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Rola polskich liderek w tworzeniu i roz- wijaniu stowarzyszeń migranckich w Berlinie. Motywacje, cele i skutki. Studium przypadku

100%

Szczepaniak-Kroll A.

Przegląd Zachodni

2020

issue 2 (375)

225-253

The article is a contribution to the trend in anthropological studies on the relations of power. It refers to Pierre Bourdieu’s theory that power is wielded by people with a certain habitus, or disposition. The leadership of Polish women in migrant associations is a special kind of power, as it is non-violent power. It is founded on their specific ability to influence others, and used in building relations with members of associations that function as partnerships based on cooperation. The heroines of this article – female activists from the migrant environment and working on behalf of migrants, thanks to their style of activity joined a small group of women who managed to pass through the so-called leadership labyrinth in a masculinized milieu of leaders of broadly conceived organizations. The text is intended to answer the question who are those women leaders in Germany, in Berlin – Poles organizing aid for others, creating new strategies of functioning in this area. The aim is to determine what induced them to undertake this kind of activity, how their actions are currently targeted and what characterizes the leadership of the Poles, making it extremely effective. The article is based on the thesis that the strategies of activity of the women leaders manifest the characteristics of increasingly valued transformational leadership, in a feminine version, giving it a special peculiarity, additionally shaped by specific migration conditions. The presented material is based on research conducted by the author, an anthropologist, in Germany between 2015-2018. Field work of a qualitative nature was carried out using the technique of semi-structured and family interviews. The article is a study of two selected cases which are representative of other similar cases observed in Berlin. Its purpose is to offer an insight into a certain phenomenon and at the same time a dynamically developing process, which defines the specificity and one of the directions of the activity of migrant organizations, not only in the German context.

Niektóre cechy osobowości a umiejscowienie kontroli zawodowej u kobiet liderek

100%

Kwiatkowska G. E.

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

2019

vol. 32

issue 4

Theoreticians and researchers often compare the feminine and masculine styles of management. There are only few studies focused on women alone, without comparing them to men, especially women who hold high positions and are leaders in the area in which they operate. The purpose of this research was to attempt to answer the question, what are the female leaders’ personality traits and the sense of location of control. The research involved Robert R. McCrae and Paul T. Costa’s NEO-Five Factor Inventory (NEO-FFI) and the Man in Work Questionnaire, 70 women aged 35–55 participated in them. The research group was 35 women working in corporate companies and public institutions that occupy higher positions, and the comparison group included 35 women in lower positions, such as a salesperson, nurse, medical caregiver and teacher. Interesting results were observed in relation to differences in personality traits between the two groups of women surveyed. It turned out that female leaders differ from women working in basic positions only the level of extraversion and neuroticism. However, no significant differences were found in terms of conscientiousness, agreeableness and openness to experience. They also show an internal sense of location of control at work, which undoubtedly helps them in fulfilling their professional roles, requiring full commitment, faith in their own abilities and responsibility for themselves and others.

Teoretycy i badacze często porównują kobiecy i męski styl zarządzania. Mało jest jednak badań skupionych na samych kobietach, zwłaszcza tych, które piastują wysokie stanowiska i są liderami w danym obszarze. Celem niniejszych badań była próba uzyskania odpowiedzi na pytanie o to, jakimi cechami osobowości i poczuciem umiejscowienia kontroli w pracy charakteryzują się kobiety liderki. Zastosowano Inwentarz Osobowości NEO-FFI Roberta R. McCrae i Paula T. Costy oraz Kwestionariusz Człowiek w Pracy. W badaniach wzięło udział 70 kobiet w wieku 35–55 lat. Grupa badawcza to 35 kobiet pracujących w firmach korporacyjnych i instytucjach publicznych na wyższych stanowiskach, a grupa porównawcza – 35 kobiet zajmujących niższe stanowiska, takie jak sprzedawca, pielęgniarka, opiekun medyczny i nauczyciel. Ciekawe wyniki zaobserwowano w odniesieniu do różnic dotyczących cech osobowości między dwiema grupami badanych kobiet. Okazało się, że kobiety liderki różnią się od kobiet pracujących na podstawowych stanowiskach jedynie poziomem ekstrawersji i neurotyczności. Nie stwierdzono istotnych różnic w zakresie sumienności, ugodowości i otwartości na doświadczenie. Ponadto przejawiają wewnętrzne poczucie umiejscowienia kontroli w pracy, co niewątpliwie pomaga im w pełnieniu ról zawodowych wymagających pełnego zaangażowania, wiary we własne możliwości i odpowiedzialności za siebie i innych, jak również odróżnia od kobiet pełniących swe obowiązki na stanowiskach podstawowych.

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

1 Przegląd Zachodni

1 Kwiatkowska G. E.

1 Szczepaniak-Kroll A.

1 2020

1 2019

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Rola polskich liderek w tworzeniu i roz- wijaniu stowarzyszeń migranckich w Berlinie. Motywacje, cele i skutki. Studium przypadku

Niektóre cechy osobowości a umiejscowienie kontroli zawodowej u kobiet liderek