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Razlike u intenzitetu stresa i strategijama suočavanja sa stresom kod deminera s obzirom na radno mjesto i dužinu radnog staža

Author(s): Aldin Goletić / Language(s): Bosnian Issue: 13/2015

The main objective of this study was to determine the difference in the intensity of stress and coping strategies of deminers with regard to the position and length of service. The study included 216 participants, or deminers of Armed Forces in BiH of varying lengths of service, which include deminers of various demining teams of BiH Armed Forces, who work on different or specific jobs and of working conditions depending on the type of work activity. The following measuring instruments were used for the research: Demographic Information Questionnaire, the Job Stress Inventory (JSI) and Coping Inventory for Stressful Situations, by Endler and Parker (CISS). The results showed that, as a whole, there were no significant differences in the intensity of stress and coping strategies with regard to the position and length of service. Differences were found in the intensity of stress in relation to the position and length of service, and in coping focused on emotions and coping focused on the problem in relation to the workplace.

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INTERPERSONAL RELATIONS IN THE EDUCATIONAL AND MANUFACTURING ORGANIZATIONS

Author(s): Jasmina Gočevska,Natasha Angeloska-Galevska / Language(s): English Issue: 1/2015

Success and efficiency in the working organizations today are based upon good communication and social relations between their employees. The importance of these processes is visible in the use of modern techniques of communicating and the support of team building and team work in organizations. Communication and social climate is a topic that is contemporary and interesting to explore. Therefore, this research is focused on processes of communication and social interaction in the educational and manufacturing working environments. Research data were gathered with survey on a sample of 121 workers from two educational and two manufacturing working organizations. Two types of questionnaires were used: a questionnaire by Richard L. Daft (2001) on the communication issue and so-called WES Work Environment Scale concerning social interaction. Data were analysed with statistical procedures of descriptive statistics (frequencies, percentage, mean and standard deviation) and inferential statistics (t-test) for testing of hypotheses.Based upon this analysis came the conclusion that there is a difference in the degree of development of these important personal skills. The results show that the workers in the educational working organizations have a greater ability to communicate and interact compared to those in the manufacturing organizations.This research is meant to be a base for conclusions that came by information gathered in these two kinds of organizations so that the insight could lead further research in other types of organizations.

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Organizational Cooperation and Knowledge Management in research and development organizations

Author(s): Author Not Specified / Language(s): English Issue: 1/2017

Organizational Cooperation (OC) is a current concept that responds to the growing interdependence among individuals and teams. Likewise, Knowledge Management (KM) accompanies specialization in all sectors of human activity. Most KM processes are cooperation-intensive, and the way both constructs relate to each other is relevant in understanding organizations and promoting performance. The present paper focuses on that relationship. The Organizational Cooperation Questionnaire (ORCOQ) and the Short form of the Knowledge Management Questionnaire (KMQ-SF) were applied to 639 members of research and development (R&D) organizations (Universities and Research Institutes). Descriptive, correlational, linear multiple regression and multivariate multiple regression analyses were performed. Results showed significant positive relationships between the ORCOQ and all the KMQ-SF dimensions. The prediction of KMQ-SF showed a large effect size (R2 = 62%). These findings will impact on how KM and OC are seen, and will be a step forward in the development of this field.

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Learning culture and affective well-being at work: How does the need for individual growth matter in this relationship?

Author(s): Teresa Rebelo,Bruno de Sousa,Isabel Dimas,Paulo Renato Lourenço / Language(s): English Issue: 2/2017

The present research aims (a) to assess the impact that a learning context has on people, namely in terms of their affective well-being at work; and (b) to understand the role of individual growth need strength in this relationship. A cross-sectional research design was conducted, in which were surveyed 145 public service workers. A structured additive regression (STAR) model was proposed for the analysis of the data. A linear effect of one dimension of learning culture (external adaptation), and a nonlinear effect of individual growth need on effective well-being were identified. Although the moderation effects were not statistically significant, the findings suggested a pattern where a balance between learning culture and individual growth need levels lead to higher values of affective well-being.

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KARIJERNA ADAPTABILNOST KAO MEDIJATOR ODNOSA IZMEĐU MRAČNE TRIJADE I STAVOVA PREMA ORGANIZACIONIM PROMENAMA

Author(s): Katarina Suvajdžić / Language(s): Serbian Issue: 2/2018

The aim of this paper was to examine whether the traits of the dark triad and career adaptability are significant predictors of attitudes towards organizational changes, as well as to determine whether career adaptability is a mediator of the relationship between the traits of the dark triad and the dimensions of attitudes towards organizational changes. The scale of attitudes towards the orga-nizational changes (OP), the Short Dark Triad scale (SD3) for the measurement of the dark triad and the scale of career adaptability (Career Adapt-Abilities Scale - CAAS 2.0) were applied on a sam-ple of 390 employees (42% males) in organizations in Serbia. The results show that all three dimensions of dark triad have direct effect on negative attitude of employees towards organizational changes. Direct effect on initiating changes has only narcissism, while on flexibility of employees, direct effect has only psychopa-thy. The results also show that narcissism has indirect effects on all three dimensions of attitudes towards organizational changes through career adaptability.

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BİR İŞ SAĞLIĞI KONUSU OLARAK ÖĞRETMENLERDE İŞ STRESİ VE BAŞA ÇIKMA YOLLARI: ALAN ARAŞTIRMASI

Author(s): Emine YETİM,Derya Demirdizen Çevik / Language(s): Turkish Issue: Special/2018

Stress is considered one of the serious problems in the workplace that extremely affects all employees. Stress may have a negative impact on employees both in their private and business lives, and can reduce their quality of lives and their success as well. In this study, we aimed to investigate the potential stress factors of teachers who are well known to have a high level of stress. In this context, our research was planned as a field study through structured survey questionnaires with 92 teachers working in public schools affiliated with the Ministry of National Education in Kocaeli. The result of the study might provide a potential resource for teachers experiencing work-related stress and looking for ways to cope with work related stress as well. Our study would also be important for contributing to the occupational stress literature which is understudied.

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Израженост и корелати конфликта родитељских и пословних улога родитељаa

Author(s): Marija Đorđević,Marina Matejević / Language(s): Serbian Issue: 3/2018

The modern family is facing many new challenges as a result of an extreme crisis and profound change that has its own peculiarities in our transitional environment. The development of technology and changes in the organization of work in the contemporary society that has occurred in recent decades carry as a result the emergence of conflicts in the work-family area. This paper addresses the issue of the intensity of the inter-role conflict regarding the parent and business roles. We had three tasks within the goal of our research - examining the relationship between conflict and independent variables: the parents' gender, level оf education and the type of job. In order to determine more easily the differences between the levels of conflict among parental and business roles regarding all mentioned variables, the factor analysis was conducted. The Lickert scale assessing the level of parental and business roles conflict, which was specifically designed for the purposes of this study, set aside five factors - dimension of the conflict: Time conflict, Stress conflict, Positive effect of employment, Behavioral conflict and Conflict in performing activities. The study included 204 participants - working parents with at least one child, three to 16 years old, on the territory of Serbia. The results indicate that the parents in Serbia do not express parental and business roles conflict, in fact, the positive effect of employment is being expressed among these parents. Parental and business roles conflict was not related to any specific type of job, but the results did show that mothers express more stress conflict that fathers do. Regarding the fact that women are taking upon themselves a double job - job of a worker and a housekeeper, these results were expected. The positive employment effect is higher among parents with higher education levels than the parents with lower levels of education. Our interpretation of these results is that it is possible that the parents with higher levels of education could achieve their goals sooner than the parent with lower levels of education, thus these parent are more satisfied wtih themselves. The parents who are satisfied with themselves achieve more easily a balance between work and family.

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DEMERSUL FORMATIV AL OPTIMIĂRII STABILITĂȚII EMOȚIONALE A CADRELOR DIDACTICE

Author(s): Raisa Cerlat / Language(s): Romanian Issue: 1-2/2018

The content of the article presents the formative approach to optimize the emotional stability of teachers from primary education. There are highlighted the dimensions of valorisation of psychological strategies to develop the emotional stability and the structural provisions of the formative framework. There is statistical analyzed and confirmed the effectiveness of the formative program in optimizing the level of emotional stability of teachers, record the positive repercussions and on other psychosocial characteristics that interact with emotional stability.

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Problem wypalenia zawodowego wśród nauczycieli bialskich szkół w kontekście awansu zawodowego

Author(s): Stanisława Nazaruk,Joanna Marchel / Language(s): Polish Issue: 1/2015

The article presents the problem of professional burnout among teachers who work in various types of schools within the region of the city of Biała Podlaska. The requirements related to the professional advancement, in particular a broad and detailed documentation, undertaking of innovative actions, conducting additional classes have an impact on a widely-understood wellbeing state and indicate that part of randomly selected teachers showed symptoms of professional burnout syndrome. Similar results were obtained among teachers teaching various subjects and working in different types of schools. The fact that the majority of teachers do not spend their free time actively and do not participate in physical activities is quite worrying, as it is an important factor which is reflected in a decrease of stress level and the wellbeing.

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Rationality and Bounded Rationality in Decision Making

Author(s): Mundhir Al Hasani / Language(s): English Issue: 1/2019

Every day people are faced with decisions because of the various issues that are inevitable in day-to-day life. In the same breath, during the choices, there is numerous information on a given phenomenon; information that cannot be comprehended in full and used in making the decisions. This paper seeks to look at the limitations of the market and how they have influences on the different choices that humans make. Moreover, the first part of the paper will address behaviour science and the concept of bounded rationality. The next phase will offer a theoretical glimpse and by so doing compare rationality theory and the critique offered through bounded rationality. Based on the above understanding the paper will then go into detail and look at different concepts related to the subject matters of this paper. The concepts will be decision making in times of uncertainty and risk, the responses of humans when faced with different alternatives and what shapes the choices and how they are shaped.

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Wybrane metody profilaktyki stresu wśród personelu medycznego psychiatrycznej opieki zdrowotnej

Author(s): Anna Łuczak,Łukasz Baka,Andrzej Najmiec / Language(s): Polish Issue: 6/2019

Following an earlier publication (“BP” No. 2/2018) on the causes of stress in medical staff at psychiatric and addiction treatment wards, this article presents examples of methods of stress prevention, related to emotional requirements and patients’ aggression, the principal sources of stress in this occupational group. This article also presents examples of methods aimed at promoting health.

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Nierówności płci na rynku pracy – przegląd literatury

Author(s): Magdalena Warszewska-Makuch,Zofia Mockałło / Language(s): Polish Issue: 9/2019

In most European countries, the situation of women in the professional sphere is not the same as the situation of men. This paper focuses on the problem of gender inequality in the labor market based on the analysis of data from polls conducted in Poland and around the world. The attention was focused on such issues as: the level of employment of women and men, the level and relation of wages between men and women, working time of women and men as well as the structure of employment and the possibility of development. The paper also tried to identify the causes of these inequalities.

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Dialog motywujący w procesie zmiany postaw w reintegracji zawodowej osób z niepełnosprawnościami i osób starszych

Author(s): Andrzej Najmiec / Language(s): Polish Issue: 10/2019

In the paper the primary principles of motivational interviewing (MI) and its advantages in the process of vocational reintegration are presented. The skill of the MI’s implementation to the process of occupational reintegration may be a significant aid to the disabled people in the context of their learning about their full potential, making changes in their stance towards their handicap and increasing their motivation towards taking up an occupation.

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The effects of work stress and trust in managers on employee turnover intentions

Author(s): Sebastian URIEȘI / Language(s): English Issue: 3/2019

Employee turnover is detrimental for the general performance of any company, thus the factors that enhance employees’ intentions to leave their company should be identified and addressed. The present study examined the impact of work stress and employees’ trust in managers in this respect. Work stress was conceptualized through three inter-related dimensions, workload, low rewards and overcommitment, which we expected to affect also employees’ trust in their managers. The study was performed on a sample of Romanian employees from several work-sectors. Results show that all three dimensions of work stress are positively related to turnover intentions, and that employees’ perceptions of low rewards and their overcommitment negatively affect their trust in managers. Moreover, the latter emerged as a protective-factor against turnover intentions. Overall, this pattern of findings indicates a significant influence of work stress on turnover intentions, which’s partially mediated by its undermining effect on employees’ trust in their managers.

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Projektowanie pracy – potrzeba redefinicji podejścia do problematyki work-design

Author(s): Mateusz Hauk / Language(s): Polish Issue: 4/2020

The main objective of this article was to review „work-design” theories as well as changes in the labor market that lead to a redefinition of the approach to work-design. The article describes these concepts and approaches to work-design (both those known in Poland and those with less attention given in Polish literature), which enjoyed the greatest interest in the management and work sciences and for years shaped practical guidelines: Management Theory by Taylor, Herzberg Theory, JCM Model by Hackman and Oldham, Warr's Vitamin Model, Job Demands – Control Theory by Karasek, Interdisciplinary Approach to Work Design by Campion and Thayer. The most important changes on the labor market were also described, which influenced the need to expand the list of features of work important from the point of view of employee well-being, indicating at the same time the need to design work from the perspective of not only the individual but also the team, taking into account the impact and co-responsibility of employees.

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PREDICTING WORK PERFORMANCE AND PROFESSIONAL SATISFACTION THROUGH DIFFERENT TYPES OF MOTIVATION AND SELF-ESTEEM

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PREDICTING WORK PERFORMANCE AND PROFESSIONAL SATISFACTION THROUGH DIFFERENT TYPES OF MOTIVATION AND SELF-ESTEEM

Author(s): Bianca PELTEA / Language(s): English Issue: 1/2020

The purpose of this study was to explore an alternative relationship between motivation and self-esteem regarding their prediction power of work performance and professional satisfaction. In contrast to the dominating view that intrinsic motivation is the main type of motivation that leads to increased levels of work performance, we developed a hypothesis proposing that intrinsic motivation mediates the relationship between identified regulation and work performance, thus showing that motivation by identification is the first in terms of prediction and opportunity of intervention. By a cross-sectional survey among 120 employees from different finance and industry organizations, it has been proven that intrinsic motivation and identification motivation add positive predictive power of job satisfaction beyond the negative predictive power of age and competence. Furthermore, identified regulation has been shown to be predicted by an interaction between gender and the educational level. Implications for practice and directions for future research are discussed.

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Psychosocial Climate in the Primary Work Group in State Organizations

Author(s): Mihaela Luminița Sandu,Lavinia Maria Pruteanu,Alina Mihaela Tabacaru (Ionescu) / Language(s): English Issue: 25/2020

The psychosocial climate has a great variety of definitions, this being due to the different point of view from which it is approached: pragmatic, affective, normative, structural.In the psychosociological literature in our country, the definitions proposed for this concept are mostly focused on the attitudinal-emotional aspect of this phenomenon and consequently they generally have many notes in common.Organizational and managerial theories have largely begun with the discovery of the importance of people and the socio-human climate for the efficient functioning of companies. Through multiple analyzes and research, the dynamics of the human factor in the organization and management was configured.From the beginning we must distinguish two universes within any organization. On the one hand, machines and technology, the market and production flows, productivity and competitiveness of products representing a distinct universe of corporations, on the other hand, the other universe, as significant as the first, represented by individual people and relationships among them, the knowledge that people store, produce and apply, the values they adhere to, the myths they generate.Therefore, we have two distinct and at the same time complementary universes: one technological and the other human.The technological universe can be changed easily and quickly. It is rational and visible. The cultural universe, however, is much less transparent, it mixes rationalities in different combinations, which only those who participate directly can understand.Leadership is also a field of research and a practical skill that encompasses the ability of an individual or organization to "lead" or guide other people, teams, or an entire organization.Leadership viewed from a European and non-academic perspective includes a vision of a leader that can be changed not only through community goals but also through the pursuit of personal power. Leadership can result from a combination of several factors.A leadership style is the style of a leader to provide direction, implement plans and motivate people. It is the result of the leader's philosophy, personality and experience.

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Relationship Between Communication Style, Personality Factors and Management to Employees With Management Functions

Author(s): Mihaela Luminița Sandu,Lavinia Maria Pruteanu,Alina Mihaela Tabacaru (Ionescu) / Language(s): English Issue: 25/2020

The outside world, nature in its variety, as well as the countless social actors, like us, all send signals, outside or to our own person. We therefore become recipients of information that we accidentally intercepted, even if it was not directly intended.Any message involves the issuance of information, through coded signals, in the direction of a given target, most often an interlocutor, without mandatory return. This broadcast is performed in a context of objectives and roles according to a coding comprising possible distortions, which may come from discordances of attitude or conception between sender and receiver, but also notable differences between language registers used most often but distortions they are caused by imperfect conditions or actual disturbances that can affect both the transmission of signals and their reception.Although communication is a process that is accessible to all and seems relatively simple, its development involves distinct stages whose identification and knowledge is strictly necessary, especially in the case of managers.Inefficiency of communication causes loneliness, conflict, professional dissatisfaction, psychological stress and physical illness.

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Self-Efficacy and Perceived Organizational Support as Predictors of Job Satisfaction: The Mediating Role of Pay Satisfaction. SEM Analysis

Author(s): Nikola Z. Cocić / Language(s): English Issue: 3/2024

This study examines the relationship between self-efficacy, perceived organizational support, and job satisfaction, with pay satisfaction as a mediator. The sample is convenient and consists of 269 respondents (139 male and 136 female), aged 19 to 43 (M = 25.8, Sd = 4.3), working in an organizational or industrial environment. Out of the 269 respondents, 223 indicated their monthly income was average, 45 reported it as above average, and 1 stated it was below average. The instruments used for data collection were Minnesota Satisfaction Questionnaire (MSQ), General Self-Efficacy Scale (GSE), Perceived Organizational Support Scale, and respondents’ pay satisfaction was assessed using a single question. A statistically significant correlation was found between all the variables included in the study (p<0.01). Pay satisfaction had a mediating influence on the relationship between self-efficacy and job satisfaction, while perceived organizational support was a direct, statistically significant predictor of job satisfaction. The model proved to be sustainable. The study results are discussed in relation to relevant theoretical assumptions and their practical applications. The limitations of the study, such as sample adequacy, online administration, and the work environments, are stated. Recommendations are made for further research, including the exploration of additional variables to enhance the current model.

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Несигурност запослења као предиктор задовољства послом – медијаторски ефекат организационе правде

Author(s): Nemanja T. Đorđević / Language(s): Serbian Issue: 1/2025

This paper discusses the effects of ubiquitous job insecurity on job satisfaction. This relationship is seen through the role of organizational justice. Therefore, the mediating effect that organizational justice has on the relationship between job insecurity and job satisfaction was examined. The sample consisted of 306 employed persons with an average length of service of 17 years and 6 months. A statistical method of parallel mediation was used. The results showed that all four cases of organizational justice measurement have a mediating effect. The greatest effect is in the case of interpersonal and informational justice. These two factors of organizational justice relate to interpersonal relationships and communication between management and employees, as well as employees with each other, i.e. availability, timeliness, completeness, and transparency in the placement of information within the organization. One of the explanations for this finding is the need of people who find themselves in uncertain situations to communicate and seek information about their position. Distributive and procedural justice are also statistically significant mediators. The results of the research show that organizational justice is an important factor in reducing the negative effects of job security on job satisfaction.

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