Wyniki wyszukiwania - BazTech

1

Work-life balance and its impact on Generation Z’s motivation to pursue employment – part II

Barcik Agnieszka, Dziwiński Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 222

23--35

EN

Purpose: Determining and discussing various aspects for employment motivation among younger generation. Design/methodology/approach: The research method used in the paper is mainly a standardized survey conducted on the basis of a questionnaire containing closed and open questions carried out among representatives of the examined generation. The research process was also accompanied by analysis of source documentation. Findings: Research results verify research hypotheses formulated on basis of the paper’s objectives, enabling general conclusions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account a larger number of respondents. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the management staff and employers in terms of human resources management and employment policy. Social implications: Building awareness of generational change in the process of managing employment policy. Originality/value: The paper has cognitive value for the development of knowledge, science and quality in terms of employment policy.

2

Work-life balance and its impact on Generation Z’s motivation to pursue employment – part I

Barcik Agnieszka, Dziwiński Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 222

9--22

EN

Purpose: Determining and discussing various aspects for employment motivation among younger generation. Design/methodology/approach: The research method used in the paper is mainly a standardized survey conducted on the basis of a questionnaire containing closed and open questions carried out among representatives of the examined generation. The research process was also accompanied by analysis of source documentation. Findings: Research results verify research hypotheses formulated on basis of the paper’s objectives, enabling general conclusions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account a larger number of respondents. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the management staff and employers in terms of human resources management and employment policy. Social implications: Building awareness of generational change in the process of managing employment policy. Originality/value: The paper has cognitive value for the development of knowledge, science and quality in terms of employment policy.

3

The role of sustainable leadership in shaping employees’ organizational commitment

Rynduch Ireneusz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 227

325--335

EN

Purpose: The purpose of this paper is to explore the theoretical relationship between sustainable leadership and employees’ organizational commitment. The article aims to identify key leadership practices that support long-term employee attachment to organizations, particularly in the context of contemporary challenges such as digital transformation, generational diversity, and evolving labor market expectations. Design/methodology/approach: This is a conceptual paper based on an integrative literature review. It synthesizes theoretical contributions in the areas of sustainable leadership and organizational commitment. The approach combines Avery and Bergsteiner’s (2011) model of sustainable leadership with Meyer and Allen’s (1991) three-component model of organizational commitment. The analysis focuses on the alignment between leadership behaviors and factors fostering affective, continuance, and normative commitment. Findings: The paper identifies that sustainable leadership can positively influence organizational commitment by creating a supportive work environment, enhancing trust, and fostering a sense of purpose. Leadership practices such as participatory decision-making, transparent communication, and long-term employee development contribute to building loyalty and reducing turnover. Research limitations/implications: As a theoretical study, the paper does not include empirical validation. Future research should examine the relationship between sustainable leadership practices and organizational commitment through quantitative and qualitative methods. The need to explore sectoral differences and the impact of technological change is also emphasized. Practical implications: The article provides practical guidance for managers and HR professionals aiming to increase employee retention and engagement. It highlights the importance of leadership strategies that balance economic, social, and environmental objectives in human resource management. Social implications: Sustainable leadership may support employee well-being, foster ethical organizational cultures, and promote socially responsible practices. It can contribute to aligning organizational goals with societal and environmental expectations. Originality/value: This paper offers a novel theoretical contribution by linking sustainable leadership with the multidimensional concept of organizational commitment. It provides a foundation for future empirical research and practical applications in leadership development and strategic HR management.

4

The evolution of the HR function - from tradition to modernity

Stuss Magdalena M., Zwiech Patrycja, Sánchez Teba Eva M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 227

395--409

EN

Purpose: The aim of this article was to present the results of a study of the degree of interest in the latest concepts in the HR function in research: the evolutionary change from the HR 4.0 concept to the HR 5.0 concept. Design/methodology/approach: The study used methods of a systematic literature review conducted using VOSviewer software and content analysis using MAXQDA 2024 software in accordance with the described research methodology. Findings: In the conducted literature research, one can observe an analysis of the relationship between the HR function and Industry 5.0, hence the considerable interest in the HR 5.0 concept. Many of the texts describe the evolution from the HR 4.0 concept to HR 5.0. Undoubtedly, the most important issue, to which a significant part of the examined references was devoted, is the possibility of using artificial intelligence in HR processes. Research limitations/implications: The limitation of the presented results is the exclusive use of the Scopus database and its algorithms to collect references, which were then diagnosed according to the methodology of a systematic literature review. Originality/value: The conducted research involved an innovative assessment of the literature on HR 4.0 and HR 5.0 concepts using an IT program for qualitative data analysis.

5

Personal development of university teachers as a factor in preventing professional burnout in the perspective of staff management

Łukasik Joanna M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 215

343--353

EN

Purpose: the article focuses on activities implemented as part of the Regional Initiative of Excellence (RID, Regionalna Inicjatywa Doskonałości) project for supporting academic staff development in one of the universities in southern Poland. One of the project goals is to identify the needs of university staff members, especially their self-realization needs in the context of supporting their well-being and satisfaction from work and personal life. Design/methodology/approach: the goal of the article is to present assumptions and implementation of one of the tasks within the RID project, namely, innovative activities to strengthen the human potential by completing specific tasks designed as a response to the staff members’ individual needs. Findings: the main findings derived from the analysis concern the following issues: (1) Recognition of Personal Development Needs; (2) Burnout Prevention through Self-Care; (3) Correlation between Personal and Professional Development; (4) Sustained Organizational Impact; (5) Innovative Practices and Future Plans. Originality/value: both individually targeted activities and system solutions introduced to the university structure, involving support, development and psychological assistance in crises, are presented.

6

Innovation and competences of employees in the conditions of sustainable development as a new perspective in human resources management

Bojewska Barbara

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 225

19--35

EN

Purpose: The aim of the study is to present the significance and determinants of innovation in human resources management, with particular emphasis on the importance of competencies in striving for sustainable development of enterprises, which constitutes a new perspective in human resources management and in the functioning and development of modern enterprises. Design/methodology/approach: In the theoretical part, the literature on the subject was analyzed. In order to answer the research questions, the diagnostic survey method was used (research technique: survey). Results: The conducted research was based on defining the essence of human resources management in the context of sustainable development. The significance and conditions of innovation in this area were indicated, with particular emphasis on the significance of competences in the digital economy in striving for sustainable development. Key competencies were identified and the level of their acquisition in the small and medium-sized enterprises studied was assessed. It was assumed that the most important determinant of the innovativeness of enterprises are key competencies, which are shaped by actions taken in the area of human resources management in the conditions of sustainable development, which also has an impact on innovative activities in the personnel area. Research limitations/implications: The results obtained during the empirical research are definitely survey-based and cannot be transferred to the entire population of small and mediumsized enterprises operating on the Polish market. It is planned to expand the research in the future to include a larger, more diverse research sample. Practical implications: The research results and conclusions constitute implications for the development of competencies appropriately adapted to management challenges in the context of environmental changes. Key competencies constitute a condition for innovation in the personnel area in pursuit of sustainable development, which in turn determines the innovativeness of the company adapting to changes in the environment (sustainable development, digitalization). Originality/value: The article shows the importance of competences and innovations in human resources management in striving for sustainable development of enterprises, which constitutes a new perspective on the functioning and development of modern enterprises, including SMEs.

7

Human resources management in automotive supply chains in the time of the fourth industrial revolution

Stawiarska Ewa, Kania Mateusz, Górecki Kamil

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 225

571--601

EN

Purpose: The purpose of this paper is to explore the challenges and opportunities of managing a multi-generational workforce within cooperative enterprises undergoing digital transformation. The research aims to identify universal principles and suitable management methods that can be applied in organisations operating in the context of technological change, especially within the automotive supply chain. Special attention is given to bridging the digital competence gap among older employees and enhancing the relational competencies of younger generations. Design/methodology/approach: This study adopts a mixed-methods approach combining literature review and empirical research. The theoretical framework is grounded in contemporary human resource management theories, generational theory, and digital transformation literature. The empirical part includes qualitative and quantitative analysis focused on multigenerational workforces across different levels of the automotive supply chain. The study identifies digital competence disparities and investigates how tailored management methods can address generational differences in digital skills and workplace expectations. Findings: The research revealed significant differences in digital competences across generations, with older employees often facing challenges in adapting to new technologies, while younger employees demonstrate lower levels of relational and organisational loyalty. The findings suggest that successful human resource management in this context requires adaptive leadership, personalised development strategies, and intergenerational knowledgesharing practices. The study provides a set of recommended management instruments aimed at enhancing digital inclusion and intergenerational cooperation. Research limitations/implications: This research is limited in its scope to cooperative enterprises, primarily within the automotive sector, and may not fully generalise to other industries. Further research could expand the study to include non-cooperative or global corporations and apply longitudinal methods to assess the long-term effectiveness of the proposed management practices. Practical implications: The study offers practical recommendations for managers of cooperative organisations on how to adapt HR practices to the needs of multigenerational teams. This includes designing training programs tailored to age-specific needs, promoting digital mentoring, and creating inclusive organisational cultures. The results can contribute to increased employee satisfaction, productivity, and reduced generational conflict in digitally transforming workplaces. Social implications: The paper highlights the importance of inclusive digital transformation and intergenerational solidarity in the workplace. By fostering mutual understanding and reducing digital exclusion among older employees, the research supports broader social goals such as social cohesion, active ageing, and responsible digital development. These practices can inform policies on workforce inclusion and generational equity. Originality/value: This paper provides original insights into the intersection of generational diversity, digital transformation, and cooperative enterprise management. It offers a unique perspective by addressing management practices specifically tailored for multi-generational teams within cooperative structures and supply chains, contributing to both academic literature and managerial practice. The paper is intended for HR professionals, cooperative managers, policymakers, and scholars in organisational studies.

8

Experiencing inclusion by the Generation Z - opportunities and threats

Winnicka-Wejs Alicja

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 227

575--585

EN

Purpose: The article was written within the framework of the research task of the project “Quality and risk of employee experience management under conditions of sustainable development”. Methodology: A self-survey was conducted among working people of Generation Z regarding their experience of inclusion in the workplace. Using the Climate for Inclusion Scale, their perception of inclusion in the area of employment and integration of differences was diagnosed. Their dominant positive modules of experiences were established. Findings: Inclusive workplaces determine employee experience. The majority of respondents perceived their workplaces as inclusive, viewing the climate of inclusion in the areas of employment and integration of differences positively. They rated highest the companies' commitment to hiring a diverse workforce and meeting individual employee needs through flexible benefit programs. Intergroup relations in companies characterized by respect and trust scored the highest. The majority of respondents experienced workplace inclusion positively in all modules, where the sensory module was dominant, followed by the social and emotional ones. Half of those surveyed valued inclusion and diversity in the workplace as the most important. Opportunities included broadening mind by sharing different experiences, increased awareness and understanding of others, greater commitment to work, loyalty, and countering stereotyping. The main threat of inclusion in organizations was seen as promoting people not on the basis of competence, results obtained but belonging to a particular minority group in order to meet certain Inclusion & Diversity metrics. Research limitations: The study was ad hoc and exploratory in nature. Due to the small size of the study group, it is not possible to generalize the results. Practical implications: The research findings may be useful for anyone interested in adopting a new perspective on the management of Generation Z employees, based on experience economics. Social implications: It influences modern human resource management practices in organizations. Originality: It builds awareness of the sensory, emotional, intellectual, behavioral, relational experiences of Generation Z employees regarding inclusion.

9

Demographic changes as a challenge for managers

Jarecki Wojciech

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 226

415--425

EN

Purpose: The first aim of the article is to demonstrate that demographic changes will force the need to employ older people, and the second is to indicate, based on the literature on the subject and own research, the benefits and risks of employing people of different ages, especially employing older people. Design/methodology/approach: The research presented in this article was carried out based on an analysis of literature in the area of demography, the labor market, and human resources management. Findings: In many countries, including Poland, for several decades now, there have been unfavourable demographic changes, consisting of a decrease in the birth rate. They result in changes in the population structure. In Poland, there are more and more people in the postproductive age, fewer and fewer in the productive and pre-productive age. This causes the need for changes in both the policy related to the labour market, but also poses a challenge for managers, who must modify the way of managing human resources, taking into account the employment and work of increasingly older people. This causes the need to modify the methods of recruitment, assessment, motivation, and development. Research limitations/implications: In the future, research will be conducted directly in companies regarding expectations regarding the competences of older employees and their employment conditions. Practical implications: There is a need for research on the possibilities and conditions of employment and work of older people, on modifying the elements of human resources management adapted to people of different ages. Originality/value: presenting data on the size of the decline in labour supply, indicating the benefits of employing people of different ages.

10

Artifical Inteligence in HR processes

Smarżewska Daria

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 217

523--536

EN

Purpose: The purpose of the publication was to identify and assess the potential and actual state of artificial intelligence (AI) tools used in HR processes within large and medium-sized enterprises. Design/methodology/approach: The research problems were formulated as the following questions: 1) In which HR processes do enterprises utilize artificial intelligence? 2) What are the primary barriers associated with the use (or lack thereof) of artificial intelligence in HR processes within enterprises? The research employed a qualitative method-individual in-depth interviews (IDIs). The sample was purposefully selected and included employees, managers, and HR department directors. Data collection was conducted using a custom-designed interview guide. Findings: The study revealed that AI is applied in processes such as recruitment, report generation, administrative task automation, and content creation. The benefits of AI implementation primarily include time savings and improved quality of analyses. However, a significant portion of respondents does not use AI due to barriers such as high implementation costs, lack of competencies, and concerns regarding data security. Employee resistance to change and automation also represents a significant challenge. Research limitations/implications: The study covers large and medium-sized enterprises. Future research should involve quantitative analyses and examine industry- and sector-specific differences in AI implementation within HR processes. Practical implications: The article can serve as a source of knowledge for managers and HR department staff, helping them identify processes where AI can deliver the greatest benefits. The research findings can support the planning of AI implementation strategies and the mitigation of technological and organizational barriers. Social implications: The implementation of AI in HR processes can influence employees' quality of life by automating repetitive tasks, thereby allowing a focus on more valuable and creative activities. At the same time, concerns related to data privacy and the risk of job displacement due to automation should be considered. Originality/value: The article presents original research on the application of artificial intelligence in HR processes. It addresses critical issues related to the benefits, barriers, and future directions for AI implementation in human resource management.

11

AI meets HR - systematic review of implementation and operational barriers

Wójcik Mirosław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 224

643--660

EN

Purpose: This paper aims to explore the main barriers to the adoption and practical functioning of artificial intelligence in HRM. The goal is to provide a structured, multidimensional understanding of the challenges organizations face when implementing AI in HR processes. Design/methodology/approach: The study is based on a systematic literature review of 24 peer-reviewed academic publications from 2020 to 2024. A thematic analysis was employed to identify and categorize barriers, drawing from empirical and conceptual research across different sectors and regions. Findings: The review reveals a complex landscape of barriers spanning psychological, social, organizational, technological, and legal domains. These include lack of digital competencies among HR professionals, poor data quality, resistance to change, low trust in algorithmic systems, and ethical concerns. The findings highlight that AI implementation requires organizational and cultural transformation. Research limitations/implications: The findings are limited by the scope and diversity of the selected literature, which is predominantly English-language and spans various contexts. Practical implications: For successful AI adoption in HR, organizations must invest in digital and analytical skill development, ensure data quality, promote transparency and explainability in AI systems, and actively involve stakeholders in the implementation process. Social implications: The integration of AI into HRM carries significant social implications, particularly regarding fairness, employee autonomy, and workplace relationships. Algorithmic bias may reinforce existing inequalities, while the automation of human-centric processes risks dehumanizing HR practices. Additionally, concerns about privacy, surveillance, and job insecurity can lead to resistance and technostress among employees. Originality/value: This paper contributes a synthesized and structured analysis of current academic insights on AI-related challenges in HRM. It offers a foundation for evidence-based strategies, highlights research gaps, and encourages a systemic, human-centred approach to digital transformation in HR.

12

A bibliometric analysis of the theory of digitalization of human resource management proceceses

Gajowiak Marta, Włodarkiewicz-Klimek Hanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 218

183--200

EN

Purpose: The aim of the study is to analyse the existing scientific literature on the digitalization of human resource management processes to identify the most researched topics, gaps in the literature and key research and technology trends that can inform future research in this area. Design/methodology/approach: A systematic literature review is a suitable method for exploring interest in the topic of digitalization of HR processes and the emergence of possible HR process models, as it allows for a comprehensive examination and synthesis of existing knowledge in this area, identifying key aspects, methods and research gaps. Findings: This study highlights key links between the digitization of HR processes and key management theories and practices, identifying important trends, influential publications and emerging research gaps. Through a comprehensive bibliometric analysis, the study not only approximates the current state of knowledge in HR digitization but also provides valuable insights for future research on modern and sustainable HR management practices. Research limitations/implications: The database queries were restricted to articles published in English for 2018 up to 2024. Although the topic is frequently raised at conferences and widely discussed, there is still a lack of scientific research, as evidenced by the small number of articles in relation to the number of papers given. Originality/value: The findings reveal that digital transformation encompasses advanced recruitment technologies, HR analytics, and the development of digital competencies, all of which are crucial for organizational success in a rapidly evolving environment. The study highlights the COVID-19 pandemic's role as a catalyst for remote work and e-recruitment, emphasizing the need for organizations to adapt quickly to new operational models. Three thematic clusters were identified: the strategic integration of digital technologies, the impact on HRM processes, and the adaptation of competencies in response to technological changes. This article contributes to the field by synthesizing existing models, addressing gaps, and proposing future research directions that focus on advanced technologies, employee well- being, and organizational culture transformation.

13

HRM Practices Effectiveness Model – example of COVID-19 oriented HRM practices implementation

Bieńkowska Agnieszka, Tworek Katarzyna, Zabłocka-Kluczka Anna

Management

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2025

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Vol. 29, no. 1

215--238

EN

This study aims to develop and empirically validate the HRM Practices Effectiveness Model, based on the example of COVID-19-specific HRM practices. The research evaluates their impact on job and organizational performance, emphasizing the mediating role of job performance and the moderating effect of crisis severity. The COVID-19 pandemic, a Black Swan event, was used as the example, as it challenged traditional Human Resource Management (HRM) practices, necessitating innovative approaches to ensure organizational survival and performance. A survey-based empirical study was conducted among 378 organizations operating in Poland using the CAWI method. The research employed statistical techniques, including mediation and moderated regression analysis, to test hypotheses. The analysis confirmed the mediating role of job performance in the relationship between COVID-19-oriented HRM practices and organizational performance, allowing to indicate the HRM Practices Effectiveness Model based on COVID-19 example. Additionally, the severity of the COVID-19 pandemic significantly moderated this relationship, with stronger impacts observed under more severe crisis conditions.

14

The impact of perception of organizational justice on employee attitude and behaviour

Zwiech Patrycja

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

671--680

EN

Purpose: The aim of this paper is to present the impact of employees’ perception of distributive, procedural, interpersonal and informational justice on their behaviour and attitude in a workplace. Design/methodology/approach: The paper is theoretical and cognitive, grounded in an extensive literature review encompassing theoretical, review, and empirical studies on the impact of perception of justice on employee attitude. Findings: Human resources management must take into account employees’ perception of: distributive, procedural, interpersonal and informational justice that refer to decisions taken by companies towards employees and results that come from these decisions, because this perception influences the behaviours and attitudes in a workplace. Practical implications: This research will allow a better understanding of human behaviour in the context of work. Perception of justice by employees influences behaviours and attitudes in a workplace and these behaviours and attitudes directly translate onto companies’ financial results. Social implications: The research shows how perception of organizational justice may psychologically impact individuals so that they demonstrate positive behaviours (greater satisfaction from work and organizational engagement) or so that they do not demonstrate dysfunctional behaviours (retaliatory behaviour). Originality/value: The research has shown that perception of organizational justice (distributive, procedural, interpersonal and informational) has an impact on employees’ attitudes and behaviours in a workplace. This research is addressed to persons who hold managerial positions and those managing people’s teams, to HR specialists and persons who implement human resources management systems in companies.

15

Psychological determinants of efficiency loss: attachment styles and burnout

Dyląg Anna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 200

69--82

EN

Purpose: The aim of this article is to present the documented relationships between individual attachment styles reported by adults, and job burnout defined as a syndrome of work efficiency loss. In addition to highlighting the role of childhood patterns and their impact on adult professional life, the article also discusses direction of practical use of this interdisciplinary framework in the field of HR. Design/methodology/approach: The study of the literature and research findings related to the theory of attachment and its correlates with burnout, as well as the study of the current reports on burnout scale, definition and legal regulations. Findings: Evaluation of the research findings revealed the gap in theoretical knowledge and practical application of the attachment concept in organizations, especially with regard to Polish workplaces and burnout problem. Research limitations/implications: Application of attachment concept in burnout research may require a dedicated tool with reference to work setting, as proposed by Leier et al., 2015. Practical implications: The article promotes interdisciplinary approach, also with possibility of use in multicultural work settings; introduces a relatively new framework for stress/burnout intervention and prevention aimed at increasing quality of social environment and support systems. Research on the relationship between attachment style and occupational burnout has implications for HRM. Understanding employees' attachment types can assist organizations in adapting stress management and burnout prevention strategies by creating a supportive work environment, attentive recruitment and leadership, adjusting coaching and mentoring techniques, and promoting autonomy and extensive support for employees. Social implications: In the face of currently observed burnout scale, both in Poland and globally, it is crucial to undertake actions toward reducing its spread. Building employees’ awareness and stress resilience through better self-knowledge and modification of less effective operational models (i.e. non-secure attachment style), may be valuable for employees and managers. Research on relationship between attachment styles and burnout also provides a solid basis for organizational level interventions, as a better care and investments in more balanced and harmonious work environments. Originality/value: Application of the psychological concept of attachment style typology to the field of work psychology, especially in Polish context; identification of the possible areas of implementation with the use of HR tools in reducing burnout.

16

Methods of managing multigenerational human resources in the era of the fourth industrial revolution

Stawiarska Ewa, Klasa Zuzanna, Wons Julia

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 203

489--505

EN

Purpose: The article presents a literature review of management methods (applicable to multi- generational work environments of enterprises remaining in constant digital transformation). The primary objective of the literature research was to identify universal principles for methods of managing a multigenerational workforce of digitalizing enterprises and to point out the generational diversity that must be taken into account by a manager using the selected methods. Results: Special attention was paid to recommending management methods and instruments that compensate for digital competence gaps in older generations and relational gaps in younger generations. Practical implications: The results of the research highlighted the integrative role of managers in organizations where employees come from different generations. The findings underscore the importance of each employee having a sense of his or her place in the organization. The results are an inspiration for managers to appreciate the value of multi-generational personnel in the era of Industry 4.0. Social implications: Modern management in a multi-generational work environment poses numerous challenges for managers, but also opens up new opportunities. A key aspect is the adaptation of management methods to the specifics and expectations of different age groups in the era of the fourth industrial revolution. Originality/value: The addressee of the work is the manager of a company with multi- generational employees. The novelty of the consideration is the formulation of recommendations that serve managers of companies undergoing digital transformation to adapt to the requirements of Industry 4.0.

17

Inclusive onboarding process and the specific organizational culture - a theoretical outline of the problem

Szeluga-Romańska Marta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 200

495--503

EN

Purpose: The aim of this article is to indicate to what extent an organization hiring new employees is able to prepare an individualized, inclusive onboarding process for a diverse workforce; to what extent is it necessary, and to what extent is it possible, so that each new employee efficiently find themselves in the new workplace, but also has the feeling that the organization wants to use their potential and talents. Design/methodology/approach: The objectives are achieved by the analysis of existing scientific literature and research. The theoretical scope is to discuss the possibilities of introducing organizational culture efficiently during the process of onboarding and still make the process inclusive. Findings: It was found that to make the newcomer become truly included in the organization and connected to its social life it is necessary for the organization to pay attention to all four phases and prepare practical solutions to: compliance, clarity, culture and then connection. Practical implications: The implications for business comprise two ideas how to prepare inclusive onboarding in the organisations. Originality/value: The paper is addressed to HR specialists (practitioners) and also to researchers to check in practice the proposed approach.

18

Ergonomic study and analysis of workstation in a manufacturing enterprise

Goździewska-Nowicka Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 199

175--188

EN

Purpose: The purpose of this article is to present the essence of ergonomics in the position of an assembler in a manufacturing company. Ergonomics is often marginalized in enterprises and its great impact on employee productivity and task satisfaction is overlooked. The purpose of the study was to analyze working conditions and propose ergonomic solutions. Physical strain, mental strain, environmental working conditions and the monotony found at the workplace were analyzed in detail. Design/methodology/approach: All ten employees of the assembly department were surveyed. It should be emphasized that before any changes were implemented, the assemblers' material work environment, working conditions and task loads during the work shift were examined. The following research methods were used: Participatory observation, OWAS method, Chronometry, Lehmann chronometric-tabulation method. Findings: According to production records, before the introduction of ergonomic recommendations, an average of 748 pieces were made at the surveyed workstations during one shift. One month after the introduction of ergonomic solutions, the daily norms were re-examined and on average the number of products made, during one work shift, increased by 3%, or about 22 pieces. Ergonomics also positively affects the company's bottom line. Research limitations/implications: The implementation of ergonomic research is very time- consuming. Observation of employees, making chronometry, analysis of the material environment. All this makes the execution of such a research project take a very long time. Practical implications: All the economic benefits that any company can see through the implementation of ergonomic solutions, undoubtedly the strengths of these measures are the improvement of employee safety, the reduction of workplace accidents, the minimization of health ailments associated with improper working conditions, increased job satisfaction, less work fatigue, and the reduction of the uniformity of the work process. Social implications: It is extremely necessary in order to make appropriate modifications to workstations based on the data obtained. After all, this will ensure that employees work safely, efficiently and with the least possible biological cost. Originality/value: A new element for sure is to look at the essence of ergonomics in manufacturing companies.

19

Empowerment and organisational values

Syrytczyk Katarzyna Wiktoria, Stańczyk Izabela

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 199

579--589

EN

Purpose: The main purpose of this paper is to present the relationships between empowerment and organisational values. Design/methodology/approach: The paper comprises both a theoretical part, which includes a critical analysis of the literature, and a research part. The research is based on a survey questionnaire originally designed by the researchers, with questions developed from a literature review. Findings: The results of a study verify respondents' understanding of the concept of empowerment within the realm of management. The study looked into practices indicating the existence of empowerment in work teams and aimed to identify relationships between empowerment and organisational values. Research limitations/implications: Future research could be conducted with a larger sample across various industries. It is also recommended to pursue further in-depth qualitative research. Practical implications: The practical implication of this study is to assist organisations in developing employee motivation systems that are closely aligned with organisational values. Originality/value: The paper reveals new aspects, providing a foundation for the development of a synthetic tool to support future research in this field. Additionally, this paper has a cognitive value for managers.

20

Employee onboarding in human resources processes

Rogozińska-Pawełczyk Anna, Jankowski Łukasz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 199

535--550

EN

Purpose: In today's dynamic business environment, the ability to build a competitive advantage is highly important. This can be achieved by employing high-quality specialists. After signing an employment contract, it is also crucial to introduce the new employee to their duties and conduct an acclimatization process to retain the employee and fully utilize their competencies and skills. The onboarding process is designed to help integrate the employee into the company. The purpose of this paper is to analyze the understanding of the concept of onboarding by HR specialists and to diagnose their business expectations regarding a properly conducted onboarding process in the organization. Design/methodology/approach: The research objectives were achieved through a literature review and in-depth individual interviews (IDI) that were partially structured. This approach provided a comprehensive understanding of the theoretical and practical aspects of onboarding. Findings: The results of the research allowed for an updated definition of onboarding and a synthetic analysis of its understanding between scientific sources and the perceptions of HR department employees. The research identified the challenges that businesses face in ensuring the onboarding process is successfully conducted. Research limitations/implications: Certain limitations exist, such as the non-random selection of the research sample and the subjective nature of the respondents. However, the authors believe that the findings provide valuable insights that can serve as a basis for further research. Practical implications: The study provides important guidelines that can inform the practice of onboarding, aiding HR departments in improving their processes to better integrate new employees and harness their full potential. Social implications: The findings could influence public attitudes towards onboarding practices and potentially shape corporate social responsibility policies, improving the quality of life for new employees by ensuring they are effectively integrated into their new work environments. Originality/value: This paper offers original scientific value by synthesizing existing definitions of onboarding from the literature and comparing them with practical approaches used by HR specialists. The insights gained are valuable to both academics and HR practitioners.