Search results - CEJSH

1

Mobbing as an example of unethical behaviours at work

100%

Nerka A.

Annales. Etyka w Życiu Gospodarczym

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2018

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vol. 21

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issue 5

147-161

EN

Currently, in the workplaces, the issues of behaviours classified as unethical or a violation of an employee’s dignity and personal rights are on the rise. Mobbing is one of the manifestations of such behaviours, described in the provisions of the Labour Code. The phenomenon of mobbing refers to the quality of interpersonal relationships at work and affects the operation of the entire organizational structure. This is a severe example of the violation of personal rights because such harassment is no less than a psychological terror affected by one or more persons against (typically) a single individual. The aim of this study is an analysis of mobbing, especially as regards the employer’s obligation to oppose mobbing practices. Ethical behaviour towards staff is not only a condition for observing the principles of community life in the work environment but it is the building block for creating a positive image of the employer in the business community. Mobbing behaviour impacts an organization’ image and poses several financial costs.

2

The "Dark Side" of Humour. An Analysis of Subversive Humour in Workplace Emails

100%

Schnurr S., Rowe C.

Lodz Papers in Pragmatics

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2008

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vol. 4

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issue 1

109-130

EN

Although a substantial amount of research has investigated the various functions of humour in a workplace context, electronic means of communication have largely been ignored. This is particularly surprising since electronic communication in the workplace is increasingly gaining significance. This seems to be especially true for email, which in many workplaces is the preferred medium for communicating transactional as well as relational topics. Drawing on a corpus of about 100 emails collected in an academic setting, we explore how humour is used in workplace emails. Our specific focus is on subversive humour, which often functions as a tool to express frustration and dissent, and ultimately to challenge existing power relations. Our analysis illustrates that subversive humour is an excellent means to make fun of established and normative workplace practices by exaggerating and ridiculing them, and to re-define organisational reality by offering alternative interpretations. These functions of subversive humour appear to be particularly useful for those in relatively powerful positions: by employing humour to convey critical and potentially threatening messages in acceptable ways, the senders manage to express their dissent and frustration with the wider organisational system while, at the same time, escaping the scrutiny of the very organisation that they are symbolically challenging.

3

The ‘Social Organisation’ of the Workplace as a Fundamental Concept of Labour Law Theory

100%

Musiała A.

Krytyka Prawa. Niezależne studia nad prawem

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2022

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vol. 13

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issue 2

112-123

EN

The workplace, a certain kind of organisation (which consists of people and, there fore, is social in nature), is crucial for perceiving labour law from the perspective of public administration. Put simply, if one wants to view the fulfilment of tasks or public functions within the realm of labour law, one always needs to bear in mind that although one might be referring to ‘the employer’, the discussion, in fact, refers to the workplace, with the employer being a certain ‘organ’ or emanation of the workplace. This reflection fills me with particular joy as a researcher because it necessitates the appreciation of the human community at the workplace despite the considerable reluctance of the Polish labour law doctrine to accept the work place as a human community and an administrative legal construct of social organisation. I believe that the workplace must be recognised as a key institution in the theory of labour law and this is beyond any doubt. The social consequences of failing to recognise the workplace can be dramatic. Moreover, in a situation where other human communities are scarce, the importance of the community of the workplace (especially if one remembers its relative stability) turns out to be fundamental.

4

Mobbing jako przykład nieetycznych zachowań w miejscu pracy

100%

Nerka A.

Annales. Etyka w Życiu Gospodarczym

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2013

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vol. 16

281-294

EN

Currently, in the sphere of relationships at work, the issue of behaviours classified as unethical, which cause the violation of the employee’s dignity and other personal rights, is increasing. Mobbing is one of the manifestations of such behaviours described in the provisions of the Labour Code. The phenomenon of mobbing refers to the quality of interpersonal relationships at work and affects the operation of the entire organisational structure of the employer. This is the most severe example ofthe violation of personal rights because this is a kind of harassment, namely psychological terror effected by one person or more against (typically) one person. Thus, the subject of the study is an analysis of mobbing especially with regards to the employer’s obligation to oppose mobbing practices. Ethical behaviour towards staff is not only the condition of observing the principles of community life in the work environment, but is a building block for creating a positive image ofthe employer in business. Therefore, such behaviours as mobbing, which endanger that image, pose a significant problem for the employer and bring about severe effects, also for finance.

5

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.

6

Organizational culture in nursing teams based on the example of a particular hospital

100%

Traczyńska, K>, Kunecka D.

Progress in Health Sciences

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2018

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vol. 8(1)

46-54

EN

Introduction: Organizational culture is a social issue reflecting opinions, behavior or attitudes of members of a particular organization. It determines a sense of identity of the people employed and designates durability and functioning of the system approved in a given organization. While acknowledging that organizational culture is a factor distinguishing a particular unit, the main purpose of the study is the diagnosis of the dominant type of organizational culture in a particular residential facility functioning in the West Pomeranian region of Poland. Materials and methods: The study was conducted by the diagnostic survey method and the use of standardized OCAI tool. 122 nurses who were working in the researched facility took part in the study. Results: The results indicate that chosen nursing teams, which were employed within the facility, determine hierarchical type as the dominant one (48% of all interviewed). While at the same time indicating the clan culture as the appropriate as the future one (about 66% of all interviewed). Conclusions: Research data analysis confirms common opinions about Polish healthcare sector. According to it, facility’s functioning is based on characteristic features of hierarchical type of culture such as: high level of formality, significant endurance and the need of predictability. At the same time the results point at the changes expected by the representatives of nursing environment described in literature as the clan culture. Nonetheless, in order to make such a huge organizational change efficiently, two factors seem to be indispensable: a sufficient quantity of nursing personnel and a high level managerial skills of the nursing team’s management staff. Unfortunately, as for today, reaching the satisfactory level seems impossible in both cases.

7

Mobbing — roszczenia przysługujące poszkodowanemu

100%

Pacian J.

Przegląd Prawa i Administracji

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2013

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vol. 94

81 - 89

EN

Mobbing, as a legal and social phenomenon often occurring in workplaces, must be denounced, both in the legal regulations and in social non-acceptance. The aim of the paper is to present the legal claims which a worker, as a victim of mobbing, is entitled to make under civil and criminal law. In a civil action, through Art. 300 of the Labour Code, an employee who proves mobbing by his employer can claim both redress and compensation. The victim of mobbing can also claim compensation for the costs incurred relating to treatment, under Art. 444 § 1 of the Civil Code, in the case of bodily injury or health disorder. The sufferer may also seek compensation for the infringement of personal interests under Art. § 24 of the Civil Code. However, if serious mobbing has occurred in the workplace, the employer might also be held to criminal liability. He/she can bear the responsibility under Arts. 156 and 207 of the Penal Code.

8

Conviviality in the Workplace: The Case of Polish Migrant Women in Manchester and Barcelona

100%

Rzepnikowska A.

Central and Eastern European Migration Review

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2017

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vol. 6

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issue 2

51-68

EN

Workplaces have become increasingly diverse as a result of migration and other socio-economic changes in Europe. In the light of post-2004 migration, many Polish migrants find themselves in workplaces where multiculture is an everyday lived experience. By drawing on narrative interviews conducted with Polish migrant women in Manchester and Barcelona, this paper focuses on the complexities of interaction with other ethnic groups at work, demonstrating various forms of conviviality. The study reveals more and less meaningful forms of contact at work including workplace friendships, light-hearted forms of conviviality characterised by the interplay of language and humour, relations based on care and respect for difference, as well as forced encounters marked by superficial and involuntary interaction. The findings show that while workplace can be a place of meaningful interaction, it can also involve conflict and tensions. The narratives illustrate that workplace relations can be influenced by the dynamics of gender, race, ethnicity, socio-economic circumstances and immigration discourses. The paper contributes analytically and empirically to the understanding of different forms of encounters in the workplace.

9

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.

10

Narrating Migrant Workplace Experiences: Social Remittances to Poland As Knowledge of British Workplace Cultures

88%

Haynes M., Galasinska A.

Central and Eastern European Migration Review

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2016

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vol. 5

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issue 2

41-62

EN

This paper explores how the workplace experience of migrants helps to determine part of the social remittances they can make to their country of origin. The social remittance literature needs to pay more attention to work as an element of the migrant experience. Focus is placed on public internet forums related to newspapers in Poland because these are a very open means of communicating experience to the public sphere. To support the analysis, UK census and other data are used to show both the breadth of work done by Polish migrants in the UK and some of its peculiarities. This is then followed with a more qualitative analysis of selected comments from the gazeta.pl website. The complexities of both the range of migrants’ ideas about their work and also the analysis of internet-based newspaper comment sites as a form of public communication are shown.

11

Struggling with Emotions in Times of Social Change: Control Restoring Operations in the Workplace and the Family

88%

Sawicka M., Sikorska M.

Polish Sociological Review

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2020

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vol. 212

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issue 4

411-424

EN

Modernization discourses which penetrated into Poland after the systemic transitions of 1989 brought meanings that were in opposition to those embedded in the traditional models of interpersonal relations. Although the emergence of new meanings pertaining to asymmetrical social relations is typical for societies undergoing structural and cultural transformation, in the case of Poland these shifts have advanced rapidly, especially in comparison with the Western societies. This resulted in the fragmentation of the doxa-the set of taken-forgranted assumptions about the ‘natural’ shape of interpersonal relations. Due to this ‘responsible actors’ whose social roles have been so far based on authority have been affected by a loss of the sense of control over their basic social relations, i.e. the relations through which they define their identity and/or appoint life goals. Using qualitative evidence from Poland we analyze interpersonal relations in two domains of social life, i.e. work and family, in order to identify interactional operations through which the ‘responsible actors’ (managers and parents) attempt to regain control over interaction partners. Comparison across two different fields of social life offers an in-depth insight into the general dynamics of control restoring operations, and the key role of emotion management in this process

12

Wybrane problemy bezpieczeństwa w telepracy

88%

Goroszkiewicz M.

Securitologia

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2014

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issue 2(20)

131-146

EN

Teleworking in fact operating on the polish labor market already in since the nineties; has been pursued at the beginning the in civil law forms of employment. The amendment of the labour code of 2007 put teleworking in the polish labor law, as an official, based on the regulations of employees legal form of employment. "Teleworking" means work performed far away from the traditional, conventional place of employment, with contemporary ICTs. Teleworking as a modern type of employment, provides an easy way to reconciliation of work and family life and the use of flexible work arrangements, involving the possibility to exercise in any place and at any time. But it turns out that in practice the use of teleworking in Polish firms are still not common and full of barriers.

13

Prevalence of work-related musculoskeletal disorders among hairdressers

88%

Aweto H. A., Tella B. A., Johnson O. Y.

International Journal of Occupational Medicine and Environmental Health

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2015

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vol. 28

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issue 3

545-555

EN

Objectives This study has investigated the prevalence of work-related musculoskeletal disorders (WMSDs), the most commonly affected body parts, the risk factors of WMSDs and the coping strategies adopted by hairdressers. Material and Methods The study design was a cross-sectional descriptive survey design. Two hundred and ninety-nine hairdressers (242 females and 57 males) from salons in Surulere and Mushin Local Government Areas of Lagos State completed a 27-item questionnaire. They were selected using a non-probability consecutive sampling technique. The inferential analysis was conducted using the Chi² test. The level of significance stood at p < 0.05. Results The 12-month prevalence of musculoskeletal disorders stood at 75.6%. Two hundred and twenty-one (91.3%) participants reported gradual onset of musculoskeletal disorders. One hundred and sixteen (47.9%) participants had the onset of the WMSDs at the age range of 26–35 years. The most commonly affected body parts included the low back (76.3%), shoulder (62.5%) and neck (46.3%). Some of the major job risk factors of the WMSDs that were identified included: working in the same position for long periods and attending to a large number of customers in 1 day. Taking sufficient rest breaks by participants was one of the coping strategies adopted by the participants. The mean number of years of working experience was 7.85±0.4 years. One hundred and twenty-four (41.5%) participants had worked for 1–5 years. The Chi² analysis showed that the prevalence of musculoskeletal disorders were significantly associated with the age of a participant (Chi² = 78.78, p = 0.001), years of working experience (Chi² = 78.03, p = 0.001) and hours spent working in a standing position (Chi² = 8.77, p = 0.01), respectively. Conclusions The age of hairdressers, their years of working and the long hours they spent working in a standing position may be significant factors that contribute to the high prevalence of the WMSDs among them. The most commonly affected body parts included the low back, shoulders and neck.

14

Dyrektor szkoły w roli pracodawcy – przegląd wybranych zagadnień funkcjonowania szkoły jako zakładu pracy

87%

Jadach K.

Studia Edukacyjne

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2020

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issue 57

119-144

EN

One of the basic tasks that the provisions of the educational law entrust to the headteacher is to be inban employment relationship with the teachers as employees. This role is determined by the status of the educational institution as a workplace, to which the sources of universally and internally binding labor law apply. They impose a number of obligations on the employer, i.e. the headteacher, which should be interpreted in the light of the unique educational, teaching and tutoring tasks implemented within the units of the education system. Principal autonomy is also influenced by the imperative of implication in the educational reality the clause of the child’s good. It is done by application of specific legal provisions, in particular making decisions that create the internal policy of the school staff.

15

Response of the labor market to the needs and expectations of Generation Z

75%

Bieleń M., Kubiczek J.

e-mentor

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2020

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issue 4 (86)

87-94

EN

We are witnessing a generational change in the labor market. The baby boomer generation is replaced by the representatives of the Z generation. The different environment in which they grew up, especially the technology advancing over several decades, has resulted in these generations having completely different characteristics. The conditions of a given generation influence the needs and expectations in private and professional life. This becomes a challenge for employers who have to adjust workplaces to their needs. Moreover, the working atmosphere can be an important factor in the employer's competitiveness in the labor market. Literature studies have shown that although there are many studies on Generation Y (preceding), there are few studies describing Generation Z in the labor market, thus creating a research gap. The purpose of this study was to analyze companies operating in Poland in terms of adapting their workplaces to the Z generation. The main focus of the study are issues related to a friendly atmosphere in the office, the latest technology, ambassador programs, internships and apprenticeships, benefit packages, onboarding and CSR. According to research enterprises make changes in order to adapt to generation Z, however, they do not manifest them excessively. Firms and organizations should consider development report on adjustments to generational change in the labor market.

16

Legal protection of workers from moral harassment in the workplaces: a comparative study of the UAE law and French law

75%

AlKrisheh M., Alhajaya N., AL-Tkhayneh K. M.

The Lawyer Quarterly

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2021

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vol. 11

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issue 4

569-584

EN

The study tackles the worker’s protection under the purview of criminal and civil laws from harassment in the workplace. The researchers point out that the UAE legislator has not addressed moral harassment in the workplace either in the Penal Law or in the Regulation of Labor Relations. Meanwhile, the French legislator criminalizes moral harassment acts in the French Penal Law and regulates that in the respective labor law. This motivates us to examine this subject with sights set to have this study as a proposal for the UAE legislator to draft provisions that criminalize moral harassment in the workplace. This study provides the punishment prescribed for this crime. It also describes this act in the Labor Law to determine the procedures set to protect the victims from harassment, to empower them to receive fair compensation, and to prevent the employer from harassing workers to push them to abandon work.

17

Negotiating professional and leader identities in interviews with female Indian professionals

75%

Sehgal P., Van De Mieroop D., Chatterjee A.

Lodz Papers in Pragmatics

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2013

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vol. 9

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issue 2

175-198

EN

Existing research on women’s construction of professional identities and, more specifically, on leader identities in the workplace, has traditionally focused mainly on western contexts. This article aims to extend this focus by investigating the position of women in the workplace in India. We do this by discursively analyzing audio-taped semi-structured interviews with women who are working in the corporate sector in India. The aim of these analyses is to present a number of case studies about the unique challenges that women face at the workplace in the urban Indian context, especially when they take up leadership positions. The issues they grapple with are the collision of the traditional dominant discourses on appropriate female behavior and the new professional identities that these women wish to embrace. The paper discusses how these female professionals mainly construct two quite diverging identities: either as nurturing mentors or as aggressive professionals who are involved in activities traditionally viewed as “a man’s domain”. Conclusions are then drawn regarding how these professional identities acquiesce to, counter, or - as is the case in one interview - carefully mould, hegemonic discourses of femininity in India.

18

Biological security of the SARS-CoV-2 (COVID-19) infection in large workplaces outside the healthcare sector – an epidemiologist’s point of view

75%

Hanke W., Pietrzak P.

Medycyna Pracy

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2021

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vol. 72

|

issue 1

89-97

EN

Populations in large workplaces are particularly susceptible to the risk of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) infection. In the following article, an attempt has been made to identify main problems regarding the biological security in large workplaces outside the healthcare sector, while simultaneously pointing out the possible solutions to these problems. In this article, a literature review was performed with regard to publications that have been published within the last 4 months, concerning the issue of risk factors with regard to SARS-CoV-2 infections in large populations. Experts’ opinions and statements released by institutions working in this field were also taken into consideration. On the basis of the available publications, key procedures to protect workers in large workplaces against COVID-19 were established. One of these key factors is infection prevention. It is commonly known that, due to limited possibilities of identifying infected people that are asymptomatic, physical distance in the whole employee population should be kept; personal protective equipment (PPE) should be used and tele-work should be implemented. The results of recent research have shown that, apart from airborne ways of transmission, there also exists a possibility of getting infected by coming into contact with contaminated surfaces and objects. Therefore, frequent disinfection of rooms and work tools is essential. In the current situation, due to the lack of a vaccine, only going through the COVID-19 disease, either in a symptomatic or asymptomatic form, significantly increases the chances of developing natural immunity. The means of preventing SARS-CoV-2 infections include quickly identifying the infected people on the basis of the symptoms they report, keeping physical distance, using PPE, disinfecting rooms and applying proper ventilation. Limiting the number of workers by implementing a remote work pattern is also recommended.

19

Gene-occupation interactions: a review of the literature on bladder and prostate cancer

75%

Wieczorek E., Wolniakowska A., Roszak J., Rodrigues R. M., Vanhaecke T., Reszka E.

Medycyna Pracy

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2023

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vol. 74

|

issue 2

127-144

EN

Bladder cancer (BCa) and prostate cancer (PCa) are genitourinary cancers which constitute significant health problems in men and in which environmental factors play an important role. Understanding the genetic susceptibility to BCa or PCa and occupational exposure is paramount to improving cancer prevention and early detection. The aim of this review article was to address the scientific evidence on the genetic risk factors and occupational exposure associated with the occurrence of BCa and PCa. The authors identified relevant original articles that have been published between 1994 and 2023. Variations of the following search terms: “gene” and “occupational” combined with one of the following terms: “bladder cancer” or “prostate cancer” were applied for the search purpose. The authors found 342 publications of which 50 population studies met their requirements for gene-occupation interactions. In total, 34 full-text manuscripts were about BCa and 16 about PCa. These research examines the genes involved in detoxification processes of xenobiotics (glutathione S-transferase, N-acetyltransferase, cytochrome P450, UDP-glucuronosyltransferase), oxidative stress (glutathione peroxidase 1, manganese superoxide dismutase, catalase), altering DNA repair capacity (X-ray repair cross-complementing 1, base excision repair, nucleotide excision repair), tumour suppression (TP53 gene), and vitamin D pathway (vitamin D receptor gene). The role of genetic factors in the occupational exposure has not been conclusively established, but it appears the possibility of genetic involvement. Determination of environmentally responsive genes provides important mechanistic implications for the etiology of occupational cancers, and valuable input in occupational exposure limits set by taking genetic susceptibility into account. More genetic research is needed to corroborate these findings and assess their significance in the workplace. Med Pr. 2023;74(2):127–44

20

Analysis of interest in vaccination against COVID-19 and other pro-health initiatives at the workplace among employees in Poland

75%

Olearczyk A., Olejniczak D.

Medycyna Pracy

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2021

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vol. 72

|

issue 6

653-659

EN

BackgroundThe COVID-19 pandemic re-raised the subject of vaccines and their importance for public health. Given the number of employees, one of the key environments in which vaccination should be promoted is the workplace.Material and MethodsAn original, anonymous and voluntary questionnaire with 13 questions regarding health behaviors of employees in Poland was distributed through HR departments of the companies invited to the research (Computer-Assisted Web Interview – CAWI technique) This publication presents the results of answers to the 3 chosen questions concerning: health issues related to work, interest in health promoting initiatives and following recommendations for physical activity.ResultsAccording to the research presented in this article, 39% of employees in Poland were interested in vaccination against COVID-19. The most popular preventive initiatives are still healthy eating and sport activities. The government allowed organizing vaccinations at the workplace, which gives new opportunities but also obligations and risks. Overall, the potential of a workplace in fighting the coronavirus seems to be used to a very small extent. This carries the need to consult systemic solutions with representatives of employers and occupational medicine practitioners as well as the government.ConclusionsThe workplace should be one of the key habitats for health promoting activities, including vaccinations. The above-mentioned issue should still be the subject of research for solutions tailored to the needs and capabilities of each group (employers, occupational medicine professionals and government). One of the circumstances of promoting the health of employees should be preventive examinations of employees – a doctor’s visit and contact with an occupational medicine nurse. The potential of preventive employee examinations in this area seems to be unused and limited. The level of immunization of employees has an obvious impact on the state of the economy. In view of the voluntary vaccination against COVID-19, this requires educational campaigns aimed at both employees and employers.

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