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Wanted: Authentic Employees

Joanna Żukowska
ACADEMIA. The magazine of the Polish Academy of Sciences | 2023 | No 4 (80) Authenticity | 56-58
Keywords employees employers
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Abstract

People increasingly project idealized images of themselves in today’s world – those who manage to remain authentic make for highly sought-after employees.
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Authors and Affiliations

Joanna Żukowska
1
  1. Institue of EnterpriseWarsaw School of Economics (SGH)

The level of workaholism and its relation to the positive and negative perfectionism

Basim Aldahadha
Polish Psychological Bulletin | 2019 | vol. 50 | No 2 | 157-166 | DOI: 10.24425/ppb.2019.126031
Keywords workaholism positive and negative perfectionism employees
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Abstract

The present study aimed to test how common workaholism is and which groups are most targeted in the workplace among Jordanian employees. Additionally, the roles of positive and negative perfectionism in workaholism were investigated. The sample consisted of 686 employees. All of them completed the study instruments. The results showed that the mean of workaholism was around the mean of the cut -off. Additionally, multivariate tests showed that the results of post hoc differences for positive perfectionism were in favor of males, subordinates, those with a bachelor’s degree, those with less than 5 years of experience, and those aged less than 30 years. Furthermore, the differences for negative perfectionism were in favor of those with a bachelor’s degree and subordinates. For workaholism, the differences were in favor of subordinates, public sector employees, married persons, and those with a diploma degree. Finally, the results of hierarchical regression analysis found that positive and negative perfectionism and some demographic variables predicted 12.9% of the variability in workaholism, and the typical hierarchical regression model included positive and negative perfectionism without other demographic variables.

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Authors and Affiliations

Basim Aldahadha

Entrepreneurial leadership in SMEs: perceptions of owner – managers vs. employees

Gelmar Garcıa-Vidal Alexander Sanchez-Rodrıguez Reyner Perez-Campdesuner Rodobaldo Martınez-Vivar
Management and Production Engineering Review | 2019 | vol. 10 | No 3 | DOI: 10.24425/mper.2019.129603
Keywords Entrepreneurial leadership perceptions evaluation SMEs owner – managers employees
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Abstract

The objective of this research is to investigate the perception of owner – managers and

their employees regarding entrepreneurial leadership. To develop the research, two questions

are raised related to the similarities or differences of the perceptions of both groups

with what is established in the literature and between the self – evaluation of the owner –

managers and their employees on whether the former perform as an entrepreneurial leader.

As a research method, both groups are asked to perform, first individual evaluations and

then to match certain behaviours and the levels at which they should appear at certain levels

of entrepreneurial leadership capacity. The data gathered during the investigation were

processed using the Categorical Principal Components Analysis and revealed the similarities

and differences between the perceptions of the owner-managers and their employees on

entrepreneurial leadership. In spite of not finding significant differences between what is established

in the literature and among the perceptions of the groups under study, interesting

nuances stand out that, if not identified and understood, could have a negative effect on

the performance of SMEs. The results of the research demonstrated the importance of the

approach of behaviour and perception in the study of entrepreneurial leadership.

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Authors and Affiliations

Gelmar Garcıa-Vidal
Alexander Sanchez-Rodrıguez
Reyner Perez-Campdesuner
Rodobaldo Martınez-Vivar

The Relationship Between Transformational Leadership, Improving Employee’s Performance and the Raising Efficiency of Organizations

Askar Garad Siswoyo Haryono Rizal Yaya Suryo Pratolo Alni Rahmawati
Management and Production Engineering Review | 2022 | vol. 13 | No 2 | 15-30 | DOI: 10.24425/mper.2022.142052
Keywords Transformational Leadership Employees Performance Organizations Efficiency
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Abstract

This study aims to identify the impact of transformational leadership in improving the performance of employees and its impact on raising the efficiency of organizations by considering that transformational leadership is one of the successful leadership methods to achieve the effectiveness and efficiency of organizations and improve their performance. In this paper, a systematic literature review of existing international papers is used. the meta-analysis method was used to analyze the articles published in scientific journals with high evaluation indexed in Scopus. Through the analysis process, application (WordStat 8) was used to investigate articles and summarize the descriptive statistics, correlation, and cloud keywords. The results reveal the effectiveness of transformational leadership on job performance. whenever managerial leaderships possess the attributes and characteristics of a transformational leader, including positive influence, inspirational motivation, and individual consideration, the more their subordinates will have creative skills and abilities. Also, the results indicate that the leader who possesses the characteristics of a transformational leader contributes significantly to the development of the capabilities of his subordinates, which is positively reflected in the upgrading of the organization's efficiency. In this paper, we present identifiable patterns in the relationship between transformational leadership, improving employee performance, and the raising efficiency of organizations. Then we suggest emerging core topics that deserve more academic attention. This paper's added value is that it undertakes a thorough and complete assessment of the relationship between transformational leadership, boosting employee performance, and increasing organizational efficiency. It also includes a written review of the work as well as an updated reference index covering the years 2011 to 2020, making it valuable for academics and professionals alike.
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Authors and Affiliations

Askar Garad
1
Siswoyo Haryono
Rizal Yaya
2
Suryo Pratolo
2
Alni Rahmawati
2
  1. Doctoral Management Program, Postgraduate Studies, University Muhammadiyah Yogyakarta, Yogyakarta, Indonesia
  2. University Muhammadiyah Yogyakarta, Yogyakarta, Indonesia

Factors Affecting Strategic Types of Organizational Culture: Evidencefrom Organizations and Managers Operating in the Czech Republic

Hana Urbancová Lucie Depoo
Management and Production Engineering Review | 2021 | vol. 12 | No 1 | 48-59 | DOI: 10.24425/mper.2021.136871
Keywords Organizational culture employer branding communication employees engagement human resources employee
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Abstract

As the corporate culture and re/setting of employer – employee relations is crucial due to changes in workplace due to impact of COVID-19, this article aims to identify types of organizational culture, and to find impact on the implementation of HR activities and employer branding, including classification of organizations by their defined strategies. A model of organizational culture, including its systematic relationships, is proposed and tested using a sample of 402 organizations across sectors operating in the Czech Republic as a characteristic economy in Central Eastern European region. This model includes different dimensions of internal brand management and manifestations of organizational culture. Data are analyzed using bivariate and multivariate statistics. Identification of a suitable type of organizational culture leads towards successful employer branding and work engagement; brand identification and communication directly raise positive perception of organizational culture. Three major areas of use of organizational culture and branding have been identified: re-setting of personnel processes depending on the change of organization’s size, on the decline in labor productivity and on organizational mergers, changes in scope of business and in market position. The results suggest that orientation on employee engagement is a better predictor of (positive) organizational culture than increase in productivity. Furthermore, the results explain supportive roles of organizational culture towards customers and employees. The results extend theory by empirical analysis of organizational culture and internal brand management from the employers’ perspective.
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Authors and Affiliations

Hana Urbancová
1
Lucie Depoo
2
  1. University of Economics and Management, Department of Human Resources
  2. University of Economics and Management, Department of Management

Influence of the seasons on construction site accidents

Iwona Szer Jacek Szer Monika Kaszubska Jakub Miszczak Bożena Hoła Ewa Błazik-Borowa Marek Jabłoński
Archives of Civil Engineering | 2021 | vol. 67 | No 3 | 489-504 | DOI: 10.24425/ace.2021.138067
Keywords accidents construction industry employees season accident frequency index
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Abstract

The article analyses the changes occurring in accidents in the construction industry in Poland. It was analyzed the influence of the season on the number and structure of accidents. Research and analyzes were carried out on the basis of statistical data, made available by the Central Statistical Office, regarding accidents at work in construction that occurred in the period from 2010 to 2018. The total number of accidents at work in the construction sector in in these years shows a significant downward trend. A similar downward trend can also be seen in individual groups of accidents, broken down into light, serious and fatal. Based on the research carried out, the decisive impact of the season on the accident rates in construction sector was noticed. The smallest value of the accident frequency rate in most of the accident types considered can be observed in the winter season. In turn, the highest value of the light and fatal accident frequency rate can be observed in summer season (July - September). Weather conditions, for example, high temperatures and sunshine can lead to dangerous situations which can result in accidents at work. Climate conditions should therefore play an increasingly important role in assessing the risk of accidents.
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Authors and Affiliations

Iwona Szer
1
ORCID: ORCID
Jacek Szer
1
ORCID: ORCID
Monika Kaszubska
1
ORCID: ORCID
Jakub Miszczak
1
ORCID: ORCID
Bożena Hoła
2
ORCID: ORCID
Ewa Błazik-Borowa
3
ORCID: ORCID
Marek Jabłoński
1
ORCID: ORCID
  1. Lodz University of Technology, Department of Building Materials Physics and Sustainable Design, Politechniki 6, 90-924 Łódź, Poland
  2. Wroclaw University of Science and Technology, Faculty of Civil Engineering, pl. Grunwaldzki 11, 50-377 Wrocław, Poland
  3. Lublin University of Technology, Faculty of Civil Engineering and Architecture, ul. Nadbystrzycka 40, 20-618 Lublin, Poland

The mediating effect of job satisfaction on the relationship between perceived overqualification, turnover intention and job performance among call center employees

Luís Andrade Claúdia Santos Liliana Faria
Polish Psychological Bulletin | 2023 | vol. 54 | No 4 | 262-271 | DOI: 10.24425/ppb.2023.148845
Keywords overqualification turnover intention performance job satisfaction call center employees
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Abstract

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes.
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Authors and Affiliations

Luís Andrade
1
ORCID: ORCID
Claúdia Santos
1
Liliana Faria
2
ORCID: ORCID
  1. Universidade Europeia, Lisbon, Portugal
  2. University of Algarve, Faro, Portugal

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