikową) oraz trafności zewnętrznej, uwzględnienie zmiennej aprobaty społecznej itp.
EN
The aim of this study was to develop a Polish version of a measure for assessing job characteristics and work environment. The idea was based on Work Design Questionnaire by Morgeson and Humphrey, which allows to assess 21 characteristics of a job. 174 employed people have been surveyed (113 W, 67 M), aged from 19 to 60 years (M = 35.50, SD = 11.20), representing different professions and positions, as well as different work experience (minimum 1 year, maximum 45 years; M = 13.81). In order to develop the questionnaire, a number of analyses was conducted: generating the preliminary list of items, analyzing the structure of answers given by the subjects, exploratory factor analysis, assessment of properties of the selected items and the reliability of the scales. As a result, a measure consisting of 46 items (which belong to 11 factors) was obtained. The Polish version of the Work Design Questionnaire has satisfactory reliability (Cronbach’s α ranging from 0.60 for the scale of “Meaning of Work” to 0.92 for the scale “Job complexity”, for the whole scale: 0.87), but its usefulness for scientific purposes should be verifi ed. It is therefore planned to continue efforts to develop the final version of the questionnaire, such as: an analysis of construct validity (including confirmatory factor analysis) and external validity, taking into account the variable of social approval etc.
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