Aleksandra Andysz

RELATIONSHIP BETWEEN PERSON-ORGANIZATION FIT AND OBJECTIVE AND SUBJECTIVE HEALTH STATUS (PERSON-ORGANIZATION FIT AND HEALTH)

ObjectvePerson-Environment fit (P-E fit) paradigm, seems to be especially useful in explaining phenomena related to work attitudes and occupational health. The study explores the relationship between a specific facet of P-E fit as Person-Organization fit (P-O fit) and health.Materials and MethodsResearch was conducted on the random sample of 600 employees. Person-Organization Fit Questionnaire was used to asses the level of Person-Organization fit; mental health status was measured by General Health Questionnaire (GHQ-28); and items from Work Ability Index allowed for evaluation of somatic health. Data was analyzed using non parametric statistical tests. The predictive value of P-O fit for various aspects of health was checked by means of linear regression models.ResultsA comparison between the groups distinguished on the basis of their somatic and mental health indicators showed significant differences in the level of overall P-O fit (χ2 = 23.178; p < 0.001) and its subdimensions: for complementary fit (χ2 = 29.272; p < 0.001), supplementary fit (χ2 = 23.059; p < 0.001), and identification with organization (χ2 = 8.688; p = 0.034). From the perspective of mental health, supplementary P-O fit seems to be important for men’s well-being and explains almost 9% of variance in GHQ-28 scores, while in women, complementary fit (5% explained variance in women’s GHQ score) and identification with organization (1% explained variance in GHQ score) are significant predictors of mental well-being. Interestingly, better supplementary and complementary fit are related to better mental health, but stronger identification with organization in women produces adverse effect on their mental health.onclusionsThe results show that obtaining the optimal level of P-O fit can be beneficial not only for the organization (e.g. lower turnover, better work effectiveness and commitment), but also for the employees themselves. Optimal level of P-O fit can be considered as a factor maintaining workers’ health. However, prospective research is needed to confirm the results obtained in this exploratory study.

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

ObjectivesThe purpose of this study was to explore configurations of positive versus negative interactions between work and home (WHI) and their relation to burnout and demographic characteristics.Material and MethodsSample of 533 Polish workers were interviewed by means of self-administered questionnaires (SWING and MBI-GS). Demographic and work characteristics were also controlled.ResultsCluster analysis distinguished 5 types of WHIs: positive WHI (18%), negative WHI (15.9%), no interaction (29.3%), mutual positive interactions (15.4%) and positive HWI (21.4%). The quality of WHI was associated with number of work hours and tenure at main place of employment. The effect of gender on the quality of work-home interaction was not significant. Configuration of WHIs affected the level of burnout. Again, there was no significant difference between men and women in terms of burnout and its sub-dimensions. The least burned-out were people from positive WHI, positive HWI and mutual positive interaction groups. The most burned-out were people who experienced negative WHI the most often. In this group, predominance of men working more than 10 h per day was observed. The majority of study group (71%) experienced rather integration than segmentation of both spheres.ConclusionsOur results suggest that segmentation is not an universal and effective strategy of coping with work and home demands — it may prevent the positive home-work spillover, which can be buffer or remedy against stress or burnout. We consider cluster analysis the appropriate method in research on relation to work-family balance issue, which may be useful in unraveling relationships between this phenomenon and attitudes and behaviors.

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

ObjectivesThe aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI−) versus positive (WHI+) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI+ and negatively to WHI−.Materials and MethodsThe study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed.ResultsP-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI− and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI+ variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI+ variance in men.ConclusionsIt has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life — good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees’ organizational identification should be included in work-life balance programs.

Effect of a 10-week yoga programme on the quality of life of women after breast cancer surgery

Aim of the study The following research is aimed at determining the effect of yoga on the quality of life of women after breast cancer surgery. Material and methods A 10-week yoga programme included 90-minute yoga lessons once a week. To estimate the quality of life, questionnaires developed by the European Organisation for Research and Treatment of Cancer (QLQ-C30 and QLQ-BR23) were used. An experimental group consisted of 12 women who practised yoga, a control group – of 16 women who did not. Between groups there were no differences in age, time from operation and characteristics associated with disease, treatment and participation in rehabilitation. Results Our results revealed an improvement of general health and quality of life, physical and social functioning as well as a reduction of difficulties in daily activities among exercising women. Also their future prospects enhanced – they worried less about their health than they used to before participating in the programme. As compared to baseline, among exercising women, fatigue, dyspnoea and discomfort (pain, swelling, sensitivity) in the arm and breast on the operated side decreased. Conclusions Participation in the exercising programme resulted in an improvement of physical functioning, reduction of fatigue, dyspnoea, and discomfort in the area of the breast and arm on the operated side. Based on our results and those obtained in foreign studies, we conclude that rehabilitation with the use of yoga practice improves the quality of life of the patients after breast cancer surgery. However, we recommend further research on this issue in Poland.

Use of work–life balance benefitsguaranteed by law in Poland –Do size of the enterprise and gender matter?

BACKGROUND The paper is aimed at indicating the similarities and differences in use of benefits supporting work-life balance (WLB) between women and men working in Polish small/medium and large enterprises. MATERIAL AND METHODS The sample included 556 workers (311 women, 245 men), aged 20-68 years old employed on the basis of employment contracts for at least a year in Polish enterprises. The respondents completed a questionnaire on the use of benefits guaranteed by the Polish Labour Code, referring to their current workplaces. RESULTS Women took maternity leaves and returned to the same work position after using childcare leaves more often than men. Men took leaves on demand more often than women. Our results also showed that in comparison to women working in smaller enterprises, those working in large enterprises were more likely to use almost all the analyzed WLB benefits - paid days off to take care of others, educational leaves, leaves on demand, maternity leaves and return to the same work position after childcare leave, reduction of business trips when pregnant or having young children and breastfeeding breaks. The size of enterprise, however, did not differentiate the take-up of benefits among the studied men. CONCLUSIONS Our analysis brought unexpected results on the lack of common availability of the WLB benefits guaranteed by the law in the case of employees who worked on the basis of employment contracts. We also found that women used most of child rearing benefits guaranteed by the law more often than men, which might reflect still a traditional division of child care responsibilities in Poland. Med Pr 2017;68(5):575-581.

Socio-demographic predictors of person–organization fit

OBJECTIVES The aim of this study was to explore the relationship between socio-demographic characteristics and the level of complementary and supplementary person-organization fit (P-O fit). MATERIAL AND METHODS The study sample was a group of 600 Polish workers, urban residents aged 19-65. Level of P-O fit was measured using the Subjective Person-Organization Fit Questionnaire by Czarnota-Bojarska. The binomial multivariate logistic regression was applied. The analyzes were performed separately for the men and women. RESULTS Socio-demographic variables explained small percentage of the outcome variability. Gender differences were found. In the case of men shift work decreased complementary and supplementary fit, while long working hours decreased complementary fit. In the women, age was a stimulant of a complementary fit, involuntary job losses predicted both complementary and supplementary misfit. Additionally, relational responsibilities increased probability of supplementary P-O fit in the men. CONCLUSIONS Going beyond personality and competences as the factors affecting P-O fit will allow development of a more accurate prediction of P-O fit. Int J Occup Med Environ Health 2017;30(1):133-139.

Availability and the use of work-life balance benefits guaranteed by the Polish Labour Code among workers employed on the basis of employment contracts in small and medium enterprises.

OBJECTIVES Polish Labour Code provides employees with a range of solutions (benefits) supporting them in achieving balance between work and private life. This paper was aimed at indicating availability and the use of legal benefits supporting work-life balance (WLB) among Polish workers of small and medium enterprises. MATERIAL AND METHODS The study sample included 219 respondents, aged 22-64, working in small and medium enterprises and employed on the basis of employment contracts for at least a year. The respondents completed a questionnaire on availability and the use of benefits guaranteed by the Polish Labour Code, referring to their current workplaces. RESULTS Most frequently the studied employees took sick leave because of ones own illness and leave on demand. In our sample, 45% of the women took maternity leave and 26% of the men took paternity leave. The respondents took educational and parental leave the least frequently. More than half of the respondents (58%) did not return to the same position after leave devoted to childcare, even though they had such a possibility. CONCLUSIONS In fact, most of work-life balance benefits guaranteed by law were available to the employees of small and medium enterprises, regardless of their gender. Availability and the use of the majority of benefits were similar among the women and men. Availability of benefits depended on the specificity of industry and a profession, thus, future research on work-life balance policy should control for variables related to the character of work.

[Organizational and individual determinants of using initiatives conducive to successful work-life balance].

Appropriate distribution of time and energy between work and personal life poses a challenge to many working people. Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB) initiatives). The authors attempt to answer what makes employees use WLB initiatives and what influences the decision to reject the available options. The review is based on the articles published after 2000, searched by Google Scholar and Web of Knowledge with use of the key words: work-life balance, work-family conflict, work-life balance initiatives, work-life balance initiatives use, use of WLB solutions. We focused on organizational and individual determinants of WLB initiatives use, such as organizational culture, stereotypes and values prevailing in the work environment that may result in stigmatization of workers - flexibility stigma. We discuss the reasons why supervisors and co-workers stigmatize their colleagues, and what are the consequences of experiencing such stigmatization. Among the individual determinants of WLB initiatives use, we have inter alia focused on the preference for integration vs. separation of the spheres of life. The presented material shows that social factors - cultural norms prevailing in a society, relationships in the workplace and individual factors, such as the level of self-control - are of equal importance for decisions of using WLB initiatives as their existence. Our conclusion is that little attention has been paid to the research on determinants of WLB initiatives use, especially to individual ones.