Wyniki wyszukiwania - Biblioteka Nauki

1

Cross-Cultural Determinants of Job Satisfaction

100%

Miroński J. , Lenk F.

|

2016

|

tom 26(4)

97-123

EN

The article investigates if the relative importance of determinants of job satisfaction is influenced by cultural differences. The research evidence provided by a multinational data sample from more than 40 countries and 376,670 respondents from 207 different corporations shows that these influences are mostly not statistically significant so they become practically irrelevant for management practitioners. The interpretation of the findings focuses on two widespread assumptions about the role of individual and cultural values in the job satisfaction formation.

2

Job satisfaction among masters in nursing in Central and East Poland: a preliminary study

100%

Brayer A. , Foley M. , Doroszkiewicz H. , Jamiołkowski J. , Marcinowicz L.

Family Medicine & Primary Care Review

|

2017

|

nr 1

7-11

3

SATYSFAKCJA Z PRACY U OSÓB NIEPEŁNOSPRAWNYCH O RÓŻNYM POZIOMIE IDENTYFIKACJI Z ZAWODEM

100%

Byra S. , Parchomiuk M.

Polityka Społeczna

|

2011

|

tom 38

|

nr 4(445)

20-26

EN

Nowadays one of the principal objectives of vocational rehabilitation of the disabled is the adjustment of employment opportunities to individual preferences and capabilities of the group in question. The fulfillment of this goal requires a solid empirical basis which would provide information about the professional situation of the respondents and its determining factors. These issues are subject to discussion in the present work which demonstrates the results of studies conducted with the participation of professionally active people with disabilities. The analyses undertaken for the purpose aimed at determining the interdependence between the level of professional identification and job satisfaction. In order to realize this aim the researchers applied a set of self-devised analytical tools. The findings obtained from the studies, which should be regarded as a contribution to further exploration of the issues, made possible not only the description of the persons reporting a particular level of professional identification but they also facilitated the assessment of job satisfaction in terms of 1) compatibility of expectations and capabilities with job requirements, 2) career opportunities, 3) personal contribution to professional duties, 4) remuneration, 5) formal and organizational aspects of working conditions, 6) adjustment of physical conditions to the limitations resulting from disability, 7) social support (given and received) at workplace, as well as 8) social relationships. Last but not least, the findings helped to determine the degree of job satisfaction in the above mentioned categories among the persons reporting various levels of professional identification.

4

The Relationship of Management Style and Job Satisfaction among PE Teachers

100%

Ehsani M.

Physical Culture and Sport. Studies and Research

|

2010

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tom 48

|

nr 1

71-83

EN

The present study was conducted with the purpose of determining the relationship between management style of physical education responsibilities with job satisfaction of sport teachers and determination of the relationship between transformational and transactional leadership of physical education authorities with job satisfaction of sport instructors.After recognition of relationships between management style and leadership with job satisfaction, a step is taken towards recognition of effective factors for improvement of organization; therefore, such research is considered as optimized and appropriate solutions for recognition of the management and organization's problems and difficulties, for presenting guidance.This study is based on the opinions of 181 male and female physical education teachers from five districts of the education and instruction department of Esfahan, in which the type of management style of physical education authorities of all five districts of education and instruction of Esfahan and job-satisfaction of the teacher were evaluated through two questionnaires, the confidentiality of which was computed via Cronbach's alpha-coefficient.Results of the study showed that the relationship between management style and leadership of physical education authorities and sport teachers' job-satisfaction with P<0.01 level has been positive and significant. Also, the relationship between transformational and transactional management style of physical education authorities and job-satisfaction of teachers with p<0.01 level has been positive and significant too. Amongst other results of this study with regard to e.g. sex, age, marital status, field of education, educational degree, and previous work-record of P.E teachers and their job-satisfaction, the relationship for those with p<0.01 level has not been significant.

5

Skala Satysfakcji z Pracy – Pomiar poznawczego aspektu ogólnego zadowolenia z pracy

100%

Zalewska A. , Społecznej S. W. P. , Instytut Psychologii U. Ł.

|

tom 07

EN

A new concept of job satisfaction demands an independent measure of two components of job satisfaction (its emotional and cognitive aspects). A classification of techniques for assessing the cognitive aspect of job satisfaction is made and their usefulness for study of different topics is presented. The Satisfaction With Job Scale allows to measure the cognitive aspect of overall job satisfaction. The paper indicates the sources of construction of The Satisfaction With Job Scale. It comprises the technique description, its psychometric properties and validity scores in a heterogeneous group, as well as in four categories of job. The internal reliability of the scale is high – in the heterogeneous group Cronbach’s Alpha is 0,864 (in four groups: 0,814–0,888). The scale has a one-dimensional structure: Factor analysis (principal components) yields one component with eigenvalue exceeding unity which accounted 65,5% of the total variance in the whole group (in four groups: 58,5%–69,8%). The scale shows high convergent validity with other measure of cognitive aspect of job satisfaction and discriminant validity in relation to measures of emotional aspects of job satisfaction and to cognitive aspect of overall life satisfaction. The data show that The Satisfaction with Job Scale is a valuable instrument for measure of overall job satisfaction.

6

Temperamental traits and life and job satisfaction

100%

Kasprzak E. , Brzuszkiewicz K.

Polish Psychological Bulletin

|

2012

|

tom 43

|

nr 1

27-39

EN

The aim of this research project was to evaluate the impact of the temperamental traits and structure (as defined by Strelau’s Regulative Theory of Temperament) on the level of life satisfaction and job satisfaction (interpreted according to Zalewska’s Transactional Model of Quality of Life). The participants of the study were employees (N=199) having different jobs and from different workplaces. The results indicate that there exists a positive relationship between both types of satisfaction and activity and endurance as well as a negative relationship between the measures of satisfaction and emotional reactivity. Multiple linear regression analysis revealed that activity and emotional reactivity are temperamental predictors of life satisfaction. The temperamental predictor of job satisfaction in the cognitive aspect is only activity, whereas in the case of job satisfaction in the emotional aspect - activity and endurance. The statistical analysis revealed that the temperament structure harmonising in the dimension of under-stimulation – over-stimulation has no correlation with any types of satisfaction.

7

Motywowanie i satysfakcja z pracy w urzędach administracji samorządowej. wyniki badań empirycznych

100%

Szumowski W.

Nauki o Zarządzaniu

|

2014

|

nr 3(20)

67-76

EN

In the present article the author attempts to identify factors influencing motivation and job satisfaction among employees of local government. The author presents the results of his empirical research in this field and sets a hierarchy of influence of selected motivational factors in local government offices.

8

Faktory pracovnej spokojnosti slovenských sestier

100%

Gurková E.

Humanum. Międzynarodowe Studia Społeczno-Humanistyczne

|

2012

|

nr 2(9)

119-128

EN

The aim of the study is to investigate the relationship between social and demographic factors and job satisfaction of Slovak nurses. The study has a design of cross-sectional, observational study. The sample consisted of 556 hospital staff nurses. Data were collected using the McCloskey/Mueller Satisfaction Scale (MMSS) and items focused on social and demographic of nurses. Findings suggest that there is a positive correlation between age and three subscale of job satisfaction – satisfaction with professional opportunities, control/responsibility and co-workers. Differences in job satisfaction were not found according to education, marital status, age and years of nursing experience.

9

Troska o satysfakcję pracowników – nowy paradygmat czy pragmatyzm?

100%

Juchnowicz M.

Zarządzanie Zasobami Ludzkimi

|

2013

|

nr 3-4(92-93)

51-60

EN

A characterization of companies of the SME sector in Poland demonstrates the importance of improving the process of human capital management. Analysis of the specific attributes of the companies in this sector and an evaluation of the human capital management system proves the advisability of improving the quality of incentive systems. Another argument is the level of job satisfaction and employee satisfaction. These findings are derived from research carried out on a representative, nationwide sample. It is for this reason that a rational direction for improving the incentive systems is the application of solutions based on a new paradigm that is concerned with the level of employee satisfaction. Such a paradigm becomes not only a substantive, but also an objective necessity under difficult management conditions.

10

The relationship between transformational leadership and employees’ satisfaction at Jordanian private hospitals

100%

Shelash Mohammad S. I. , AL-Zeaud H. A. , Essam Batayneh A. M.

Business and Economic Horizons

|

2011

|

tom 5

|

nr 2

35-46

EN

The present study has aimed at identifying the relationship between transformational leadership and job satisfaction of registered nurses at Jordanian private hospitals, the population of the study consisted of registered nurses at private hospitals located in Amman (capital of Jordan). There have been 200 surveys mailed out to registered nurses. One hundred and sixty eight usable surveys have been returned with an 83 % response rate. Regarding transformational leadership, the survey was adapted from the Multifactor Leadership Questionnaire (MLQ) (Avolio & Bass, 1995). The Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss (1967) was adapted to measure the two factors of job satisfaction. The present study has shown a statistically significant positive relationship existing between the five dimensions of transformational leadership and the two dimensions of job satisfaction, the strongest relationship between internal job satisfaction and transformational leadership has been visible among the intellectual stimulation dimension

11

The Relationship of Management Style and Job Satisfaction among PE Teachers

100%

Ehsani M.

|

nr 1

71-83

EN

The present study was conducted with the purpose of determining the relationship between management style of physical education responsibilities with job satisfaction of sport teachers and determination of the relationship between transformational and transactional leadership of physical education authorities with job satisfaction of sport instructors.After recognition of relationships between management style and leadership with job satisfaction, a step is taken towards recognition of effective factors for improvement of organization; therefore, such research is considered as optimized and appropriate solutions for recognition of the management and organization's problems and difficulties, for presenting guidance.This study is based on the opinions of 181 male and female physical education teachers from five districts of the education and instruction department of Esfahan, in which the type of management style of physical education authorities of all five districts of education and instruction of Esfahan and job-satisfaction of the teacher were evaluated through two questionnaires, the confidentiality of which was computed via Cronbach's alpha-coefficient.Results of the study showed that the relationship between management style and leadership of physical education authorities and sport teachers' job-satisfaction with P<0.01 level has been positive and significant. Also, the relationship between transformational and transactional management style of physical education authorities and job-satisfaction of teachers with p<0.01 level has been positive and significant too. Amongst other results of this study with regard to e.g. sex, age, marital status, field of education, educational degree, and previous work-record of P.E teachers and their job-satisfaction, the relationship for those with p<0.01 level has not been significant.

12

Quality of life and level of job satisfaction of female executive officers working in Poland, France, Great Britain and in United States

88%

Bartkowiak G.

|

2006

|

tom Vol. 10, no 1

87-93

EN

The goal of the article is to identify the level of job satisfaction and quality of life of female executive officers in Poland, France, Britain and U.S. as to compare factors determining one's evaluation of one's quality of life. Detailed research goals can formulated as questions referring to following research problems: What is the level of job satisfaction of female executive officers of the four nations? Does the level of quality of life of female executive officers in Poland, France, Britain and U.S. depend on such variabIes as: respondent's age, motherhood or childlessness, time devoted to paid work, abiliyy to reconcile family life to paid work, objective and subjective job achievements, one's acceptance of management strategy of one's company or organization, ones' perception of career opportunities.

PL

Przedmiotem artykułu jest problematyka oceny jakości własnego życia i uzyskiwanej satysfakcji zawodowej u kobiet zatrudnionych na kierowniczych stanowiskach w przedsiębiorstwach przemysłowych a Polsce, Francji, Wielkiej Brytanii i Stanach Zjednoczonych. Autorka pragnie uzyskać odpowiedź na następujące pytania. Jak kształtuje się poziom jakości własnego życia i satysfakcji zawodowej u kobiet zatrudnionych na kierowniczych stanowiskach w przedsiębiorstwach przemysłowych u badanych narodowości? Czy i w jakim stopniu ocena ta zależy od sytuacji rodzinnej poszczególnych kobiet, poziomu obciążenia pracą, poziomu dochodów, obiektywnych i subiektywnych osiągnięć zawodowych (wyodrębnionych na podstawie własnej oceny), poziomu akceptacji strategii zarządzania przedsiębiorstwa oraz możliwości kierowania własną karierą zawodową.

13

Vzťahové a interpersonálne špecifiká životnej pohody v súvislosti s pracovným výkonom zamestnancov kontaktných centier

88%

Tomanová Čergeťová I. , Bošiaková L.

Psychologie a její kontexty

|

2015

|

tom 6

|

nr 1

97-112

EN

The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one´s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, but also as many different aspects of human life. This study is focused on working environment as one of the significant parts of life. Our sample consisted of 176 employees of contact centres, 116 of them were women (65,91%) and 60 men (34,09%). The age range was from 21 to 56 years (average – 29,78 years). The average length of employment of a telephone operator was 14 months. The major part of workforce were workers in permanent employment – 54,55% (N = 96), performance contract employees – 40,91% (N = 72), students employed based on agreement on temporary job of student – 3,41% (N = 6) and freelancers / self-employed – 1,14% (N = 2). The quantitative and qualitative data were obtained using standardised questionnaires. A short form of Egna Minnen Beträffande Uppfostran (s-E.M.B.U.; Willem et al., 1999), which is based on Bowlby attachment theory, was used to measure attachment style. The interpersonal characteristics were measured by Interpersonal Check List (ICL; Kožený & Ganický, 1976). The job performance was measured by means of a call centre software system called Aheeva CCS Manager. Other questionnaires were focused on job satisfaction and well-being. The evaluation of job satisfaction was realised by means of Minnesota Satisfaction Questionnaire (MSQ; Weiss et al., 1967) and well-being was measured by means of two questionnaires - Satisfaction with Life Scale (SWLS; Diener, Emmons, Larsen, & Griffin, 1985) and Scales of Psychological Well-Being (SPWB; Ryff, 1989). The results of this study confirmed the relationship between attachment styles and interpersonal characteristics in job satisfaction, which is strongly connected with well-being. Job satisfaction is a statistically significant predictor of well-being, but it has not been clearly demonstrated that increased job satisfaction contributes to a better job performance. Regression analysis indicated that attachment characteristics (secure attachment style), interpersonal characteristics (affiliation, dominance and submissiveness) and job satisfaction are significant predictors of well-being for employees in telemarketing. These findings suggested that secure attachement style and interpersonal characteristics contribute to a higher job satisfaction and well-being as well as minimalise emotional problems and reduce the possibility of burn-out syndrome. The results also indicated that employees, who scored higher in dimensions affiliation, dominance and submissiveness, experienced a higher job satisfaction. The partial results showed gender differences, especially women demonstrated a higher performance, particularly in the group of married workers. The highest work performance was identified in the age group of 30-39 years old employees. Significantly low levels of well-being were identified in the group of divorced emploeeys aged 50 to 59 years. Based on these findings an optimum profile of potential employees in contact centres can be formed. A confirmation in a larger sample is needed. Further directions are discussed in research study.

14

Dezagregacja czynników w modelu poczucia satysfakcji zawodowej

88%

Borowska-Pietrzak A.

Nauki o Zarządzaniu

|

2014

|

nr 1(18)

9-22

EN

The article presents the author’s attempt to conceptualize the model of a sense of professional satisfaction. Based on the analysis of HR literature, the author has made attempts to define (disaggregation and structuring) objective factors influencing the model of sense of professional satisfaction. There are distinguished 22 factors related to the content and context of work. This is a presentation of a method of calculating the level of a declared contractual employee satisfaction. In the introduction, there is a brief synopsis of construction of the model of a sense of employee satisfaction. For this purpose, there is described the differences between the concepts of satisfaction and the contentment, satisfaction measurement tools and list factors influencing job satisfaction.

15

Emotional Labour and Indirectly Measured Attitude Towards Occupation in Explaining Employee Well-Being

88%

Retowski S. , Fila–Jankowska A.

Polish Psychological Bulletin

|

2013

|

tom 44

|

nr 2

165-175

EN

Drawing on the model of Grandey (2000), it was proposed that the attitude towards occupation could buffer the negative effects of emotional labour. A total of 173 teachers participated in the study. Attitudes towards occupation, surface acting, emotional exhaustion and job satisfaction were estimated. The indirect measure of the attitude towards occupation was assessed using the Approaching-Avoidance Simulation Method. Confi rmatory Factor Analysis proved the validity and reliability of the indirect measurement, which is based on uncontrolled reactions of the respondents towards stimuli representing the profession. The results revealed a positive correlation between attitudes towards occupation and indicators of employees’ well-being. The indirect measure of attitude towards occupation turned out to be a signifi cant moderator of the relationship between surface acting and job satisfaction. The results raise interesting questions about the connection between indirect measures of attitudes towards occupation and employee well-being.

16

Nature of the interactions between work and family satisfaction in women

88%

Markiewicz K. , Gaś Z. B.

Acta Neuropsychologica

|

2020

|

tom 18(1)

29-44

EN

The aim of the present study was to specify the nature of the relationships between work and marital satisfaction in the women. In addition it aimed at revealing as to whether demographic variables, such as age, position, length of service, marriage duration, and the number of children have an impact upon the work and marital satisfaction in working women. The present study included 120 married, working women, and analyses the relationship between job satisfaction and marital satisfaction, taking into consideration emotional and cognitive factors. The participants were mostly office workers, of whom 20 (8%) occupied management positions. The Descriptions Inventory, Job Affect Scale, Questionnaire of Well-matched Marriage, and a scale of work-job interactions were administered. Significant positive correlations across almost all variables of job and marital satisfaction were observed. This means that the increase of marital satisfaction corresponds with the increase in job satisfaction, although the work/family conflict resulted in experiencing negative emotions at work. Moreover, the level of job satisfaction was higher than the level of family satisfaction. It was also found that the age and time spent at work proved to have a negative impact upon job satisfaction. Work-family facilitation proved to be crucial since its exclusion made the interface between all factors of family satisfaction and work insignificant. At the same time, the managerial women suffered from work/family conflict to a greater degree than did office workers. The study revealed also that the needs of older workers should be taken into account to maintain their work/life balance.

17

Rola satysfakcji z pracy w kształtowaniu relacji z wewnętrznymi interesariuszami

75%

Sypniewska B. A.

Zeszyty Naukowe PWSZ w Płocku. Nauki Ekonomiczne

|

2017

|

tom 2(26)

389-403

PL

Celem artykułu jest prezentacja wyników badania własnego przeprowadzonego w roku 2012 i powtórzonego w roku 2015 dotyczącego satysfakcji z pracy oraz analiza teoretycznej zależności satysfakcji z pracy z relacjami z wewnętrznymi interesariuszami. Celem porównawczego badania własnego była identyfikacja wraz z oceną istotności poszczególnych czynników wpływających na zadowolenie i niezadowolenie z pracy oraz porównanie wyników z oceną zależności w badanych okresach – roku 2012 i roku 2015. W procesie badawczym starano się odpowiedzieć na pytania: jakie czynniki wpływają na satysfakcję z pracy pracowników w roku 2012 i 2015?; czy istnieje zależność pomiędzy badanymi okresami a poszczególnymi czynnikami wpływającymi na satysfakcją z pracy?; czy istnieje zależność pomiędzy badanymi okresami a satysfakcją z pracy?

EN

The aim of the article is to present the results of the author’s own research conducted in 2012, repeated in 2015 and relating to theoretical analysis of relations between job satisfaction and the mindset towards internal clients. The objective of the comparative study is the identification, together with the assessment of relevance of particular factors affecting the job satisfaction and job discontent as well as comparing the study results with the evaluation of data dependency in the studied periods of time, in 2012 and 2015. In the research process the author tried to answer the following questions: which factors affect the employees’ job satisfaction in 2012 and 2015? Is there a relation between the studied periods of time and particular elements shaping job satisfaction? Is there a relation between the studied periods of time and job satisfaction?

18

Analiza poziomu satysfakcji z pracy wśród pielęgniarek onkologicznych – badanie wstępne

75%

Piotrkowska R. , Jarzynkowski P. , Książek J.

Long-Term Care Nursing

|

2020

|

tom 5

|

nr 3

229-237

EN

Aim Evaluation of the level of job satisfaction among oncological nurses. Material and methods The study group consisted of 215 nurses working in oncological centers in Poland. The research was conducted in May 2018 during the 22nd National Conference of Oncological Nurses in Białystok. The research method was a diagnostic survey using the MSQ – Minnesota Satisfaction Questionnaire, which is used to assess the level of satisfaction and dissatisfaction with work. In order to collect socio-demographic data, a self-made questionnaire was used. All statistical calculations were carried out using the IBM SPSS 23 statistical package and Excel 2010 spreadsheet. In all calculations, the level of significance was p <0.05 Results In the study group, the average value of job satisfaction was 67.10 points. Nurses are satisfied with working for cancer patients, both doing something good for others and the importance of their work. Nurses were the least satisfied with the possibility of promotion, the opportunity to take up more and more senior positions, job evaluation and remuneration system. Socio-demographic factors determining satisfaction with the work of oncological nurses are the place of residence and marital status. Oncological nurses working in a one-shift system had significantly higher job satisfaction. Conclusions The level of satisfaction with the work of nurses should be measured and identified, and activities should focus on increasing job satisfaction. Most of the factors determining the level of job satisfaction should be in the center of attention of superiors and be subject to appropriate modifications. The education of nursing leaders in this field is necessary.

PL

Cel pracy Ocena poziomu satysfakcji z pracy wśrod pielęgniarek onkologicznych. Materiał i metody Grupę badaną stanowiło 215 pielęgniarek pracujących w ośrodkach onkologicznych w Polsce. Badania przeprowadzono w maju 2018 roku w podczas 22. Ogolnopolskiej Konferencji Pielęgniarek Onkologicznych w Białymstoku. Metodą badawczą był sondaż diagnostyczny z wykorzystaniem kwestionariusza MSQ – Minnesota Satisfaction Questionnaire, ktory służy do oceny poziomu zadowolenia i niezadowolenia z pracy. W celu zebrania danych społeczno-demograficznych wykorzystano kwestionariusz własnego autorstwa. Wszystkie obliczenia statystyczne zostały przeprowadzone przy użyciu pakietu statystycznego IBM SPSS 23 oraz arkusza kalkulacyjnego Excel 2010. We wszystkich obliczeniach za poziom istotności przyjęto p < 0,05. Wyniki W badanej grupie średnia wartość satysfakcji z pracy wyniosła 67,10 pkt. Pielęgniarki są zadowolone z pracy na rzecz pacjentow onkologicznych, zarowno z robienia czegoś dobrego dla innych, jak i z ważności swojej pracy. Pielęgniarki były najmniej zadowolone z możliwości awansu, szansy na objęcie coraz to wyższych stanowisk, oceny pracy i systemu wynagradzania pracy. Czynniki społeczno-demograficzne determinujące satysfakcję z pracy pielęgniarek onkologicznych to miejsce zamieszkania i stan cywilny. Pielęgniarki onkologiczne pracujące w systemie jednozmianowym miały istotnie wyższą satysfakcję z pracy. Wnioski Poziom satysfakcji z pracy pielęgniarek powinien być mierzony i identyfikowany, a działania powinny skoncentrować się na zwiększaniu zadowolenia z pracy. Większość czynnikow determinujących poziom satysfakcji z pracy powinna znaleźć się w centrum uwagi przełożonych i podlegać stosownym modyfikacjom. Konieczna jest edukacja liderow pielęgniarstwa w tym zakresie.

19

Job satisfaction - validation of a proposed measurement scale

75%

Stach P. , Bąk J.

|

2009

|

tom Vol. 13, no 1

86-98

EN

Job satisfaction is closely associated with a healthy and profitable organization. Identification of satisfaction factors and their measurement in an organization can point to areas which reqiure improvement. However, this must be done using reliable and valid instruments. The article offers an instrument for job satisfaction measurement used by the authors in one of Malopolska’s local government units, as well as presents the process of its validation, i.e. assessing its reliability and validity.

PL

Satysfakcja pracownicza z wykonywanej pracy stanowi istotny element wiążący się ze zdrowiem i zyskownością organizacji. Identyfikacja czynników zadowolenia i ich pomiar mogą wskazać gdzie niezbędne są działania doskonalące. Należy przy tym korzystać z trafnych i rzetelnych narzędzi pomiarowych. Artykuł prezentuje instrument pomiaru zadowolenia z pracy, wykorzystany przez autorów do pomiaru satysfakcji pracowniczej w jednej z małopolskich jednostek samorządu terytorialnego, a także przedstawia proces jego walidacji, tj. oceny rzetelności i trafności.

20

Źródła i poziom satysfakcji z pracy w instytucji administracji publicznej na przykładzie oddziału wojewódzkiego ZUS

75%

Niedzielski E.

|

tom 2(86)

PL

W artykule przedstawiono wyniki badań dotyczących źródeł i poziomu satysfakcji z pracy oraz jej wpływu na zmotywowanie pracowników w kontekście utożsamiania się z celami organizacji oraz zadaniami pracowniczymi. Badania wykazały względnie wysoki poziom zadowolenia z pracy, który jest obniżany przez: niski poziom wynagrodzeń, brak uznania ze strony pracodawcy, niekorzystny wizerunek organizacji.

EN

The paper presents the results of research on the sources and levels of job satisfaction and its impact on the motivation of employees in terms of their identification with their organisation's goals and staff tasks. Studies have shown a relatively high level of job a negative image of the organisation.