Wyniki wyszukiwania - BazTech

1

Subversive repercussions of the nepo-baby phenomenon in organizational management: job satisfaction, employee well-being

Śrębowata Milena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2026

|

z. 242

675--690

EN

Purpose: The purpose of the study was to identify the negative consequences of the nepo-baby phenomenon in management by verifying the level of job satisfaction and the level of employee well-being among employees of SME companies in Poland. Design/methodology/approach: The article is based on an empirical study using questionnaires to measure job satisfaction (MSQ) and to measure well-being (PWBS) among a study and a control group and their detailed statistical analysis. The topic area includes human resource management and work psychology. Findings: The article presents the context of the negative effects of the nepo-baby phenomenon and shows that job satisfaction and well-being of employees are significantly lower in companies where respondents declared the phenomenon of nepo-baby than in those where it was not declared. The results are a starting point for further analysis of the effects of nepo-baby in organizational management. Research limitations/implications: The study focused on the Polish SME sector in the Świętokrzyskie Voivodeship, so the results may be specific to this sector, and the sample was relatively small, which is the kind of limitation that makes the research conducted exploratory and preliminary. In the future, it is necessary to conduct a longitudinal study on a larger sample. Practical implications: The results show that employees working in a nepo-baby environment have low job satisfaction and their wellbeing is also low. This shows that this phenomenon is not conducive to the development of the company and that it can be crucial. This research may lead to specific solutions to counteract the negative effects of the phenomenon. It is important to start by raising awareness that the company should be managed by qualified people and not by people with family connections, as this is detrimental to the company. Originality/value: This is the first article to present the nepo-baby phenomenon directly and a study that examines employee job satisfaction and well-being in organizations where this phenomenon occurs.

2

Green transition in the workplace and its impact on the environment as a source of job satisfaction. A study from Central Europe

Ostoj Izabela, Trzęsiok Joanna, Tusińska Magdalena, Król Małgorzata, Karczewska Monika

Economics and Environment

|

2026

|

No. 2

art. no. 1269

EN

The article aims to demonstrate that green transition in the workplace (GTW) has a positive effect on experienced job satisfaction through its impact on the environment. A diagnostic survey based on the Job Characteristics Model was conducted among workers in four Central European countries. In each country, job satisfaction was related to a sense of meaningfulness of work, which was stronger when workers considered participation in GTW to be important for themselves and the community. A limitation of the study is that it examines only GTW-related factors in association with the impact on meaningfulness of work and job satisfaction. The practical implication is the conclusion regarding the value of GTW, not only because of its impact on the natural environment, but also because of an increase in job satisfaction. The significance of the study lies in identifying GTW as a new factor contributing to job satisfaction.

PL

Celem artykułu jest wykazanie, że zielona transformacja w miejscu pracy (GTW) ma pozytywny wpływ na odczuwaną satysfakcję z pracy, poprzez wpływ na otoczenie. W oparciu o koncepcję Job Characteristics Model przeprowadzono badanie metodą sondażu diagnostycznego wśród osób pracujących w czterech krajach Europy Środkowej. W każdym z nich satysfakcja z pracy była zależna od poczucia sensu pracy, które było większe, gdy pracujący uznawali uczestnictwo w GTW za ważne dla siebie oraz dla społeczności lokalnej. Ograniczenie stanowi badanie wpływu na sens pracy i satysfakcję z pracy wyłącznie czynników związanych z GTW. Implikacją praktyczną jest wniosek o celowości GTW, nie tylko ze względu na wpływ na środowisko, ale także na wzrost satysfakcji z pracy. Wartość badania polega na wskazaniu nowego czynnika satysfakcji z pracy, jakim jest GTW.

3

Human capital for industrial innovation: competence development, job satisfaction and entrepreneurship at a mining institute

Malec Małgorzata, Stańczak Lilianna

Production Engineering Archives

|

2025

|

Vol. 31, Iss. 3

410--418

EN

The authors take advantage of their scientific and professional experience in the scope of project management and management policy at a research organization, presenting the results of KOMAG employees’ job satisfaction survey and of two projects conducted in 2022 and 2023 within the framework of the European Fund for Just Transformation. The survey results concerning the KOMAG employees’ job satisfaction revealed an urgent need of improving competences and qualifications. It was particularly interesting to investigate the employees’ level of engagement in trainings and courses and their impact on improving competences and developing professional careers. It lacks an analysis of the role of employees’ job satisfaction, competences and entrepreneurship in the management processes at research organizations. The results of two projects, carried out as components of continuing education and job crafting, can be treated as a sort of guidelines and recommendations for not only representatives of research organizations but also for industrial companies as they are of interdisciplinary, general character. The article’s objective is oriented onto getting knowledge about specific requirements and expectations of researchers employed at institutes. So far this aspect has not been investigated and presented in available literature. The results of two projects, described in the article, are in line with job crafting policy at the KOMAG Institute and they show explicitly that a development of entrepreneurship, competences and job satisfaction is an important component of managerial strategy.

4

The Impact of Job Satisfaction on Employee Engagement: The Mediating Role of Organizational Factors

Nowak Patrycja

Management

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2025

|

Vol. 29, no. 2

154--178

EN

The article examines the impact of job satisfaction on employee engagement and the role of mediating factors: organizational membership, organizational commitment, employee loyalty, and identification with the company. Understanding these relationships is crucial for organizations aiming to increase employee effectiveness and retention. The study was conducted using the CAWI method on a sample of 850 employees from Poland. Validated measurement tools were used, including the SAT-20 scale to assess job satisfaction and the UWES scale to measure employee engagement. The analysis was carried out using linear regression and the bootstrap mediation method. This allowed for determining whether job satisfaction influences engagement directly or through other factors. The reliability of the results was also assessed by analyzing 95% confidence intervals and the R² coefficient, which indicates how well the statistical model explains the relationships between the variables studied.

5

Relationship Between Work Life Balance with Job Satisfaction in Organization: A Systematic Review of the Empirical Research

Gaur Jyoti, Tarkar Preeti

Management

|

2025

|

Vol. 29, no. 1

826--855

EN

This systematic review examines the relationship between work-life balance and job satisfaction within organisations, drawing on empirical studies published between 2000 and 2024. By using the PRISMA flow diagram, the documents are rigorously documented the technique for locating, screening, and choosing entries from the Scopus database. Initially, 132 records were discovered, with 124 maintained after removing those which were published prior to 2000. Further screening removed 5 records owing to language constraints, leaving 119 eligible studies. This bibliometric study showed 110 unique publications which are produced by 159 scholars from 56 countries, demonstrating the global interest in this topic. VOS viewer software helped in creating co-occurrence maps by analysing keywords, titles, and abstracts to detect research trends and collaborations. The key findings emphasise on the most referenced publications and key authors [...]

6

Employee attitudes towards organisational diversity: the peculiarities of a manufacturing enterprise

Juchnowicz Marta, Kinowska Hanna

Engineering Management in Production and Services

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2025

|

Vol. 17, no. 1

15--25

EN

The article explores the impact of attitudes towards diversity on employee proactivity, considering job satisfaction as a mediating variable and the specific characteristics of manufacturing enterprises in contrast to those with other activities. A conceptual model for the relationship between inclusivity, employee proactivity, and job satisfaction was formulated following the literature review. The proposed model underwent empirical testing through confirmatory analysis using structural equation modelling (SEM CFA) on a sample of 1,000 employees. The data were collected in December 2023, focusing on exploring the impact of employee inclusivity on proactivity mediated by job satisfaction. This study compared manufacturing company employees to those working in other types of enterprises. Quantitative research was used to test the model of the relationship between inclusivity and employee proactivity. The results confirmed a positive direct relationship between inclusivity, proactivity, and job satisfaction. Additionally, the study demonstrated the role of job satisfaction as a mediator between inclusivity and proactivity. While no greater impact of inclusivity was affirmed in manufacturing enterprises compared to other types of firms, some differences were observed in this context. The study fills a gap in the links between employee inclusivity and proactivity with the mediation of job satisfaction. Subsequent research would need to further explore the impact of the specific components of the study constructs on employee proactivity and extend to other mediators and moderators of the relationship between the studied variables. For enterprises, the findings indicate the need to implement practices supporting inclusivity and creating work environments that foster satisfied employees. The differences in the magnitude of the impact of inclusivity depending on the type of activity suggest that human resource management practices should be adapted to the organisational context.

7

Intergenerational differences in job satisfaction in Germany

Śliwicki Dominik

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 199

591--603

EN

Purpose: The aim of the research is to determine the differences in the level of job satisfaction among employees representing different generations in the labor market in Germany. It is assumed that the younger the generation, the lower the chance for higher satisfaction. Design/methodology/approach: The first part of the methodology is based on the use of post- hoc statistical tests and answers to the questions about the significance of differences in the level of job satisfaction among employees representing different generations. The second part of the analysis involves estimating multinomial logit models in which the dependent variable is job satisfaction. This part indicates important factors influencing the increase in the chances of achieving higher job satisfaction. Findings: The results of the study showed that there are statistically significant differences in the level of job satisfaction between the BB and X generations as well as the BB and Y generations. The general conclusion is that the younger the generation, the lower the average job satisfaction. Significant differences occur only when compared to the oldest generation. Research limitations/implications: The sample of the data is representative for German establishments in the private sector with at least 50 employees. Further research may focus on identifying the factors that create job satisfaction in generational groups and those that cause significant differences. An important element of the research would be to find substitution relationships between factors, which could certainly be used in human resources management processes. Practical implications: The research results can be used in practice in managing intergenerational teams. Knowledge of differences in approach to work and factors influencing job satisfaction allows for more accurate influence on, among others: employee commitment and performance and mitigating conflict situations. Social implications: The social implications of the presented study are related to shaping the attitudes of both employees and managers towards representatives of different generations functioning in the workplace and their mutual relationships. Originality/value: The article is addressed to a wide range of management practitioners in intergenerational teams. The value is providing new knowledge about differences in job satisfaction and factors that build satisfaction.

8

The effect of internal branding in public sports organizations on job satisfaction and turnover intention

Choi You-Lee, Kim Ilgwang, Jongchul Park Jongchul

Polish Journal of Management Studies

|

2024

|

Vol. 29, No. 2

201--220

EN

The purpose of this study is to identify the relationship between internal branding, job satisfaction, and turnover intention within public sports organizations, and to verify the moderating effects of organizational size and the moderated mediating effects of job satisfaction. This study collected data from 305 employees of public sports organizations in South Korea in 2022 using a convenient sampling method. In this study, SPSS 26.0, AMOS 26.0, and SPSS PROCESS macro (Model 4 and 7) were used to conduct frequency, second-order confirmatory factor, reliability, correlation, and structural equation model analyses on the collected data. As a result, firstly, internal branding had a positive impact on employees' job satisfaction. Secondly, internal branding did not significantly influence employees' turnover intention. Thirdly, job satisfaction was found to have a negative impact on employees' turnover intention. Fourthly, organization size was found to positively moderate the relationship between internal branding and job satisfaction. Finally, in the relationship between internal branding and turnover intention, the mediating effect of job satisfaction was found to be moderated by organization size. These results show that internal branding is important for increasing employees' positive attitudes towards their jobs and organization. Lastly, the novelty of this study is to reveal that when organizations conduct internal branding, organization size could directly or indirectly influence employees’ job attitudes and organizational productivity.

PL

Celem niniejszego badania jest identyfikacja związku między brandingiem wewnętrznym, satysfakcją z pracy i zamiarem rotacji w publicznych organizacjach sportowych oraz weryfikacja moderującego wpływu wielkości organizacji i moderowanego pośredniczącego wpływu satysfakcji z pracy. W niniejszym badaniu zebrano dane od 305 pracowników publicznych organizacji sportowych w Korei Południowej w 2022 r. przy użyciu celowej metody doboru próby. W tym badaniu wykorzystano SPSS 26.0, AMOS 26.0 i SPSS PROCESS macro (Model 4 i 7) do przeprowadzenia analiz częstotliwości, czynnika potwierdzającego drugiego rzędu, niezawodności, korelacji i modelu równań strukturalnych na zebranych danych. W rezultacie, po pierwsze, branding wewnętrzny miał pozytywny wpływ na satysfakcję pracowników z pracy. Po drugie, branding wewnętrzny nie wpłynął znacząco na zamiar rotacji pracowników. Po trzecie, satysfakcja z pracy miała negatywny wpływ na zamiar rotacji pracowników. Po czwarte, stwierdzono, że wielkość organizacji pozytywnie moderuje związek między marką wewnętrzną a satysfakcją z pracy. Wreszcie, w związku między brandingiem wewnętrznym a zamiarem rotacji, pośredniczący wpływ satysfakcji z pracy był moderowany przez wielkość organizacji. Wyniki te pokazują, że branding wewnętrzny jest ważny dla zwiększenia pozytywnego nastawienia pracowników do ich pracy i organizacji. Wreszcie, nowością tego badania jest ujawnienie, że gdy organizacje prowadzą wewnętrzny branding, wielkość organizacji może bezpośrednio lub pośrednio wpływać na postawy pracowników wobec pracy i produktywność organizacji.

9

How employees’ dynamic capabilities influence job performance across different stages of a crisis?

Bieńkowska Agnieszka, Tworek Katarzyna

Engineering Management in Production and Services

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2024

|

Vol. 16, no. 4

1--20

EN

The article investigates the impact of employees’ dynamic capabilities (EDC) on job performance during various stages of a crisis in an organisation caused by a Black Swan event, mediated by job-related attitudes, such as person-job fit, work motivation, job satisfaction, and work engagement, based on EDC model of job performance. The article includes a critical literature review of the role of EDC and each job-related attitude in shaping employee job performance during a crisis caused by a Black Swan event as the basis for hypothesis development. The proposed hypotheses are verified by empirical studies conducted in 2021 on a sample of 1200 organisations from Poland, the USA, and Italy operating during the active wave of COVID-19. Statistical reasoning was made based on multigroup path analysis performed in IBM SPSS AMOS. The results confirmed the significant role of EDC in enhancing job performance during a crisis and revealed that work motivation is the most influential job-related attitude through which EDC impacts job performance across all stages of the crisis. The article contributes to the theory of human resource management and crisis management, presenting a comprehensive model of job performance based on EDC for various stages of a crisis caused by a Black Swan event. It also contributes to practice, showing entrepreneurs which work-related attitudes are crucial for obtaining the most benefit from EDC, enabling its proper translation into job performance growth. The article shows that work-related attitudes have a different value for shaping job performance, depending on the stage of crisis (caused by a Black Swan event) in which the organisation operates. Moreover, it confirms that EDC enables the possibility to obtain and maintain satisfactory job performance during a crisis, which suggests that EDC should be considered one of the new competitive advantages of contemporary organisations operating in the post-COVID-19 reality.

10

Conceptional Framework for the Objective Work-Related Quality of Life Measurement Through Multimodal Data Integration from Wearables and Digital Interaction

Voigt Jenny, Hohn Jakob, Mut Ekaterina, Schreiber Celine, Geisler Sophia Mareike, Pinta Pauline Sophia, Hamm Alisa, Kosakyan Hamlet, Burkhardt Juliette-Michelle, Hrach Christian, Braumann Ulf-Dietrich, Stutzer Franziska, Österle Hubert, Franczyk Bogdan, Militzer-Horstmann Carsta

Annals of Computer Science and Information Systems

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2024

|

Vol. 40

61--68

EN

In the evolving domain of occupational health, assessment of Work-related Quality of Life (WrQoL) has gained critical importance, particularly with recent expedited developments of decentralized and digital work. Conventional methods relying on subjective questionnaires are limited by high drop-out rates and potential biases. This paper introduces a novel approach to evaluating WrQoL by leveraging data generated from digital office environments, wearable devices, and smartphone applications. Our methodology includes the collection of physiological data, analysis of digital interactions, and prosody analysis to construct a comprehensive model of WrQoL influences. Initial and weekly questionnaires as well as multiple daily self-reports of valence and arousal levels will serve to initially validate this model. Prospectively utilizing machine learning, we aim to predict WrQoL scores from aggregated data. This method presents a non-invasive alternative for assessing WrQoL, providing significant implications for both research and industry with the potential to enhance workplace conditions and employee well-being.

11

The effect of organizational transformation, organizational culture, and transformational leadership on employee performance through job satisfaction: an evidence from Automotive Component Manufacturing Companies

Azmy Ahmad, Hartono Denny Krisnawan, Mirza Mariza

Management

|

2023

|

Vol. 27, no. 1

95--129

EN

This study aimed to analyze organizational transformation, organizational culture, and transformational leadership in relation to employee performance, with job satisfaction serving as a mediating variable. The participants consisted of 101 employees from automotive component manufacturing companies. They were selected using purposive sampling techniques to ensure alignment with the research objectives. Data were analyzed using Partial Least Squares (PLS) to illustrate the variables and indicators influencing employees’ performance. The results indicated that organizational transformation, organizational culture, and transformational leadership had a positive impact on employee performance. Furthermore, the mediating role of job satisfaction in relation to employee performance was also observed. Therefore, organizations should optimize job satisfaction to enhance employee competencies in response to business challenges. By implementing organizational transformation, fostering a positive organizational culture, and promoting transformational leadership, organizations can potentially increase satisfaction, responsiveness, and performance, thereby supporting business innovation. Job satisfaction plays a crucial role in maintaining performance stability, as the business process appears to be highly reliant on organizational transformation, organizational culture, and transformational leadership. The variables examined in this study demonstrate that job satisfaction enhances employees’ responsiveness to the company’s operations. Consequently, organizations should prioritize responsiveness and adaptability when empowering their human resources.

12

The Effect of Factors of E-marketing on Purchase Decision in MSME's snack product: a case study in PT. Saikho Indo Kreatif

Wiadi Iyus, Mudrika Siti, Suharjo Diyono, Azmy Ahmad, Deni Deni

Management

|

2023

|

Vol. 27, no. 1

157--183

EN

Due to the multiple advantages that it offers to both sellers and consumers, the digitalization of services is a process that is gaining popularity on a global scale. The aim of this research was to explore the impact of e-marketing elements related to SME products on sustainable customer behavior in the context of purchasing decisions. The expanded unified theory of acceptance and use of technology (UTAUT2) model and the technology acceptance model (TAM) were both used to research the elements that lead to long-term behavioral changes in favor of more sustainable consumer purchasing decisions. Sustainable consumer behaviors are those that are based on trust and continuation intention (CI). The case study is based on a SME company that creates modernized versions of traditional snacks and markets them online. Researchers surveyed 122 of their customers for the survey-based statistics. The findings reveal that, out of the six factors, only 4 factors that had significant impact on trust, which are Perceived of Usefulness (PU), Perceived Ease of Use (PEOU), Social Influence (SI), and the most significant is Hedonic Motives (HM). While, Quality Information (IQ) did not contribute to Trust. Trust (T) appears to have a substantial positive impact on the development of customer’s continuous purchase decision (CI). Age and education did not moderate the relationship between trust and CI. Small and medium-sized enterprise (SME) business owners should therefore focus on Perceived Risk related variables to build greater levels of trust and capture customers’ ongoing interest. This study contributes to a body of knowledge on the e-marketing of SME items, particularly snacks, by demonstrating how CI might cause long-term behavioral changes in favor of more sustainable customer purchase decisions.

13

Factors influencing the level of job satisfaction of employees as the main internal stakeholders of organizations in the 21st century

Igielski Michał

Management

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2023

|

Vol. 27, no. 2

1--25

EN

The main purpose of the article is to identify the main factors that have the greatest impact on building satisfaction of employees who work in Polish organizations. In addition, the author will try to identify the expectations of respondents that apply to their workplaces and identify the most important problems and barriers in the surveyed organizations, occurring in the processes of human capital management. As the main research method, in addition to the literature analysis, of course, the author chose a survey, in the form of a structured interview, with team leaders and their employees. The entire research process was carried out in 44 purposefully selected Polish organizations, in 2021 (254 employees of these organizations took part in the survey). Of course, due to the number of subjects, the study has a pilot character. Based on the analysis of the literature and the conclusions of the survey, 4 main groups of determinants that have the greatest impact on the level of job satisfaction of respondents have been identified – they have been divided into professional and nonprofessional factors. In addition, the author described the main barriers that generate the most problems and dysfunctions that accompany respondents during their work.

14

Psychosocial risk and work decisions of transport workers: A study

Mościcka-Teske Agnieszka, Sadłowska-Wrzesińska Joanna, Gajsek Brigita, Stachowiak Agnieszka

Journal of Sustainable Development of Transport and Logistics

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2023

|

Vol. 8, No. 2

113--127

EN

Purpose: The main objective of the research was to identify the structure and level of psychosocial risk experienced by transport workers and the relation between occupational stress and the decision to leave the job. Methodology: The research on psychosocial risks at work and their impact on job-related decisions was conducted with the Psychosocial Risk Scale (SRP), a scientifically verified diagnostic tool characterized by high reliability and accuracy of coefficients. The scale consists of four parts, A, B, C, and D. Part A concerns demographic data (such as age, gender, seniority, position, etc.). Part B contains questions related to health and professional functioning. Part C consists of 50 statements related to characteristics of work that pose potential psychosocial risks. Annex D-SRP for the transport sector contains 12 questions (α-Cronbach factor = 0.80). Psychometric properties of parts B and C of the Psychosocial Risk Scale were determined on the basis of the survey results. Results: The psychosocial risk categories considered were workload, job content, work schedule, control, environment and equipment, organizational culture and function, interpersonal relationships, career development, and work-life interface. The mediating effect of job satisfaction was also considered to provide a holistic perception of the analyzed problem. Job satisfaction was analyzed in job content, work conditions and organization, financial conditions, career development, and interpersonal relations with superiors and co-workers. Based on research results, authors identified and characterized the impact of psychosocial risk on transport workers' job-related decisions. Theoretical contribution: The research links social sciences, psychology, and management studies exploring the links between occupational stress and HR management implications, filling in a research gap between occupational stress and logistics management and creating new gaps and research questions as conclusions from research open following research fields and opportunities in the context of research on sustainable development of enterprises. It adds a new perspective to transport management, proving that risk resulting from job characteristics and organization can compromise the availability of workers and the quality of processes performed. Practical implications: The research results can be used by HR managers and workload planners to minimize the occupational stress experienced and improve the well-being and performance of transport workers.

15

Skutki mobbingu dla pracowników

Warszewska-Makuch Magdalena

Bezpieczeństwo Pracy : nauka i praktyka

|

2023

|

nr 2

15-19

PL

Wyniki wielu badań pokazują, że mobbing w miejscu pracy wiąże się z doświadczaniem silnego, długotrwałego stresu, prowadzącego do poważnych zaburzeń w obrębie zdrowia psychicznego i fizycznego, w tym do syndromu stresu pourazowego (PTSD) oraz zaburzeń lękowych i depresji. Konsekwencją tego jest często utrata zdolności do pracy przez osoby doświadczające mobbingu. Można przypuszczać, że niemożność kontynuowania pracy przez ofiary mobbingu wynika również z istotnego pogorszenia ich funkcjonowania poznawczego. W artykule omówiono skutki mobbingu dla pracowników. Skupiono się na konsekwencjach zarówno dla zdrowia psychicznego, jak i funkcjonowania poznawczego.

EN

A number of studies show that workplace bullying is associated with the experience of severe, long-term stress leading to serious mental and physical health disorders and physical health, including post-traumatic stress disorder (PTSD) and anxiety disorders and depression. The consequence of this is often a loss of capacity to work. It can be assumed that the inability of victims of bullying to continue working is also due to a significant deterioration in their cognitive functioning. This article discusses the negative effects of workplace bullying on employees. It focuses on both negative effects on mental health and cognitive functioning.

16

Analysis of the role of servant leadership on employee’s job satisfaction mediated by leader-member exchange style among employees in the private higher education sector in Kuwait

El-Bayaa Nourhan, Said Dina, Alzoubi Yehia Ibrahim

Acta Innovations

|

2023

|

no. 49

60--74

EN

A growing body of literature explores the underlying mechanisms and processes that enable servant leadership to impact organizational performance, engagement, and outcomes positively. This research assesses the mediation role of leader-member exchange between servant leadership and job satisfaction among employees in Kuwait's universities. The study utilized a closed-ended survey that was distributed to 240 workers, with 205 valid responses received from employees working in two private higher education sectors in Kuwait. using Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used for data analysis. The outcomes of the study demonstrated strong backing for the beneficial influence of servant leadership on leader-member exchange and job satisfaction. Furthermore, a positive correlation was established between leader-member exchange and job satisfaction among employees employed in Kuwait's private higher education sector. Moreover, the results partially validated the mediating effect of leader-member exchange in the relationship between servant leadership and employee job satisfaction. These results underscore the significance of integrating servant leadership principles into leadership approaches within this sector to improve employee satisfaction and overall organizational achievement.

17

Dobrostan psychiczny pracowników – spojrzenie z perspektywy postpandemicznej praktyki menedżerskiej

Wychowaniec Wojciech

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

|

2022

|

Nr 86

177--187

PL

W niniejszym artykule została podjęta próba wskazania, które aspekty z zakresu dobrostanu psychicznego pracowników zostały już odkryte i opisane za pomocą metody naukowej, a które pozostają w obszarze niewiedzy. W artykule zostały przybliżone definicje wellbeingu, oparte o różne systemy myślenia, a także przytoczono przykładowe wyjaśnienia pojęcia wellbeingu pracowników. W badaniach nad wellbeingiem mamy do czynienia z trzema orientacjami, tj. szkołą hedonistyczną (subiektywną), szkołą eudajmonistyczną (obiektywną), a także szkołą integrującą oba podejścia. Autor przybliżył kilka wyników badań dotyczących korelacji między dobrostanem pracowników a innymi zmiennymi w organizacji (między innymi wpływem środowiska pracy, praktykami zarządzania zasobami ludzkimi, używaniem korporacyjnych mediów społecznościowych czy wpływem specyficznej kultury organizacyjnej firmy). W artykule nie zabrakło również odniesień do danych statystycznych i przykładów rozumienia wellbeingu w praktyce zarządczej. Za szczególnie ważne aspekty wywodu autor uznaje skonstruowanie pytań związanych z wellbeingiem pracowników w kontekście praktyki zarządczej oraz przygotowanie praktycznych rekomendacji. W oparciu o kwestie omówione w artykule wskazano także możliwe kierunki rozwoju dalszych badań.

EN

This paper attempts to indicate which aspects of mental well-being of employees have already been discovered and described using the scientific method, and which remain unknown. The article provides the definitions of mental well-being, based on various thinking systems, as well as cases explaining the concept of employee well-being. In research on well-being, we deal with three research orientations, i.e., the hedonistic approach (subjective) and the eudaimonistic approach (objective), as well as the school integrating both approaches. Several results of research on the correlation between the well-being of employees and other variables in the organization were also presented: the influence of the work environment, human resource management practices, the use of corporate social media, and the influence of the company's specific organizational culture. The article also includes statistical data and examples of understanding well-being in management practice. A particularly important aspect raised in the article was the construction of questions related to the well-being of employees, precisely in the context of management practice, and the preparation of practical recommendations. Possible directions for further research were also indicated, especially on the basis of the aspects cited in the article.

18

Factors shaping job satisfaction of employees

Nieżurawski Lech, Nieżurawska-Zając Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2022

|

z. 156

321--332

EN

Purpose: The present paper aims at determining the hierarchy of factors influencing job satisfaction. Design/methodology/approach: The empirical section of the paper presents the results of the authors' own research in Henkell & Co and FoodCare companies. Findings: In the research section we are trying to answer the question of what determines job satisfaction of the group of selected respondents and thus what factors and to what extent shape it in the organisations under study. Practical implications: A high level of job satisfaction of employees allows to achieve business objectives. Originality/value: The value of the article is the confirmation that keeping the job satisfaction in organization is important in order to keep work engagement. Originality of the article arises from that job satisfaction is shaped by factors not only including salary, professional development, relations with the supervisor and colleagues, cooperation between departments, but also business ethics.

19

The role of job satisfaction and embeddedness in managing turnover intention in healthcare industries

Martadiani A .A. Media, Supartha I Wayan Gede, Manuati Dewi I Gusti Ayu, Riana I Gede

Polish Journal of Management Studies

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2022

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Vol. 25, No. 1

228--241

EN

Nurses' turnover has been a major concern globally, which is strongly influenced by nurses' intent to leave. However, only a few large sample studies on the predictive factors associated with nurses’ turnover intention were conducted in Bali Province, which is currently promoting health tourism. This study analyses the effect of Person Organization Fit and Person Job Fit on Nurse Turnover Intention mediated by job satisfaction and moderated by Job Embeddedness. The study was conducted at a private hospital involving 311 employees as a sample. The data were collected utilising a questionnaire through the distribution of questionnaires; then, the data was analysed using Logistic Regression. The results show that PO-Fit, PJ-Fit, job embeddedness and job satisfaction have an essential impact on reducing turnover intention. PO-Fit and PJ-Fit may increase job satisfaction. However, job satisfaction and job embeddedness do not mediate the effect of PO-Fit and PJ-Fit towards intention. This study contributes to developing an integrated model to reduce turnover intention. This study enriches the literature on turnover intention and related variables to be considered for decision-making in the healthcare industry, especially in hospitals.

PL

Rotacja pielęgniarek jest głównym problemem na całym świecie, na który silny wpływ ma zamiar odejścia pielęgniarek. Jednak w prowincji Bali przeprowadzono tylko kilka dużych badań próbnych dotyczących czynników predykcyjnych związanych z intencjami związanymi z rotacją pielęgniarek, które obecnie promują turystykę zdrowotną. Niniejsze badanie analizuje wpływ dopasowania organizacji osoby i dopasowania osoby do stanowiska na intencję rotacji pielęgniarek za pośrednictwem satysfakcji z pracy i moderowanej przez zakorzenienie w pracy. Badanie przeprowadzono w prywatnym szpitalu na próbie 311 pracowników. Dane zostały zebrane za pomocą kwestionariusza poprzez dystrybucję kwestionariuszy; następnie dane analizowano za pomocą regresji logistycznej. Wyniki pokazują, że PO-Fit, PJ-Fit, zakorzenienie w pracy i satysfakcja z pracy mają istotny wpływ na zmniejszenie zamiaru rotacji. PO-Fit i PJ-Fit mogą zwiększyć satysfakcję z pracy. Jednak satysfakcja z pracy i zakorzenienie w pracy nie mediują wpływu PO-Fit i PJ-Fit na intencję. Badanie to przyczynia się do opracowania zintegrowanego modelu w celu zmniejszenia zamiaru rotacji. Niniejsze badanie wzbogaca literaturę dotyczącą zamiaru obrotu i powiązanych zmiennych, które należy wziąć pod uwagę przy podejmowaniu decyzji w branży opieki zdrowotnej, zwłaszcza w szpitalach.

20

Dimensions of organisational justice impact job satisfaction and turnover intention in emerging economics

Galván-Vela Esthela, Ravina-Ripoll Rafael, Ahumada-Tello Eduardo, Tobar Pesantez Luis Bayardo

Polish Journal of Management Studies

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2022

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Vol. 25, No. 2

157--163

EN

When the individual exercises a function in society, due to his or her efforts at work, he or she manifests multiple emotions that translate into behaviour. In recent years, the study of organisational behaviour has been a topic of interest in the economic and administrative sciences. Due to the importance of studying the elements that makeup employee behaviour, the objective was to analyse the influence of the dimensions that make up perceived justice, such as distributive justice, procedural justice and interactional justice, on job satisfaction and turnover intention. The data obtained from five hundred fifty-five workers in Mexico's food industry were analysed using the structural equation technique by CB-SEM. The results suggest a correlation between all the variables in the study. In this respect, it should be noted that there are positive relationships among distributive, interactional, job satisfaction and distributive justices on turnover intention. The results suggest the importance of considering business practices that enrich the feelings of justice among employees to avoid developing negative feelings towards the company that may result in job abandonment.

PL

Kiedy jednostka pełni funkcję w społeczeństwie, dzięki wysiłkowi w pracy, przejawia wiele emocji, które przekładają się na zachowanie. W ostatnich latach badanie zachowań organizacyjnych było przedmiotem zainteresowania nauk ekonomicznych i administracyjnych. Ze względu na wagę badania elementów składających się na zachowanie pracowników, celem było przeanalizowanie wpływu wymiarów składających się na postrzeganą sprawiedliwość, takich jak sprawiedliwość dystrybutywna, sprawiedliwość proceduralna i sprawiedliwość interakcji, na satysfakcję z pracy i intencję rotacji. Pięćset pięćdziesięciu pięciu pracowników w badaniu przemysłu spożywczego w Meksyku, a dane zostały przeanalizowane przy użyciu techniki równań strukturalnych CBSEM. Wyniki sugerują korelację między wszystkimi zmiennymi w badaniu. W związku z tym należy zauważyć, że istnieją pozytywne relacje między sprawiedliwością dystrybutywną a sprawiedliwością interakcyjną, między satysfakcją z pracy i między sprawiedliwością dystrybucyjną dotyczącą intencji rotacji. Wyniki sugerują, jak ważne jest rozważenie praktyk biznesowych, które wzbogacają poczucie sprawiedliwości wśród pracowników, aby uniknąć rozwijania negatywnych uczuć wobec firmy, które mogą skutkować porzuceniem pracy.