Structured multi-criteria model of self-managed motivation in organizations based on happiness at work: pandemic related study.

This study proposes the Structured Multi-criteria Model of Self-Managed Motivation in Organizations based on happiness at work. Employees need to be motivated in order to be efficient at doing a particular task at the workplace. As young people born between 1995 and 2004, called Generation Z, enter the labour market, it is essential to consider how employees' motivation might be affected. In the article a quantitative approach was used to collect new data from 200 Polish respondents completing an online survey. The research was conducted before and during the pandemic time. We report and analyze the survey results conducted in Poland among the representatives of Generation Z, who had been employed for at least 6 months. We developed and validated a new approach to motivation using methodologies called Factor Analysis. Based on empirical verification, we found a new tool that connects employee motivation and selected areas of the Hygge concept called Hygge Star Model, which has the same semantics before and during Covid-19 pandemic.

Affective temperament, job stress and professional burnout in nurses and civil servants.

INTRODUCTION: The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses. MATERIAL AND METHODS: 100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions. RESULTS: Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant. CONCLUSIONS: Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.