The purpose of this study was to investigate the relationship between work engagement and the psychological traits of employees, such as attitudes towards work and work ethic. Additionally, the study included demographic characteristics of employees and organizational characteristics. Research was conducted using the Polish adaptations of two well known methods: Multidimensional Work Ethic Profile and Utrecht Work Enagagement Scale, as well as the Work Attitude Questionnaire - a new Polish method. 360 adult employees of two large Polish regions took part (...) in the study. The analysis showed a significant influence of hedonic-autotelic attitude, as well as four dimensions of work ethic on work engagement. It seems to be an important conclusion that work engagement turned out to be far more determined by the subject’s psychological traits than demographic and organizational ones. These results, indicating the special role of the perception of work as a central value, can be used only in the area of attitudes towards work formed during adolescence but also in the area of motivating the employees by the organization. (shrink)

The aim of the article is to present a new Polish tool for measuring the flow experience in professional tasks - a FLOW-W Questionnaire. The questionnaire was inspired by Csikszentmihalyi’s flow theory and flow in Bakker’s work. On its basis a set of positions was established, on which subsequently an exploratory and confirmatory factor analysis was conducted. The analysis showed the possibility of a uni- or bifactorial solution. After checking the theoretical and empirical validity of both solutions, the unifactorial solution (...) was adopted. The validity of the questionnaire was examined, i.a. by correlations with theoretically related variables: work engagement with the UWES questionnaire and affect at work. The studies showed a significant positive correlation between flow at work and work engagement and between flow and positive affect. The reliability of the questionnaire is very high; α = 0.96. The tool has very good psychometric properties. (shrink)

Optimism is one human characteristic which for many years has been of central interest to psychology. This variable is usually treated as a one-dimensional human trait. This text presents a different view of optimism. It includes a discussion of a multidimensional questionnaire for the measurement of optimism: the Optimistic Attitude Questionnaire. The OAQ measures four dimensions of optimism: achievement orientation, incaution, positive thinking, and openness. The results of a k-means clustering procedure that was conducted on a group of 766 adults (...) are presented as well. The results of the analysis reveal five different profiles: global optimists, pessimists, cautious optimists, moderate optimists, and risk-takers. The obtained profiles are significantly different from each other - for example, with respect to the age of the participants and their evaluations of life satisfaction. (shrink)

Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of one of the (...) exclusive SPA hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated. (shrink)