Array
(
    [id] => 347
    [date] => 2019-03-12
    [doi] => 
    [title] => Zaangażowanie w pracę w kontekście dopasowania człowieka do pracy
    [title_en] => WORK ENGAGEMENT AND THE MATCH BETWEEN PEOPLE AND THEIR WORK
    [authors] => Teresa Chirkowska-Smolak
    [abstract] => 
This study of 630 Polish employees working in different occupations with people, things, and data tests the relationship between work engagement (Schaufeli & Bakker, 2004) and the organizational factors that play an important part in the strain process (the development of burnout). The author hypothesizes that the same organizational factors also play the main role in the motivational process (influencing work engagement). On the basis of P-E fit theory, the author predicts that the fit between a person and an organization in such areas as workload, control, rewards, community, fairness, and values (Maslach and Leiter’s “Six Areas of Worklife”) – with the addition of a new area, leadership (supervisor support, open communication) – are important organizational factors that influence employees’ engagement at work. The structural equation modeling analyses resulted in a model in which match in workload area (high demands) was not important for work engagement. On the other hand, job resources, especially values and good relations with supervisors, were found to be significant in the development of work engagement.

    [abstract_en] => 
This study of 630 Polish employees working in different occupations with people, things, and data tests the relationship between work engagement (Schaufeli & Bakker, 2004) and the organizational factors that play an important part in the strain process (the development of burnout). The author hypothesizes that the same organizational factors also play the main role in the motivational process (influencing work engagement). On the basis of P-E fit theory, the author predicts that the fit between a person and an organization in such areas as workload, control, rewards, community, fairness, and values (Maslach and Leiter’s “Six Areas of Worklife”) – with the addition of a new area, leadership (supervisor support, open communication) – are important organizational factors that influence employees’ engagement at work. The structural equation modeling analyses resulted in a model in which match in workload area (high demands) was not important for work engagement. On the other hand, job resources, especially values and good relations with supervisors, were found to be significant in the development of work engagement.

    [keywords] => work engagement, areas of work life
    [keywords_en] => work engagement, areas of work life
    [file_path] => /files/articles/2012-18-zaangaowanie-w-prac-w-kontekcie-dopasowania-czowieka-do-pracy.pdf
    [okladka] => psychologia_pracy_i_organizacji.jpg
    [rocznik] => Rocznik: 2012 Tom: 18 Numer: 2
    [strony] => 185-194
)