scholarly journals Osobowościowe uwarunkowania dopasowania pracownika do charakteru pracy

2017 ◽  
Vol 1 (2) ◽  
pp. 91
Author(s):  
Karolina Oleksa
Keyword(s):  
Job Satisfaction ◽  
New Technologies ◽  
Team Work ◽  
Personality Tests ◽  
Personality Dimension ◽  
Personality Dimensions ◽  
Professional Career ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Job Assessment

Aim: Over the last twenty years there have been numerous studies showing significant relationships between personality dimensions and predisposition to doing a job of a specific character. The aim of this research is to examine the relationships between personality, job characteristics and perceived job satisfaction with a view to demonstrate the rationale behind the application of personality tests as the tool for predicting the employee’s fitting the job specification in the recruitment process.Design / Research methods: In order to verify the selected relationships, a quantitative study on a group of Polish workers (N = 302) was carried out. It correlated five personality dimensions (tested by the NEO-FFI questionnaire) with the level of employee’s satisfaction and the work characteristics (questionnaires made by the author were used).The satisfaction level was determined based on employees’ job assessment and professional career development, while the character of the job was examined according to seven scales: individual vs. team work, complexity of tasks, application of new technologies, procedures, customer contact, influence on customer’s emotions, dependence on supervisor.Conclusions / findings: The results of the analyses showed that each personality dimension was significantly different for respondents satisfied with their performance of work of a particular nature. This can confirm the use of personality tests in the recruitment process; however, some factors need to be taken into account, including, among others, organizational environment or specific job demands.Originality / value of the article: The article is an attempt to link comprehensively different studies focusing on the association between personality and the type of work performed, with this objective being expanded by adding a moderate variable - job satisfaction, which allows one to determine the extent to which the type of work fits a particular dimension of personality.Implications of the research: The implicational value pertains to recruitment and selection processes, justifying the validity of the personality test application in recruitment processes. Limitations of the research: In the future, it would be useful to enlarge the group examined in order to be able to generalize the results and add other moderate variables, such as, for example, organizational demands shaping the character of work.

Personal Values Required for Ethical Best Practice during Intrapartum Care

2018 ◽  
Vol 20 (2) ◽  
Author(s):  
Jacobeth Mmabyala Louisa Malesela
Keyword(s):  
Nursing Education ◽  
Best Practice ◽  
Personal Values ◽  
Self Control ◽  
Intrapartum Care ◽  
Performance Reviews ◽  
Qualitative Research Design ◽  
Selection Processes ◽  
The Individual ◽  
Recruitment And Selection

Women bring into the birthing unit values which include preferences, concerns and expectations that are involved in decision-making during intrapartum care. When midwives fail to meet the women’s values, they experience such care as being inhumane and degrading, thus affecting the childbirth outcomes. The inhumane and degrading care includes a lack of sympathy and empathy, as well as a lack of attention to privacy and confidentiality. Midwives’ possession of the required personal values and the ability to integrate women’s values are vital to enhance ethical best practice during intrapartum care. The aim of the study was to explore and to describe the midwives’ personal values that are required for ethical best practice during intrapartum care. The birthing unit at a public hospital in the Gauteng province of South Africa formed the context of the study. A qualitative research design that was explorative, descriptive and contextual in nature was used. The following personal values emerged: (1) respect, trust and dignity; (2) justice, equality and fairness; (3) freedom of choice and autonomy; (4) integrity, honesty and consistency; (5) good character and personality; (6) self-control and rapport; and (7) open-mindedness and flexibility. The midwives’ personal values form a strong precursor that is crucial for ethical best practice during intrapartum care. The individual midwives, nursing education institutions and health facilities can use the study findings in areas such as reflective midwifery practice, the midwifery curriculum, recruitment and selection processes, and as part of key performance areas and indicators in performance reviews.

Candidate Recruitment and Selection in Latin America: A Framework for Analysis

2008 ◽  
Vol 50 (4) ◽  
pp. 27-58 ◽  
Author(s):  
Peter M. Siavelis ◽  
Scott Morgenstern
Keyword(s):  
Latin America ◽  
Political Systems ◽  
Incentive Structure ◽  
Institutional Variables ◽  
Selection Processes ◽  
Dependent Variables ◽  
Political Recruitment ◽  
Subsequent Behavior ◽  
Recruitment And Selection ◽  
Selection Of

AbstractThis article provides a theoretical framework for analyzing the recruitment and selection of legislative candidates in Latin America. It argues that political recruitment and candidate selection are undertheorized for Latin America yet have determinative impacts on political systems, often overriding the influence of more commonly studied institutional variables. The article elucidates a typology of legislative candidates based on the legal and party variables that lead to the emergence of particular selection methods, as well as the patterns of loyalty generated by those methods. It analyzes the recruitment and selection processes as independent and dependent variables, underscoring the significant effect these procedures have on the incentive structure and subsequent behavior of legislators. Those factors, in turn, have important consequences for democratic governability and the performance of presidentialism.

scholarly journals “Impact of Training on Employees Performance” (Evidence from Pharmaceutical Companies in Karachi, Pakistan)

2015 ◽  
Vol 6 (1) ◽  
pp. 49 ◽  
Author(s):  
Uzma Hafeez ◽  
Waqar Akbar
Keyword(s):  
Customer Service ◽  
New Technologies ◽  
Employee Performance ◽  
Interpersonal Relationship ◽  
Sampling Technique ◽  
Business Environment ◽  
Team Work ◽  
Future Research ◽  
Pharmaceutical Companies ◽  
The Impact

Employees are major assets of every organization. The accomplishment of the industry depends on its employee performance. Therefore, upper management knows the significance of expense in training for the advantage of improving employee performance and also places them to get the challenges of the today’s competitive business environment. This research also aims to see the “Impact of Training on Employee Performance in Pharmaceutical Industry in Karachi Pakistan”, in which Training consider as independent whereas dependent variable ‘Employee Performance‘ having its Performance areas i.e.; demonstrating team work, communication skill, customer service, interpersonal relationship and reduced absenteeism and its Developments areas i.e.; job-satisfaction, employee motivation, new technologies, efficiencies in process and innovation in strategies as its levers. The paper presents a concise summary of the literature on the value of training in improving the performance of the employees. Four pharmaceutical companies are selected. A survey of 356 employees via self administrated questionnaire with the help of random sampling technique is conducted with the response rate of 96%. Two sets of hypothesis are developed which relate directly to the research questions. SPSS 19 is used to perform reliability, descriptive, correlation and regression analysis. The analysis shows a positive significant relationship between them and the results reveal that the more the employee gets training, the more efficient their level of performance would be. The last section of the paper concludes along with recommendation to give guidelines for future research.

scholarly journals Aspects Regarding Prophylaxis of Scoliosis Attitudes by Specific Means of Basketball

GYMNASIUM ◽  
2017 ◽  
Vol XVIII (1) ◽  
Author(s):  
Nicoleta Leonte ◽  
Ofelia Popescu ◽  
Adrian Pricop ◽  
Narcis Neagu
Keyword(s):  
Young People ◽  
Adverse Effects ◽  
Physical Exercise ◽  
New Technologies ◽  
Health And Safety ◽  
Youth Health ◽  
Professional Career ◽  
Central Pillar ◽  
Prevention Methods ◽  
Light Deficiency

This paper subscribes the efforts to promote youth health and the prevention of osteo-musculo-articular disorders in their professional career. Physical exercise represents the central pillar in preventing the spine deficiency attitudes. Rendering efficient the prevention methods for the deficient postural attitudes requires an effort to anticipate the potential adverse effects of the new technologies on the health and safety of the young people. The paper’s aim is to make known the diversification of the kinetic and prophylactic means and of those for recovering the light deficiency posture attitudes (scoliosis) by developing programs which use basketball means. Enriching the kinetic programs through various basketball means, constitutes a necessity for executing, developing and improving the normal motor functions, but also for the re-educating the deficient ones.

THE ROLES OF EMPLOYMENT PROCESSES IN ORGANISATIONAL IMAGE IN INSURANCE ORGANISTIONS IN NIGERIA: Employees and Community Perspectives

2012 ◽  
Vol 02 (05) ◽  
pp. 52-57
Author(s):  
OGINNI Babalola Oluwayemi ◽  
OGUNYOMI Paul Olusiji
Keyword(s):  
Job Security ◽  
Job Design ◽  
Management Style ◽  
Working Environment ◽  
Management Styles ◽  
Organizational Image ◽  
Statistical Measures ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
The Relationship

The research focus was to gain insight into the current employment processes practice and its impact on organizational image in the insurance organizations in Nigeria. The study investigated the relationship between employment processes and organisational image; examined the issues and challenges in organizational image and employment processes. In the course of conducting the study, 80 insurance employees were selected from the chosen 15 insurance organisations and 40 inhabitants in community where these organisations were located; and out of this 88 respondents responded properly representing 73%. The questionnaire was developed by using Likert five scales which consists of different questions on the variables in employment processes and organisational image such as recruitment and selection, job security, job design and responsibility, management style, working environment and job perception. In the study, statistical measures such as Z- test, mean and proportion analysis were used to examine the existing relationship between employment processes and organisational image. The findings reveals that recruitment and selection, job security and management styles have significant effect on the image of the organisation at 0.05 level of sig. while working environment was found to be on neutral level and job perception as well as job design and responsibility were not having significant effect at 0.05 level of sig. on the image of an organisation. It was recommended that there should be sound personnel policy to support job security and the recruitment and selection processes should be transparent, free of biases and fair to all and sundry so as to guaranty trust and confidence.

The Arkansas Index: An Efficient System to Match Workers' Personality Dimensions with Objective Personality Tests

1983 ◽  
Vol 53 (1) ◽  
pp. 231-246
Author(s):  
Michael G. Aamodt ◽  
Wilson W. Kimbrough
Keyword(s):  
Personality Tests ◽  
Personality Dimensions ◽  
Efficient System ◽  
Personality Inventories ◽  
Current Article

The current article provides an index to 288 personality dimensions and 400 personality inventories which measure them. The index was obtained by examination of the major test compendia and then sorting the tests listed in them by the various personality dimensions represented by the subscales.

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