Search Results

1 - 10 of 87 items :

  • "organizational climate" x
Clear All

REFERENCES Ancarani, A. Di Mauro, C. & Giammanco, M. D. (2019) Linking Organizational Climate to Work Engagement: A Study in the Healthcare Sector, International Journal of Public Administration, 42: (7), 547-557. http://doi.org/10.1080/01900692.2018.1491595 Bakker, A. B. (2011). An Evidence-Based Model of Work Engagement. Current Directions in Psychological Science, 20(4), 265–269. http://doi.org/10.1177/096372141141453 Brown, S. P. & Leigh, T. (1996). A new look at psychological climate and its relationship to job involvement. Journal of Applied Psychology

Psychological Assessment, 18 (3), 296-307. Drucker, P. F. (1999). Społeczeństwo pokapitalistyczne, Warszawa: PWN Durniat, K. (2012). Polish adaptation of L. Rosenstiel and R. Boegel's organizational climate diagnosis questionnaire, Polish Journal of Applied Psychology, 10 (1), 147-168 Durniat, K. (2016). Badanie klimatu organizacyjnego z wykorzystaniem zaadaptowanego kwestionariusza Rosenstiela i Boegela, in M. Chmielecki (ed.) Studia z zarządzania międzykulturowego. Przedsiębiorczość i zarządzanie, vol. XVII, Journal no. 3, part 2 (pp. 41-58.), Warszawa: Wydawnictwo

bufor zachowań mobbingowych’, Współczesne zarządzanie, no. 1, pp. 94-107. Durniat K. (2011) ‘Specyfika i konsekwencje mobbingu jako procesu obniżającego efektywność wykonania pracy zawodowej’, in Juliszewski, T., Ogińska, H. and Złowodzki M (ed.), Obciążenia psychiczne pracą - nowe wyzwania dla ergonomii, Kraków: Komitet ergonomii PAN. Durniat K, (2012a) ‘Polish adaptation of L. Rosenstiel and R. Boegel’s organizational climate diagnosis questionnaire’ Polish Journal of Applied Psycholog y, vol. 10, no. 1, pp. 147-168. Durniat K. (2012b) ‘Prewencja i przeciwdziałanie

References Ahmad, K.Z.B., Jasimuddin, S.M. and Kee, W.L. (2018). Organizational climate and job satisfaction: do employees’ personalities matter? Management Decision , 56 (2), 421–440, https://doi.org/10.1108/MD-10-2016-0713 . Aktouf, O. (1992). Management and Theories of Organizations in the 1990s: Toward a Critical Radical Humanism? The Academy of Management Review , 17 (3), 407, https://doi.org/10.2307/258717 . Albrecht, S., Breidahl, E. and Marty, A. (2018). Organizational resources, organizational engagement climate, and employee engagement. Career

Abstract

Professional burnout - a comparative analysis considering the key sectors in Poland The article presents the results of empirical research referring to the problem of burnout caused by professional burnout among staff of the most significant sectors in Poland. The authors presents the first part of the research project which also covered re-examination conducted after the interval of nine months. The research focused at the search for predictors of the phenomenon of burnout which - according to the latest concept of Maslach and Leiter - are as follows: emotional exhaustion, cynicism ad a reduced sense of personal achievements. With the application of neural networks, both the impact of organisational factors (organisational climate, experience of organisational stress) as well as personality-based factors onto the presence of professional burnout was verified. The main application conclusions resulted from the first stage of the research were presented at the end of the article.

References Mok E, Au-Yeung B. Relationship between organizational climate and empowerment of nurses in Hong Kong. J Nurs Manag 2002; 10: 129-137. Vardi Y. Psychological empowerment as a criterion for adjustment to a new job. Psychol Rep 2000; 87: 1083-1093. Laschinger HKS, Finegan J, Shamian J, Wilk P. Impact of structural and psxchological empowerment on job strain in nursing work setting. J Nurs Admin 2001; 31: 260-272. Kanter RM. Men and women of the corporation. New York: Basic Books, 1993. Spreitzer GM. Psychological empowerment in the workplace: dimensions

Summary

Dynamics of professional burnout - a comparative analysis considering the key sectors in Poland, part II The article is a continuation of the study presented in the text entitled: „Professional burnout - a comparative analysis considering the selected sectors in Poland”. Management. University of Zielona Góra, Faculty of Economics and Management, Vol. 16, No.2., (p. 87 - 102). The authors present the results of the second part of the research on analysing the phenomenon of burnout among employees of the major sectors in Poland. The present material relates to the results of the re-test conducted after the nine-month interval. One again the cause-effect dependency models for the verified variables were presented for all the tested employed people and separately for each of the specified sectors. The most relevant applicable conclusions resulted from the implemented research projected were formulated.

Summary

The main objective of this paper was to examine the relationship between organizational climate for innovation and adaptive performance. The study was carried out in business organisations in Poland (N=387), representing variety of industries. The Cimate for Innovation measure and Individual Adaptive Performance measure was adopted from previous studies. The results of presented research point out that certain measurements of the organizational climate for innovation are interrelated to adaptive performance, especially supervisory encouragement. The present study discusses some aspects concerning the adaptation of existing instruments and measurements. On the basis of the research presented we indicate that, in general, the adaptation, of the mesearuments were relatively effective. The questionnaire was assessed as to be valid in terms of content for the reseraching CI and AP aspects in Poland.

Abstract

Purpose: The purpose of this research is to identify the factors of knowledge which have a significant impact on the outcome (measured as value added per employee) of the company. The existence, long-term survival, profitability, etc. of the company depends on the competitiveness of the products and services (regardless of industry or economic branch). Transformation of “raw materials” into competitive products is possible only with the knowledge of employees. Therefore, it is necessary to identify the factors of knowledge which can influence a positive result of the company.

Methodology: We reviewed the relevant literature in the field of knowledge management. On this basis, we summarized the factors of knowledge. We performed a survey among the 69 largest Slovenian commercial companies (public and banking sectors excluded). Based on the research, we developed a regression model of value added per employee in euros.

Results: The study showed that, of all factors studied, motivation in the form of assessing employees’ performance has the largest positive correlation with the value added per employee. Furthemore, training for the performance, the use of technological tools and organizational climate can bring significant value added per employee. The most important factor that affects the value added per employee is the industry branch which the company deals with. The factors which follow are the simplicity of using IT tools and the example that the managers give to the employees.

Conclusion: A model of knowledge management factors helps to identify which knowledge factors should be given priority to for increasing the company’s performance. The model also considers the industry in which the company operates.

Osebnostne Značilnosti in Strategije Spoprijemanja S Stresom, Povezane Z Zdravjem in Izgorelostjo Pri Vojakih Slovenske Vojske

Problem: Študija odgovarja na vprašanje, katere osebnostne lastnosti izstopajo pri vojakih, ki poročajo o slabšem bio-psiho-socialnem blagostanju, dosegajo višje vrednosti izgorevanja in so posledično manj učinkoviti pri delu in manj motivirani za delo. Občutenje lastnega zdravja je okvirno merilo za zdravstveno stanje posameznika, slaba samoocena zdravja pa je napovedni dejavnik povečane umrljivosti in večje potrebe po zdravstvenih toritvah. Uporabljena diagnostična strategija operacionalizira koncept zdravja, kje bio-psiho-socialno blagostanje, na eni strani ter prinaša možnost za nove ugotovitve o povezanosti stresa in izgorevanja, (samoocen) zdravja in organizacijskega ozračja na drugi strani.

Metoda: Študija je potekala med letoma 2006 in 2008. Uporabili smo vprašalnik za samooceno zdravstvenega stanja, Eysenckove osebnostne lestvice, Folkman-Lazarusovo lestvico Načini spoprijemanja s stresom in lestvico izgorevanja Maslachove. Analizirali smo odgovore 390 pripadnikov Slovenske vojske, ki smo jih razdelili v skupino zdravih (SK1-Z), manj zdravih (po merilu bolniške odsotnosti zaradi bolezni; SK2-B) in skupino udeležencev njihovih misij. Ti izpolnjujejo vsa merila zdravja (na eni strani), so pa izpostavljeni posebnim delovnim obremenitvam (delo v tujini).

Za obdelavo podatkov smo uporabili statistični paket SPSS (v 17.0, SPSS inc.): izvedli smo t-test, Mann-Whitneyev test, Kruskal-Wallisov test, faktorsko analizo (PC-analiza, rotacija Varimax, Kaiserjeva normalizacija) in korelacijske izračune.

Rezultati: Rezultate razlagamo na osnovi predpostavke, da so udeleženci odgovarjali verodostojno, opozorimo pa tudi na možnost zanikanja in/ali odpora. Ključni dejavnik razlikovanja med skupinami je izgorelost, pri kateri najvišje vrednosti dosegajo vojaki na misijah, najnižje pa skupina zdravih vojakov (razosebljenje: X2=21,756; p=0,000; delovna neučinkovitost: X2=7,088; p=0,029; čustvena izčrpanost: X2=6,316; p=0,043). Razlike med SK1-Z in SK2-B pojasnjujemo z osebnostnimi značilnostmi (zaprtost/odprtost mišljenja, nevrotičnost) in t.i. psihosomatsko naravnanostjo. Za udeležence misij so značilni cinizem, mačizem in nezaupanje. Izgorelost (cinizem, nizka delovna učinkovitost) je znak izčrpanega/okvarjenega bio-psiho-socialnega blagostanja, ki lahko vodi v absentizem ali zapustitev poklica/dela.

Zaključek: Predlagamo spremembo oz. dopolnitev izbirnega postopka za sprejem v Slovensko vojsko s testom temeljnih osebnostnih lastnosti ter izločanje kandidatov, ki presegajo normirane vrednosti za nevrotičnost in psihotičnost, kar bi lahko zmanjšalo uporabo manj ustreznih strategij spoprijemanja s stresom, depresonalizacijo in čustveno izčrpanost ter povečalo delovno učinkovitost. Učenje veščin v medosebnih odnosih in prevzemanje varovalnih strategij (netekmovalne fizične dejavnosti, konjički) lahko ublaži delovanje nespremenljivih delovnih pogojev in zahtev. Potrebno usmerjenost na čustva ob siceršnji mačistični subkulturi bi bilo mogoče doseči s krepitvijo skupinske povezanosti in kakovosti odnosov v enotah, s čimer bi oblikovali socialno podporo znotraj kolektiva.