The Polish adaptation of the Burnout Assessment Tool (BAT-PL) by Schaufeli et al.

Aim. The study aimed to present the Polish version of the Burnout Assessment Tool (BAT-PL) by Schaufeli et al. and to assess its validity and reliability. The tool measures the core symptoms of burnout (BAT-C): exhaustion, mental distance, cognitive and emotional impairment, and its secondary symptoms (BAT-S): psychosomatic complaints and psychological distress. Method. The participants were 255 nursing staff members. The construct validity was assessed with a one-point job satisfaction scale, the Utrecht Work Engagement Scale (UWES-3) by Schaufeli et al. and the Job-related Affective Well-being Scale (JAWS) by van Katwyk et al. Results. The results of the confirmatory factor analysis supported an assumed bi-factor structure. This applies to both BAT-C as the four core symptoms and a general factor representing burnout and BAT-S as a set of two secondary symptoms and a general factor. Both scales were strongly correlated with one another and differed from other measures of job-related well-being (job satisfaction, work engagement and negative emotions). The values of Cronbach’s alpha and composite reliability indicated BAT-PL as a reliable measurement tool. Conclusions. BAT-PL by Schaufeli et al. has good psychometric characteristics to be used in research on burnout and further validated in clinical practice

INTERCULTURAL INTERACTIONS AT MULTINATIONAL CORPORATIONS’ WORKPLACE: GROUNDED THEORY

Purpose: Due to globalization and the global mobility of workforce, working in multicultural environments is a new challenge for employees and managers. The aim of the paper is to analyze the social interactions in multicultural environments of multinational corporations (MNCs) as well as to propose a model of intercultural social interactions in MNCs’ specific context.Design/methodology/approach: The grounded theory approach was applied to create a model of intercultural interactions in MNCs. The data was obtained during the qualitative research based on comparative case studies collected in 5 MNCs’ subsidiaries.Findings: The proposed model refers to the following concepts: 1) Lazarus’s transactional stress theory states that job demands may be assessed as hindrances or challenges. The specific job demands that affect intercultural interactions are multilingualism, cultural diversity, cross-cultural adjustment and team work. 2) Positive psychological capital and an individual’s acquired resources are in relation with intercultural interactions. 3) According to Bandura’s agentic perspective, individuals take an active role in shaping social interactions and work environment. 4) Being an agent relates to Spreitzer’s thriving concept that can serve as a mechanism of relations between the interactions undertaken due to MNCs’ specific job demands and their outcomes.Research limitations/implications: The qualitative methodology applied to the research does not allow for a broader generalization of the results. The outcomes of intercultural interactions depend mainly on how individuals assess their job demands in MNCs.Practical implications: Since the workplace in MNCs is abundant in learning opportunities, the managers of MNCs need to hire employees who exhibit needs for growth and development to boost thriving in their organizations. Additionally, these managers should search for employees with experience of multicultural settings and a signifi cant capacity of positive psychological capital, thanks to which they are likely to benefi t more from intercultural social interactions. More concern should be put on training the employees’ language skills since it may build their self-eff icacy in intercultural interactions.Originality/value: The proposed model focuses on social interactions in MNCs’ unique context. The empirical fi ndings were interpreted with regard to psychological and sociological theories and the Positive Organizational Scholarship lens

Nurse participation in patient care after kidney transplant

Pluta Agnieszka, Sulikowska Beata, Budnik-Szymoniuk Maria, Basińska-Drozd Halina. Nurse participation in patient care after kidney transplant. Journal of Education, Health and Sport. 2017;7(7):39-47. eISSN 2391-8306. DOI http://dx.doi.org/10.5281/zenodo.822642 http://ojs.ukw.edu.pl/index.php/johs/article/view/4580 The journal has had 7 points in Ministry of Science and Higher Education parametric evaluation. Part B item 1223 (26.01.2017). 1223 Journal of Education, Health and Sport eISSN 2391-8306 7 © The Author 2017; This article is published with open access at Licensee Open Journal Systems of Kazimierz Wielki University in Bydgoszcz, Poland Open Access. This article is distributed under the terms of the Creative Commons Attribution Noncommercial License which permits any noncommercial use, distribution, and reproduction in any medium, provided the original author(s) and source are credited. This is an open access article licensed under the terms of the Creative Commons Attribution Non Commercial License (http://creativecommons.org/licenses/by-nc/4.0/) which permits unrestricted, non commercial use, distribution and reproduction in any medium, provided the work is properly cited. This is an open access article licensed under the terms of the Creative Commons Attribution Non Commercial License (http://creativecommons.org/licenses/by-nc/4.0/) which permits unrestricted, non commercial use, distribution and reproduction in any medium, provided the work is properly cited. The authors declare that there is no conflict of interests regarding the publication of this paper. Received: 25.06.2017. Revised: 02.07.2017. Accepted: 04.07.2017. Udział pielęgniarki w opiece nad pacjentem po przeszczepieniu nerki Nurse participation in patient care after kidney transplant Agnieszka Pluta1, Beata Sulikowska2, Maria Budnik-Szymoniuk1, Halina Basińska‑Drozd1 1Department of Community Nursing Faculty of Health Sciences Collegium Medicum in Bydgoszcz of the Nicolaus Copernicus University in Toruń 2Department of Nephrology, Hypertension and Internal Diseases, Faculty of Medicine, Ludwik Rydygier Collegium Medicum in Bydgoszcz of the Nicolaus Copernicus University in Toruń Correspondence to: Agnieszka Pluta Department of Community Nursing Faculty of Health Sciences Collegium Medicum in Bydgoszcz of the Nicolaus Copernicus University in Toruń ul. Łukasiewicza 1 85-821 Bydgoszcz Poland, phone: +48 52 5855813 e-mail: [email protected] Streszczenie Transplantacja nerki jest uznawana za optymalną metodę leczenia schyłkowej niewydolności tego narządu. Głównym celem terapii nerkozastępczej jest przedłużenie życia, jak i poprawa jego jakości. Kluczowa jest tutaj edukacja pacjenta, która jest prowadzona przez lekarza transplantologa, pielęgniarkę z oddziału transplantacyjnego oraz dietetyka. Personel pielęgniarski sprawujący opiekę na pacjentem po przeszczepieniu nerki powinien cechować się umiejętnością prawidłowego rozpoznawania i rozwiązywania problemów pielęgnacyjnych. Celem pracy jest przedstawienie roli pielęgniarki w opiece nad pacjentem po transplantacji nerki. Pielęgniarki realizując edukację zdrowotną koncentrują się przede wszystkim na kształtowaniu indywidualnych zachowań zdrowotnych pacjenta. Słowa kluczowe: transplantacja, nerka, opieka Abstract Kidney transplantation is considered to be the optimal treatment for end-stage renal disease. The main goal of renal replacement therapy is to prolong life as well as improve its quality. The key here is the education of the patient, which is conducted by a transplant physician, a transplant nurse and a nutritionist. Nursing staff taking care of a patient after a kidney transplant should have the ability to correctly diagnose and resolve nursing problems. The aim of the work is to present the role of a nurse in patient care after kidney transplant. Nurses pursuing health education focus primarily on shaping individual patient health behaviors. Keywords: transplant, kidney, care, nurs

Participation of nurses in the care of a hemodialysis patient

With the progress of medicine and the improvement in the quality of life, the number of patients with chronic kidney disease, including those involved in the hemodialysis program, is increasing. This method of treating renal replacement therapy is a chance for patients to prolong life, but at the same time poses the risk of many complications associated with this therapy. Nursing staff who handle the patient during hemodialysis should have the ability to correctly identify and solve problems, thus giving the patient and his family a greater sense of security. Careful observation of the patient in terms of the possibility of complications and immediate response are crucial in the care of a hemodialysis patient.

The role of rewards and demands in burnout among surgical nurses

Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees’ development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector

Emotions in the workplace among the professions with increased psychosocial risks

Psychosocial threats at work are one of the big challenges for the management of occupational health (WHO, 2008). The aim of this study was to assess the emotional balance and positivity ratio in the work of uniformed officers and identify differences between these formations. The study involved 218 policemen, firemen and probation personnel. Work-related Affective Well-being Scale was used (Van Katwyk, et al., 2000). Eustress and distress in the work context were relatively independent. Emotions of the opposite sign and low activity were moderately correlated. The officers usually experienced positive work-related emotional balance, with a predominance positive emotions of low activity. The positive ratio was low and reached 1,13. Positive affect was usually present in the work of firemen, while negative affect were often present in the work of policemen. It is probably due to different organization of working time and the emotional dissonance in the professional interpersonal relationships context

Work Motivation Profiles and Work Performance in a Group of Corporate Employees: A Two-Step Cluster Analysis

Few studies have applied a person-centered approach to work motivation using cluster or profile analyses. Thus, little is known about which configurations of work motivations characterize professionals. The aim of this study is to establish the structure of work motivation profiles under the framework of self-determination theory and to examine the relationship between work motivation and subjective work performance. The study involved 147 corporate employees who completed the Multidimensional Work Motivation Scale and self-rated their work performance. The two-step cluster analysis was applied, followed by a one-way ANOVA and a post-hoc Bonferroni test. The findings revealed differences between the five profiles for all forms of motivational regulation on the self-determination continuum (large effect sizes). Further examination revealed that the employees’ current work performances differed across motivational profiles (medium effect size). Strongly and poorly motivated as well as autonomously motivated employees reported better subjective work performance compared to unmotivated individuals. In line with self-determination theory, the quantity and shape of motivation can be simultaneously considered in terms of both theoretical and practical implementation

Modelowanie komercyjnych serwisów internetowych - nowe perspektywy w zakresie użyteczności i relacji z klientami

Z ekonomicznego punktu widzenia krytycznym aspektem działalności serwisów usług online jest umiejętność utrzymania klientów. Celem artykułu było zastosowanie modelu warstwowego VIPR (Visual - Interaction - Process - Relation) w odniesieniu do usług handlowych online. Wskaźnikiem zaufania i nawiązywania trwałych relacji były oceny doświadczonych użytkowników serwisów handlowych online (n = 207) uzyskane za pomocą Skali Wiarygodności Internetowych Serwisów Handlowych, która mierzy 8 czynników, takich jak klarowność wizualna, łatwość użycia, interaktywność, prowadzenie użytkownika, rekomendacje, dbałość o klienta, zawartość informacyjna i personalizacja. Czynniki: klarowność wizualna, łatwość użycia, interaktywność oraz zawartość informacyjna tworzyły jedną grupę. Każdy następny czynnik stanowił odrębny element. Dla klientów najmniej ważne dla wzbudzania zaufania były klarowność wizualna i łatwość użycia (wartości podstawowe, obszar indywidualny). Najwyżej oceniano personalizację oraz rekomendacje (wartości dodane, obszar społeczny). Zwłaszcza rekomendacje reprezentują nowe potrzeby użytkowników, które pojawiły się wraz z rozwojem konkurencji na rynku usług online. Pozytywnie zweryfikowano model VIPR. Wskazanie dwóch wymiarów: wartości podstawowych - dodanych oraz obszaru indywidualnego - społecznego daje nowe spojrzenie na interakcję człowiek - komputer

Positive affectivity and the relationship between venturesomeness, impulsiveness and self-efficacy

Background: Recent research has demonstrated a relationship between personality, affectivity and performance. The purpose of this study was to examine the mediating effect of basic and general positive affectivity on personality traits (venturesomeness and impulsiveness) and self- -efficacy. Methods: The correlational design was used. 175 students filled in the Impulsiveness – Venturesomeness – Empathy Inventory (Eysenck et al., 1985), PANAS (Watson, Clark, 1994 – basic and general positive affectivity) and General Self-Efficacy, GESE (Schwarzer et al., 2008). Findings: Impulsiveness did not matter to the strength of self-efficacy, and was independent of positive affectivity. The results obtained indicated a significant mediating effect of basic positive affectivity, self-assurance and joviality, on the link between venturesomeness and general self-efficacy, and a direct impact of general positive affectivity on self-efficacy.Udostępnienie publikacji Wydawnictwa Uniwersytetu Łódzkiego finansowane w ramach projektu „Doskonałość naukowa kluczem do doskonałości kształcenia”. Projekt realizowany jest ze środków Europejskiego Funduszu Społecznego w ramach Programu Operacyjnego Wiedza Edukacja Rozwój; nr umowy: POWER.03.05.00-00-Z092/17-00

Professional demands and salaries in police officers' subjective opinion

Celem prezentowanej pracy była ocena związku pomiędzy wymaganiami zawodowymi, związanymi z treścią pracy i organizacją pracy, a otrzymywanym wynagrodzeniem w subiektywnym odczuciu policjantów. Wyniki badania przeprowadzonego w grupie 363 policjantów pokazały, że wymagania organizacyjne, a nie wymagania związane z treścią pracy, wpływają na subiektywną ocenę adekwatności wynagrodzenia. Dla większości policjantów obciążenia związane z wymaganiami stanowiskowymi są równoważone przez zarobki, natomiast wymagania organizacyjne nie są przez wynagrodzenie zbilansowane. Poprawa sprawności zarządzania i doskonalenia organizacji pracy może spowodować wzrost poczucia adekwatności wynagrodzenia wśród policjantów.The aim of the study was to examine the relation between professional demands resulting from the work’s tasks and organization of work, and received salary, in police officers’ subjective judgment. Results of the research conducted on 363 police officers showed, that organizational demands and not the ones resulting from the work’s tasks have influence on the subjective judgment of the appropriateness of salaries. For majority of police officers, the workload associated with professional tasks are compensated by their earnings, however organizational requirements are not balanced by their salaries. In conclusion, improvement of management efficiency and work organization may result in the increase of the sense of earnings adequacy among police officers