{"id":1448,"date":"2026-05-22T11:02:18","date_gmt":"2026-05-22T09:02:18","guid":{"rendered":"https:\/\/rozsa.cz\/?p=1448"},"modified":"2026-05-22T11:02:18","modified_gmt":"2026-05-22T09:02:18","slug":"strata-zmyslu-prace-ticha-kriza-modernej-spolocnosti","status":"publish","type":"post","link":"https:\/\/rozsa.cz\/sk\/strata-zmyslu-prace-ticha-kriza-modernej-spolocnosti\/","title":{"rendered":"Strata zmyslu pr\u00e1ce: Tich\u00e1 kr\u00edza modernej spolo\u010dnosti"},"content":{"rendered":"\n

Vstupujeme do \u00e9ry, v ktorej sa hranice medzi \u010dlovekom a technol\u00f3giou za\u010d\u00ednaj\u00fa postupne stiera\u0165. Digitaliz\u00e1cia, automatiz\u00e1cia a n\u00e1stup umelej inteligencie menia charakter pr\u00e1ce r\u00fdchlej\u0161ie, ne\u017e sa dok\u00e1\u017ee \u013eudsk\u00e1 psychika adaptova\u0165. Zamestnanci s\u00fa pod neust\u00e1lym tlakom na v\u00fdkon, flexibilitu a pripravenos\u0165 na zmenu.<\/p>\n\n\n\n

V\u00fdsledkom je paradox modernej doby: nikdy sme nemali v\u00fdkonnej\u0161ie n\u00e1stroje, a napriek tomu rastie po\u010det \u013eud\u00ed, ktor\u00ed sa vo svojej pr\u00e1ci c\u00edtia emocion\u00e1lne vy\u010derpan\u00ed, odpojen\u00ed a bez hlb\u0161ieho zmyslu. Vyhorenie, rutina a pocit odcudzenia dnes nie s\u00fa individu\u00e1lnym zlyhan\u00edm, ale sympt\u00f3mom zastaran\u00e9ho pracovn\u00e9ho modelu, v ktorom je zamestnanec st\u00e1le ch\u00e1pan\u00fd predov\u0161etk\u00fdm ako pas\u00edvny vykon\u00e1vate\u013e \u00faloh.<\/p>\n\n\n\n

Job crafting: Ke\u010f sa zamestnanec st\u00e1va architektom svojej pr\u00e1ce<\/h2>\n\n\n\n

Pr\u00e1ve v tomto bode sa do popredia dost\u00e1va koncept job craftingu \u2013 akt\u00edvneho pretv\u00e1rania pr\u00e1ce samotn\u00fdm zamestnancom. Nejde o reb\u00e9liu vo\u010di syst\u00e9mu ani o ignorovanie organiza\u010dn\u00fdch pravidiel. Ide o vedom\u00fd proces, v ktorom zamestnanec prest\u00e1va by\u0165 iba pr\u00edjemcom pokynov a st\u00e1va sa architektom vlastnej pracovnej roly.<\/p>\n\n\n\n

Cie\u013eom pritom nie je pracova\u0165 menej, ale pracova\u0165 sp\u00f4sobom, ktor\u00fd \u010dloveku prin\u00e1\u0161a v\u00e4\u010d\u0161\u00ed pocit zmyslu, energie a vn\u00fatornej motiv\u00e1cie.<\/p>\n\n\n\n

N\u00e1\u0161 medzin\u00e1rodn\u00fd v\u00fdskum realizovan\u00fd medzi 451 zamestnancami z kraj\u00edn strednej Eur\u00f3py ukazuje, \u017ee pr\u00e1ve tento pr\u00edstup v\u00fdznamne s\u00favis\u00ed s vy\u0161\u0161ou pracovnou anga\u017eovanos\u0165ou a zmysluplnos\u0165ou pr\u00e1ce.   Ukazuje sa, \u017ee bud\u00facnos\u0165 pr\u00e1ce nebude z\u00e1visie\u0165 iba od technol\u00f3gi\u00ed, ale aj od schopnosti zamestnancov akt\u00edvne spoluvytv\u00e1ra\u0165 svoju pracovn\u00fa sk\u00fasenos\u0165.<\/p>\n\n\n\n

Tri sp\u00f4soby, ako akt\u00edvne spoluvytv\u00e1ra\u0165 svoju pracovn\u00fa sk\u00fasenos\u0165<\/h2>\n\n\n\n

Prv\u00fdm sp\u00f4sobom, ako akt\u00edvne spoluvytv\u00e1ra\u0165 svoju pracovn\u00fa sk\u00fasenos\u0165, je \u00faprava samotn\u00fdch pracovn\u00fdch \u00faloh \u2013 tzv. task crafting. Zamestnanci si akt\u00edvne vyh\u013ead\u00e1vaj\u00fa \u010dinnosti, ktor\u00e9 viac zodpovedaj\u00fa ich siln\u00fdm str\u00e1nkam, iniciuj\u00fa nov\u00e9 rie\u0161enia alebo menia sp\u00f4sob, ak\u00fdm pracuj\u00fa. Ne\u010dakaj\u00fa iba na zadania, ale vedome preberaj\u00fa spoluzodpovednos\u0165 za podobu svojho pracovn\u00e9ho d\u0148a. Tak\u00fdto pr\u00edstup pod\u013ea n\u00e1\u0161ho v\u00fdskumu priamo podporuje pracovn\u00fa anga\u017eovanos\u0165. <\/p>\n\n\n\n

E\u0161te silnej\u0161\u00ed efekt sme v\u0161ak zaznamenali pri tzv. cognitive craftingu \u2013 teda pri zmene sp\u00f4sobu, ak\u00fdm zamestnanec o svojej pr\u00e1ci prem\u00fd\u0161\u013ea. Nejde o to, \u010do konkr\u00e9tne rob\u00edme, ale ak\u00fd v\u00fdznam tomu pripisujeme. Mnoh\u00ed zamestnanci dnes neodch\u00e1dzaj\u00fa z pr\u00e1ce unaven\u00ed kv\u00f4li mno\u017estvu \u00faloh, ale preto, \u017ee vo svojej pr\u00e1ci prestali vidie\u0165 zmysel.<\/p>\n\n\n\n

Cognitive crafting predstavuje schopnos\u0165 vedome zmeni\u0165 perspekt\u00edvu a znovu prepoji\u0165 ka\u017edodenn\u00e9 \u010dinnosti s hlb\u0161\u00edm v\u00fdznamom. V praxi to znamen\u00e1 pripom\u00edna\u0165 si, ako na\u0161a pr\u00e1ca prispieva k fungovaniu organiz\u00e1cie, ak\u00fd dopad m\u00e1 na z\u00e1kazn\u00edkov alebo \u0161ir\u0161iu komunitu a ako ovplyv\u0148uje n\u00e1\u0161 vlastn\u00fd osobn\u00fd rozvoj.<\/p>\n\n\n\n

Vo chv\u00edli, ke\u010f \u010dlovek prestane vidie\u0165 iba tabu\u013eky, procesy a deadliny a za\u010dne vn\u00edma\u0165 hodnotu, ktor\u00fa vytv\u00e1ra pre druh\u00fdch, men\u00ed sa aj kvalita jeho vn\u00fatornej motiv\u00e1cie. N\u00e1\u0161 v\u00fdskum uk\u00e1zal, \u017ee pr\u00e1ve t\u00e1to forma job craftingu mala jeden z najsilnej\u0161\u00edch nepriamych vplyvov na pracovn\u00fa anga\u017eovanos\u0165 prostredn\u00edctvom zv\u00fd\u0161enia zmysluplnosti pr\u00e1ce. <\/p>\n\n\n\n

Tre\u0165ou oblas\u0165ou je social crafting, teda akt\u00edvna pr\u00e1ca so vz\u0165ahmi na pracovisku. Ide o budovanie kvalitnej\u0161\u00edch vz\u0165ahov s kolegami, podporu t\u00edmovej spolupr\u00e1ce, mentoring nov\u00fdch zamestnancov alebo vytv\u00e1ranie bezpe\u010dnej\u0161ej a podpornej\u0161ej atmosf\u00e9ry v t\u00edme.<\/p>\n\n\n\n

Pre\u010do dobr\u00fd kolekt\u00edv s\u00e1m o sebe nesta\u010d\u00ed<\/h2>\n\n\n\n

Pr\u00e1ve pri social craftingu priniesol n\u00e1\u0161 v\u00fdskum jedno z najzauj\u00edmavej\u0161\u00edch zisten\u00ed. Uk\u00e1zalo sa, \u017ee samotn\u00e9 budovanie soci\u00e1lnych vz\u0165ahov nem\u00e1 automaticky priamy vplyv na pracovn\u00fa anga\u017eovanos\u0165, a to napriek tomu, \u017ee sa dlh\u00e9 roky predpokladalo, \u017ee spokojnos\u0165 zamestnancov vznik\u00e1 automaticky tam, kde s\u00fa dobr\u00e9 vz\u0165ahy a \u201edobr\u00fd kolekt\u00edv\u201c. D\u00e1ta v\u0161ak ukazuj\u00fa komplexnej\u0161\u00ed obraz. Samotn\u00e9 teambuildingy, firemn\u00e9 akcie alebo priate\u013esk\u00e1 atmosf\u00e9ra nesta\u010dia, pokia\u013e zamestnanci z\u00e1rove\u0148 nevidia hlb\u0161\u00ed v\u00fdznam svojej pr\u00e1ce.<\/p>\n\n\n\n

Vz\u0165ahy toti\u017e funguj\u00fa a\u017e vtedy, ke\u010f s\u00fa prepojen\u00e9 so spolo\u010dn\u00fdm \u00fa\u010delom a pocitom zmyslu. K\u00e1va s kolegami sama osebe nezvy\u0161uje anga\u017eovanos\u0165, ak \u010dlovek z\u00e1rove\u0148 nevn\u00edma hodnotu toho, \u010do ka\u017ed\u00fd de\u0148 rob\u00ed.<\/p>\n\n\n\n

Zmysluplnos\u0165 pr\u00e1ce ako najd\u00f4le\u017eitej\u0161\u00ed psychologick\u00fd faktor<\/h2>\n\n\n\n

K\u013e\u00fa\u010dov\u00fdm pojmom cel\u00e9ho v\u00fdskumu sa preto stala pr\u00e1ve zmysluplnos\u0165 pr\u00e1ce. Uk\u00e1zalo sa, \u017ee funguje ako centr\u00e1lny psychologick\u00fd mechanizmus, cez ktor\u00fd sa proaktivita zamestnancov premie\u0148a na skuto\u010dn\u00fa anga\u017eovanos\u0165.<\/p>\n\n\n\n

Zatia\u013e \u010do priamy vplyv jednotliv\u00fdch foriem job craftingu na anga\u017eovanos\u0165 bol relat\u00edvne slab\u0161\u00ed, po zapojen\u00ed zmysluplnosti pr\u00e1ce dok\u00e1zal model vysvetli\u0165 a\u017e 68,7 % pracovnej anga\u017eovanosti zamestnancov. <\/p>\n\n\n\n

To znamen\u00e1, \u017ee nesta\u010d\u00ed by\u0165 iba akt\u00edvny. Nesta\u010d\u00ed mechanicky meni\u0165 \u00falohy alebo budova\u0165 vz\u0165ahy. Pokia\u013e \u010dlovek vo svojej pr\u00e1ci nevid\u00ed hodnotu a v\u00fdznam, dlhodob\u00e9 vn\u00fatorn\u00e9 nasadenie nevznikne.<\/p>\n\n\n\n

Zmysluplnos\u0165 pr\u00e1ce je t\u00fdm, \u010do premie\u0148a aktivitu na oddanos\u0165, v\u00fdkon na energiu a ka\u017edodenn\u00fa pr\u00e1cu na nie\u010do, \u010do \u010dloveku d\u00e1va vn\u00fatorn\u00fd d\u00f4vod pokra\u010dova\u0165.<\/p>\n\n\n\n

Cit\u00e1cia:<\/h3>\n\n\n\n

Hol\u00fabek, J., Giovando, G., Lazarov\u00e1, E., & Rozsa, Z. (2026). Job crafting, meaningful work and employee engagement. Management Decision<\/em>, 64<\/em>(13), 212\u2013241. https:\/\/doi.org\/https:\/\/doi.org\/10.1108\/MD-06-2025-1525<\/a><\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Technol\u00f3gie menia sp\u00f4sob pr\u00e1ce r\u00fdchlej\u0161ie, ne\u017e sa \u010dlovek dok\u00e1\u017ee psychicky prisp\u00f4sobi\u0165. Digitaliz\u00e1cia, umel\u00e1 inteligencia a neust\u00e1ly tlak na v\u00fdkon s\u00edce zvy\u0161uj\u00fa efektivitu, no z\u00e1rove\u0148 prehlbuj\u00fa vyhorenie, rutinu a pocit odcudzenia. N\u00e1\u0161 nov\u00fd v\u00fdskum zo strednej Eur\u00f3py ukazuje, \u017ee bud\u00facnos\u0165 pr\u00e1ce nebude st\u00e1\u0165 len na technol\u00f3gi\u00e1ch, ale najm\u00e4 na schopnosti \u013eud\u00ed nach\u00e1dza\u0165 vo svojej pr\u00e1ci zmysel.<\/p>\n","protected":false},"author":1,"featured_media":1441,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[22],"tags":[99,25],"class_list":["post-1448","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-publikacie","tag-management-decision","tag-publikacie"],"yoast_head":"\nStrata zmyslu pr\u00e1ce: Tich\u00e1 kr\u00edza modernej spolo\u010dnosti - prof. PhDr. Zolt\u00e1n R\u00f3zsa, PhD.<\/title>\n<meta name=\"description\" content=\"Pre\u010do dnes rastie vyhorenie v pr\u00e1ci? Nov\u00fd v\u00fdskum ukazuje, ako job crafting a zmysluplnos\u0165 pr\u00e1ce ovplyv\u0148uj\u00fa anga\u017eovanos\u0165 zamestnancov.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Strata zmyslu pr\u00e1ce: Tich\u00e1 kr\u00edza modernej spolo\u010dnosti - prof. PhDr. Zolt\u00e1n R\u00f3zsa, PhD.\" \/>\n<meta property=\"og:description\" content=\"Pre\u010do dnes rastie vyhorenie v pr\u00e1ci? 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