Quantitative methods: the scale of social-economical attitudes.,`The Life Quality' questionnaire, the scale of the success factors questionnaires.
Qualitative methods: detailed survey, questions arisen as a result of the qualitative analysis of open questions among respondents with the use of the competent judges' method..
Statitsical methods:
The analyzed variables were continuous, ordinal or zero-one coded.
The descriptive statistics methods (The measures of central tendency, variability, skewness, co-changeability, structure coefficients)
The inductive statistics (Confidential intervals, Statistical hypothesis verification)
Multivariable statistical methods (multivariable regression, ANOVA, MANOVA, factor analysis)
Sample: a group of 400 random persons occupying managerial positions
Do employers observe particular capacities by which employees of different professional groups should be characterized?
What are preferable capacities by accepting applicants for a position?
Which of them are the most significant in the opinion of employees regarding particular professional groups?
Are of the same importance the professional knowledge and practical and formal abilities as psychological features and social abilities?
Is it possible to define stereotypes of a competent worker with reference to particular professional groups?
Do employees observe factors of their own career success.
Results of the research may be used in the work market policy in order to prevent from unemployment, facilitate reintegration of long-lasting unemployed with the work market, support professional integration of young people and people getting back to work market after an absence period. Qualifications analysis, competences, career success factors and work motivation make on the basis, preparation of education forms possible. It may help to prevent from social exclusion, limit social marginalization and prepare people exposed to social exclusion to enter the work market, finding employment or getting back to active professional life.
The research report we were authors, co-authors concerning differences between life quality sense, professional success and motivation factors.
The goal: answers for the following questions:
do employers observe particular capacities of the various professional groups,
do they expect the same capacities from men and women,
what preferable abilities are expected during the process of recruitment,
are these abilities dependent, in terms of content and hierarchy, on employees dominating gender,
are professional groups capacities hierarchies similar in different Lower Silesian regions,
what factors are more important: professional knowledge and practical experiences and skills or psychological features and socio-psychological abilities.
Research concerning capacities (2006-2007) was conducted in the region of Lower Silesian voivodeship. 2013 respondents were examined
(random management's representatives) employed in selected companies of Lower Silesia. The research covered 26 poviats, 3 selected cities and 115 communes.
In 2005-2006 research concerning quality of life and motivation was carried out on a group of 400 random persons occupying managerial positions in a budge-finance sector
In 2003-2005 research concerning professional success was carried out on a group of 400 random persons occupying public and managerial positions in a budge-finance sector