The Effects of the Big Five Personality Traits on Stress among Robot Programming Students

This paper presents relationships between personality traits and stress levels in light of the transactional model of stress. The framework of the transactional model was applied to determine the significance of work with a robot for primary and secondary stress appraisal made by an individual. We decided to use the Big Five personality traits model as one which integrates the dimensions of personality and had been previously applied to research on stress. The participants in our three-wave study were 105 students doing an industrial robots programming course. Using Ten Item Personality Inventory (TIPI) and Questionnaire for Primary and Secondary Appraisal (PASA) questionnaires, we gathered information about the students’ personality, the level of anticipated stress, and the stress experienced while working with a robot after 6 and 12 weeks. The obtained results prove that emotional stability is significant for secondary appraisal of anticipated stress. The results also show that openness to experience is a negative predictor, whereas conscientiousness is a positive predictor of primary stress appraisal. The ability to cope with stress after 12 weeks of work with a robot is appraised as higher by older, more conscientious, and introverted people. The obtained results are discussed from the psychological perspective of stress and personality, which complements earlier studies in technical sciences. The limitations of the study are also indicated

Work Engagement - A Systematic Review of Polish Research

Over the past decade work engagement has gained both business and academia attention. With growing number of studies and meta-analyses the concept of work engagement is one of the pillars of positive work and organizational psychology. This systematic review presents the current state of research on work engagement in Poland. Results confirmed that work-engagement studies have not yet reached the threshold to conduct meta-analysis. The review of measurement methods and synthesis of findings allows to identify strengths and gaps in Polish studies. Discussion of limitations and biases in current research is accompanied with urge to overcome them and develop thriving stream of research on work engagement

Humiliation at work – theoretical concepts and importance for the health of workers and the functioning of the organisation

Humiliation at work is a dangerous and, at the same time, poorly understood phenomenon. It is associated with an asymmetry of power, which induces in the humiliated person a feeling of having a lesser value and being inferior. It manifests itself as an internal event (judgment and emotions), an external event (an act of violence) or systemic social conditions (poverty and discrimination). Experiencing humiliation has negative consequences both when an individual becomes a subject and a witness of a humiliating event. These consequences concern many areas of an individual's life and functioning within an organization. The article discusses the relationship between humiliation at the organizational level and work pathologies such as mobbing, intimidation, bullying, or harassment. Their purpose and effect is to humiliate an individual or a group of people, and since humiliation is associated with a sense of injustice and a desire for revenge, it often permanently disrupts the relationship between the parties and observers of such behaviors. Despite its individual and social significance, the phenomenon of humiliation is still a gap in the consideration of a healthy working environment and the relationship between people employed in the organization. Unlike in foreign literature, the phenomenon of humiliation is not a frequent subject of consideration in Polish studies, although interest has increased in recent years. The article proposes definitions of this phenomenon from 3 research perspectives, along with presenting selected concepts concerning the nature of this phenomenon and reports from research on the consequences of humiliating behavior at work, from the point of view of both an individual and an organization

Music emotions and associations in film music listening: the example of leitmotifs from the “Lord of the Rings” movies

The aim of the present study was to investigate which musical emotions and associations appeared while listening to leitmotifs in film music. A sample of 157 participants took part in the study, in which musical associations and emotions were analysed in relation to seven groups of musical themes from The Lord of the Rings films (LOTR). The LOTR soundtrack is a good example of the use of symbols in music to represent ideas, characters, etc. The results show that both the respon-dents’ associations and the musical emotions they experienced were related to the characteristics of musical motifs. The results are discussed in relation to the assumed features of musical motifs composed by Howard Shore

Tactics of Influence and Deinfluentization, Personality and the Personal Sense of Power Among Polish Managers

Power in organizations creates interpersonal settings and lays the ground for designating individual roles and positions of superiors and subordinates. In such a context, influence tactics are situation-specific behaviors used to change the behavior of others and achieve organizational goals. The notion that power and influence can be based on personal or positional variables was used to de-sign the framework of the present studies intended to describe how trait- and state-like variables are related to influence tactics and deinfluentization. The subjects were 250 Polish managers. Study 1 (n = 250) was undertaken to collect data about the influence tactics of Polish managers to fill the void in information in the field of social psychology in organizations. In Study 2 (n = 104) we correlated influence tactics with the personal sense of power. The results proved that the per-ception of having the ability to exert power over others was positively related to rational persua-sion, apprising, and pressure. In Study 3 (n = 69) we investigated the relationships of influence tactics and deinfluentization with the Big Five and directiveness. The results showed that Neuroti-cism was positively correlated with pressure, legitimating, and coalition, but negatively with ra-tional persuasion and consultation. Extraversion was positively correlated with rational persuasion, so was Conscientiousness. Agreeableness was negatively related to coalition. Directiveness was in a positive relation with pressure but correlated negatively with personal appeals. Deinfluentization positively correlated with Agreeableness and negatively with directiveness

Satysfakcja z pracy i wydajność pracowników : relacja (nie)oczekiwana

The relationship between job satisfaction and job performance has been a fundamental problem in work and organizational psychology. Many years of exploring the association have created a significant tradition in organizational studies. This phenomenon exists because the idea of a satisfied and well‑working employee is continuously important in a society that believes that good work makes people happy. Moreover, the relationship between satisfaction and performance has practical implications. Achieving an organizational competitive advantage is not possible when employees do not perform to achieve their goals or are not satisfied with their job. Despite the existence of research results, there is still no agreement on the strength and direction of the relationship between job satisfaction and job performance. This fact has become the author’s motivation to do his research on verifying the classic and revised happyproductive worker thesis. The correlation analysis, carried out on a group of 458 adult employees, revealed that job satisfaction and job performance were related. Specifically, extrinsic, intrinsic, and general job satisfaction were associated with mandatory task performance, organizational citizenship behavior, and creative performance. The results obtained in cluster analysis allowed distinguishing four groups of employees, which were described as: satisfied and efficient, unsatisfied and inefficient, as well as satisfied and inefficient, and unsatisfied and efficient. Units from all four groups (clusters) differed from one another in terms of extrinsic, intrinsic, and general job satisfaction and job performance, i.e., task performance, organizational citizenship behavior, and creative performance. The results are discussed with reference to the literature reviewed in the first three theoretical chapters of the book

Emotional Intelligence, Positive Orientation, and Authentic Leadership among Polish Managers: A Research Report

Motywacją do przeprowadzenia badań, które pozwoliłyby opisać wybrane pozytywne zasoby i autentyczne przywództwo wśród polskich liderów, był ich brak w obszarze inteligencji emocjonalnej, orientacji pozytywnej i autentycznego przywództwa wśród menedżerów. W przedstawianych analizach inteligencja emocjonalna i orientacja pozytywna rozumiane są jako pozytywne zasoby osobiste lidera, z których pierwsza dotyczy umiejętności rozpoznawania, kontrolowania i wykorzystywania informacji emocjonalnych w myśleniu i działaniu, a druga – obejmuje sądy o sobie, swoim życiu i przyszłości. Badanie, poza pierwszym opisem grupy menedżerów, zostało zaprojektowane, by sprawdzić przypuszczalny związek wskazanych zasobów osobistych z przywództwem autentycznym – procesem, który odwołuje się do pozytywnych zasobów lidera i jednocześnie – do wysoko rozwiniętego kontekstu organizacyjnego. Autentyczny przywódca poprzez wpływanie na samoświadomość i pozytywne zachowania stymuluje rozwój zarówno swój, jak i swoich współpracowników. Uzyskane wyniki świadczą o tym, że zarówno inteligencja emocjonalna, jak i orientacja pozytywna jest związana ze wszystkimi wymiarami autentycznego przywództwa (samoświadomością, transparentnością, otwartością na informacje i etycznością/moralnością). Oznacza to, że zasoby osobiste przywódcy mają związek z jego autentycznymi postawami i zachowaniami.The impulse behind this research, making possible a description of selected positive resources and authentic leadership among Polish leaders, was its deficiency in the area of emotional intelligence, positive orientation, and authentic leadership among managers. The presented analyses understand emotional intelligence and positive orientation as being among the personal assets of a leader. The former applies to skills in identifying, controlling, and utilizing emotional information in thinking and acting. The latter encompasses judgments about oneself, one’s life, and the future. Apart from being the first such description of a group of managers, the research was designed so as to investigate the presumed link between the indicated personal resources and authentic leadership, a process making reference to a leader’s positive assets and simultaneously to the highly developed organizational context. By influencing self–awareness and positive behavior, authentic leadership stimulates development in oneself and one’s colleagues. The received results bear witness to the fact that both emotional intelligence and a positive orientation are connected to all the dimensions of authentic leadership—self–awareness, transparency, openness to information, and ethics and morality. This means that a leader’s personal resources are linked with authentic stances and behavior

Różnice pokoleniowe w sposobach wywierania wpływu społecznego u kadry kierowniczej

It is said that the efficacy of management depends, among other things, on the ability to effectively use different types of social influence (Yukl 2006: 145; Kożusznik 2015). The article focuses on the problem of social influence in organization, being an attempt to present the preferences of younger and older managers for using different tactics of influence as well as shared and authentic leadership. A group of 100 managers from Upper Silesia took part in the study. The results show that age has an impact on the frequency of using particular influence tactics, but does not differentiate the managers in terms of leadership styles. Moreover, the association between influence tactics and leadership styles was investigated and a set of relations between them was confirmed

The Polish Adaptation of the Work Role Performance Questionnaire

The cultural transferability and relevance of work performance constructs across various cultures remain crucial for global organizational research. This paper investigates the cultural adaptation of the Work Role Performance Questionnaire (WRPQ) for the Polish work environment. Originating from the work role theory, WRPQ encapsulates nine distinct work roles derived from two dimensions: behavior type (proficiency, adaptivity, proactivity) and exhibition level (individual, team, organization). We proposed three hypothesis series addressing the questionnaire's structure, differential predictions by various work-related traits and attitudes, and external validity. A multidisciplinary team proficiently translated the questionnaire, which was then tested in a pilot study (n = 276) followed by two primary studies involving supervisors (n = 698) and employees (n = 534). The analytical approach integrated confirmatory factor analysis, path analysis, and multiple linear regression supplemented by a relative importance analysis. The findings reinforce the questionnaire's reliability within the Polish cultural context, validate its nine subdimension structure, and elucidate distinct relations with both predictors and criterion. The successful cultural adaptation of the WRPQ showcases the potential for broader applications in diverse cultural settings, underscoring the importance of context-specific measurement tools in work performance research

Wiek jako przesłanka zachowań wspierających efektywność organizacji

Focus on achieving better results requires the participation of employees in an effort to objectives and involvement in the search for innovation and develop adaptability (Chwalibóg 2013). The aim of the re- search is to present how age differentiate the level of organizational citizenship behaviors and behaviors based on the regulation of impact and deinfluentization. Results of statistical analysis confirmed the differences of the level of organizational citizenship behaviors and behaviors based on the regulation of impact and deinfluentization among employees in various age. Conducted analysis might be helpful for further research on the importance of social factors for the growth of the organization’s efficiency