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Abstract
Celem artykułu jest scharakteryzowanie wymagań wobec menedżerów oraz ich zasobów w kontekście funkcjonowania zawodowego, a także sformułowanie rekomendacji w zakresie sposobów ich równoważenia. Analizę i opis oparto na badaniach jakościowych przeprowadzonych z przedstawicielami firm pochodzących z przedsiębiorstw o zróżnicowanych branżach i wielkości. Na podstawie pogłębionych wywiadów jakościowych (IDI) stwierdzono zmiany w funkcjonowaniu lidera, łączącego wiele ról i działającego elastycznie, doświadczającego znacznej integracji granic pomiędzy sferą funkcjonowania prywatnego i zawodowego, skutkującej zmniejszonym work-life balance, oraz dużych przeciążeń wymaganiami w pracy. Sformułowano rekomendacje dotyczące zwiększania personalizacji w pracy jako sposobu na lepsze dopasowanie pracy do preferencji, pozwalającego na osiąganie zrównoważenia wymagań wobec pracowników i ich zasobów.
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How to Cite
Wojtczuk-Turek, A. (2021). W jaki sposób równoważyć wymagania i zasoby w pracy oraz ustanawiać jej granice? – o potrzebie personalizacji (w) pracy menedżerów. Education of Economists and Managers, 60(2). https://doi.org/10.33119/EEIM.2021.60.1
References
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Ashforth, B. E., Kreiner, G. E., Fugate, M. (2000). All in a Day’s Work: Boundaries and Micro Role Transitions. Academy of Management Review, 25 (3), 472–491.
Baker, R. (2020). Personalization at Work. How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing. New York: Kogan Page.
Bakker, A. B. Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22 (3), 309–328.
Boyd, C. M., Hayward, R. M., Tuckey, M. R., Dollard, M. F., Dormann, Ch.H. (2015). Emotion Work in Service Occupations. Links to Well-being and Job Performance. W: M. Van Veldhoven, R. Peddei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 55–74.
Bruning P., Campion M. (2018), A Role-resource Approach-avoidance Model of Job Crafting: A Multi-method Integration and Extension of Job Crafting Theory. Academy of Management Journal, 61 (2), 499–522.
Kubicek, B., Korunka, Ch. (2017). Job Demands in a Changing World of Work. W: R. J. Burke, K. M. Page (red.), Research Handbook on Work and Well-Being, Cheltenham: Edward Elgar Publishing, 59–76.
Kvale, S. (2012). Prowadzenie wywiadów. Warszawa: Wydawnictwo Naukowe PWN.
Laurence, G. A., Fried, Y., Slowik, L. H. (2013). “My Space”: A Moderate Mediation Model of the Effect of Architectural and Experienced Privacy and Workspace Personalization on Emotional Exhaustion at Work. Journal of Environmental Psychology, 36, 144–152.
LePine, J. A, Podsakoff, N. P., LePine, M. A. (2005). A Meta-analytic Test of the Challenge Stressor Hindrance Stressor Framework: An Explanation for Inconsistent Relationships among Stressors and Performance. Academy of Management Journal, 48, 764–775.
Miles, M. B., Huberman, A. M. (2000). Analiza danych jakościowych. Białystok: Trans Humana.
Meijman T. F., Mulder G. (1998). Psychological Aspects of Workload. W: P. J. D. Drenth, H. Thierry (red.), Handbook of Work and Organizational Psychology, Hove UK: Psychology Press, 5–33.
Morgeson, F. P., Mitchell, T. R., Liu, D. (2015). Event System Theory: An Event-Oriented Approach to the Organizational Sciences. Academy of Management Review, 40 (4), 515–537.
Murphy K., Tierney W. (2020). What Has Changed and What Has Not?. W: B. Hoffman, M. Shoss, L. Wegman (red.), The Cambridge Handbook of the Changing Nature of Work, Cambridge: Cambridge University Press, 42–66.
Podsakoff, N. P., LePine, J. A., LePine, M. A. (2007). Differential Challenge Stressor – Hindrance Stressor Relationships with Job Attitudes, Turnover Intentions, Turnover, and Withdrawal Behavior: A Meta-analysis. Journal of Applied Psychology, 92, 438–454.
Romanowska, M., Cygler, J. (red.) (2014). Granice zarządzania. Warszawa: Oficyna Wydawnicza SGH.
Schaufeli, W. B., Bakker, A. B. (2004). Job demands, Job Resources and their Relationship with Burnout and Engagement: A Multi-sample Study. Journal of Organizational Behavior, 25, 293–315.
Tims, M., Derks, D., Bakker, A. B. (2016). Job Crafting and its Relationship with Person- -job Fit and Meaningfulness: A Three-wave Study. Journal of Vocational Behavior, 92, 44–53.
Van Veldhoven, M., Peccei, R. (2015). Contextualizing Individual Well-being and Performance at Work. W: M. Van Veldhoven, R. Peccei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 1–14.
Walsh, K., Gordon, J. R. (2008). Creating an Individual Work Identity. Human Resource Management Review, 18, 46–61.
Wojtczuk-Turek, A. (2016). Wspieranie produktywności pracowników wiedzy. Rola zarządzania zasobami ludzkimi i dopasowania człowiek–organizacja. Warszawa: Wydawnictwo Naukowe PWN.
Wojtczuk-Turek, A. (2017). In Search of Key HR Practices for Improvement of Productivity of Employees in the KIBS Sector. Contemporary Economics, 11 (7), 5–16.
References
Ashforth, B. E., Kreiner, G. E., Fugate, M. (2000). All in a Day’s Work: Boundaries and Micro Role Transitions. Academy of Management Review, 25 (3), 472–491.
Baker, R. (2020). Personalization at Work. How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing. New York: Kogan Page.
Bakker, A. B. Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22 (3), 309–328.
Boyd, C. M., Hayward, R. M., Tuckey, M. R., Dollard, M. F., Dormann, Ch.H. (2015). Emotion Work in Service Occupations. Links to Well-being and Job Performance. W: M. Van Veldhoven, R. Peddei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 55–74.
Bruning P., Campion M. (2018), A Role-resource Approach-avoidance Model of Job Crafting: A Multi-method Integration and Extension of Job Crafting Theory. Academy of Management Journal, 61 (2), 499–522.
Kubicek, B., Korunka, Ch. (2017). Job Demands in a Changing World of Work. W: R. J. Burke, K. M. Page (red.), Research Handbook on Work and Well-Being, Cheltenham: Edward Elgar Publishing, 59–76.
Kvale, S. (2012). Prowadzenie wywiadów. Warszawa: Wydawnictwo Naukowe PWN.
Laurence, G. A., Fried, Y., Slowik, L. H. (2013). “My Space”: A Moderate Mediation Model of the Effect of Architectural and Experienced Privacy and Workspace Personalization on Emotional Exhaustion at Work. Journal of Environmental Psychology, 36, 144–152.
LePine, J. A, Podsakoff, N. P., LePine, M. A. (2005). A Meta-analytic Test of the Challenge Stressor Hindrance Stressor Framework: An Explanation for Inconsistent Relationships among Stressors and Performance. Academy of Management Journal, 48, 764–775.
Miles, M. B., Huberman, A. M. (2000). Analiza danych jakościowych. Białystok: Trans Humana.
Meijman T. F., Mulder G. (1998). Psychological Aspects of Workload. W: P. J. D. Drenth, H. Thierry (red.), Handbook of Work and Organizational Psychology, Hove UK: Psychology Press, 5–33.
Morgeson, F. P., Mitchell, T. R., Liu, D. (2015). Event System Theory: An Event-Oriented Approach to the Organizational Sciences. Academy of Management Review, 40 (4), 515–537.
Murphy K., Tierney W. (2020). What Has Changed and What Has Not?. W: B. Hoffman, M. Shoss, L. Wegman (red.), The Cambridge Handbook of the Changing Nature of Work, Cambridge: Cambridge University Press, 42–66.
Podsakoff, N. P., LePine, J. A., LePine, M. A. (2007). Differential Challenge Stressor – Hindrance Stressor Relationships with Job Attitudes, Turnover Intentions, Turnover, and Withdrawal Behavior: A Meta-analysis. Journal of Applied Psychology, 92, 438–454.
Romanowska, M., Cygler, J. (red.) (2014). Granice zarządzania. Warszawa: Oficyna Wydawnicza SGH.
Schaufeli, W. B., Bakker, A. B. (2004). Job demands, Job Resources and their Relationship with Burnout and Engagement: A Multi-sample Study. Journal of Organizational Behavior, 25, 293–315.
Tims, M., Derks, D., Bakker, A. B. (2016). Job Crafting and its Relationship with Person- -job Fit and Meaningfulness: A Three-wave Study. Journal of Vocational Behavior, 92, 44–53.
Van Veldhoven, M., Peccei, R. (2015). Contextualizing Individual Well-being and Performance at Work. W: M. Van Veldhoven, R. Peccei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 1–14.
Walsh, K., Gordon, J. R. (2008). Creating an Individual Work Identity. Human Resource Management Review, 18, 46–61.
Wojtczuk-Turek, A. (2016). Wspieranie produktywności pracowników wiedzy. Rola zarządzania zasobami ludzkimi i dopasowania człowiek–organizacja. Warszawa: Wydawnictwo Naukowe PWN.
Wojtczuk-Turek, A. (2017). In Search of Key HR Practices for Improvement of Productivity of Employees in the KIBS Sector. Contemporary Economics, 11 (7), 5–16.
Baker, R. (2020). Personalization at Work. How HR Can Use Job Crafting to Drive Performance, Engagement and Wellbeing. New York: Kogan Page.
Bakker, A. B. Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22 (3), 309–328.
Boyd, C. M., Hayward, R. M., Tuckey, M. R., Dollard, M. F., Dormann, Ch.H. (2015). Emotion Work in Service Occupations. Links to Well-being and Job Performance. W: M. Van Veldhoven, R. Peddei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 55–74.
Bruning P., Campion M. (2018), A Role-resource Approach-avoidance Model of Job Crafting: A Multi-method Integration and Extension of Job Crafting Theory. Academy of Management Journal, 61 (2), 499–522.
Kubicek, B., Korunka, Ch. (2017). Job Demands in a Changing World of Work. W: R. J. Burke, K. M. Page (red.), Research Handbook on Work and Well-Being, Cheltenham: Edward Elgar Publishing, 59–76.
Kvale, S. (2012). Prowadzenie wywiadów. Warszawa: Wydawnictwo Naukowe PWN.
Laurence, G. A., Fried, Y., Slowik, L. H. (2013). “My Space”: A Moderate Mediation Model of the Effect of Architectural and Experienced Privacy and Workspace Personalization on Emotional Exhaustion at Work. Journal of Environmental Psychology, 36, 144–152.
LePine, J. A, Podsakoff, N. P., LePine, M. A. (2005). A Meta-analytic Test of the Challenge Stressor Hindrance Stressor Framework: An Explanation for Inconsistent Relationships among Stressors and Performance. Academy of Management Journal, 48, 764–775.
Miles, M. B., Huberman, A. M. (2000). Analiza danych jakościowych. Białystok: Trans Humana.
Meijman T. F., Mulder G. (1998). Psychological Aspects of Workload. W: P. J. D. Drenth, H. Thierry (red.), Handbook of Work and Organizational Psychology, Hove UK: Psychology Press, 5–33.
Morgeson, F. P., Mitchell, T. R., Liu, D. (2015). Event System Theory: An Event-Oriented Approach to the Organizational Sciences. Academy of Management Review, 40 (4), 515–537.
Murphy K., Tierney W. (2020). What Has Changed and What Has Not?. W: B. Hoffman, M. Shoss, L. Wegman (red.), The Cambridge Handbook of the Changing Nature of Work, Cambridge: Cambridge University Press, 42–66.
Podsakoff, N. P., LePine, J. A., LePine, M. A. (2007). Differential Challenge Stressor – Hindrance Stressor Relationships with Job Attitudes, Turnover Intentions, Turnover, and Withdrawal Behavior: A Meta-analysis. Journal of Applied Psychology, 92, 438–454.
Romanowska, M., Cygler, J. (red.) (2014). Granice zarządzania. Warszawa: Oficyna Wydawnicza SGH.
Schaufeli, W. B., Bakker, A. B. (2004). Job demands, Job Resources and their Relationship with Burnout and Engagement: A Multi-sample Study. Journal of Organizational Behavior, 25, 293–315.
Tims, M., Derks, D., Bakker, A. B. (2016). Job Crafting and its Relationship with Person- -job Fit and Meaningfulness: A Three-wave Study. Journal of Vocational Behavior, 92, 44–53.
Van Veldhoven, M., Peccei, R. (2015). Contextualizing Individual Well-being and Performance at Work. W: M. Van Veldhoven, R. Peccei (red.), Well-being and Performance at Work. The Role of Context, New York: Psychology Press, 1–14.
Walsh, K., Gordon, J. R. (2008). Creating an Individual Work Identity. Human Resource Management Review, 18, 46–61.
Wojtczuk-Turek, A. (2016). Wspieranie produktywności pracowników wiedzy. Rola zarządzania zasobami ludzkimi i dopasowania człowiek–organizacja. Warszawa: Wydawnictwo Naukowe PWN.
Wojtczuk-Turek, A. (2017). In Search of Key HR Practices for Improvement of Productivity of Employees in the KIBS Sector. Contemporary Economics, 11 (7), 5–16.