Organizacyjne uczenie się jako determinanta zatrudnialności pracowników

Wiśniewska, Sylwia; Wiśniewski, Kamil

doi:10.33141/po.2020.07.03

Cited by 3 publications

(9 citation statements)

References 18 publications

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Section: Methodsmentioning

confidence: 99%

“…Moreover, in the conducted research, organizational learning was understood as the process of the acquisition, generation, development, and use of knowledge by employees in response to the organization's mission and objectives as well as to market challenges. This study focused on the part of organizational learning at the individual level and covered topics from the perspective of employees [31,71,73,74]. The research analyzed the following organizational learning solutions applied at the individual level: (1) learning from one's own mistakes (own mistakes); (2) observing other employees' work (observing others); (3) self-education; (4) incentive system (including financial and nonfinancial instruments, contributing to an increase in the commitment to competency development); (5) providing employees with feedback on the results of their work (feedback); ( 6) employee participation in codeciding on the learning areas connected with specific tasks and objectives (participation); ( 7) application of modern technologies in the learning process (modern technologies); (8) acquisition of knowledge by informal contact with clients, suppliers, etc.…”

Section: Methodsmentioning

confidence: 99%

“…The process of organizational learning occurs at various levels, i.e., individual, team, organizational, and interorganizational [31,[71][72][73][74][75]. Organizational learning at the individual level involves processes occurring in employee minds, which result in the creation and modification of individual knowledge connected with working in a given organization (this knowledge determines the performance of professional tasks by particular employees).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The individual level of organizational learning presented above was analyzed in the conducted survey, which allowed an empirical exemplification of the discussed theoretical issues. Organizational learning solutions at the individual level analyzed in the exploratory research were selected on the basis of the subject literature [15,31] (Figure 1).…”

Section: Literature Reviewmentioning

confidence: 99%

“…It is worth noting that preliminary empirical research results indicate that respondents evaluate the importance of organizational learning for the development of employability in the modern labor market to be very high. Conclusions drawn from the research show that the individual level of organizational learning is especially considered highly significant by the respondents [15,31]. The results of these pilot studies prompted the authors of this article to undertake exploratory research on the relationship between organizational learning solutions used at the individual level and perceived employability in the modern labor market.…”

Section: Introductionmentioning

confidence: 97%

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The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

2021

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The challenges of the modern labor market determine increased job insecurity and the growing importance of sustainable employability. Today, in an era of the growth of the world’s knowledge resources, permanent learning is indispensable in order to maintain or strengthen one’s employability. Therefore, this article aims to determine the relationship between organizational learning solutions at the individual level and perceived employability in the modern labor market according to the workers’ opinions. Studies conducted on the subject literature confirm the lack of research in this field. A survey was conducted among 351 employees from a number of organizations based in Poland and was performed using a computer-assisted web interview (CAWI). The study’s results indicate that out of eleven analyzed solutions, people value those connected with sustainable actions the most, such as learning from one’s own mistakes (own mistakes), observing other employees’ work (observing others), self-education, incentive systems (contributing to an increase in the commitment to competency development), and providing employees with feedback on the results of their work (feedback). Moreover, it is important to state that EFA first revealed, and CFA subsequently confirmed, two factors: Factor 1, Practical Aspects, which includes organizational learning that covered such activities as incentive systems, feedback, self-education, modern technologies, and the use of case studies, and Factor 2, Active Learning, which consists of two activities—one’s own mistakes and observing others. The research results lead to the conclusion that Factor 1, Practical Aspects, had a significant impact on perceived employability, while Factor 2, Active Learning, did not have an impact on the general assessment of organizational learning in the context of perceived employability. The authors also present the diamond attempt toward actions that might be taken by organizations in order to enhance the employability of workers in general. The conducted research is considered to be idiographic and exploratory.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 97%

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The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

2021

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2023

SPSUTOM

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The aim of this article is to identify attributes related to the quality of the hospitalization process, categorized from absolutely necessary to those whose presence does not significantly impact this quality (according to the Kano methodology). The identified attributes also simultaneously contribute to shaping patient satisfaction. The primary objective of this article is to indicate at what level in the satisfaction assessment factors determine the quality of the hospitalization process and to what extent they align with the expectations of hospitalized patients. Design/methodology/approach: The literature review will focus on identifying factors determining the quality of the hospitalization process. The empirical part of the article will revolve around classifying these attributes according to the Kano methodology through survey research. The next stage of the research process will involve assessing the satisfaction of hospitalized patients in areas corresponding to the Kano attributes -through survey researchand identifying discrepancies between expectations and satisfaction levels. Findings: Among the attributes that particularly determine the attractiveness of a hospital unit are those related to reducing time. Shortening the admission time to the ward, waiting for discharge, and the time it takes to conduct prescribed tests are emphasized. Additionally, the importance of adhering to the treatment stages according to the planned schedule is highlighted. Therefore, it is recommended as a priority to simplify procedures for both admission to the ward and discharge, as well as to strictly adhere to the treatment schedule while optimizing it to reduce the waiting time for prescribed tests during hospitalization.Research limitations/implications: The article presents the results of literature research, which can be complemented in further studies on this topic. One limitation of the research is the relatively narrow group of patients who completed the satisfaction assessment survey, both in terms of the number of patients, geographical area, and the number of hospital facilities. Additionally, the study only presented attributes related to the organization and the quality of the hospitalization process, without delving into broader topics related to personnel or material conditions, which likely also influence the level of patient satisfaction. These limitations point towards directions for future research. Practical implications: The results of the conducted research can have practical applications in the business field. Satisfaction assessment surveys completed by hospitalized patients from various hospitals will identify areas where patient satisfaction is the lowest. Consequently, 10 N. Baskiewicz, M. Daroń, A. Pachura, A. Sanojca they can serve as a basis for developing guidelines for efforts aimed at improving the quality of the hospitalization process. Additionally, the Kano methodology will indicate which attributes that determine the quality of the hospitalization process are most significant to pati...

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Postrzeganie zalet pracy zdalnej przez przedstawicieli pokolenia Z w Polsce

Łukasiński,

Wójcik

2023

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Pokolenie Z to pokolenie, które coraz liczniej wchodzi na rynek pracy, a jego członkowie stają zarówno wykonawcami, jak i organizatorami pracy zdalnej dla siebie i kierowanych przez siebie zespołów. Ważne jest, aby poznać najważniejsze zalety pracy zdalnej dla pokolenia Z, aby lepiej organizować zasady jej realizacji. Celem artykułu jest określenie znaczenia zalet pracy zdalnej dla badanych przedstawicieli pokolenia Z. W pracy próbowano udzielić odpowiedzi na pytanie badawcze, jak w Polsce młodzi pracownicy reprezentujący pokolenie Z postrzegają zalety realizacji pracy w formie zdalnej, co ma istotne znaczenie w procesie jej organizowania. Z przeprowadzonego badania wynika, że za najważniejsze zalety pracy zdalnej przedstawiciele pokolenia Z uznają: możliwość pracy w różnym miejscu i czasie (elastyczne godziny pracy), większą swobodę w wykonywaniu zadań oraz możliwość wykonywania pracy przez osoby mające trudność w realizacji jej stacjonarnie. Wykazano, że w przypadku 10 na 19 analizowanych zalet pracy zdalnej istnieją statystycznie istotne różnice między odpowiedziami kobiet i mężczyzn. W opinii badanych przedstawicieli pokolenia Z zalety pracy zdalnej można pogrupować na obszary związane z: możliwością zachowania work-life balance, rozwojem zawodowym, oszczędnością kosztów związanych z pracą, z czynnikami, które mogą przyczyniać się do wzrostu wydajności pracy, jak np. wirtualizacja pracy zespołowej, wielokulturowość zespołów oraz możliwość korzystania ze sprzętu służbowego, a także związane z elastycznym i zrównoważonym wykorzystaniem czasu.

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Organizacyjne uczenie się jako determinanta zatrudnialności pracowników

Cited by 3 publications

References 18 publications

The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

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Postrzeganie zalet pracy zdalnej przez przedstawicieli pokolenia Z w Polsce

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