Papers by Teresa Chirkowska-Smolak
Celem prezentowanego w artykule badania była analiza wykorzystywania metod doboru personelu w pol... more Celem prezentowanego w artykule badania była analiza wykorzystywania metod doboru personelu w polskich przedsiębiorstwach oraz przekonań profesjonalistów na temat trafności prognostycznej poszczególnych metod. W badaniu wzięło udział 182 osób, które zajmowały się w swoich przedsiębiorstwach rekrutacją i selekcją personelu (np. specjaliści HR, menedżerowie). Wyniki wskazują, że najpopularniejszą i często jedyną metodą doboru jest typowy wywiad (rozmowa kwalifikacyjna przeprowadzana w tradycyjny sposób). Inne stosowane metody to testy wiedzy, assessment centre oraz referencje. Najwyżej badani oceniali trafność próbek pracy, testów wiedzy specjalistycznej oraz typowego wywiadu. Porównanie tych ocen z wartością prognostyczną różnych metod prezentowaną w literaturze przedmiotu pokazuje, że badani (również profesjonaliści HR) często przeceniają nieskuteczne metody oraz niedoceniają tych, które są wysoce trafne, ale trudne w zastosowaniu.
Medycyna Pracy
Background: The pandemic, as an event that is new and dangerous to the health and life of the pop... more Background: The pandemic, as an event that is new and dangerous to the health and life of the population, has put employees at risk of losing their job and experiencing deteriorating working and employment conditions. In this situation, authors were particularly concerned with the extent to which job insecurity (both quantitative and qualitative) contributed to the deterioration of workers' well-being. Material and Methods: The study was carried out on 382 Polish employees in April and May 2020. The following research tools were used: the Job Insecurity in Pandemic Scale by Chirkowska-Smolak and Czumak and the Depression, Anxiety, Stress Scale (DASS-21) by Levibond and Levibond. Results: The quantitative and qualitative job insecurity were significant predictors of depression and stress, but they did not explain anxiety symptoms. The scope of the explained variance of these negative emotional states by concerns related to work and employment was not large (from 11% to 17.6%). The moderating role of perceived employability was confirmed only in the case of the relationship between qualitative job insecurity and depression, as well as quantitative job insecurity and stress. However, the increase in the explained variance was very small. Conclusions: Uncertainty related to the maintenance of employment and concerns about the deterioration of working conditions due to the COVID-19 pandemic had an impact on emotional disturbances of employees, but they only explained some of the variance of depression and stress and did not affect the perceived level of anxiety. The smaller role of economic stress in the emergence of negative emotional states could be associated with the occurrence of much more serious threats to the health and life of the population in this period. The very low level of unemployment in Poland, which remained at a similar level throughout the pandemic despite the catastrophic forecasts of economists, could also have played an important role. Med Pr. 2021;72(6)
Publikacja jest podsumowaniem I Ogolnopolskiej Konferencji Zakladu Psychologii Pracy i Organizacj... more Publikacja jest podsumowaniem I Ogolnopolskiej Konferencji Zakladu Psychologii Pracy i Organizacji Instytutu Psychologii UAM "Wyzwania - Kompetencje - Innowacje. Pracownik i student na rynku pracy". Opracowanie skupia sie na takich zagadnieniach jak niepewnośc zatrudnienia, przejście z systemu edukacji na rynek pracy, aktywnośc ekonomiczna mlodych osob, sytuacja specyficznych grup zawodowych na rynku pracy i praktyki zarządzania zasobami ludzkimi.
This paper seeks to demonstrate that certain ratio legis in democratic countries where the rule o... more This paper seeks to demonstrate that certain ratio legis in democratic countries where the rule of law is well established is inadmissible in view of its imitative nature. Imitative ratio legis is the purpose of the legislator that aims at an ostensible solution of a social problem. Ostensibility means absence of will on the part of the legislator to have their activity produce effects. The only thing in evidence is an intention to engender a conviction among the addressees of the norms that such an effect does arise.
Wypalenie zawodowe, podobnie jak stres w pracy, w związku z przemianami cywilizacyjnymi i społecz... more Wypalenie zawodowe, podobnie jak stres w pracy, w związku z przemianami cywilizacyjnymi i społecznymi, staje się coraz bardziej powszechnym doświad czeniem wśród pracowników współczesnych organizacji. Stres, który może prowadzić do wypalenia, łączyć należy z rosnącą indywidualizacją naszego społeczeństwa, coraz większą liczbą narcystycznych jednostek, zaabsorbowa nych sobą, dążących do natychmiastowej gratyfikacji, wciąż niezadowolonych, wyalienowanych. Zmieniają się też wzorce kariery, charakter naszej pracy, relacje społeczne i klimat psychologiczny w organizacjach. Rośnie przy tym kompleksowość pracy-pracujemy więcej, dłużej, w szybszym tempie, bardziej intensywnie; zwiększają się wymagania dotyczące jakości naszej pracy. Gwałtownie rozwija się sektor usług społecznych, mających zastąpić nie formalne systemy wsparcia, a od specjalistów oczekuje się dużego za angażowania emocjonalnego, przy czym ich autorytet jest coraz częściej kwestionowany. Przeładowani pracą, prezentujący postawy wobec klientów, które kłócą się często z ich odczuciami, niedoceniani, nieuzyskujący wystarczającego wsparcia i słabo wynagradzani członkowie współczesnych organizacji dają z siebie więcej, by uzyskiwać mniej i nawet nie mogą być pewni swego zatrudnienia. Naruszanie kontraktu psychologicznego, rosnące wymagania ilościowe i jakościowe, osłabienie autorytetu-wszystko to powoduje niezadowolenie z wykonywanej pracy, prowadzi do stanu przewlekłego zmęczenia, wyczerpania emocjonalnego, poczucia braku satysfakcji zawodowej1. W pewnym sensie podobne do stresu zawodowego, depresji, czy kryzysu wieku średniego, wypalenie zawodowe jest odrębnym zjawiskiem wymaga jącym uwagi. Pojęcie "wypalenie" jest powszechnie zrozumiałe i często używamy tej metafory, by wskazać na stopniową utratę energii i motywacji do pracy, na to, jak początkowy zapał i pasja stopniowo, prawie niezauważalnie, zamienia się w poczucie stałego przemęczenia, frustrację i poirytowanie. Praca nie daje już satysfakcji, odczuwamy pustkę. Bardziej niż świecę wypalającą się jednostajnie i całkowicie, zjawisko to przypomina rozładowywanie się akumulatora-dochodzi do niego wtedy, gdy wkładamy w swoją pracę więcej energii, aniżeli potrafimy zregenerować (gdy jedziemy na urlop mówimy o "ładowaniu baterii"). Wypalenie jest rezultatem długotrwałego braku 1 Szerzej na ten temat np. M. Strykowska (red.), Współczesne organizacje-wyzwania i zagrożenia.
The study of 351 Polish employees tested the relationship between work engagement (Schaufeli, Bak... more The study of 351 Polish employees tested the relationship between work engagement (Schaufeli, Bakker, 2004) and organizational factors that play an important role in development of burnout. The author hypothesized that the same organizational factors would play the main role also in the motivational process and influence work engagement. On the basis of the person-job fit theory, the author predicted that the match between person and work in such areas as workload, control, rewards, community, fairness and values (The Six Areas of Worklife by Maslach and Leiter) with addition of new area: leadership (supervisor support, open communication) would be important organizational factors that influence employees’ engagement at work. The purpose of the study was to investigate whether the positive relationship between the subjective set of fit and work engagement (vigor and dedication) will be mediated by the meaning assigned to work. To test the model, structural equation modeling was appl...
Ruch Prawniczy, Ekonomiczny i Socjologiczny
Człowiek i Społeczeństwo
In a pandemic situation, anxiety about work has added to anxiety about the perceived threat to he... more In a pandemic situation, anxiety about work has added to anxiety about the perceived threat to health or life. Job insecurity is a stressor that causes deterioration of mental and physical health, but also leads to behaviors that have negative consequences for the organization. The anxiety related to fears about the future of work may be increased due to limited contacts with co-workers (remote work, forced downtime) and social isolation, while social support is one of the most important stress buffer factors. In this article, we present the results of research on the construction of a scale for measuring job uncertainty during the COVID-19 pandemic.
Celem prezentowanego w artykule badania była analiza wykorzystywania metod doboru personelu w pol... more Celem prezentowanego w artykule badania była analiza wykorzystywania metod doboru personelu w polskich przedsiębiorstwach oraz przekonań profesjonalistów na temat trafności prognostycznej poszczególnych metod. W badaniu wzięło udział 182 osób, które zajmowały się w swoich przedsiębiorstwach rekrutacją i selekcją personelu (np. specjaliści HR, menedżerowie). Wyniki wskazują, że najpopularniejszą i często jedyną metodą doboru jest typowy wywiad (rozmowa kwalifikacyjna przeprowadzana w tradycyjny sposób). Inne stosowane metody to testy wiedzy, assessment centre oraz referencje. Najwyżej badani oceniali trafność próbek pracy, testów wiedzy specjalistycznej oraz typowego wywiadu. Porównanie tych ocen z wartością prognostyczną różnych metod prezentowaną w literaturze przedmiotu pokazuje, że badani (również profesjonaliści HR) często przeceniają nieskuteczne metody oraz niedoceniają tych, które są wysoce trafne, ale trudne w zastosowaniu.
This research (N=943) examines the relationship between burnout, work engagement, and organizatio... more This research (N=943) examines the relationship between burnout, work engagement, and organizational factors that
play an important role in the strain process (development of burnout), and in the motivational process (work engagement).
The aim of the study is to test the relationships of burnout and work engagement, on the one hand, and organizational
factors—job demands (workload) and job resources (control, relations with co-workers and superiors, rewards, fairness,
and values)—on the other. The results of the analysis call into doubt whether burnout and work engagement are opposite
poles of the same dimension, or whether they are independent, though correlated, constructs. Exhaustion and vigour
are not the extremes of the same energy dimension, but in the case of cynicism and dedication, the situation is not so
clear. It can be said that we are not dealing with the burnout of engagement, but rather with a change in attitude to work
(increasing cynicism) on the part of people not suited to their jobs.
This paper concerns the psychometric evaluation of the Polish version of a self-report questionna... more This paper concerns the psychometric evaluation of the Polish version of a self-report questionnaire to measure burnout.
Although the Maslach Burnout Inventory (MBI) is the most commonly employed measure of burnout, researchers have
been troubled by some of its psychometric limitations. The aim of this study is to examine the MBI-GS factor structure in
three occupational groups (both within the human services sector and elsewhere), and to evaluate its reliability (internal
consistency). In evaluating factorial validity, we carried out an explanatory analysis and a number of confirmatory
analyses (using the total database and the three occupational groups). An additional aim was to explore the relationships
between biographic characteristics (gender, age, work experience, employment level, and occupation) and burnout.
The results of the confirmatory analyses show us that all three models fit the data almost acceptably, both in the total
sample (N=998) and in the separate occupational groups, and that the fit of the three-factor solution appears to be
somewhat better than that of the one- and two-factor solutions. When the initial model failed to fit the data well, we had
to eliminate two items with weak reliability. The results then confirmed the factorial validity of the MBI-GS—as expected,
the MBI-GS consists of three scales that are moderately correlate
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Papers by Teresa Chirkowska-Smolak
play an important role in the strain process (development of burnout), and in the motivational process (work engagement).
The aim of the study is to test the relationships of burnout and work engagement, on the one hand, and organizational
factors—job demands (workload) and job resources (control, relations with co-workers and superiors, rewards, fairness,
and values)—on the other. The results of the analysis call into doubt whether burnout and work engagement are opposite
poles of the same dimension, or whether they are independent, though correlated, constructs. Exhaustion and vigour
are not the extremes of the same energy dimension, but in the case of cynicism and dedication, the situation is not so
clear. It can be said that we are not dealing with the burnout of engagement, but rather with a change in attitude to work
(increasing cynicism) on the part of people not suited to their jobs.
Although the Maslach Burnout Inventory (MBI) is the most commonly employed measure of burnout, researchers have
been troubled by some of its psychometric limitations. The aim of this study is to examine the MBI-GS factor structure in
three occupational groups (both within the human services sector and elsewhere), and to evaluate its reliability (internal
consistency). In evaluating factorial validity, we carried out an explanatory analysis and a number of confirmatory
analyses (using the total database and the three occupational groups). An additional aim was to explore the relationships
between biographic characteristics (gender, age, work experience, employment level, and occupation) and burnout.
The results of the confirmatory analyses show us that all three models fit the data almost acceptably, both in the total
sample (N=998) and in the separate occupational groups, and that the fit of the three-factor solution appears to be
somewhat better than that of the one- and two-factor solutions. When the initial model failed to fit the data well, we had
to eliminate two items with weak reliability. The results then confirmed the factorial validity of the MBI-GS—as expected,
the MBI-GS consists of three scales that are moderately correlate
play an important role in the strain process (development of burnout), and in the motivational process (work engagement).
The aim of the study is to test the relationships of burnout and work engagement, on the one hand, and organizational
factors—job demands (workload) and job resources (control, relations with co-workers and superiors, rewards, fairness,
and values)—on the other. The results of the analysis call into doubt whether burnout and work engagement are opposite
poles of the same dimension, or whether they are independent, though correlated, constructs. Exhaustion and vigour
are not the extremes of the same energy dimension, but in the case of cynicism and dedication, the situation is not so
clear. It can be said that we are not dealing with the burnout of engagement, but rather with a change in attitude to work
(increasing cynicism) on the part of people not suited to their jobs.
Although the Maslach Burnout Inventory (MBI) is the most commonly employed measure of burnout, researchers have
been troubled by some of its psychometric limitations. The aim of this study is to examine the MBI-GS factor structure in
three occupational groups (both within the human services sector and elsewhere), and to evaluate its reliability (internal
consistency). In evaluating factorial validity, we carried out an explanatory analysis and a number of confirmatory
analyses (using the total database and the three occupational groups). An additional aim was to explore the relationships
between biographic characteristics (gender, age, work experience, employment level, and occupation) and burnout.
The results of the confirmatory analyses show us that all three models fit the data almost acceptably, both in the total
sample (N=998) and in the separate occupational groups, and that the fit of the three-factor solution appears to be
somewhat better than that of the one- and two-factor solutions. When the initial model failed to fit the data well, we had
to eliminate two items with weak reliability. The results then confirmed the factorial validity of the MBI-GS—as expected,
the MBI-GS consists of three scales that are moderately correlate