Náš výskum je zameraný na skúmanie viacerých súvislostí medzi interpersonálnymi a vzťahovými charakteristikami zamestnancov kontaktných centier, pracovným výkonom, pracovnou spokojnosťou a životnou pohodou. Výskumu sa zúčastnilo 176 osôb, z toho 116 žien (65,91%) a 60 mužov (34,09%). Vekové rozpätie bolo od 21 rokov do 56 rokov (priemerný vek – 29,78 rokov). Priemerná dĺžka obsadenia pracovnej pozície telefónneho operátora bola 14 mesiacov. Najvýznamnejšiu časť zamestnancov tvorili pracovníci v trvalom pracovnom pomere / TPP – 54,55% (N = 96), následne pracujúci dohodou / DVP – 40,91% (N = 72), študenti na brigáde / DBPŠ – 3,41% (N = 6) a živnostníci / SZČO – 1,14% (N = 2). Kvantitatívne a kvalitatívne dáta sme získavali štandardizovanými dotazníkmi s-E.M.B.U, ICL, MSQ, SWLS a SPWB, otvorenými otázkami a otázkami týkajúcimi sa všeobecných údajov o osobe. Výsledky výskumu poukazujú na viaceré súvislosti medzi vzťahovými a interpersonálnymi charakteristikami a pracovnou spokojnosťou, ktorá výrazne súvisí so životnou pohodou. Rovnako sme overili súvislosti uvedených premenných s pracovnou výkonnosťou a snažili sme sa o tvorbu optimálnych typológií, ktoré sú charakteristické pre zamestnancov pracujúcich v kontaktných centrách.

The research is focused on exploring of multiple relations between interpersonal and attachment characteristics, job performance, job satisfaction and well-being of employees in contact centres. Global assessment of well-being represents cognitive and emotional approach of one ́s life as a whole. However, global view can be deformed by distorted perception of reality, so therefore it is necessary to evaluate well-being not only in general, but also as many different aspects of human life. This study is focused on working environment as one of the significant parts of life. Our sample consisted of 176 employees of contact centres, 116 of them were women (65,91%) and 60 men (34,09%). The age range was from 21 to 56 years (average – 29,78 years). The average length of employment of a telephone operator was 14 months. The major part of workforce were workers in permanent employment – 54,55% (N = 96), performance contract employees – 40,91% (N = 72), students employed based on agreement on temporary job of student – 3,41% (N = 6) and freelancers / self-employed – 1,14% (N = 2). The quantitative and qualitative data were obtained using standardised questionnaires. A short form of Egna Minnen Beträffande Uppfostran (s-E.M.B.U.; Willem et al., 1999), which is based on Bowlby attachment theory, was used to measure attachment style. The interpersonal characteristics were measured by Interpersonal Check List (ICL; Kožený & Ganický, 1976). The job performance was measured by means of a call centre software system called Aheeva CCS Manager. Other questionnaires were focused on job satisfaction and well-being. The evaluation of job satisfaction was realised by means of Minnesota Satisfaction Questionnaire (MSQ; Weiss et al., 1967) and well-being was measured by means of two questionnaires - Satisfaction with Life Scale (SWLS; Diener, Emmons, Larsen, & Griffin, 1985) and Scales of Psychological Well-Being (SPWB; Ryff, 1989). The results of this study confirmed the relationship between attachment styles and interpersonal characteristics in job satisfaction, which is strongly connected with well-being. Job satisfaction is a statistically significant predictor of well-being, but it has not been clearly demonstrated that increased job satisfaction contributes to a better job performance. Regression analysis indicated that attachment characteristics (secure attachment style), interpersonal characteristics (affiliation, dominance and submissiveness) and job satisfaction are significant predictors of well-being for employees in telemarketing. These findings suggested that secure attachement style and interpersonal characteristics contribute to a higher job satisfaction and well-being as well as minimalise emotional problems and reduce the possibility of burn-out syndrome. The results also indicated that employees, who scored higher in dimensions affiliation, dominance and submissiveness, experienced a higher job satisfaction. The partial results showed gender differences, especially women demonstrated a higher performance, particularly in the group of married workers. The highest work performance was identified in the age group of 30-39 years old employees. Significantly low levels of well-being were identified in the group of divorced emploeeys aged 50 to 59 years. Based on these findings an optimum profile of potential employees in contact centres can be formed. A confirmation in a larger sample is needed. Further directions are discussed in research study.

• MeSH
• dospělí MeSH
• empirický výzkum MeSH
• interpersonální vztahy * MeSH
• lidé středního věku MeSH
• lidé MeSH
• muži MeSH
• osobní uspokojení MeSH
• pracovní uspokojení * MeSH
• pracovní výkon * MeSH
• připoutání k objektu MeSH
• průzkumy a dotazníky MeSH
• psychometrie statistika a číselné údaje   MeSH
• statistika jako téma MeSH
• ženy MeSH
• Check Tag
• dospělí MeSH
• lidé středního věku MeSH
• lidé MeSH
• mužské pohlaví MeSH
• ženské pohlaví MeSH

• MeSH
• environmentální zdraví MeSH
• hygiena práce MeSH
• pracoviště MeSH
• pracovní expozice prevence a kontrola   MeSH
• pracovní výkon MeSH
• uzavřené prostory MeSH
• Publikační typ
• monografie MeSH

• Konspekt
• Hygiena. Lidské zdraví
• NLK Obory
• environmentální vědy
• pracovní lékařství
• hygiena

Úvod: Profesia sestry patrí medzi pomáhajúce pracovné skupiny, ktoré sú exponované dlhodobému pracovnému stresu. Jeho genézu podmieňuje interakcia medzi konštantným emočným tlakom a intenzívnymi interpersonálnymi vzťahmi odohrávajúcich sa v pracovnom prostredí. Početné výskumy a publikácie determinujú špecifické zdroje v pracovnom živote sestry, ktoré môžu viesť k fyzickému a psychickému vyčerpaniu. Cieľom prierezovej štúdie bolo zistiť prítomnosť príznakov syndrómu vyhorenia u nami definovaného súboru sestier z hľadiska dĺžky odbornej praxe a identifikovať stratégie zvládania pracovného stresu využívanými sestrami. Metodika: Vzorku tvorilo 172 sestier pracujúcich v zdravotníckych zariadeniach, pracoviská chirurgických odborov: oddelenia chirurgie, úrazovej chirurgie, stomatochirurgie, urológie, oddelenie anesteziológie a intenzívnej medicíny, gynekológie, pracoviská internistických odborov: oddelenie dlhodobo chorých, neurológie, dom ošetrovateľskej starostlivosti, oddelenie dialýzy, kardiológie. K zberu údajov sme použili dotazník, ktorý skúmal prejavy syndrómu vyhorenia a tendencie copingových stratégií zvládania stresových situácií v práci sestry v závislosti od druhu pracoviska (klinického zamerania). Výsledky: Výsledky štúdie poukázali na fyzickú a psychickú náročnosť práce sestier so signifikanciou v skupine sestier pracujúcich v chirurgických odboroch. Sestry trpia bolestivými stavmi, poruchami spánku, cítia emocionálne napätie v dôsledku výkonu povolania. Práca sestier zasahuje do súkromného života a preferovanou stratégiou zvládania záťaže je spánok, pasívny odpočinok. Závery: Expozícia početným stresorom, vyčerpanosť sestier a existencia rizika syndrómu vyhorenia je aktuálnou výzvou pre hľadanie sofistikovaných stratégií pomoci zdravotníckym pracovníkom za účasti politického rezortu, zdravotníckeho manažmentu a vzdelávacích inštitúcií.

Introduction: Nurse's profession is one of the helping work groups that are exposed to long-term work-related stress. Its genesis makes the interaction between constant emotional pressure and intense interpersonal relationships taking place in the work environment. Numerous research and publications determine the specific resources in the nursing work that can lead to physical and mental exhaustion. The goal of the cross-sectional study was to identify the presence of symptoms of burnout syndrome in a defined set of nurses in terms of length of professional practice and to identify work-related stress management strategies using by nurses. Material and Methods: The research group consisted of 172 nurses working in healthcare facilities, the departments of surgical departments: departments of surgery, traumatology, stomatology, urology, department of anaesthesiology and intensive medicine, gynaecology, workplaces of internal departments: long-term care, neurology, nursing care, cardiology. To collect the data, we used a questionnaire that explored the symptoms of burnout syndrome and the tendency of coping strategies to manage stressful situations in nursing work, depending on the type of workplace (clinical focus). Results: The results of the study revealed the physical and psychological difficulty of nursing work with significance in a group of nurses working in surgical departments. Nurses suffer from painful conditions, sleep disturbances, feel emotional tension due to their occupation. The work of nurses interferes with private life and the preferred strategy of managing the burden is sleep, passive rest. Conclusions: Exposure to numerous stressors, exhaustion of nurses, and the existence of burnout risk syndrome is the current challenge to find sophisticated strategies to help healthcare workers with the involvement of the political department, healthcare management and educational institutions.

• MeSH
• fluktuace zaměstnanců MeSH
• lidé MeSH
• pracovní stres psychologie   MeSH
• pracovní zátěž psychologie   MeSH
• profesionální vyhoření * MeSH
• průřezové studie MeSH
• průzkumy a dotazníky MeSH
• zdravotní sestry * psychologie   MeSH
• Check Tag
• lidé MeSH
• Geografické názvy
• Slovenská republika MeSH

Studie zkoumá vztah specifické self-efficacy (SE), pracovní spokojenosti (PS) a výkonu. 96 studentům byl popsán úkol, ve kterém měli psát slova začínající na stanovené slabiky. Dotazníkem bylo změřeno jejich SE spojené s úkolem, byl jim administrován cvičný úkol a změřena jejich PS s úkolem. Následně řešili samotný úkol, při kterém byl měřen výkon dle počtu slov, které napsali v časovém limitu. Výsledky ukázaly slabé pozitivní statisticky významné vztahy mezi SE a PS, PS a výkonem a SE a výkonem. Byla také testována hypotéza, že je PS mediátorem vztahu mezi SE a výkonem. Ukazatel velikosti účinku κ2 poukázal na slabý mediační efekt, dle mediační analýzy s využitím bootstrappingu ale není nepřímý efekt SE na výkon skrze PS statisticky významný. Náš výzkum přispívá k integraci postojových a osobnostních teorií vysvětlujících pracovní výkon a porozumění podstatě vztahu mezi SE a výkonem. Využití jednotného úkolu umožnilo omezit vliv vnějších proměnných, snižuje ale ekologickou validitu výzkumu.

Problem: The current study focused on the relationships between task-specific self-efficacy, satisfaction with the task and task performance. It tested the hypothesis that the satisfaction mediates the influence of self-efficacy on performance. It built upon Bandura‘s conception of self-efficacy (1994) and studies that confirmed the individual relationships between satisfaction and performance (e.g. Riketta, 2008), between self-efficacy and satisfaction (e.g. Judge, Locke, & Durham, cited by Smith, Choi, Fuqua, & Newman, 2011) and between self-efficacy and performance (e.g. Stajkovic & Luthans, 1998). Method: The research sample consisted of 96 Czech and Slovak university students of natural science (46,9 % women) in ages ranging between 19 and 26 years (M = 21,1; SD = 1,86). The task-specific self-efficacy was measured using an adapted version of the General selfefficacy scale (Křivohlavý, Schwarzer, & Jerusalem, 1993) after the task was described to the respondents. The scale was adjusted to measure the task-specific construct. Internal consistency of the adjusted scale was measured using Cronbach’s alpha and was satisfactory (α = .70). Satisfaction was measured using the adjusted Stone’s (1977) Satisfaction scale after the task was described and respondents completed a training task designed to allow them to judge their task satisfaction. Cronbach’s alpha was used again to measure the internal consistency of the satisfaction scale (α = .88). Finally, respondents completed the actual task, during which they were instructed to write words starting with four prescribed syllables. Their task performance was operationalized as the number of words written within a time limit. Results: The results showed a weak positive significant relationship between self-efficacy and satisfaction (r = .26*), satisfaction and performance (r = .23*) and self-efficacy and performance (r = .23*). The hypothesis that satisfaction is the mediator of the relationship between task-specific self-efficacy and performance was tested by the κ2 indicator of effect size (Preacher & Kelly, 2011) and by a bootstrap test of indirect effect (Hayes, 2012). According to the κ2 indicator, there was a weak mediation effect (κ2 = .05, 95%LLCI ˃ .00, 95% ULCI = .16) and the indicator was significantly larger than 0. However, the bootstrap analysis did not reveal a significant indirect effect (B = .17, SE = .16, 95%LLCI = -.04, 95%ULCI = .61). Discussion and conclusion: The study contributes to the integration of attitudinal and personality theories that explain work performance. It helps to understand the nature of the relationship between self-efficacy and performance. The use of a single standardized task is both the strength and limit of the study. It served to reduce the impact of external variables, yet it also led to a reduction of the ecological validity of the research.

• MeSH
• lidé MeSH
• plnění a analýza úkolů MeSH
• pracovní uspokojení * MeSH
• pracovní výkon klasifikace   MeSH
• průzkumy a dotazníky MeSH
• psychologie práce MeSH
• výkonnost klasifikace   MeSH
• Check Tag
• lidé MeSH
• Publikační typ
• práce podpořená grantem MeSH

• MeSH
• osobnost MeSH
• plnění a analýza úkolů MeSH
• práce MeSH
• psychický stres MeSH

Aim:The aims of the literature review were to identify andanalyzefactors affecting job satisfaction of midwives. Design:Aliterature review.Methods: Included in the literature review were full texts of papers published in English language from 1990 to 2014. The search for relevant data was performed using the electronic databases CINAHL, Medline, Science Direct and Wiley Online Library. From a total of 43 studies found, 11were analyzed as quantitative studies that fulfilled the specified criteria. Results: Job satisfaction of midwives is affected by a lack of support from the management of healthcare facilities, low salary, understaffing, insufficient time for professional activities, work-family imbalance, high workload, physical demands, inadequate professional development, working environment, stress and low autonomy at work. Midwives showed signs ofexhaustion, fatigue, hostility and depression, contributing to job turnover. Conclusion:The literature review presents the factors influencing job satisfaction of midwives. This is affected by many variable determinants, which create a feeling of job satisfaction of midwives, but can also lead to job dissatisfaction and, consequently, high turnover.

• MeSH
• babictví MeSH
• fluktuace zaměstnanců MeSH
• lidé MeSH
• motivace MeSH
• porodní asistentky * psychologie   MeSH
• pracovní uspokojení * MeSH
• ukládání a vyhledávání informací metody   MeSH
• Check Tag
• lidé MeSH

Cíl: Cílem práce je analyzovat literární přehled faktorů pracovní spokojenosti sester ve vztahu k setrvání sester na pracovišti. Metodika:Zdroje dat - Elektronické databáze: MEDLINE, Wiley Library Online, PubMed, Bibliographia medica Čechoslovaca. Periodika – Kontakt, Profese on-line, Ošetřovatelství a porodní asistence, Ošetrovateľstvo: teória, výskum, vzdelávanie a odborné recenzované publikace. Klíčová slova byla zadávána v databázích publikovaných od roku 1990 nebo později, které zkoumaly pracovní spokojenost sester a její vliv na setrvání sester v práci. Literární výsledky jsou prezentovány v tabulkovém formátu ke komparaci jednotlivých studií. Výsledky: Z celkového počtu 42 sdělení nebo abstraktů, bylo do tohoto přehledu zahrnuto 29 studií, převáţně kvantitativních studií. Byly zjištěny následující prediktory pracovní spokojenosti sester, které ovlivňují jejich záměr setrvat v zaměstnání: (1) pracovní vztahy, (2) pracovní odměny, (3) styl vedení, vztah a podpora manaţera, (4) organizační podpora, stav pracovního prostředí, (5) fyzická a psychická reakce na práci. Závěr: Manaţeři ošetřovatelské péče sehrávají významnou roli v udrţení pracovní spokojenosti sester. Znalosti o proměnných pracovní spokojenosti sester mohou pomoci managementu zdravotnických zařízení implementovat strategie k udrţení spokojenosti sester. Pozornost by měla být směrována zvláště k posílení interpersonálních vztahů a potřebné kapacitě sester v zařízení, k udrţení kvality péče o pacienta.

Aim: The aim of this work was to perform a literature review of nurses' job satisfaction factors with respect to their retention in the workplace. Methods: Data sources – electronic databases: MEDLINE, Wiley Online Library, PubMed, Bibliographia medica Čechoslovaca; journals: Kontakt, Profese on-line, Ošetřovatelství a porodní asistence, Ošetrovateľstvo: teória, výskum, vzdelávanie; and peer-reviewed publications. The key words were entered into the databases published from 1990 or later that have examined the job satisfaction of nurses and its impact on their retention in work. Literature results are presented in a tabular format for the comparison of individual studies. Results: Out of a total of 42 articles or abstracts, 29 – mostly quantitative – studies were included in this review. The following predictors of nurses' job satisfaction that influence their intention to remain in the workplace were identified: (1) working relationships, (2) job rewards, (3) leadership style, relationship and support of a manager, (4) organizational support, the state of the work environment, and (5) physical and psychological reactions to work. Conclusion: Nursing care managers play an important role in maintaining job satisfaction of nurses. Awareness of the variables of nurses' job satisfaction can help healthcare facility managers implement strategies to maintain nurses' job satisfaction. Attention should be directed particularly to strengthening interpersonal relationships and necessary staffing in the facility in order to maintain the quality of patient care.

• MeSH
• dospělí MeSH
• lidé MeSH
• metaanalýza jako téma MeSH
• pracovní uspokojení * MeSH
• statistika jako téma MeSH
• zaměstnání pracovní síly   statistika a číselné údaje   MeSH
• zdravotní sestry * psychologie   statistika a číselné údaje   MeSH
• Check Tag
• dospělí MeSH
• lidé MeSH
• ženské pohlaví MeSH

INTRODUCTION: Shortages of healthcare workers in Czech and Slovak Republics are associated with factors such as raised migration of professional nurses, decreased number of nurse graduates and ageing workforce. The specific problem is migration of Slovak nurses to the Czech Republic, motivated by higher salaries. AIM: The study aims to investigate the relationship between turnover intentions and job satisfaction among Czech and Slovak nurses and to determine how the related variables differ between the two groups. DESIGN: A cross-sectional descriptive survey was used to investigate the intended turnover and job satisfaction relationship among 1055 hospital nurses recruited from the Czech and Slovak Republics. METHODS: Data were collected using a set of questionnaires that included questions regarding leaving intentions of nurses and The McCloskey/Mueller Satisfaction Scale; three further sets of questionnaires were used. For determining the associations between variables, the Pearson correlations and multiple regression analyses were used. For group comparisons, one-way and multifactorial analysis of variance and Pearson's Chi-square test procedure were performed. FINDINGS: The intention to leave the workplace, the nursing profession and work abroad were predicted by the levels of satisfaction of nurses with their control/responsibility and scheduling. Czech nurses reported higher satisfaction in all subscales of the job satisfaction and less frequent intention to work abroad. An inverse relationship was confirmed between age and turnover intentions. Job satisfaction was positively associated with age and years of experience. Job satisfaction differed by all of three turnover intentions. CONCLUSION: Results highlight the importance of understanding nurses' leaving intentions and related factors and their impact on nurses' lives in both countries so that health care organizations can implement effective strategies to improve the retention of their nursing workforce.

• MeSH
• analýza rozptylu MeSH
• dospělí MeSH
• fluktuace zaměstnanců statistika a číselné údaje   MeSH
• lidé MeSH
• mzdy a přídavky statistika a číselné údaje   MeSH
• pracovní uspokojení * MeSH
• průřezové studie MeSH
• průzkumy a dotazníky MeSH
• rozdělení chí kvadrát MeSH
• zdravotní sestry psychologie   MeSH
• Check Tag
• dospělí MeSH
• lidé MeSH
• mužské pohlaví MeSH
• ženské pohlaví MeSH
• Publikační typ
• časopisecké články MeSH
• Geografické názvy
• Česká republika MeSH
• Slovenská republika MeSH

This research examines the relationship between trait mindfulness of managers and job performance of their subordinates. We hypothesized that both are positively associated and that this association exist when personality variables are controlled for. We tested our hypotheses in a sample of 40 line managers and their 487 subordinates working in 40 teams within the customer service division of an energy company. We measured managers' trait mindfulness using the Five Factor Mindfulness Questionnaire (FFMQ) and managers' neuroticism and conscientiousness using the NEO-FFI. We obtained objective data of each subordinate's job performance captured by the company's KPIs assessed monthly over a period of 6 months. We used multilevel regression analyses to test our hypotheses. Results did not support our hypotheses, the regression coefficient from managers' trait mindfulness to subordinates' job performance was close to zero and insignificant. In the context of previously reported positive findings, our results suggest that the contribution of trait mindfulness to subordinates' performance might not exist or could be contingent on contextual factors.

• Publikační typ
• časopisecké články MeSH

• MeSH
• interpersonální vztahy MeSH
• lidé MeSH
• motivace MeSH
• muži MeSH
• organizace času psychologie   MeSH
• plnění a analýza úkolů MeSH
• práce psychologie   trendy   MeSH
• řešení problému MeSH
• ženy MeSH
• životní styl MeSH
• zjednodušení práce MeSH
• Check Tag
• lidé MeSH