Search results

1

The Workplace and Work-Life Balance during the COVID-19 Pandemic

100%

Bukowska U., Tyrańska M., Wiśniewska S.

Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

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2021

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vol. 55

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issue 2

19-32

EN

Theoretical background: The article presents the results of research on the relationship between the workplace and work-life balance experienced by employees. In the article, the workplace is understood as a physical space where employees are located. The first part of the article presents the results of the analysis of the literature on the subject related to the key issues. The subsequent part focuses on presenting the opinions collected by the authors during the empirical research conducted with the use of a questionnaire among professionally active people. The subject matter of the research was the workplace of the respondents in the context of work-life balance. The experiences of the respondents before and during the COVID-19 pandemic were analysed statistically.Purpose of the article: The aim of the article was to identify the relationship between work and private life experienced by employees during the COVID-19 pandemic.Research methods: The theoretical part of the article was created as a result of the analysis of the literature on the subject which was conducted in the period between December 2020 and April 2021. The empirical part of the article presents the results of a survey conducted with the use of a questionnaire, in which the people from a number of enterprises took part as respondents.Main findings: It was found that there is a relationship between the workplace and work-life balance experienced by employees during the COVID-19 pandemic. It should be emphasized that under the conditions of the COVID-19 pandemic, the ability to achieve work-life balance has become much more difficult.

2

The Impact of Remote work During the COVID-19 Pandemic on the Development of Competences in Selected Areas of Project Management

100%

Danielak W., Wysocki R.

Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

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2022

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vol. 56

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issue 2

7-20

EN

Theoretical background: The growing importance of remote work during the COVID-19 pandemic and its impact on the development of competences in selected areas of project management prompted the authors to conduct research on a group of 82 respondents working remotely on projects at the Project Management Institute Poland Chapter (PMI PC).Purpose of the article: The aim of the article is to show the impact of remote work during the COVID-19 pandemic on the development of competences in selected areas of project management. The study is theoretical and empirical in nature. The theoretical part shows the factors influencing the development of competences and the conditions of remote work. In the empirical part of the survey, employees' opinions on the impact of remote (online) work during the COVID-19 pandemic on the development of competences in selected areas of project management were presented. Five areas of project management were analysed, including: working time, communication, labour costs, risk and conditions for teamwork.Research methods: Literature review and critical analysis of web research. Factor analysis was used for statistical analyses. To isolate the analysed factors, the principal components method was adopted, and the VARIMAX procedure was used as the rotation method.Main findings: The conclusions of the research confirm the hypothesis that the COVID-19 pandemic had a significant impact on remote work, in particular on employee competences, work time and costs, motivation, effective communication and mutual relations between employees. The results of the research broaden the knowledge on the impact of various factors on remote work and the development of competences in selected areas of project management.

3

Czynniki determinujące udział pracy zdalnej w całkowitym zatrudnieniu

100%

Woźniak-Jęchorek B.

Studia BAS

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2022

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issue 1(69)

29-47

EN

The goal of this paper is to identify the degree of implementation of remote work in 25 EU countries in 2020 and to indicate potential factors that may determine the share of work from home (WFH) in total employment. The author argues that along with higher labour productivity, the share of WFH in total employment increases. Moreover, the correlation analysis also showed an important role of technological infrastructure, higher education or the share of people aged 15–24 in the structure of society.

4

Remote working and teleworking. Some points of reflection in the context of the current SARS-CoV-2 pandemic

100%

Świstak M.

Acta Iuris Stetinensis

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2020

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vol. 32

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issue 4

117-128

EN

It was the purpose of adopting the Act on particular solutions related to the prevention, countering and combating COVID-19, other infectious diseases and the emergency crises caused thereby of 2 April 2020 to minimise the threat to public life. This was to be attained inter alia by the introduction of the remote work institution. The laconic wording, however, led to various interpretative difficulties as to the scope of obligations of both employers and employees as well as the framework of their mutual responsibility. In order to eliminate ambiguities and ensure the effectiveness of regulations, certain legislative amendments were introduced, but in the current legal circumstances these do not seem to be the target solution. The author, taking advantage of the historic method, was able to show the evolution of the incidental legal solution that is remote work. Based primarily on the dogmatic method, on the other hand, she highlighted the advantages as well as defects of the institution of remote work as it is now, while comparing it to telework. It this context, it was possible to propose certain de lege ferenda (as it should be) conclusions as to the direction of desirable legislative changes, i.e. making the rights and obligations of a remote worker, mutual settlement and rules of responsibility more precise. The main objective of the author was to present possible ambiguities in the current regulations, which should be removed in the legislative works carried out in the future. In this scope, the rules concerning the use and settlement of private equipment, used by the remote worker in the performance of work duties, should be clarified and also the rules concerning the transfer of work results ought to be expressly specified. Further, the author has drawn attention to the unclear limits of responsibility of parties to the employment relationship, where the work is carried out remotely and thus supervision over the worker is lighter. Looking at the global direction of socio-economic changes, it was also suggested that the institution of remote work be regulated in the Polish legal order on the permanent basis.

5

What to look for to increase work added value? Remote work and perceived productivity: A study in Poland, Hungary and the Czech Republic

88%

Barczyk R., Spychała J., Urbanowicz Z., Ziomek A.

Research Papers in Economics and Finance

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2022

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vol. 6

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issue 1

46-71

EN

In the era of digitisation, the role of remote work is growing. The digitisation of work has brought new opportunities and threats to the economic function of labour. This function, pointing to the fundamental role of employment, which is to provide added value for the employer and remuneration for the employee, has acquired a new meaning. Therefore, in the era of digitisation, it seems justified to assess the impact of remote work on labour productivity (in terms of organizational factors, cost factors and work quality). The subject of the study is to analyse the productivity factors of remote work (based on work performed under permanent and short-term employment, including various work models and irregular work patterns). The main objective of the research is to identify factors determining perceived productivity of individual workers who perform their job remotely and to measure the importance of factors determining labour productivity. The methodology used in the study is based on the analysis of the literature and conclusions drawn from a survey conducted in Poland, the Czech Republic and Hungary (a total sample of 450 units). Logistic regression and the k-means method were used in the statistical analysis. They allow measuring the relationship between the strength of a stimulus represented by the percentage of cases showing a specific response on how productivity is verified by the stimulus. Moreover, they bring the possibility to group factors in clusters representing workers with different sets of productivity factors. Results show that across the study sample, high stress, low employee control, and limited communication with managers minimise the growth of remote work productivity, since social relationships at work are correlated with productivity. Nonetheless, work organisation traits such as proper work environment, travel cost savings, technical assistance access, and a fast Internet connection remain positively related to remote work productivity.

6

The Perspectives of People With Disabilities on the Characteristics and Conditions Remote Work: The Thematic and Dual Sentiment Analysis

88%

Pollak A., Ślazyk-Sobol M., Rusin I., Klich M., Lis T., Dobrowolska M.

Roczniki Psychologiczne

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2023

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vol. 26

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issue 4

353-377

EN

Remote work issues for disabled people are still poorly understood. Due to the high unemployment rate among disabled people, analysis, and solutions to increase access to work are necessary. Remote workers must deal with space, time, and the blurring of boundaries between home and work life. Remote contact also weakens management-coworker relationships, reducing workplace support and professional development. The aim of the paper was to collect opinions on remote work based on interviews with 15 people with disabilities. Their opinions expressed their experience with the reality in which they function. Dual Sentiment Analysis was used with a dedicated qualitative analysis tool (QDA MINER). The respondents mainly described remote work as having good working conditions at home and being satisfied with less contact with others. Our findings suggest that organizing remote work for people with disabilities in a highly individualized way that takes into account their disabilities, job functions, and complex emotional responses can improve job satisfaction and the work environment. Remote work reduces social contact, which reduces stress and boosts job satisfaction for disabled people.

7

Text mining in practice: exploring patterns in text collections of remote work job offers

75%

Kuligowska K., Lasek M.

Informatyka Ekonomiczna

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2013

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issue 4(30)

181-195

XX

The aim of this paper is to give an insight into text mining techniques in the context of unstructured text collections of location independent job offers. In order to extract useful information, uncover interesting patterns and features of remote work, we analyze the five most popular and most visited websites containing job offers. We examine clusters of remote job offers, the keywords describing those clusters, as well as the linkages between strongly associated terms describing mobile work offers. It is interesting to observe the maturity of the text mining tools which have broadened their applications to new research topics and have become suitable to explore new phenomena.

8

BYOD – a new trend in telework

75%

Trziszka M.

Organizacja i Zarządzanie : kwartalnik naukowy

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2018

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vol. nr 3

131--137

EN

BYOD – Bring Your Own Device – refers to the policy of permitting employees to bring personally owned devices (laptops, tablets, and smartphones) to their workplace, and to use those devices not only for private but also for business purposes. The study presents the analysis of the BYOD trend, the analysis of previous studies, and constitutes an attempt to determine advantages and disadvantages of adopting BYOD in a company. The paper ends with a short summary.

9

Advantages and disadvantages of remote work in six areas of project management depending on the frequency of remote work

75%

Danielak W., Wysocki R.

Kwartalnik Nauk o Przedsiębiorstwie

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2023

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vol. 68

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issue 2

69-86

PL

Cel: Celem artykułu jest ukazanie wpływu częstotliwości pracy zdalnej na pracowników zespołów projektowych podczas pandemii COVID-19. Opracowanie ma charakter teoretyczno-empiryczny. W części teoretycznej ukazano czynniki wpływające na pracę zdalną w czasie pandemii COVID-19. W części empirycznej w ramach badań ankietowych przedstawiono opinie pracowników dotyczące wpływu pracy zdalnej (on-line) w trakcie pandemii COVID-19 na pracę w zespołach projektowych. Metodologia: Przegląd literatury i krytyczna analiza web research. Przeprowadzono badania na grupie 82 respondentów pracujących zdalnie przy projektach, będących członkami stowarzyszenia Project Management Institute Poland Chapter (PMI PC). Pozyskane w badaniach ankietowych dane przeanalizowano za pomocą pakietu statystycznego. Do analiz statystycznych zastosowano analizę czynnikową. Dla wyodrębnienia czynników przyjęto metodę głównych składowych zaś jako metodę rotacji wykorzystano procedurę VARIMAX. Przeprowadzono opisową analizę statystyczną. Wnioski: Pracownicy zespołów projektowych odkrywają szereg pozytywnych i negatywnych skutków pracy zdalnej. Do pozytywnych należą: możliwość dostosowania pracy do życia prywatnego, większa terminowość wykonywanych zadań, oszczędność czasu i pieniędzy w związku z brakiem konieczności dojazdu do pracy, wzrost satysfakcji z efektów pracy oraz poczucie bezpieczeństwa przed zakażeniem się wirusem z uwagi na brak kontaktu z innymi pracownikami. Do negatywnych zaliczono: ograniczony bezpośredni kontakt z innymi pracownikami, brak tradycyjnych rozmów przy kawie na dyskusję i rozmowy z kolegami, ograniczony dostęp do zasobów firmy, brak wsparcia finansowego ze strony pracodawcy, wzrost kosztów pracy biurowej w domu, podatność na zagrożenia cyberatakami, wzrost stresu z uwagi na problemy ze współpracą zdalną z innymi pracownikami oraz słabnące relacje międzyludzkie. Implikacje: Badanie dostarcza nowych dowodów na temat najistotniejszych zagrożeń i wyzwań, przed którymi stoją pracownicy zdalni w zespołach projektowych. Analizie poddano sześć obszarów zarządzania projektami obejmujących: czas pracy, komunikowanie się, koszty pracy, środowisko pracy, ryzyko działania komputerów oraz uwarunkowania pracy zespołowej. Oryginalność/Wartość: Wyniki badań wypełniają lukę badawczą i poszerzają wiedzę na temat wpływu różnych czynników na pracę zdalną pracowników zespołów projektowych podczas pandemii. Stanowią praktyczne rekomendacje i są źródłem wiedzy dla menedżerów różnych szczebli i pracowników pracujących zdalnie.

EN

Purpose: The aim of the article is to identify the advantages and disadvantages of remote work in six areas of project management depending on the frequency of remote work. The study is of theoretical and empirical nature. The theoretical part presents the factors influencing remote work during the COVID-19 pandemic. Its empirical part presents the employees’ opinions on the impact of working remotely (online) during the COVID-19 pandemic on working in project teams. Methodology: Literature review and critical analysis of web research. A study was conducted on a group of 82 respondents working remotely on projects, members of the Project Management Institute Poland Chapter (PMI PC). Six areas of project management were analysed, including: working time, communication, labour costs, work environment, risk of computer malfunction and conditions for teamwork. The data obtained through questionnaire surveys was analysed using a statistical package. Factor analysis was used for statistical analyses. To extract the factors, the principal components method was adopted, and the VARIMAX procedure was used as the rotation method. A descriptive statistical analysis was performed. Findings: Project team employees discover a number of positive and negative effects of working remotely. The positive ones include: the possibility of adapting work to private life, greater punctuality of performed tasks, saving time and money as it is not necessary to travel to work, increased satisfaction with the effects of work and a sense of security against contracting the virus due to the lack of contact with other employees. The negative ones include: limited direct contact with other employees, no traditional conversations over coffee for discussions and conversations with colleagues, limited access to company resources, no financial support from the employer, increased costs of office work at home, susceptibility to cyber-attacks, increased stress due to problems with remote cooperation with other employees and weakening interpersonal relations. Implications: The study provides new evidence on the most salient risks and challenges faced by remote workers in project teams. They demonstrate different factors affecting remote work depending on the frequency it is performed. Originality/Value: The research results fill the research gap and broaden the knowledge about the impact of various factors on the remote work of project team employees during a pandemic. They constitute practical recommendations and are a source of knowledge for managers of various levels and employees working remotely.

10

Glosa do wyroku Wojewódzkiego Sądu Administracyjnego w Gliwicach z dnia 31 stycznia 2022 r., sygn. I SA/Gl 1340/21

75%

Owoc J.

Kwartalnik Prawa Podatkowego

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2023

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issue 2

153-162

EN

The commentary raises the issue of establishing a permanent establishment for an enterprise in the case when it employs workers in another country who perform their duties remotely. The commented ruling of the Provincial Administrative Court in Gliwice is one of the first judgments in the Polish judicature referring to this issue. Its discussion is justified due to the growing popularity of cross-border work in the “home office” system, especially as a result of the COVID-19 pandemic. As part of the commentary, an analysis of the premises for the creation of a permanent establishment was conducted, taking into account the views of the doctrine and the international practice experiences. Special attention was paid to the premise of disposal of an establishment by an enterprise in the context of the possibility of creating a permanent establishment in the employee’s private space. According to the author, in this aspect, it is crucial to determine whether the company requires its employees to use a specific space in the course of performing their duties. In light of this analysis, the concept of the Provincial Administrative Court in Gliwice regarding the creation of a permanent establishment on the territory of Poland has been criticized.

PL

Glosa porusza problematykę powstania zagranicznego zakładu podatkowego dla przedsiębiorstwa w przypadku zatrudniania przez nie na terenie innego państwa pracowników, którzy swoje obowiązki wykonują w trybie zdalnym. Komentowany wyrok Wojewódzkiego Sądu Administracyjnego w Gliwicach stanowi jedno z pierwszych odnoszących się do tej kwestii orzeczeń w polskiej judykaturze. Jego omówienie jest uzasadnione z uwagi na rosnącą popularność transgranicznego wykonywania pracy w systemie home office, szczególnie wskutek pandemii COVID-19. W ramach glosy przeprowadzona została analiza przesłanek powstania zakładu podatkowego, uwzględniająca poglądy piśmiennictwa oraz doświadczenia praktyki międzynarodowej. Szczególną uwagę poświęcono przesłance dysponowania placówką gospodarczą przez przedsiębiorstwo w kontekście możliwości ukonstytuowania zakładu podatkowego w przestrzeni prywatnej pracownika. Zdaniem autora w tym aspekcie kluczowe znaczenie ma ustalenie, czy przedsiębiorstwo wymaga od swojego pracownika korzystania w toku wykonywania obowiązków z konkretnej przestrzeni. W świetle dokonanej analizy koncepcja Wojewódzkiego Sądu Administracyjnego w Gliwicach dotycząca powstania na terytorium Polski zakładu podatkowego została poddana krytyce.

11

Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees

75%

Stasiła-Sieradzka M., Sanecka E., Turska E.

International Journal of Occupational Medicine and Environmental Health

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2023

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vol. 36

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issue 2

229-249

EN

Objectives The COVID-19 pandemic contributing to the dissemination of alternative work models such as fully remote or hybrid work models. The present study focused on these 2 types of unplanned changes in the working environment. The conservation of resources theory, the first aim of this study was to examine the predictive role of resource losses and gains since the outbreak of the COVID-19 pandemic in job burnout. Moreover, the authors investigated how non-remote, remote, and hybrid employees differ in resource losses and gains and job burnout. Material and Methods A cross-sectional online comparative study was conducted a year after the outbreak of the COVID-19 pandemic. The respondents provided sociodemographic data, reported their current work model, and completed validated measures of resource losses and gains and job burnout: the Conservation of Resources Evaluation and the Oldenburg Burnout Inventory. Based on the data collected from 1000 working adults from the Polish population, the authors tested the differences in losses and gains of different categories of resources and job burnout components between the 3 groups of employees representing distinct working models, i.e., non-remote, hybrid, and remote. Results In general, the associations of losses and gains with job burnout subscales have been confirmed, regardless of the level of analysis of losses and gains. The authors’ findings indicated that hybrid workers experienced significantly higher resource losses and gains (both in general and in different domains) in comparison to non-remote and remote workers. In turn, non-remote employees scored significantly higher on disengagement, which is one of the job burnout components. Conclusions Hybrid workers experienced the highest levels of both resource losses and gains during the COVID-19 pandemic, compared to non-remote and remote workers, suggesting that this form of working arrangement involves the greatest changes in different life domains, bringing both positive and negative consequences for the employee.

12

Distribution of sleep components while working remotely

75%

Janc M., Jankowska A., Jozwiak Z., Makowiec-Dabrowska T., Jurewicz J., Polanska K.

International Journal of Occupational Medicine and Environmental Health

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2024

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vol. 37

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issue 1

34-44

EN

Objectives The circadian system is the main regulator of almost all human physiological processes. The aim of this study was to assess sleep in the working population, in relation to the share of remote working. Material and Methods An online survey was conducted among students and staff representing 3 universities in Łódź, Poland (N = 1209). The participants were divided into 3 groups according to the percentage of time they worked remotely. Group I consisted of respondents performing tasks remotely for ≤45% of their working time; group II included respondents performing their duties remotely for >45–75% of their working time, and group III included those working >75% of their time remotely. Results performing their duties remotely for >45–75% of their working time, and group III included those working >75% of their time remotely. Results: In the study, the authors found the association between the length of time spent on a computer, the percentage of time working remotely, and the occurrence of physical symptoms and the prevalence of sleep disorders. The most significant difference between working days and days off in terms of the mid-point of sleep (1.5 h) was observed in group I, where there was the greatest variability in the form of work performance. The participants who worked most of their time remotely (group III) shifted their bedtime to midnight, both on working days and on days off. Conclusions The study highlights that increased remote computer use leads to a shift in sleeping patterns towards midnight. The participants with later midpoint of sleep hours were found to have a higher incidence of sleep disorders. The prevalence of sleep disorders was significantly impacted by prolonged mobile phone use before bedtime and long hours of computer use. Thus, limiting both the time spent in front of a computer and the use of mobile phones before bedtime is recommended.

13

Zmiany w prawie pracy w 2023 roku - praca zdalna, kontrola trzeźwości pracowników oraz przejrzyste i przewidywalne warunki pracy

75%

Daszczyńska-Ciborowska A., Grabiński T., Luty Z.

Zeszyty Naukowe Wyższej Szkoły Ekonomii i Informatyki w Krakowie

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2022

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issue 18

37-47

EN

The subject of the publication is to discuss the amendments to the Labor Code that are to come into force, regarding remote work, employee sobriety checks, rules for concluding employment contracts for a trial period, the introduction of new information obligations for the employer, the introduction of the employee’s right to apply for a change of working conditions once a year, new termination of fixed-term employment contracts, the employee’s right to remain a simultaneous employment relationship or other contractual relationship with another employer, additional breaks at work, additional 2-day leave from work and the introduction of a 5-day carer’s leave along with the assessment of these regulations.

PL

Tematem publikacji jest omówienie mających wejść w życie nowelizacji kodeksu pracy, dotyczących pracy zdalnej, kontroli trzeźwości pracowników, zasad zawierania umów o pracę na okres próbny, wprowadzenia nowych obowiązków informacyjnych pracodawcy, wprowadzenia prawa pracownika do wnioskowania o zmianę warunków pracy raz w roku, nowych zasad rozwiązywania umów o pracę na czas określony, prawa pracownika do pozostawania w jednoczesnym stosunku pracy lub innym stosunku umownym z innym pracodawcą, dodatkowych przerw w pracy, dodatkowego zwolnienia od pracy w wymiarze 2 dni oraz wprowadzenia 5-dniowego urlopu opiekuńczego wraz z oceną tych regulacji.

14

Changes in mental well-being of adult Poles in the early period of the COVID-19 pandemic with reference to their occupational activity and remote work

75%

Izdebski Z. W., Mazur J.

International Journal of Occupational Medicine and Environmental Health

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2021

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vol. 34

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issue 2

251-262

EN

ObjectivesThe present study focused on the relationship between occupational activity and mental health during the first COVID-19 lockdown.Material and MethodsAt the turn of May and June 2020, an online survey was conducted on a representative sample of 3000 Poles (age: Me = 45 years). Working persons accounted for 52% of the respondents, while 38.1% were hired workers. Two standardized (0–100 pts) indices were defined. The level of mental health symptoms index (LMHSI) concerned the incidence of 4 problems within the past 2 months, whereas the change in mental health symptoms index (CMHSI) concerned the degree of mental health deterioration.ResultsThe mean value of LMHSI was 40.91 (SD = 26.97), and that of CMHSI 60.51 (SD = 23.97). In both cases, a worse assessment was obtained among women than among men. In the group of working respondents, the least advantageous results were found among those who worked casually or under a commission contract. Among the non-employed respondents, jobless persons and students were the group at risk. Remote work resulted in the deterioration of mental health in the light of CMHSI; however, a threat of changes in the professional situation affected LMHSI variability to the greatest extent The results of linear regression (R2 = 0.339) suggest that the increase in the CMHSI score (adjusted for LMHSI) is independently influenced by female sex, university education, remote work and a threat of the worsening of employment terms. The analysis of the interaction effect showed a stronger impact of the last factor in the group of women (p = 0.001).ConclusionsTo conclude, COVID-19 restrictions were associated with a negative impact on mental health which should be analyzed in the occupational context.

15

Praca w systemie home office w opinii wybranej grupy menedżerów – słuchaczy studiów MBA

63%

Moczydłowska J. M.

Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie

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2021

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issue 1(991)

37-50

PL

Cel: Diagnoza postaw menedżerów wobec pracy zdalnej. Metodyka badań: Analiza literatury, wywiad grupowy FGI. Wyniki badań: Menedżerowie są świadomi korzyści i zagrożeń wynikających z pracy w trybie home office. Podkreślają trudną sytuację rodziców dzieci kształcących się zdalnie oraz pracowników o niskich umiejętnościach w zakresie posługiwania się nowymi technologiami. Korzyści wynikające z pracy zdalnej są znaczące i wyraźnie przeważają nad potencjalnymi zagrożeniami. Wnioski: Po zakończeniu pandemii COVID-19 praca zdalna będzie wykorzystywana na dużo większą skalę niż przed pandemią. W warunkach e-pracy większego znaczenia nabierają kompetencje menedżerskie: komunikatywność, budowanie relacji opartych na zaufaniu oraz umiejętność planowania i organizacji pracy. Wkład w rozwój dyscypliny: Pogłębienie i aktualizacja wiedzy na temat pracy home office przez diagnozę postaw menedżerów wobec tej formy pracy.

EN

Objective: Examining managers’ attitudes towards remote work. Research Design & Methods: Literature analysis, FGI. Findings: Managers are aware of the benefits and risks of working in a home office model. They emphasise the difficult situation of parents whose children are being educated online and employees with low skills in using new technologies. The benefits of working remotely are significant and clearly outweigh the potential risks. Implications / Recommendations: Managers are aware of the benefits and risks of working in a home office model. After the COVID-19 pandemic ends, remote work will be used on a much larger scale than it was before the pandemic. In e-work conditions, managerial competences become more important: communication skills, building relationships based on trust, and the ability to plan and organise work. Contribution: Deepening and actualising knowledge of home office work through an examination of managers’ attitudes towards this form of work.

16

Zaangażowanie pracowników a satysfakcja z pracy w warunkach pracy zdalnej

63%

Stefańska M., Grabowski G.

e-mentor

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2023

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vol. 98

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issue 1

13-21

EN

The outbreak of the COVID-19 pandemic contributed to a very large increase in the proportion of time spent working remotely to total working time. To date, this form has been used primarily by enterprises with branches dispersed across one or multiple countries. This form of performing duties by employees brought a number of benefits in the form of acceleration of decision-making processes, and reduction of time and costs. In the past, teleworking time was regulated according to needs and supported by a significantly reduced number of face-to-face employee meetings. With the outbreak of the COVID-19 pandemic, remote work has become the main or only form of contact with colleagues and superiors in many situations related to the ban on movement, regardless of the place of business. At that time, employers were concerned that it would not result in a decrease in employee engagement and job satisfaction. The article was intended to identify and assess the relationship and cause-and-effect relationship between commitment and job satisfaction in the context of remote work. The results of the study helped to expand knowledge about relationships. It has been confirmed that there is a positive relationship between employee engagement and job satisfaction; In addition, employees distinguish between commitment to work and organization, and the impact of types of commitment on job satisfaction varies. It has also been shown that both remote work and employee involvement affect their job satisfaction.

PL

Wybuch pandemii COVID-19 przyczynił się do bardzo dużego przyrostu czasu pracy zdalnej w czasie pracy ogółem. Dotychczas korzystały z niej przede wszystkim przedsiębiorstwa, które charakteryzowały się rozproszonymi w jednym lub w wielu krajach oddziałami. Ta forma wykonywania obowiązków przynosiła szereg korzyści w postaci przyspieszenia procesów decyzyjnych, redukcji czasu i kosztów. W przeszłości wymiar czasu telepracy był regulowany i wspierany bezpośrednimi spotkaniami pracowników adekwatnie do potrzeb. Wraz z wybuchem pandemii COVID-19 praca zdalna w wyniku wprowadzonych ograniczeń stała się główną lub jedyną formą kontaktów ze współpracownikami i przełożonymi, niezależnie od miejsca prowadzonej działalności. Pojawiła się wówczas obawa pracodawców, czy nie spowoduje ona pogorszenia przebiegu procesów w organizacji w wyniku obniżenia zaangażowania pracowników oraz ich satysfakcji z pracy. Celem rozważań w artykule była identyfikacja oraz ocena związku i zależności przyczynowo-skutkowej pomiędzy zaangażowaniem a satysfakcją z pracy w kontekście pracy zdalnej. W opracowaniu przedstawiono wyniki sondażowych badań opinii przeprowadzonych techniką CAWI na nielosowo dobranej próbie 277 pracowników, to jest osobach pracujących w środowisku międzynarodowym. Badanie przyczyniło się do poszerzenia stanu wiedzy na temat wspomnianej relacji. Potwierdzono, iż istnieje pozytywny związek pomiędzy zaangażowaniem pracowników a ich satysfakcją z pracy, ponadto pracownicy rozróżniają zaangażowanie w pracę i w organizację, a oddziaływanie rodzajów zaangażowania na satysfakcję z pracy jest różne. Wykazano też, iż zarówno praca zdalna, jak i zaangażowanie pracowników wpływają na ich satysfakcję z pracy.

17

Polish Digital Nomads

63%

Majewski M.

Ekonomia XXI Wieku

|

2022

|

issue 25

19-27

PL

Cyfrowy nomadyzm stanowi odzwierciedlenie nowego stylu życia młodych ludzi, którzy pracują zdalnie. Mogą więc nieustannie podążać za przygodą i rozwijać swoje pasje. Głównym celem badawczym jest poznanie determinant wyboru takiego stylu życia przez Polaków. Obiektem badań są cyfrowi nomadzi polskiego pochodzenia. Zastosowano metodę analizy literatury oraz wywiadu pogłębionego na próbie czterdziestu respondentów. Badanie wykazało, że polscy cyfrowi nomadzi nie utożsamiają się z większą społecznością, ponieważ spotykają się z niezrozumieniem i nie ufają osobom poznanym w trakcie podróży. Typowy cyfrowy nomad pracuje zdalnie w branży IT, marketingu lub edukacji. Jest osobą młodą, szukającą przygód w trakcie podróży, nieprzywiązującą większej wagi do warunków mieszkaniowych. Cechami charakterystycznymi są również minimalizm i niechęć do zakładania rodzin. Do głównych determinant wyboru koczowniczego trybu życia należy przede wszystkim nieusatysfakcjonowanie warunkami życia panującymi w Polsce oraz chęć dokonania zmian.

EN

Digital nomadism reflects the new trend among young people who work remotely so they can follow their passions and travel. The main research goal was to find out the determinant of the choice of such a lifestyle by Poles. The subject of the research were digital nomads of Polish descent. The method of literature analysis and in-depth interviews on a sample of 40 respondents was used. The study showed that Polish digital nomads do not identify with a larger community as they face misunderstanding and distrust the help of those they meet during their travels. A typical digital nomad works in the IT, marketing or education industry, is a young person looking for adventure while travelling, and not paying much attention to housing conditions. Characteristic features are also minimalism and a reluctance to start a family. The main determinants of the choice of a nomadic lifestyle include, first of all, the dissatisfaction with the living conditions in Poland, and the willingness to change. These changes have enabled the emergence of a phenomenon known as digital nomadism. The aim of this article was to create a digital profile of a nomad of Polish origin. The following research questions were asked:

18

Communication technologies and internal communication in an organization during the Covid-19 pandemic

63%

Smoląg K., Ślusarczyk O.

Informatyka Ekonomiczna

|

2021

|

issue 2

47-55

PL

W czasie pandemii Covid-19 komunikacja między pracownikami odbywała się w większości na odległość i była realizowana z wykorzystaniem rozwiązań z zakresu technologii komunikacyjnych. Ta zależność od stosowanych narzędzi komunikacyjnych często przekładała się na jakość procesu komunikacji i jego skuteczność. Ponadto znaczne różnice między komunikacją zdalną a komunikacją wewnętrzną generują problemy i negatywnie wpływają na zaangażowanie i motywację pracowników. Celem niniejszego opracowania jest przedstawienie wybranych aspektów związanych z wykorzystaniem technologii komunikacyjnych w komunikacji wewnętrznej. Rozważania oparto na literaturze przedmiotu oraz wybranych badaniach dotyczących pracy zdalnej i komunikacji wewnętrznej podczas pandemii Covid-19. Z przeprowadzonej analizy desk research wynika, że firmy wdrażające pracę zdalną powinny skoncentrować swoje działania nie tylko na wdrażaniu rozwiązań teleinformatycznych, ale także na zmianie podejścia do tworzenia procesu komunikacji wewnętrznej. Wkład w dyskusję polega na zwróceniu uwagi, że proces komunikacji wewnętrznej wymaga nowego podejścia do jej tworzenia.

EN

During the Covid-19 pandemic, communication between employees was mostly carried out remotely and was carried out using solutions in the field of communication technologies. This dependence on the communication tools used often translated into the quality of the communication process and its effectiveness. In addition, significant differences between remote communication and internal communication generate problems and have a negative impact on the commitment and motivation of employees. The aim of this study is to present selected aspects related to the use of communication technologies in internal communication. The considerations are based on the literature on the subject and selected studies on remote work and internal communication during the Covid-19 pandemic. The conducted desk research analysis shows that companies implementing remote work should focus their activities not only on the implementation of communication technology solutions, but also on a change in the approach to creating the internal communication process. Our contribution to the discussion consists in pointing out that the process of internal communication requires a new approach to its creation.

19

Praca zdalna w administracji samorządu terytorialnego – rozwiązanie na czas kryzysu czy nowy standard?

63%

Matyjas-Łysakowska P., Maroń A.

Roczniki Administracji i Prawa

|

2022

|

vol. 3(XXII)

375-389

EN

Due to the crisis situation related to the SarsCov-2 virus pandemic, employers were forced to look for solutions that would enable the continuity of work and at the same time secure safety in the era of recommended social isolation. The authors discuss the legal conditions for the use of remote work in local government administration during a pandemic. Legal solutions adopted for the duration of the pandemic made it possible for employees to work remotely, at the request of the employer. The study indicates the legal conditions for the use of remote work in local government administration. The authors also present the assumptions of remote work in the proposed amendment to the Labour Code introducing remote work into the Polish legal system on a permanent basis. They discuss the factors that may limit the use of remote work in public administration, in particular in local government administration, despite the lack of subjective and objective premises for the use of remote work in the draft. These factors are the type of work performed, the workplace and variants of remote work. Due to the use of remote work, certain elements of autonomous subordination permeate the employment relationship of local government employees. It is worthy of a positive assessment that the classic model of subordination of a local government employee is giving way to a more flexible form of autonomous subordination.

PL

W związku z kryzysową sytuacją związaną z pandemią wirusa SarsCov-2 pracodawcy zostali zmuszeni do poszukiwania rozwiązań umożliwiających zachowanie ciągłości pracy i jednocześnie zapewniających bezpieczeństwo w dobie zalecanej społecznej izolacji. Autorki podejmują omówienie prawnych warunków stosowania pracy zdalnej w administracji samorządowej w czasie pandemii. Prawne rozwiązania przyjęte na czas trwania pandemii umożliwiły pracownikom wykonywanie pracy zdalnie, na polecenie pracodawcy. W opracowaniu wskazane są prawne warunki stosowania pracy zdalnej w administracji samorządowej. Autorki przedstawiają także założenia pracy zdalnej w świetle projektowanej nowelizacji Kodeksu pracy wprowadzającej pracę zdalną na stałe do polskiego porządku prawnego. Omawiają czynniki, które mogą ograniczać stosowanie pracy zdalnej w administracji publicznej, w szczególności w administracji samorządowej, pomimo braku w projekcie przesłanek podmiotowych i przedmiotowych stosowania pracy zdalnej. Te czynniki to rodzaj wykonywanej pracy, miejsce pracy i warianty pracy zdalnej. Za sprawą stosowania pracy zdalnej do stosunku pracy pracowników samorządowych przenikają pewne elementy podporządkowania autonomicznego. Na pozytywną ocenę zasługuje fakt, że klasyczny model podporządkowania pracownika samorządowego ustępuje na rzecz bardziej elastycznej postaci podporządkowania autonomicznego.

20

Challenges and problems of hybrid work: employees’ perspective

63%

Kiwert K., Walecka A.

Journal of Management and Financial Sciences

|

2022

|

issue 45

27-48

EN

Different work organisations function all over the world. The COVID-19 pandemic changed the perception of many employees concerning the concept of remote and hybrid work. Nowadays it seems to be the new normal, not only in the IT field. This paper aims to show the distinction between various work organisations and compare them in the context of work efficiency, focusing on in-company and remote work. The article also presents the problems of hybrid work. A study was conducted in the form of a survey. The study shows how remote work is perceived by the respondents, concerning its advantages, disadvantages, and working conditions.

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