The conducted research was based on the perceptions presented by the respondents regarding the degree of meeting employee interests indicated in the research covering employment in standard and non-standard forms. The respondents were asked to assess meeting the individual employee interests.
The assessment was performed using a five-point Likert scale. Taking into account the average score (M) based on the provided answers, the respondents indicated the degree of meeting employee interests within standard forms of employment. In the respondents’ opinion, their interests are satisfied to the following extent:
• safe and hygienic working conditions (M=4.06);
• stable employment (M=3.92);
• transparent criteria in assessing the implemented tasks (M=3.83);
• good atmosphere at work (M=3.80);
• protection and access to social benefits (M=3.63);
• training paid by the employer (M=3.58);
• proper flow of information (M=3.54);
• opportunities for professional development (M=3.47);
• influence on the organization of working time (M=3.45);
• health benefits paid by the employer (M=3.42);
• remuneration adequate to duties (M=3.39);
• formal procedures for expressing opinions (M=3.31);
• transparent rules of promotion (M=3.26);
• influence on the selection of remuneration components (M=3.12);
• participation in management (consultation) (M=3.12);
• influence on the selection of co-workers (M=3.10);
• assistance in the event of dismissal (M=3.03);
• participation in management (co-decision) (M=3.02);
• assistance of trade unions/employee councils (M=2.98).
In the case of non-standard forms of employment, the average score (M) of meeting individual interests is as follows:
• safe and hygienic working conditions (M=3.78);
• transparent criteria in assessing the implemented tasks (M=3.68);
• good atmosphere at work (M=3.67);
• proper flow of information (M=3.52);
• remuneration adequate to duties (M=3.42);
• influence on the organization of working time (M=3.38);
• stable employment (M=3.36);
• opportunities for professional development (M=3.31);
• formal procedures for expressing opinions (M=3.28);
• protection and access to social benefits (M=3.27);
• training paid by the employer (M=3.26);
• transparent rules of promotion (M=3.24);
• health benefits paid by the employer (M=3.13);
• influence on the selection of remuneration components (M=3.11);
• influence on the selection of co-workers (M=2.99);
• participation in management (consultation) (M=2.99);
• participation in management (co-decision) (M=2.94);
• assistance of trade unions/employee councils (M=2.93);
• assistance in the event of dismissal (M=2.90).
To answer the formulated research questions, the tests examining the differences between the groups were carried out (statistical significance of differences at the level of * p <0.05, ** p <0.01).
In the case of employment in standard forms, the statistically significant differences between the analyzed groups occurred for the following interests (see Table 1.2): remuneration adequate to duties (p=0.01), protection and access to social benefits (p=0.01), training paid by the employer (p=0.01), influence on the selection of remuneration components, (p=0.01), assistance in the event of dismissal (p<0.01), formal procedures for expressing opinions (p<0.01), assistance of trade unions/employee councils (p<0.01), opportunities for professional development (p=0.01), participation in management (consultation) (p<0.01), participation in management (co-decision) (p<0.01 ).
Table 1.2. Differences in the assessment of meeting employee interests in standard forms of employment based on age
Employee interests A Age group:
18-24 B Age group:
25-39 C Age group:
40-54 D Age group:
55-64
Significance of
differences p ***
Statistically significant differences
M SD M SD M SD M SD
Stable employment 3.88 0.93 4.00 0.97 3.93 1.00 3.75 1.1 0.11 -Safe and hygienic
working conditions
4.00 0.94 4.09 0.88 4.08 0.93 3.99 0.96 0.65
-Transparent criteria in assessing the implemented tasks
3.8 0.93 3.9 0.97 3.77 1.02 3.83 1.04 0.35
-Influence on the selection of co-workers
3.06 1.26 3.19 1.24 3.06 1.29 3.04 1.19 0.41
-Remuneration adequate to duties
3.55 0.99 3.5 1.18 3.22 1.25 3.35 1.17 0.01* B>C
Employee interests A Age group:
18-24 B Age group:
25-39 C Age group:
40-54 D Age group:
55-64
Significance of
differences p ***
Statistically significant differences
M SD M SD M SD M SD
Protection and access to social benefits
3.66 1.00 3.75 1.13 3.56 1.12 3.43 1.22 0.01* B>D
Training paid by the employer
3.65 1.15 3.72 1.24 3.46 1.27 3.42 1.23 0.01* B>C, B>D
Good atmosphere at work
3.9 0.85 3.87 1.01 3.69 1.08 3.8 0.95 0.13
-Proper flow of information
3.58 0.96 3.51 1.1 3.48 1.08 3.7 1.02 0.15
-Influence on the organization of working time
3.35 1.08 3.54 1.15 3.33 1.19 3.54 1.14 0.05
-Influence on the selection of remuneration components
3.3 1.03 3.23 1.3 2.94 1.29 3.1 1.22 0.01* A>C, B>C
Health benefits paid by the employer
3.53 1.18 3.51 1.35 3.33 1.09 3.28 1.18 0.16
-Assistance in the event of dismissal
3.21 1.09 3.17 1.24 2.84 1.18 2.94 1.14 <0.01** A>C, B>C
Transparent rules of promotion
3.32 1.22 3.37 1.18 3.15 1.21 3.22 1.15 0.07
-Formal procedures for expressing opinions
3.38 1.00 3.44 1.13 3.12 1.12 3.34 1.06 <0.01** A>C, B>C
Assistance of trade unions/employee councils
3.17 1.21 3.16 1.35 2.78 1.36 2.81 1.36 <0.01** B>C, B>D
Opportunities for professional development
3.66 1.06 3.57 1.05 3.34 1.17 3.36 1.08 0.01* B>C
Participation in management (consultation)
3.27 1.11 3.28 1.19 2.91 1.21 3.07 1.18 <0.01** A>C, B>C
Participation in management (co-decision)
3.21 1.17 3.19 1.24 2.73 1.2 3.02 1.18 <0.01** A>C, B>C
Note: M - mean; SD – standard deviation; significance of differences at the level of * p <0,05, ** p <0,01;
*** ANOVA Kruskal-Wallis test.
In the case of employment in non-standard forms, the statistically significant differences between the analyzed groups occurred for the following interests (see Table 1.3): transparent criteria in assessing the implemented tasks
(p=0.01), remuneration adequate to duties (p=0.03), and protection and access to social benefits (p=0.04), good atmosphere at work (p<0.01), proper flow of information (p=0.3), influence on the selection of remuneration components (p=0.01), transparent rules of promotion (p=0.01), formal procedures for expressing opinions (p<0.01), assistance of trade unions/employee councils (p=0.01), opportunities for professional development (p=0.01), participation in management (consultation) (p<0.01), participation in management (co-decision) (p<0.01).
Table 1.3. Differences in the assessment of meeting employee interests in non-standard forms of employment based on age
Employee interests A Age group:
18-24 B Age group:
25-39 C Age group:
40-54 D Age group:
55-64
Significance of
differences p ***
Statistically significant differences
M SD M SD M SD M SD
Stable employment 3.55 1.06 3.38 1.15 3.32 1.12 3.20 1.12 0.07 -Safe and hygienic
working conditions
3.96 0.92 3.83 1.00 3.71 1.05 3.69 1.08 0.09
-Transparent criteria in assessing the implemented tasks
3.85 0.95 3.76 0.93 3.59 1.02 3.57 1.00 0.01* A>C
Influence on the selection of co-workers
3.06 1.25 3.06 1.20 2.91 1.17 2.95 1.13 0.29
-Remuneration adequate to duties
3.59 1.00 3.50 1.07 3.28 1.12 3.37 1.11 0.03* B>C
Protection and access to social benefits
3.25 1.10 3.40 1.14 3.19 1.14 3.16 1.13 0.04* B>C
Training paid by the employer
3.44 1.22 3.34 1.20 3.16 1.22 3.14 1.17 0.05
-Good atmosphere at work
3.93 0.90 3.76 0.99 3.50 1.06 3.61 0.95 <0.01** A>B, A>C
Proper flow of information
3.75 0.95 3.52 1.03 3.42 1.10 3.54 0.92 0.03* A>C
Influence on the organization of working time
3.48 1.02 3.44 1.11 3.28 1.13 3.35 1.12 0.21
-Influence on the selection of remuneration components
3.34 1.09 3.16 1.17 2.96 1.21 3.10 1.17 0.01* A>C
Health benefits paid by the employer
3.25 1.23 3.17 1.23 3.07 1.22 3.06 1.24 0.38
-Assistance in the event of dismissal
2.90 1.21 3.00 1.18 2.81 1.15 2.86 1.18 0.19
-Employee interests A Age group:
18-24 B Age group:
25-39 C Age group:
40-54 D Age group:
55-64
Significance of
differences p ***
Statistically significant differences
M SD M SD M SD M SD
Transparent rules of promotion
3.40 1.08 3.35 1.11 3.10 1.15 3.13 1.11 0.01* A>C
Formal procedures for expressing opinions
3.44 1.07 3.38 1.07 3.11 1.06 3.23 1.07 <0.01** A>C, B>C
Assistance of trade unions/employee councils
3.18 1.22 3.02 1.21 2.77 1.29 2.82 1.25 0.01* A>C
Opportunities for professional development
3.56 0.98 3.36 1.11 3.17 1.13 3.28 1.12 0.01* A>C
Participation in management (consultation)
3.13 1.16 3.17 1.12 2.78 1.16 2.89 1.14 <0.01** A>C, B>C
Participation in management (co-decision)
3.13 1.20 3.08 1.15 2.72 1.21 2.91 1.24 <0.01** A>C, B>C
Note: M - mean; SD – standard deviation; significance of differences at the level of * p <0,05, ** p <0,01;
*** ANOVA Kruskal-Wallis test.
When comparing the diagnosed differences in the assessment of the degree of meeting employee interests regarding the employment in standard forms against the employment in non-standard forms, they occur in the case of the following interests: transparent criteria in assessing the implementation of tasks (significant for employment in non-standard forms), training paid by the employer (significant for employment in non-standard forms), good atmosphere at work (significant for employment in non-standard forms), proper flow of information (significant for employment in non-standard forms), assistance in the event of dismissal (significant for employment in standard forms), transparent rules of promotion (significant for employment in non-standard forms).
In the assessment of the degree of meeting employee interests referring to employment in standard forms, in the case of training paid by the employer, a statistically significant difference in the assessment of this interest occurs between group B and groups C and D. This means that the employees aged 25-39 (group A) assess higher possibility of training paid by the employer than older generations of workers (C and D). In the case of assistance in the event of dismissal, statistically significant differences were found between groups A and C as well as B and C, along with the employees aged 40-54 (group C) assessing the realization of this interest worse compared to the younger generations (A and B).
When evaluating the degree of meeting employee interests in non-standard forms of employment, in the case of transparent criteria in assessing the implementation of tasks, a statistically significant difference occurs between groups A and C, which means that the youngest generation of employees evaluates the degree of meeting this interest higher than the employees aged 40-54 (group C). Regarding good atmosphere at work, statistically, significant differences were recorded between groups A and B as well as A and C. The employees aged 25-39 assess meeting the interest in a good atmosphere at work higher than the employees from groups B and C. The degree of meeting the interest – proper flow of information indicates the occurrence of a statistically significant difference between groups A and C, where the youngest generation of employees evaluates the degree of meeting this interest higher. A similar situation takes place in the case of transparent rules of promotion, in the case of which the youngest generation of employees indicates their better implementation than the employees aged 40-54 (group C).