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To retain personnel and motivate them appropriately, banks must comply with the terms and conditions of cooperation specified in employment contracts (such as working hours and where work will be done, compensation, and career development opportunities). Additionally, they must respect the requirements of an unwritten agreement binding the employer and the customer contact staff - a psychological contract. This article presents the results of a survey of this staff working in commercial banks operating in Poland. The survey has allowed identifying the professional needs and expectations of bank staff built into employment and psychological contracts, their hierarchy, as well as the banking staff's opinions on the possibilities of the needs being in their workplace. [ABSTRACT FROM AUTHOR]

The paper compares institutional professionalization of advocates (licensed private-practice lawyers) and in-house lawyers during the state-socialist and the post-socialist periods in Poland and Russia. The comparative analysis uses the conceptual framework of the sociology of professions. It shows that: (1) advocates were able to preserve a certain degree of collective autonomy and self-regulation during most of the socialist period in both countries; (2) Polish advocates were better integrated at the national level than their Soviet/Russian counterparts; (3) these institutional path dependencies determined the degree of autonomy and self-regulation in the post-socialist period; (4) the discrepancy between both countries is particularly pronounced in the case of in-house lawyers who were able to establish themselves as a self-regulated profession in Poland, but never made such an attempt in Russia; and (5) there was a process of partial ‘advocatization' of legal professionals who practiced in-house during the state-socialist period. The term ‘advocatization' means a change in the form of professional practice from employment relationship to service-for-fee practice. This process could be observed in both countries, but it took very different forms due to the institutional differences described above. [ABSTRACT FROM AUTHOR]

Background. Analysis of the factors determining teamwork effectiveness as an important area in the science of management. Research aims. The aim of the article is to describe the relationship between the concept of team roles and psychosocial factors, such as the ability to recognize and regulate emotions, which constitute important aspects of emotional intelligence. Method. The paper presents the results of a pilot study (N = 42). Two research instruments were used: team roles scale - Self-Perception Inventory (SPI), and emotional intelligence scale - The Mayer-Salovey-Caruso Emotional Intelligence Test (MCSEIT). Key findings. The results of the analysis indicate a significant positive correlation (p <0.05) between the ability to perceive emotions and managing emotions, and roles associated with the maintenance of the group. Analyses of theoretical concepts and research findings refine the relationship between emotional intelligence and team roles with team effectiveness, taking into account the nature of the tasks and the stage of group development. The article introduces the results of a Polish version of MSCEIT (N=118), suggesting acceptable internal consistency of this measure. [ABSTRACT FROM AUTHOR]

This article presents the model of attainment of occupational status. The recent refinements introduced into status attainment models is the use of multiple indicators to increase the reliability of measurement. Critics of the basic model of occupational status attainment may argue that certain important variables are overlooked. In particular, it became obvious that education at the beginning of the work career should be supplemented by current education. In Poland the measurement of educational attainment at two time points seems justified given the significant proportion of the population who increase their education during their occupational career. In the remaining part of the analysis one shall express the respondent's current education, as a synthetic index constructed on the basis of the four weighted indicators included in the measurement model. Among the variables characterizing some ascribed factors, one looked at the urbanness of the place where the respondent was brought up until age fourteen.

This article reports on Polish occupational prestige between 1958 and 1975, referencing several surveys. The analysis indicates a high stability of prestige ordering of occupations in Poland in the last twenty years. In this respect the results of the Polish surveys are in agreement with earlier results of analogous surveys in the U.S. and other countries. There is some indirect evidence, however, that this period of stability was foreshadowed by a period of relatively fast changes, in particular as to the mutual relationship of occupational ranks of lower white-collar workers and some occupations of skilled manual workers. In the considered period there was a tendency towards uniformication of opinions concerning prestige ranking of occupations. The small difference which was manifested in this respect at the beginning of the investigated period between @Warsaw and rural areas has at present decreased even further. Parallel to the tendency of homogeneity of opinions on the subject of prestige there was a growth tendency in agreement between occupational prestige and evaluated income from occupation. At the same time there was a decrease in the interdependence between prestige and evaluation of security of work.

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