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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

Generačné rozdiely v narcizme a hodnotovej orientácii

88%

Urukovičová N.

Československá psychologie (Czechoslovak Psychology)

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2022

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vol. 66

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issue 3

315-331

EN

Objectives. The present study aimed to investi-gate the generational and gender differences in narcissism score, and value orientation among Slovakian generations Y and Z.Sample and settings. The sample of the research consisted of 955 participants, 192 men and 763 women. Generation Y consisted of 501 respon-dents and generation Z consisted of 454 respon-dents. The 16-Item Narcissistic Personality In-ventory and Portrait Values Questionnaire were administered.Hypotheses. The score of narcissism is higher in generation Z compared to generation Y and there are no differences in the value preference between these generations. There is a positive relationship between the narcissism score and individualistic values and negative relationship between narcissism score and collectivist va-lues.Statistical analyses. Descriptive statistics: per-centage, averages and standard deviations. In-ferential statistics: ANOVA, Pearson corelation analysis, Z-test for independent samples, mul-tiple linear regression. The obtained data were analyzed by SPSS.Results. The results revealed higher narcissi-sm scores among generation Y in comparison to generation Z, with men having a higher rate of narcissism. The results indicated differen-ces between the generations and gender in the preference for the values of power, hedonism, stimulation, benevolence, universalism and se-curity. The data supported significant positive relationship between narcissism and individu-alistic values; negative relationship between narcissism and collectivist values, regardless of gender and generation. The preference for indi-vidualistic values was predicted by the narcissi-sm and generation; within collectivism, only the narcissism proved to be a significant predictor.Limitations. The limitations result from data collection, research design, the nature of the re-search group and the methods used. The results are valid for the researched group only.

3

Różnice pokoleń na rynku pracy? Nowe spojrzenie na znane zjawisko

88%

Brol M.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2016

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issue 2(21)

41-49

EN

In today’s organizations, the degree of generational diversity increases among employees, moreover the age difference between employees will further increase due to legal changes in the field of pension rights. The issue of age management becomes more crucial and it is important to see it as a comprehensive issue not only in the particular age group. Discrimination based on age is a common problem in the organization. In the media and among public opinion exist stereotypes about certain generations on the labor market, which can lead to unfair generalizations. Not only the elderly, but also young people are becoming a minority in organizations. The key to understand the reasons for potential conflicts is to focus on a greater role of perceived generational differences rather than the actual.

4

Work Motives in the Context of Generational Differences, Gender Differences, and Preferred Values

88%

Godlewska-Werner D., Peplińska A., Zawadzka A. M., Połomski P.

Polish Psychological Bulletin

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2020

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vol. 51

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issue 2

5

Solving Intergenerational Communication Problems in Tourism and Hospitality Enterprises

88%

Luka I., Drozdova V., Šakytė-Statnickė G., Budrytė-Ausiejienė L.

Journal of Education Culture and Society

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2023

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vol. 14

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issue 1

207-228

EN

Aim. The aim of the research is to identify intergenerational communication problems in tourism and hospitality enterprises and define teaching/learning initiatives and methodologies required to develop employees’ competencies to solve intergenerational communication problems. Methods. 12 semi-structured expert interviews with tourism and hospitality business owners and/or top-level management in three countries (Lithuania, Latvia, and Sweden) were conducted to collect information on generational differences in communication and intergenerational communication problems in the company. Qualitative content analysis was applied for data analysis. Results. Nine main groups of intergenerational communication problems have been detected and corresponding teaching/learning initiatives and methodologies that take into account the specific characteristics of each generation are recommended to eliminate each of the problems identified. Conclusion. Generational differences and differences in communication lead to intergenerational communication conflicts in tourism and hospitality enterprises. The suggestions on organising adult learners’ teaching/learning process based on generational differences may be applicable in workplace learning and also in educational institutions providing adult education. Cognitive value. The paper focusses on analysing intergenerational aspects in communication processes in tourism and hospitality enterprises and offers the means of solving communication conflicts by employing certain adult teaching/learning initiatives and methodologies suitable to non-formal and formal adult learning.

6

The Current Generations: The Baby Boomers, X, Y and Z in the Context of Human Capital Management of the 21st Century in Selected Corporations in the Czech Republic

75%

Jiří B.

Littera Scripta

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2016

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issue 2

25-45

EN

This paper focuses on the current generations: the Baby Boomers, X, Y and Z in the context of human capital management of the 21st century in selected corporations in the Czech Republic. The turbulent developments as a result of industrialization, modernization and globalization has created differences between generations. The aim of this article is to compare the selected characteristics of each generation of employees in Czech corporate practice and to reflect on whether there are more efficient means for personnel managers to handle them accordingly. This article presents some of the results of quantitative and qualitative research conducted in selected companies in the Czech Republic. The research group that took part in the questionnaire survey included 182 human resources professionals from selected Czech companies with responsibility for 3,182 employees. The research results reflect the differences in the perceptions of HR professionals and the employees themselves with regards to the selected characteristics attributed to each generation. As a result, key motivational factors could be identified and prioritized for each generation. The HR professionals perceived Generation Z to be employees that are not very loyal and lack emotional intelligence. However, they are perceived to possess high levels of Internet literacy and the ability to adapt quickly to new technologies, which enables them to operate more efficiently.

7

Menedżerowie o praktyce zarządzania różnorodnością pokoleniową (wyniki badań jakościowych)

75%

Moczydłowska J. M.

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”

101-116

PL

Istotą zarządzania różnorodnością pokoleniową (ZRP) jest osiąganie sukcesu organizacji dzięki synergii wynikającej z efektywnej współpracy różnych grup wiekowych pracowników. W artykule przyjęto założenie, że implementacja koncepcji ZRP do praktyki zarządzania wymaga pozytywnej postawy kadry menedżerskiej, opartej na rzetelnej wiedzy oraz pozytywnym nastawieniu emocjonalnym w tendencjach behawioralnych. W celu diagnozy postaw menedżerów wobec zarządzania różnorodnością pokoleniową przeprowadzono wywiady z 62 przedstawicielami najwyższej kadry kierowniczej z sektora przedsiębiorstw. Wypowiedzi badanych poddano kategoryzacji oraz ocenie merytorycznej przez sędziów kompetentnych. Wyniki badań pozwoliły na sformułowanie wniosku, że polscy menedżerowie dysponują relatywnie wysoką wiedzą na temat koncepcji zarządzania różnorodnością pokoleniową. Na poziomie deklaratywnym przejawiają umiarkowanie pozytywne nastawienie emocjonalne wobec zarządzania różnorodnością generacyjną, natomiast na poziomie rzeczywistym, w realnych działaniach kierowniczych, stosują je w sposób przypadkowy i intuicyjny.

EN

The essence behind the management of generational differences is to achieve success thanks to synergy stemming from effective collaboration among workers belonging to various age groups. The article assumes that applying this concept requires a positive attitude on the part of the managerial staff based on reliable knowledge and positive emotions in behavioral tendencies. Sixty–two interviews with senior staff representatives of the business sector were conducted in order to diagnose the attitudes of Polish managers towards the management of generational differences. These were preceded by a narrative–based overview of literature “serving as a verbal description of existing research, theory, structure, key factors and their roles, and research results (supported or unsupported by empirical evidence), including ties with assumed relations” (Gondek and Mazur, 2016). The received statements were categorized and evaluated in terms of content by competent judges. The results of the study make possible the formulation of the conclusion that Polish managers posses a relatively high level of knowledge regarding the concept of management of generational differences. On a declarative level, they demonstrate moderately positive attitudes towards the management of generational differences. However, on a factual level, they apply them in a random and intuitive way.

8

„Nie jest to życie, które oni rozumieją, w ich mniemaniu moje życie jest bardzo niestabilne”. Młodzi dorośli o stabilności zawodowej własnej i swoich rodziców

63%

Winogrodzka D.

Przegląd Socjologii Jakościowej

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2023

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vol. 19

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issue 4

12-45

EN

In 1989, Poland found itself on the way toward systematic changes involving the implementation of post-Fordist, neoliberal capitalism, which acted mainly upon the world of work, making “flexibility” the key concept which describes changes in working practices, especially so for the younger generation of Poles. This article aims to draw attention to the opposite end of the spectrum – the oft-ignored, yet equally important category of “stability” through answering the question: “In what way (and why) do young adults perceive stability in the labour market today?” and “What similarities and what differences do young people perceive in how the notion of work stability is understood by themselves and their parents?”. Analysis of individual in-depth interviews shows that, depending on the experiences that the interviewees had with work, young adults are seeking to attain stability – defining or redefining its meaning, or else they reject stability through questioning or negating its existence. The dichotomous approach to work stability and the various ways in which it was presented is where young adults differ from their parents, whose perceptions of stability seem, based on conversations with their grown-up children, to be decidedly more one-dimensional and homogeneous than those of their offspring.

PL

W 1989 roku Polska znalazła się na drodze systemowych przemian polegających na wdrażaniu postfordowskiego, neoliberalnego kapitalizmu, który swym oddziaływaniem objął przede wszystkim świat pracy, czyniąc „elastyczność” kluczowym pojęciem opisującym zmiany w życiu zawodowym, głównie ludzi młodych. Celem artykułu jest zwrócenie uwagi na znajdującą się na przeciwległym biegunie, pomijaną, choć równie ważną kategorię „stabilności” poprzez odpowiedź na pytania: „W jaki sposób (i dlaczego) młodzi dorośli postrzegają stabilność na rynku pracy?” oraz „Jakie podobieństwa, a jakie różnice dostrzegają młodzi ludzie w postrzeganiu stabilności zawodowej przez siebie i swoich rodziców?”. Analizy indywidualnych wywiadów pogłębionych wykazały, że w zależności od dotychczasowych doświadczeń zawodowych młodzi dorośli dążą do osiągnięcia stabilności, definiując oraz redefiniując jej znaczenie, lub odrzucają stabilność, kwestionując oraz negując jej istnienie. Zarówno dychotomiczne podejście do stabilności zawodowej, jak i wielowymiarowość jej portretowania odróżnia młodych dorosłych od ich rodziców, których postrzeganie stabilności, na podstawie rozmów z ich dorosłymi dziećmi, wydaje się zdecydowanie bardziej jednowymiarowe i homogeniczne.

9

Motywy współczesnych wolontariuszy w aspekcie różnic pokoleniowych

63%

Lubrańska A., Zawira E.

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2017

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vol. 26

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issue 1

159-173

EN

The phenomenon of voluntary work is a very important element in individual and social life. Considering the problem from individual perspective, the author made an empirical attempt to find the answers to the following research questions: What motives to get engaged in voluntary work guided the subjects? Is there a significant generational difference as for the preferred motives? The study was conducted in a group of 60 volunteers (83.3% of women) who represented three stages of adulthood: early, middle, and late adulthood. Two examination tools were applied: a survey examining the motives for becoming a volunteer, and a form for personal details. The obtained data were analysed with the application of percentage distributions.

10

Comparison of the Concept of Envy in Generations X, Y and Z

51%

Banaszkiewicz P.

Annales Universitatis Mariae Curie-Skłodowska, sectio J – Paedagogia-Psychologia

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2020

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vol. 33

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issue 3

33-47

PL

Celem badania było określenie, jak rozwija się pojęcie zawiści w różnych pokoleniach. Badanie zostało przeprowadzone na polskiej grupie złożonej z 247 uczestników (157 kobiet, 90 mężczyzn) należących do pokoleń X, Y i Z. Założono, że pojęcie zawiści różni się w tych generacjach. Zastosowano zadanie emocjonalnej fluencji werbalnej. Słowa podane przez badanych przeanalizowano pod kątem klastrów semantycznych, ogólnej liczby słów nawiązujących do pojęcia zawiści oraz walencji zawiści. Wieloczynnikowa analiza wariancji pokazała, że więcej słów odnoszących się do innych osób podawali badani z pokolenia Z. W pokoleniu X nie pojawił się klaster „pozytywnej manifestacji”. Przeprowadzono analizę czynnikową w celu określenia struktury pojęcia zawiści w każdym pokoleniu. Wyniki wskazują, że w pokoleniach Z oraz Y pojęcie zawiści zawiera zawiść złośliwą i niezłośliwą. W pokoleniu X pojęcie zawiści odzwierciedla jedynie złośliwą zawiść. Wyniki poddano dyskusji w odniesieniu do ogólnej charakterystyki pokoleń oraz specyfiki pokolenia X w Polsce.

EN

The aim of the study was to examine the concept of envy in different generations. The study was conducted in a group of 247 Polish subjects (including 157 women, 90 men) representing Generations Z, Y and X. It was hypothesized that the concept of envy differs between the generations. An emotional verbal fluency task was used. The words given by the subjects were examined for semantic clusters, as well as the total number of words related to the concept of envy and valence of envy. A multivariate analysis showed that more words related to other persons were given by the subjects from Generation Z. In Generation X, the cluster “positive manifestations” did not appear. Factor analysis was conducted to obtain the structure of the concept in each generation separately. The results show that both malicious and nonmalicious envy is present in the concept of this emotion in Generation Z and Generation Y. In Generation X, the concept of envy reflects only malicious envy. The results were discussed by reference to the general characteristics of these generations and the specificity of Generation X in Poland.

Refine search results

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

Generačné rozdiely v narcizme a hodnotovej orientácii

Różnice pokoleń na rynku pracy? Nowe spojrzenie na znane zjawisko

Work Motives in the Context of Generational Differences, Gender Differences, and Preferred Values

Solving Intergenerational Communication Problems in Tourism and Hospitality Enterprises

The Current Generations: The Baby Boomers, X, Y and Z in the Context of Human Capital Management of the 21st Century in Selected Corporations in the Czech Republic

Menedżerowie o praktyce zarządzania różnorodnością pokoleniową (wyniki badań jakościowych)

„Nie jest to życie, które oni rozumieją, w ich mniemaniu moje życie jest bardzo niestabilne”. Młodzi dorośli o stabilności zawodowej własnej i swoich rodziców

Motywy współczesnych wolontariuszy w aspekcie różnic pokoleniowych

Comparison of the Concept of Envy in Generations X, Y and Z