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1

'THE MOST FORBEARING OF THE CRITICS' - THE CRITIC OF MEASURE: SKETCH (VLADIMIR PETRIK: LOOKING FOR THE PRESENT TIME) ('Najzhovievavejsi z kritikov' - kritik miery: crta (Vladimir Petrik: Hladanie pritomneho casu))

100%
Barborik V.
Slovenská literatúra (Slovak Literature)
|
2009
|
vol. 56
|
issue 3
183-187
EN
The study is dedicated to the first literary critical book by Vladmir Petrik, an edition of the selected studies and reviews 'Hladanie pritomneho casu' (Looking For the Present Time, 1970). It is an attempt to depict the characteristic elements of Petrik´s critical gesture through several stated criteria. His literary critical domain was a fiction, and not only that one with primary aesthetic ambitions. He kept understanding for social function of literature, he dealt with non fiction, too, and also with science fiction, criminal stories etc. His approach was (and also is) receptive; he is a type of critic, who is sensitive for a reader. In the horizon of his thinking he always pays attention to the process of development in literature. The studies of the history of literature are an integral part of his book. They are aimed at peripety of Slovak literature after 1945. His reflection of the fiction is dateless. He was not a type of a generational critic; he had no ambition to make 'directions' for an actual literature. His approach was always quite naive and it helped him to see things from the top and even a little farther away than his contemporaries did overwhelmed by the situation. The negative experience from the first half of the 50s determined his way of seeing things. It was a period of extremes. For several years the substance of critical function disappeared (both fine literature and critique became instruments of propaganda) as well as 'measure of things' (not only in arts). Later Vladimir Petrik applied it in fullness in his literary critical works and works on the history of literature.
2

POLISH ADAPTATION OF THE YOUTH LIFE ORIENTATION TEST (Test Orientacji Zyciowej w wersji dla dzieci i mlodziezy - adaptacja Youth Life Orientation Test)

100%
Trzcinska A.
Psychologia-Etologia-Genetyka
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2010
|
vol. 22
43-61
EN
Optimism is defined as dispositional tendency to have positive (but not negative) expectancies about future and is linked with physical and psychological well-being in adults. Research on the importance of optimism and pessimism in children is limited in Poland by the lack of a developmentally appropriate measure. To test reliability and validity of the Polish adaptation of Youth Life Orientation Test (YLOT) (Ey et al., 2005) 201 students (9 to 20 years old) were surveyed (in two samples). Factor analyses confirmed the factor reliability and recognized the two factor (pessimism and optimism) structure of the Polish version of YLOT. The reliability and stability of the measure were confirmed for both subscales. The expected associations between the Polish version of YLOT and related measures of self-esteem, anxiety, hope and personality traits (neuroticism, extraversion and agreeableness) provided support for the validity of the test.
3

METHOD OF MEASURING GENDER DISCRIMINATION IN THE WORKPLACE (Metoda pomiaru dyskryminacji plci w miejscu pracy)

100%
Mietlewski Z.
Pieniądze i Więź
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2010
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vol. 13
|
issue 4(49)
207-214
EN
Professional activity of women is growing exponentially. They find themselves in every profession and discount their education much better than men. They bring to the job not only many new and good, but also new problems. One of them is discrimination and unequal treatment of women in the workplace. Women complain, among others, to the fact that they are paid less than men doing the same job and that they are overlooked for promotion to managerial positions. In other words, they believe that they are discriminated against. The article presents the Author's method of measuring gender discrimination in the workplace based on gender budgeting. The proposed method is the result of research conducted by the Author under the Gender Index Project in the Warmia and Mazury region, over which the Minister of the Government Plenipotentiary for Equal Treatment took the honorary patronage.
4

ROZHODNUTIE A OPATRENIE ORGÁNU VEREJNEJ SPRÁVY A ICH SÚDNY PRIESKUM

88%
Džačková M.
Právny obzor. Teoretický časopis pre otázky štátu a práva (Juridical Review. Theoretical journal for the questions of state and law)
|
2018
|
vol. 101
|
issue 1
62 – 82
EN
The Administrative Judicial Rules, effective since July 1, 2016, has dramatically changed administrative judiciary in the Slovak Republic. The new procedural rules for courts established new legal institutes while amending customary institutes. The article deals with two key legal institutes of judicial review in public administration -those of decision and measure, both rendered by administrative authorities. Administrative decision is examined by court if it established, modified, revoked or declared rights and obligations of natural persons or legal entities, or by which the rights and interests protected by law, or duties of natural persons or legal entities may be directly affected. Administrative measure is subject to judicial review if the rights and interests protected by law or duties of natural persons or legal entities may be directly affected by it. The author of this paper defines the relationship between administrative decision and administrative measure. The author tries to define the words „decision" and „measure" theoretically, demonstrating examples of „decisions" and „measures", that are in compliance with the new Administrative Judicial Rules. Defining the nature, the differences and relationship of administrative decision and administrative measure is essential both for a successful administrative action and for ensuring uniformity in judicial deciding as well as legal certainty for individual natural persons and legal entities as for what rights were violated by administrative authority.
5

EXPLORING A REFINEMENT MEASURE OF DEEP ACTING ON BURNOUT

88%
Andela M., Truchot D., Ponz Y.
Studia Psychologica
|
2014
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vol. 56
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issue 4
267 – 272
EN
While surface acting is negatively related to employees’ well-being, deep-acting seems to bear mostly weak and non-generalizable relations with well-being outcomes. We suggest that inconclusive results may be explained by overly-global measures of deep acting that mixed several processes. Thus we propose to measure cognitive change (ERQ, Christophe, Antoine, Leroy, Delelis, 2009), and attentional deployment, both emotion regulation strategies included in the definition of deep acting, and their respective impacts on burnout (Maslach Burnout Inventory). Our results indicate that cognitive change and attentional deployment, currently measured as composing a one dimensional factor, have in fact different impacts on employees’ burnout: cognitive change is associated with low levels of burnout while attentional deployment is positively related to burnout.
6

KVALITATÍVNE, ALEBO KVANTITATÍVNE METÓDY V SOCIÁLNYCH VEDÁCH?

88%
Hanzel I.
Filozofia (Philosophy)
|
2009
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vol. 64
|
issue 7
646-657
EN
The aim of the paper is to discuss the views, which approach of the qualitative or quantitative methods in social sciences is either separable, or irreconcilable. At first, the author gives an outline of those views and shows, how they deal with various aspects of the qualitative/quantitative divide. Next, he tries to indicate the roots of that divide in the works of Herbert Blumer. Further, his analysis of the categories of quantity, quality, and measure is designed to show that the divide in question is based on a wrong, one-sided understanding of the qualitative as well as quantitative approaches, which in fact can neither be separated nor conceived as contradictory.
7
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MEASURING HUMAN RESOURCE MANAGEMENT EFFICIENCY: METHODS AND TENDENCIES

51%
Dziechciarz P.
Zarządzanie Zasobami Ludzkimi
|
2011
|
issue 3-4(80-81) Efficiency of HRM
161-170
PL
W środowisku biznesowym coś, co jest niemierzalne – nie istnieje. Obszary, inicjatywy, działania, których efektów nie można określić w kategoriach finansowych, jakościowych, ilościowych, lub czasu – nie stanowią przedmiotu zainteresowania biznesu. Podstawowym powodem funkcjonowania w środowisku biznesowym jest bowiem zwrot z inwestycji. Jeśli jakiś obszar tego zwrotu nie przynosi, lub nie da się go zmierzyć, jest zwyczajnie likwidowany. Obszar polityki personalnej postrzegany jest w wielu firmach jako zbędny koszt, bagaż, który organizacja chcąc nie chcąc musi dźwigać, choć najchętniej pozbyłaby się go na zewnątrz. Tymczasem, jak dowodzą badania, firmy, które w sposób świadomy i zgodny ze strategią biznesową kształtują poszczególne obszary polityki personalnej, osiągają lepsze wyniki ekonomiczne, niż te organizacje, które nie przykładają większej wagi do efektywnego zarządzania personelem. Pomiar stopy zwrotu z inwestycji w kapitał ludzki jest nie tylko możliwy, ale stanowi niezbędny element zarządzania nowoczesnym przedsiębiorstwem na coraz bardziej konkurencyjnym i wymagającym rynku. Artykuł prezentuje metodykę pomiaru poszczególnych elementów polityki personalnej na podstawie prowadzonych od ponad 30 lat badań Saratoga HC Benchmarking. Tekst zawiera także najciekawsze wyniki ostatnich badań prowadzonych wśród polskich przedsiębiorstw w porównaniu do wyników firm europejskich i amerykańskich.
EN
In the business environment, if something cannot be measured then it does not exist. Areas, initiatives, and actions whose effects cannot be defined in financial, qualitative, quantitative, or time-related categories are not the subject of interest of business. After all, the primary reason behind functioning in the business environment is return on investment. If an area fails to make such a return or if it cannot be measured then it is simply eliminated. The area of personnel policy is seen by many companies as an unnecessary expense, deadweight that the organization must carry whether it wants to or not, and that it would most happily unload through outsourcing. However, as shown by research, companies that shape the individual areas of personnel policy consciously and in line with business strategy achieve better economic results than those organizations that do not assign any greater weight to effective personnel management. Measuring growth rates on investments in human capital is not only possible, but is a vital component in the management of a modern company on an increasingly competitive and demanding market. This article presents a methodology for measuring individual elements of personnel policy on the basis of over thirty years of research applying Saratoga HC Benchmarking. The text also includes the most interesting results of the most recent studies conducted among Polish companies as compared with the results of European and American companies.
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