Wyniki wyszukiwania - Biblioteka Nauki

1

Complaining during closed training: its functions and consequences

100%

Kaliszewska M. D. , Godlewska-Werner D.

Polish Psychological Bulletin

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2020

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tom 51

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nr 2

149-161

EN

During occupational trainings given to Polish employees, one can quite often observe complaining. The instructor can use it for problem-solving or for purification. Thus, complaining plays an instrumental or cathartic function. This has consequences for the entire training process. The aim of the article is to present the phenomenon of complaining during training courses and to discuss its correlation with different variables such as learning results, participants’ mood and the evaluation of the training course. Questions were therefore posed about which function of complaining would be more conducive to the process of learning the material and result in an improvement of the participants’ mood, as well as how the instructor would be evaluated, at the response level, depending on which function of complaining is activated during the training. In order to answer these questions, the authors designed an experiment in which complaining was induced in members of an organization, performing either an instrumental function or a cathartic function. The results show that the most effective strategy is the use of its object as a point of departure for problem solution.

2

Work Motives in the Context of Generational Differences, Gender Differences, and Preferred Values

80%

Godlewska-Werner D. , Peplińska A. , Zawadzka A. M. , Połomski P.

Polish Psychological Bulletin

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2020

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tom 51

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nr 2

116-125

EN

Values define the directions of human activities and are related to people’s motivation to undertake specific activities and roles (Schwartz, 1994; Brown, 2002). Researchers and employers observe differences in motivation to work among representatives of different generations and genders (Twenge, Campbell, & Freeman, 2012; Gursoy & Karadag, 2013). In this research project, the authors asked what motivated contemporary employees, whether the intensity of their motives was different in different generations, what relationships there were between the dominant work motives and employees’ dominant values, and whether there were differences between women and men regarding work motives. To verify the hypotheses, they conducted a study with a sample of 307 professionally active people. They used their own Types of Work Motives Questionnaire designed for the purposes of the study and the Valued Living Questionnaire (VLQ; Wilson & Murrell, 2004). The obtained results indicate that younger employees choose the kind of work that gives them comfort and adequate pay. Regardless of age, however, social security support is the most important for all groups of respondents. For women, security and social security support are important at work. Moreover, the study has shown that there is a relationship between work values and work motives. For example people who appreciate values such as friendship and stability are motivated to work by good relationships and security, those who value recreation and stability are motivated by comfort and salary, those for whom respect and education are crucial are motivated by the possibility of development etc.

3

Work involvement and the quality of two-career marital relationships – the mediating role of stress and role conflicts

80%

Peplińska A. , Godlewska-Werner D. , Połomski P. , Lewandowska-Walter A.

Polish Psychological Bulletin

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2018

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tom 49

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nr 1

118-127

EN

A two-career marriage is a modern family model, within which both partners pursue a career as employees, often in leadership positions, but also a career associated with holding specific roles in the family, marriage and the household. The aim of this study was to verify the relationship between the level of work engagement and the subjective quality of marital relationships. Moreover, the research attempted to find variables which may mediate the relationship, such as levels of occupational stress experienced, conflict / facilitation of occupational and personal roles and gender. The study was conducted among 150 two-career married couples, with both partners working actively on the competitive labour market, often holding leadership positions and balancing their professional and family roles. All of the participants, aged 28 to 40, had completed higher education and had at least 1 child. The study used the Work-related Behaviour and Experience Pattern Test (AVEM), Well-Matched Marriage Questionnaire (KDM-2), Stress Questionnaire and the Questionnaire of Work and Family Balance. Statistical analysis indicated that work involvement of two-career couples positively contributes to increasing the subjectively perceived quality of their marital relationships. The level of occupational commitment also has a positive relationship with the level of stress experienced and work – family conflicts. Such stress and conflicts are important mediators in the positive relationship between work involvement and the quality of marital relationship. Therefore, if the partners’ work is linked to significant stress, generating additional work-family conflicts, it may consequently negatively affect the quality of marital relations of the dyads.

4

Przywiązanie do organizacji i motywacja do pracy a poziom materializmu pracowników – pośrednicząca rola satysfakcji z pracy

70%

Peplińska A. , Godlewska-Werner D. , Celińska S. , Nieckarz Z. , Połomski P.

Zarządzanie Zasobami Ludzkimi

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2018

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nr 1(120) "Motywacja na różne sposoby, czyli znane problemy w nowych odsłonach" / "Various Approaches to Motivation or a New Look and Old Problems"

11-30

PL

Celem prezentowanych badań była próba znalezienia związków pomiędzy wybranymi obszarami uczestniczenia jednostki w organizacji, tj. zaangażowanie organizacyjne czy motywacja do pracy, a stosunkiem do dóbr materialnych. Weryfikacji poddano także istnienie ewentualnych zmiennych pośredniczących w tych związkach, m.in. płci, stanowiska czy satysfakcji z pracy. Badaniem objęto łącznie 200 pracowników organizacji w wieku od 25 do 56 lat, z uwzględnieniem płci oraz zajmowanego stanowiska. W celu pomiaru posłużono się czterema narzędziami badawczymi: Skalą do Badania Stosunku do Dóbr Materialnych, Skalą Przywiązania do Organizacji, Kwestionariuszem Motywacji do Pracy oraz Kwestionariuszem Satysfakcji z Pracy. Uzyskane wyniki wskazują na istotny pozytywny związek pomiędzy materializmem pracowników a motywacją władzy i zaangażowaniem trwania oraz negatywny związek z przywiązaniem normatywnym, ale także na istotną rolę pośredniczącą w badanych związkach takich zmiennych, jak satysfakcja z pracy czy rodzaj zajmowanego stanowiska.

EN

The aim of this paper is finding connections between chosen areas of an individual’s organizational involvement—i.e. organizational commitment and work motivation—and that individual’s attitude towards material goods. Also explored are possible variables mediating the relationships described above, including sex, job satisfaction, and position held. A total of 200 organization employees were examined. Their ages ranged from twenty–five to fifty–six, taking into account the sex and position held by participants. Four research tools were used to measure the variables in question: a scale for measuring attitudes towards material possession, an organizational commitment scale, a work motivation questionnaire, and a job satisfaction questionnaire. The results indicate that materialism in the case of employees correlates positively with power motivation and continuance commitment, but negatively with normative commitment. However, there are also variables significantly mediating the connections mentioned above—job satisfaction and position held.