Flexible Forms of Employment and Levels of Employee Well-Being in the Workplace

• Autorzy: Aleksandra Peplińska , Dorota Godlewska-Werner , Blanka Kondratowicz

Warianty tytułu

Elastyczne formy zatrudnienia a poziom dobrostanu pracowników w miejscu pracy

• Języki publikacji: EN

Abstrakty

EN

Introduction - The literature analyzing the level of the well-being of employees in the workplace as well as their level of motivation and job satisfaction repeatedly mentions a number of factors that determine those levels. Among numerous elements, it is the important role of job stability, working conditions, and applied human resource policy tools that affect the level of job security that are repeatedly pointed out.
Method - The aim of the presented research was to verify how the flexible forms of employment commonly applied in Poland affect the level of the well-being of employees and their attitude toward their employers. Three groups of employees were distinguished. The following were used to determine the groups in the presented study: solo and bogus self-employment, fixed-term, agency workers, casual and platform workers, and involuntary part-time workers. The control group consisted of employees with permanent employment contracts. Additionally, the role played by age in the differentiation of employees was verified. It was assumed that the lack of a sense of job security negatively affects the level of well-being of employees in the workplace and their attitude towards their employer. Moreover, it was assumed that the age of the employees would be a significant factor in differentiating the observed relationships. The study used three questionnaires: The Positive and Negative Organizational Attitudes Scale (PNOAS - Jurek and Adamska), the Minnesota MSQ SF job satisfaction questionnaire, and the UWES work engagement scale (Schaufeli and Bakker). The study was conducted in 2021 and 2022 in Poland on a group of 403 workers aged 18 to 65, employed by way of the above-listed forms of employment. The predominant group consisted of people with a secondary or higher education who were employed in the private sector in various industries.
Results - The analyses carried out showed the negative impact of employment instability on employee well-being in the workplace and their negative attitudes toward their employers, especially among temporary workers. As anticipated, the age of the subjects proved to be a significant differentiating factor in the analyzed relationships. The greatest harm due to job instability was seen among the youngest workers, i.e. those under 35 years of age.
Conclusions - Flexible forms of employment have an impact on well-being in the workplace. However, this impact is determined by many additional factors and is highly variable. On the one hand, these forms are a tool for stimulating employee satisfaction and commitment by giving them autonomy and decision-making capability as well as flexibility, i.e. in terms of the working hours. On the other hand, they can be a significant risk factor in terms of satisfaction, commitment, and attitudes toward the organization due to job insecurity and the risk of job precariousness, among other factors. (original abstract)

Wprowadzenie - W literaturze przedmiotu, analizującej dobrostan pracowników w miejscu pracy, ich poziom motywacji i satysfakcji z pracy, wielokrotnie wymienia się szereg czynników je determinujących. Wśród wielu elementów niejednokrotnie wskazuje się na istotną rolę stabilności pracy, warunków pracy i stosowane narzędzia polityki personalnej, które wpływają na poziom bezpieczeństwa zatrudnienia.
Metoda - Celem prezentowanych badań była próba weryfikacji, jak stosowane powszechnie w Polsce elastyczne formy zatrudnienia oddziałują na poziom dobrostanu pracowników oraz ich stosunek do pracodawcy. Wyróżniono trzy grupy pracowników, które posłużyły do wyłonienia grup w prezentowanym badaniu, czyli fałszywie samozatrudnionych, pracowników tymczasowych, pracowników zatrudnionych w niepełnym wymiarze czasu lub na czas określony. Grupę kontrolną stanowili pracownicy zatrudnieni na podstawie umowy o pracę na czas nieokreślony. Dodatkowo weryfikacji poddano różnicującą rolę wieku pracowników. Założono, iż brak poczucia bezpieczeństwa zatrudnienia negatywnie oddziałuje na poziom dobrostanu w miejscu pracy pracowników oraz ich stosunek do pracodawcy. Dodatkowo założono, iż wiek pracowników będzie istotnym czynnikiem różnicującym zaobserwowane zależności. W badaniu posłużono się trzema kwestionariuszami, czyli stosunku emocjonalnego do organizacji (SENO) Jurek, Adamska; Minnesockim kwestionariuszem zadowolenia z pracy MSQ SF oraz zaangażowania zawodowego (UWES) Schaufeli, Bakker. Badanie przeprowadzono na przestrzeni 2021-2022 roku w Polsce na grupie 403 pracowników w wieku od 18 do 65 lat, zatrudnionych w wymienionych wcześniej formach pracy. Dominowały osoby o wykształceniu średnim i wyższym, zatrudnione w sektorze prywatnym w różnych branżach.
Wyniki - Przeprowadzone analizy pokazały negatywne oddziaływanie niestabilności zatrudnienia na poziom dobrostanu w miejscu pracy pracowników oraz negatywny stosunek do pracodawcy, szczególnie w grupie pracowników tymczasowych. Istotnym czynnikiem różnicującym analizowanie zależności, zgodnie z założeniami, okazał się wiek osób badanych. Największe koszty niestabilności zatrudnienia dostrzeżono wśród najmłodszych pracowników, czyli poniżej 35. roku życia.
Wnioski - Elastyczne formy zatrudnienia oddziałują na dobrostan w miejscu pracy, ale wpływ ten determinowany jest wieloma dodatkowymi czynnikami i jest wysoce zróżnicowany. Stanowią z jednej strony narzędzie pobudzania satysfakcji i zaangażowania pracowników poprzez dawanie im autonomii, decyzyjności, ale i elastyczności np. godzin pracy. Z drugiej strony mogą stanowić istotny czynnik ryzyka zarówno co do satysfakcji, jak i zaangażowania czy nastawienia wobec organizacji m.in. ze względu na niepewność zatrudnienia i ryzyko prekaryjności pracy. (abstrakt oryginalny)

Słowa kluczowe

EN

Flexible employment; Employees' engagement; Prosperity; Well-being

PL

Elastyczność zatrudnienia; Zaangażowanie pracowników; Dobrobyt; Dobrostan

• Czasopismo: Zarządzanie Zasobami Ludzkimi
• Rocznik: 2023
• Tom: 155
• Numer: nr 6
• Strony: 35--64

Twórcy

autor

Aleksandra Peplińska

• University of Gdańsk

autor

Dorota Godlewska-Werner

• University of Gdańsk

autor

Blanka Kondratowicz

• University of Gdańsk

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Identyfikatory

DOI

10.5604/01.3001.0054.3289