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1

Organisational and individual determinants of human-AI collaboration

Panasiewicz Leszek

Engineering Management in Production and Services

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2026

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Vol. 18, no. 2

15--27

EN

The article examines organisational and individual factors influencing employees’ openness to collaborating with artificial intelligence (AI). The adopted understanding of “collaboration” refers to current practices in this field, where distinctions between human persons and AI are blurring. The study concerns the determinants of readiness to work within a hybrid, biological-silicon cooperation network. The theoretical framework draws on socio-technical systems theory, the sociocognitive model of trust (SCMT), task-technology fit theory (TTF), and self-determination theory (SDT), which enabled a multidimensional analysis of attitudes towards AI. The research data consisted of survey results covering organisational practices, respondents’ personal attitudes and beliefs regarding digitalisation and work organisation, and their digital competencies. Three complementary methods were applied: exploratory factor analysis, cluster analysis, and linear regression, analysing responses from 614 respondents. The results revealed a difference between the strength of influence on openness to AI of individual factors - personal attitudes, beliefs, and digital competencies - and organisational factors. The bidirectional influence of formalisation on openness to AI was also confirmed. For the presented research, an original concept of “openness to AI collaboration” was developed, encompassing readiness to accept AI in a relatively broad range of organisational roles. In this regard, the study offers new insight into the conditions for an effective human-AI relationship. Based on the findings, recommendations were formulated for business practitioners interested in the effective implementation of AI.

2

Impact of human resource training on supply chain efficiency in Guiyang’s enterprises: a structural equation modelling (SEM) analysis

Wu Xin, Srinuan Chalita, Rojniruttikul Nuttawut

Engineering Management in Production and Services

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2026

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Vol. 18, no. 1

1--9

EN

This study investigates the impact of human resource (HR) training on supply chain efficiency (SCE) among enterprises in Guiyang, China. A quantitative approach was used to analyse data from 316 respondents across ten key industrial sectors. Structural equation modelling (SEM) was applied to analyse the relationships between HR training, organisational culture, technological adaptability, and supply chain efficiency. The measurement model demonstrated adequate convergent validity (average variance extracted > 0.50) and internal consistency (composite reliability > 0.70). Discriminant validity was confirmed through the Fornell-Larcker criterion and HTMT ratio (< 0.85). The structural model revealed a positive influence of HR training on organisational culture (β = 0.664, p < 0.01), technological adaptability (β = 0.399, p < 0.01), and SCE made directly (β = 0.262, p < 0.05) and indirectly through organisational culture and technological adaptability (β = 0.272, p < 0.05). The model fit indices (χ²/df = 1.295; CFI = 0.984; TLI = 0.976; RMSEA = 0.031) confirmed its robustness. The findings suggest that HR training enhances SCE by improving employee skills, fostering technological integration, and cultivating an adaptive organisational culture. This research contributes to the theoretical understanding of HR development in supply chain management. It provides policymakers and business leaders with practical insights on leveraging workforce training as a strategic tool to enhance supply chain performance in regions such as Guiyang.

3

Age and the assessment of the impact of selected organisational factors on the adoption of innovations

Ober Józef, Kochmańska Anna, Sitinjak Charli, Kopiec Małgorzata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 220

49--74

EN

Purpose: The purpose of this research was to determine the relationship between the age of the respondents and their perception of the impact of selected organisational factors in terms of adoption of innovation. Design/methodology/approach: In the study a proprietary survey questionnaire was used. Factors were selected for the questionnaire based on literature research, desk research, opinions of panel participants (experts), and pilot studies conducted in IT companies. Findings: The age of the respondents influenced their perception of the influence of multiple factors at different stages of the innovation process in terms of adoption, as well as their assessment of the shape of this influence. Younger people tended to perceive the influence of individual factors more frequently than older people. At the same time, younger people tended to attribute less influence on the adoption of innovations to individual factors than older age groups (there was often a trend of gradual increase in the above-mentioned evaluations with the age of the respondents). Research limitations/implications: The research presented in this article has some limitations. Firstly, it was conducted only in Poland, secondly only in the IT sector, and thirdly, the age of the respondents was considered in the context of their perception of the influence of only selected factors related to internal and external communication and organisational culture on the adoption of innovation. Practical implications: Demonstrate the approach of diverse age groups of IT employees to the adaptation of innovations in the context of the impact that communication and organisational culture have on the different stages of this process. This will be helpful in verifying which factors need to be improved to have a greater impact on respondents' perception of the topic at hand. Social implications: The results of the research show that companies should focus on creating a coherent communication system, familiar to all participants in the organisation, which will be an integral part of the organisational culture. Then there is a chance that the trend presented in the research will change and increasingly younger employees will recognise the significant impact of both communication and the culture on the adoption of innovations. Originality/value: Determine the relationship between the age of the respondents and their perception of the influence of various factors related to communication (both internal and external) and organisational culture on the adoption of innovations.

4

Strategic management, organizational culture and performance: a scale validation study in SMEs

Djidjik Sihem, Şener Hasan Engin, Benhima Mohamed

Polish Journal of Management Studies

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2025

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Vol. 31, No. 2

71--86

EN

This study aims to validate the structural relationships between Strategic Management (SM), Organisational Culture (OC), and Organisational Performance (OP) in Small and Medium Enterprises (SMEs), with a focus on OC’s mediating role. Using a quantitative approach, data from 622 SME managers in Algeria were analyzed through Structural Equation Modeling (SEM) with SmartPLS 4, SPSS 29, and JASP. Exploratory and Confirmatory Factor Analyses (EFA/CFA) assessed the measurement model by applying maximum likelihood extraction with varimax rotation. EFA confirmed a robust three-factor structure (loadings > 0.40), while CFA initially showed suboptimal fit (CFI = 0.79, TLI = 0.779). Post-modification, fit indices improved, validating OC’s mediation between SM and OP. Results highlight OC’s critical role in enhancing SME performance through SM practices, emphasizing cultural alignment and strategic clarity. The study has limitations, which include cross-sectional design and regional focus; this suggests the need for future longitudinal studies and broader geographic validation. The study contributes by empirically testing these constructs in SMEs by offering practical insights for managers to leverage culture-driven strategies in resource-constrained contexts.

PL

Niniejsze badanie ma na celu potwierdzenie strukturalnych powiązań między zarządzaniem strategicznym (SM), kulturą organizacyjną (OC) i wydajnością organizacyjną (OP) w małych i średnich przedsiębiorstwach (MŚP), ze szczególnym uwzględnieniem pośredniczącej roli OC. Stosując podejście ilościowe, przeanalizowano dane pochodzące od 622 menedżerów MŚP w Algierii za pomocą modelowania równań strukturalnych (SEM) z wykorzystaniem programów SmartPLS 4, SPSS 29 i JASP. Analizy eksploracyjne i potwierdzające czynniki (EFA/CFA) oceniły model pomiarowy poprzez zastosowanie ekstrakcji maksymalnego prawdopodobieństwa z rotacją varimax. EFA potwierdziła solidną strukturę trójczynnikową (obciążenia > 0,40), podczas gdy CFA początkowo wykazała nieoptymalne dopasowanie (CFI = 0,79, TLI = 0,779). Po modyfikacji wskaźniki dopasowania uległy poprawie, potwierdzając mediację OC między SM a OP. Wyniki podkreślają kluczową rolę OC w poprawie wyników MŚP poprzez praktyki SM, kładąc nacisk na dostosowanie kulturowe i jasność strategiczną. Badanie ma pewne ograniczenia, które obejmują przekrojowy charakter i regionalny zakres; sugeruje to potrzebę przeprowadzenia w przyszłości badań longitudinalnych i szerszej walidacji geograficznej. Badanie wnosi wkład poprzez empiryczne przetestowanie tych konstruktów w MŚP, oferując praktyczne wskazówki dla menedżerów dotyczące wykorzystania strategii opartych na kulturze w warunkach ograniczonych zasobów.

5

Perception of appreciative inquiry in managerial relations in polish organizations

Sułkowski Łukasz, Wójcik-Chodorowska Joanna, Seliga Robert

Polish Journal of Management Studies

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2025

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Vol. 32, No. 1

196--211

EN

This article makes an innovative contribution to research on organisational behaviour by analysing the perception and functioning of appreciative discourse in everyday professional practice. The theoretical approach is based on humanistic and positive psychology and on the main assumptions of appreciative discourse, which focus on recognising and reinforcing what works well in an organisation rather than focusing on shortcomings and problems. The starting point was the individual experiences of employees related to being appreciated. Practices of appreciation rooted in organisational culture were analysed: how they are expressed, in what circumstances they occur, and what meaning participants in professional life attach to them. The study was conducted using a qualitative method, employing semi-structured, informal interviews with people working in various sectors. The results of the study show that appreciation, regardless of its form, significantly strengthens employee motivation, increases their commitment and willingness to cooperate and share knowledge. Leaders play a key role in promoting appreciation. Through authentic and systematic practices, they strengthen the culture of recognition and influence positive relationships and employees' identification with the organisation. Furthermore, research indicates that appreciation is deeply rooted in interpersonal relationships and largely dependent on the atmosphere within the team, leadership style and the level of trust between colleagues.

PL

Artykuł wnosi nowatorski wkład w badania nad zachowaniami organizacyjnymi, analizując postrzeganie i funkcjonowanie dyskursu doceniającego w codziennej praktyce zawodowej. Podejście teoretyczne opiera się na psychologii humanistycznej i pozytywnej oraz na głównych założeniach dyskursu doceniającego, które koncentrują się na rozpoznawaniu i wzmacnianiu tego, co w organizacji działa dobrze, zamiast skupiać się na brakach i problemach. Punktem wyjścia były indywidualne doświadczenia pracowników związane z byciem docenianym. Analizowano praktyki doceniania zakorzenione w kulturze organizacyjnej: w jaki sposób są wyrażane, w jakich okolicznościach występują oraz jakie znaczenie nadają im uczestnicy życia zawodowego. Badanie przeprowadzono metodą jakościową, wykorzystując półustrukturyzowane, nieformalne wywiady z osobami pracującymi w różnych sektorach. Wyniki badań pokazują, że docenianie, niezależnie od swojej formy, znacząco wzmacnia motywację pracowników, zwiększa ich zaangażowanie oraz skłonność do współpracy i dzielenia się wiedzą. Kluczową rolę w promowaniu doceniania odgrywają liderzy, którzy poprzez autentyczne i systematyczne praktyki wzmacniają kulturę uznania oraz wpływają na pozytywne relacje i identyfikację pracowników z organizacją. Ponadto, badania wskazują, że docenianie jest głęboko zakorzenione w relacjach interpersonalnych i w dużej mierze zależne od atmosfery w zespole, stylu przywództwa oraz poziomu zaufania między współpracownikami.

6

Remote work in the Finnish Defence Forces: Employees’ experiences of changes in organisational culture

Kähkönen Tiina

Security and Defence Quarterly

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2024

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Vol. 48, No. 4

1--18

EN

This paper investigated what changes took place in the organisational culture of the Finnish Defence Forces during the COVID19 pandemic, and also afterwards when remote work has remained permanently available to staff. A total of 468 employees of the Finnish Defence Forces participated in the study by reporting their experiences of changes in organisational culture. In the analysis of qualitative data, the Gioia methodology, which classifies the data into categories and themes, was used. Remote work creates challenges for leadership, and more equality, changed management competence, and remote work management skills were expected from management. However, it would seem that the organisational culture in the Finnish Defence Forces has developed in such a way that trust within the organisation is even stronger than before. Remote work has developed the personnel’s skills in managing digital tools as well as the employer image of the Finnish Defence Forces in the eyes of their personnel. This is the first study to map employees’ experiences of remote work from the perspective of changes in organisational culture in the Finnish Defence Forces. The research provides novel information that can be utilised in developing the operations and management of organisations. The Finnish Defence Forces have taken significant steps towards a modern work community. There are still some challenges to be solved in terms of how to improve leadership of remote work. A particularly important resource in resilience to change is the trust that is manifested in the organisational culture of the Finnish Defence Forces.

7

The Role and Areas of Shaping Motivation in Leadership

Wasilewski Paweł

Logistics and Transport

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2024

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Vol. 61-62, No. 1-2

21--34

EN

The power of motivation is intrinsically linked to the action, the teaching-learning process. It concerns both the external as well as the internal sphere. It depends on the strategies adopted by the leader, but also on many other factors affecting the subordinate, which are indirectly influenced by the attitude of the leader. The motivation to act and develop is reflected in the way the subordinate sees the objectives set by the commander, as well as the tasks and the feelings experienced in relation to these tasks, which is reflected in the quality of the performance of the tasks assigned. The internal psychological forces by which we do what we do (motives) constitute certain subjective dispositions that drive people to behave in a certain way and are influenced by both internal and external factors, mainly shaped by the leader. Motivation refers to all the processes involved in experiencing a need or desire and in reducing the intensity of the need experienced, and thus occupies a very important place in the formation of effective leadership.

8

Organisational culture based on ESG standards and knowledge management - premises for implementation for the mining industry

Podobińska-Staniec Marta Urszula, Sukiennik Marta, Kęsek Marek, Oleksak Karolina

Gospodarka Surowcami Mineralnymi

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2024

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T. 40, z. 4

183--205

EN

This article aims to examine the level of ESG culture in Polish enterprises and indicate premises for implementation in the mining industry. The publication conducts a multi-criteria analysis of literature regarding companies’ approaches to ESG standards. The study focuses on shaping organisational culture by utilising knowledge management tools. The actual level of ESG culture among respondents was obtained through a survey. Survey results for individual groups are presented in comprehensive and averaged radar charts. The sample included employees from small, medium, and large companies, considering their tenure and the industry in which the enterprise operates. The pilot study enabled drawing many constructive conclusions. However, noticeable significant gaps in ESG-compliant organisational culture were observed. Companies primarily focus on their core activities, neglecting socially significant values and building additional employee bonds. Through the analysis of survey data, guidelines for implementing ESG reporting in specific areas were developed. Potential solutions to problematic issues for enterprises were also identified. The research has significant potential, and expanding the scope could directly impact the quality of reporting and the development of enterprises including entities in the mining industry.

PL

Nadrzędnym celem niniejszego artykułu jest zbadanie poziomu kultury ESG w polskich przedsiębiorstwach oraz wskazanie przesłanek wdrożeniowych dla przedsiębiorstw górniczych. Publikacja zawiera wielokryterialną analizę literatury dotyczącej podejść firm do standardów ESG oraz badanie skupiające się na kształtowaniu kultury organizacyjnej poprzez wykorzystanie narzędzi zarządzania wiedzą. W wyniku przeprowadzonego badania uzyskano poziom kultury ESG wśród respondentów. Wyniki ankiet dla poszczególnych grup są przedstawione w kompleksowych i uśrednionych wykresach radarowych. Próba obejmowała pracowników małych, średnich i dużych firm, uwzględniając ich staż oraz branżę, w której przedsiębiorstwo działa. Badanie pilotażowe umożliwiło wyciągnięcie wielu konstruktywnych wniosków. Zauważalne jednak były istotne luki w kulturze organizacyjnej zgodnej z ESG. Firmy skupiają się przede wszystkim na swoich głównych działaniach, zaniedbując społecznie istotne wartości i budowanie dodatkowych więzi z pracownikami. Poprzez analizę danych ankietowych opracowano wytyczne dotyczące wdrażania raportowania ESG w konkretnych obszarach. Zidentyfikowano również potencjalne rozwiązania problematycznych kwestii dla przedsiębiorstw. Badanie to ma znaczący potencjał, a rozszerzenie zakresu może mieć bezpośredni wpływ na jakość raportowania i rozwój przedsiębiorstw, w tym podmiotów z branży górniczej.

9

Model of the formation of work safety culture in Polish mining enterprises

Kapusta Mariusz, Bąk Patrycja, Sukiennik Marta

Archives of Mining Sciences

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2024

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Vol. 69, no. 2

253--270

EN

The article presents the results of research on the level of work safety culture, which is an important element influencing the organisational culture in mining enterprises. The article aims to measure the safety culture among managers in Polish hard coal mines. The assumed goal was achieved in the area of literature and empirical research. Research shows that the precise identification of hazards defined the thematic areas shaping safe working conditions in underground mines. The main part of the work was to survey 135 employees in 3 hard coal companies in Poland. The questionnaires were developed in cooperation with mining experts, and the 5-point Likert scale was used to evaluate individual questions. This methodological approach identified the subjective feelings and experiences of employees for building appropriate attitudes and behaviours that shape the organisational culture. The use of a culture grid enabled the creation of seven thematic groups of safety areas related to the so-called referents of organisational culture. The result of the empirical research is to propose an approach for the transformation of safety culture in the selected area for mining companies. The approach uses the organisational culture grid to shape the attitudes and behaviours of employees, which identifies and designates weak areas, defining them as unsatisfactory and unacceptable, and being the key conclusion of the research.

10

Operational resilience regarding safety and security aspects of industrial automation and control systems

Kosmowski Kazimierz T.

Safety and Reliability of Systems and Processes

|

2023

|

Summer Safety and Reliability Seminar 2023

99--116

EN

This chapter addresses selected issues concerning shaping resilience of the industrial automation and control systems (IACS). Such systems play nowadays a key role in safety and security of hazardous industrial installations and critical infrastructure networks due to a considerable attack surface. Productivity, safety, and security management is becoming now more and more challenging due to dynamic changes in business conditions, limited access to energy sources at accepted costs, adverse environment, pandemic consequences, difficulties in maintaining reliable and timely supply chains, etc. In situation of significant uncertainty and interrelated systems involved, a reasonable approach to achieve adopted goals is to elaborate a rational strategy of sustainable development to be combined with shaping resilience of relevant systems in life cycle. It concerns any organisation that governs for instance an industrial company and its manufacturing system, or a state institution responsible for critical infrastructure development. In this chapter shaping operational resilience of industrial control systems regarding basic functional safety and cybersecurity requirements is outlined.

11

Towards strategic resilience of process plants and critical infrastructure regarding functional safety and cybersecurity requirements

Kosmowski Kazimierz T.

Safety and Reliability of Systems and Processes

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2022

|

Summer Safety and Reliability Seminar 2022

117--132

EN

This chapter addresses selected issues of strategic resilience of Industry 4.0 process installations and critical infrastructure systems that are designed and operated using converged technologies OT/IT/CT (operational technology/information technology/cloud technology) for effective business management in changing and uncertain environment. Two kinds of strategic resilience are distinguished: (I) the resilience concerning business processes to be evaluated and supported applying in industrial practice, e.g., a methodology of business continuity management (BCM), and (II) the resilience related to the safety and security technologies. Selected issues of these two areas of the overall resilience are discussed in relation to current references and reports. In area (II) the resilience of industrial automation and control systems (IACS) is emphasized that includes the requirements imposed on solutions of the functional safety (FS) and cybersecurity (CS) to be designed according to the defence in depth (DinD) concept using defined protection layers (PL). Responsible tasks in abnormal and accident situations are executed by the human operators that make use of an alarm system (AS) and its interface within overall human system interface (HSI). The human error probability (HEP) for relevant human operator behaviour type is evaluated using a human cognitive reliability (HCR) model. It is concluded that the resilience engineering (RE) concept is useful, but additional research effort is needed to develop integrated approaches and tools for supporting real engineering and organisational issues of strategic resilience.

12

Influence of citizenship behaviour in the workplace on achieving organisational competitiveness

Ramalakshmi K., Ravindran K.

Polish Journal of Management Studies

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2022

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Vol. 25, No. 2

247--265

EN

This study aims to estimate the level of corporate citizenship behavior impact on organizational competitiveness. Further, the study investigates how organizational competitiveness leads to better organizational performance. This study was conducted using a descriptive research approach. The novelty of this research is that Organisational Citizenship Behaviour is studied with Organisational Performance alone which is found in the literature review. This research aims at finding the mediating effect of Organisational Competitiveness. The researcher herein used a simple random sampling technique. From the analysis, it was found that the variables considered under organizational citizenship behaviour, organizational performance and organizational competitiveness are reliable and can be considered for futuristic studies. From the analysis, it was found that Organizational Citizenship Behaviour (OCB) has a significant impact on Organizational Competitiveness. Furthermore, it was shown that organizational citizenship conduct significantly impacts organizational performance, with organizational competitiveness acting as the mediating variable. In addition to that, organizational citizenship conduct has been found to have a direct impact on the organization's performance.

PL

Niniejsze badanie ma na celu oszacowanie wpływu zachowań obywatelskich korporacji na konkurencyjność organizacji. Ponadto w badaniu zbadano, w jaki sposób konkurencyjność organizacyjna prowadzi do lepszych wyników organizacyjnych. Niniejsze badanie zostało przeprowadzone przy użyciu opisowego podejścia badawczego. Nowatorstwo tego badania polega na tym, że zachowanie obywatelskie organizacji jest badane wyłącznie na podstawie wyników organizacji, które można znaleźć w przeglądzie literatury. Badanie to ma na celu znalezienie pośredniczącego efektu konkurencyjności organizacji. Badacz zastosował tutaj prostą technikę losowego próbkowania. Na podstawie analizy stwierdzono, że zmienne brane pod uwagę w ramach zachowań obywatelskich organizacji, wydajności organizacyjnej i konkurencyjności organizacyjnej są wiarygodne i można je uwzględnić w badaniach futurystycznych. Na podstawie analizy stwierdzono, że zachowanie obywatelstwa organizacyjnego (OCB) ma istotny wpływ na konkurencyjność organizacji. Ponadto wykazano, że postawa obywatelska organizacji istotnie wpływa na wyniki organizacyjne, a konkurencyjność organizacyjna jest zmienną pośredniczącą. Ponadto stwierdzono, że postępowanie obywatelskie w organizacji ma bezpośredni wpływ na wyniki organizacji.

13

Military anthropology : specialisation frame

Boroch Robert

Wiedza Obronna

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2021

|

nr 1

63--73

EN

This article presents the research problems addressed in military anthropology. The central research hypothesis is a theoretical-cognitive problem concerning the object of cognition of military anthropology. In this sense, the two main understandings of military anthropology, American and Russian, are shown. Military anthropology develops an interest in culture as an area of struggle, competition, and combat. The article consists of three parts. The first part explains the theoretical issues and the historical development of military anthropology. The second part presents the Russian tradition in the development of that discipline. The third part presents the Polish tradition in which military anthropology is an auxiliary science of security sciences.

14

Social awareness and responsibility in context of Polish service companies

Bsoul- Kopowska Magdalena

System Safety : Human - Technical Facility - Environment

|

2021

|

Vol. 3, nr 1

268--279

EN

Companies operating on the market have to cope with a variety of crisis situations which may adversely affect their development and jeopardise the achievement of their objectives. A crisis situation may, on the one hand, have a negative impact on the development of the company, but, on the other hand, it may provide a stimulus and have a constructive effect on its functioning. One of the factors influencing the ability to function of a business, including crisis situations, is its organisational culture. Therefore, a company responding to the situation should assess the conditions both in its environment and inside it and verify the artefacts, the system of values and the main principles that are the basis for building an organisational culture. Many companies that are dealing with a crisis situation decide to undertake a conscious process of cultural transformation. However, it requires the management to take appropriate actions and the time of a crisis situation is a test for many companies – whether in such a difficult moment something can still be done with the organisational culture, or whether the entrepreneurs can only wait for its inevitable impact on the functioning of the company. The subject of this article is the impact of a crisis situation on changes occurring within the organisational culture. The study attempts to evaluate the role of organizational culture in crisis situations based on the current state of knowledge and crisis events related to COVID-19

15

Business continuity management framework for Industry 4.0 companies regarding dependability and security of ICT and ICS/SCADA system

Kosmowski Kazimierz T.

Safety and Reliability of Systems and Processes

|

2021

|

Summer Safety and Reliability Seminar 2021

249--270

EN

This chapter addresses a business continuity management (BCM) framework for the Industry 4.0 companies including the organizational and technical solutions, regarding the dependability and security of the information and telecommunication technology (ICT), and the industrial control system (ICS)/supervisory control and data acquisition (SCADA) system. These technologies and systems play nowadays important roles in modern advanced manufacturing systems and process plants due to their openness to external systems and networks using various communication channels. It gives on the one hand, some advantages in effective realization of technological and business processes, logistics and distribution of goods, but, on the other hand, makes the company assets and resources potentially vulnerable to some threats with relevant risks. The chapter outlines some ideas related to designing a business continuity management system (BCMS) based on defined processes and procedures. Such system includes planning of changes in organization/industrial company, nonconformity issues, and planning corrective actions. In a final part of this chapter the leadership importance, and staff awareness and responsibility are emphasized to create a robust and healthy corporate culture based on accepted values, properly spread among the employees. It is beneficial for shaping good organizational culture, and then safety and security culture. The BCM approach outlined in this chapter distinguishes both preventive and recovery activities regarding suggestions in selected international standards and domain publications.

16

The significance of organisational culture in the development of human capital

Gitling Maciej

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2020

|

z. 148

189--201

EN

Purpose: The chief purpose of this article was to draw attention to the importance of organisational culture as a crucial factor in human capital management. In order to achieve this goal, reports of research on the competitiveness of small and medium-sized enterprises in Poland were read, with respect to investments in human capital development. Design/methodology/approach: The literatures on management sciences, sociology of organisations and economics were also reviewed, on the basis of which a theoretical description of selected issues was made. The issues included factors shaping organisational culture and its influence on human capital development. The analysis of the literature showed that organisational culture may perform many functions in the integration and development of human resources, including the development of human capital. Organisational culture is a carrier of specific norms and values preferred by both managers and employees. Findings: Nowadays, human capital generating new quality of knowledge is recognised as a strategic factor of enterprises and the basis for their prosperity. It therefore becomes an issue of core importance for managers to effectively manage human capital in such a way that it would encourage creativity, the ability to acquire knowledge and to shape working competences. One should remember that enterprises differ in respect of ability to define, communicate and manage organisational culture. Owing to the literature review, it was found that through the study of organisational culture it is possible to create value and a competitive position of enterprises based on human capital development. Originality/value: The subject of the article may be useful for both practitioners of economic life, as well as theoreticians studying organisational culture and human capital.

17

The essence of organisational culture in a uniformed organisation – a diagnosis and the desired state

Mierzwa Danuta, Rzepecka Aleksandra

Scientific Journal of the Military University of Land Forces

|

2020

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Vol. 52, No. 3(197)

688--697

EN

The aim of the paper was to determine the type and profile of the organisational culture present in a selected uniformed organisation and to indicate the desired type of culture in light of its employees’ opinions. The methods used in the research include a critical literature review, the heuristic method, the comparative method, participant observation, as well as the quantitative method: a survey questionnaire composed according to K.S. Cameron and R.E. Quinn. An analysis of the results indicated that the dominant culture in the organisation nowadays is the hierarchy culture. However, the employees would like to see changes towards reducing the impact of the hierarchy culture in favour of formulating another type of organisational culture. Yet there is no clearly marked direction of changes in which this culture is supposed to evolve. Further insightful research is needed in this respect. Hence, it could be presumed that managing this type of organisation should not be based primarily on the hierarchy culture. Whereas there must be rules and procedures in place, it is also necessary to remember that the development of an organisation and, first and foremost, its employees, can be achieved by going beyond the established patterns.

PL

Celem artykułu było ustalenie typu i profilu występującej kultury organizacyjnej w wybranej organizacji mundurowej oraz wskazanie typu kultury pożądanej w świetle opinii pracowników. W badaniu wykorzystano metody: analizy i krytyki piśmiennictwa, heurystyczną, komparystyczną, obserwacji uczestniczącej oraz ilościową – kwestionariusz ankiety skomponowany wg K.S. Camerona i R.E. Quinna. Analiza wyników wykazała, że obecną dominującą kulturą w organizacji jest kultura hierarchii. Pracownicy jednak chcieliby, ażeby zmiany podążały w kierunku zmniejszenia oddziaływania kultury hierarchii i formułowania innego typu kultury organizacyjnej. Nie występuje jednak wyraźnie zaakcentowany kierunek zmian, w którym miałaby ta kultura ewaluować. Wymaga to dalszych pogłębionych badań. Można więc domniemywać, że zarządzanie tego typu organizacją nie powinno się głównie opierać na kulturze hierarchii. Zasady i procedury muszą obowiązywać, jednak trzeba pamiętać, że rozwój organizacji, a przede wszystkim pracowników można osiągnąć dzięki wyjściu poza przyjęte schematy.

18

Strategic Analysis of Selected Factors Shaping the Occupational Health and Safety Culture of Mining Companies in Poland, Part 2

Kapusta Mariusz, Bąk Patrycja, Sukiennik Marta

Inżynieria Mineralna

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2020

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no. 1, vol. 1

243--248

EN

This paper is a continuation of the paper published in issue 2 of the 2019 journal. It includes a further analysis of the impact of selected factors shaping the OHS culture in Polish mining companies. The first half of 2020 sees the world combating the coronavirus. In the case of operations carried out by mining companies, the virus threat must necessarily be considered. What is more, this threat becomes even more significant when the energy security of Poland is taken into account. The paper presents the results of the strategic analysis carried out for a selected group of factors that shape the OHS culture in companies.

PL

Niniejszy artykuł jest kontynuacją pracy opublikowanej w numerze 2 czasopisma z roku 2019. Zawiera dalszą część prac prowadzonych nad analizą wpływu wybranych czynników kształtujących kulturę bhp w polskich przedsiębiorstwach branży wydobywczej. Pierwsza połowa 2020 roku to walka całego świata z koronawirusem. W przypadku prac realizowanych w przedsiębiorstwach wydobywczych zagrożenie wirusem siłą rzeczy musi być uwzględnione, a co więcej zyskuje ono na sile w aspekcie bezpieczeństwa energetycznego Polski. W artykule zaprezentowano wyniki przeprowadzonej analizy strategicznej, przeprowadzonej dla wybranej grupy czynników kształtujących kulturę bhp w przedsiębiorstwach.

19

Relationship between organisational silence and employee demographic characteristics: the case of Lithuanian teachers

Jesevičiūtė-Ufartienė Laima, Brusokaitė Greta, Widelska Urszula

Engineering Management in Production and Services

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2020

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Vol. 12, no. 3

18--27

EN

Organisational development requires creative and open employees, who must feel confident to use their inventiveness and share ideas. However, some entities encounter organisational silence. The lack of research into this phenomenon in Lithuanian educational institutions encouraged the authors of the article to investigate how demographic characteristics of teachers relate to types of organisational silence. The authors used two nonparametric tests for analyses, i.e. Mann–Whitney U to study gender and Kruskal–Wallis H to investigate age and marital status. The quantitative research targeted teachers of 104 Lithuanian secondary schools. The research findings contribute to filling the knowledge gap in the topic of organisational silence in Lithuania. The enclosed demographic characteristics can help rectify the current situation in educational institutions.

20

The Contemporary Employee in the Creation of Organisational Culture in the Polish Mining Industry

Sukiennik Marta, Bąk Patrycja, Kapusta Mariusz

Inżynieria Mineralna

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2019

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R. 21, nr 1

225--230

EN

This paper describes the relationship between the employee and the organisational culture in a company. It places particular focus on the characteristics of today’s employees, resulting from the typology of current working generations and highlights the characteristic features of baby boomers, Generation X, and Generation Y. The practical part of this paper characterises employees and HR policies of two groups operating in the mining industry – Jastrzębska Spółka Węglowa SA and Lubelski Węgiel Bogdanka SA.

PL

W artykule opisano zależność występującą pomiędzy pracownikiem a kulturą organizacyjną firmy, w której on pracuje. W szczególności skupiono się na cechach dzisiejszych pracowników, wynikających z typologii pokoleń obecnie pracujących. Wskazano cechy charakterystyczne dla pokoleń baby boomer, pokolenia X i pokolenia Y. W praktycznej część pracy dokonano charakterystyki pracowników i polityki pracowniczej realizowanej w dwóch grupach działających w branży wydobywczej, Jastrzębskiej Spółce Węglowej SA oraz Lubelskim Węglu Bogdanka SA.