Wyniki wyszukiwania - BazTech

1

The role of sustainable leadership in shaping employees’ organizational commitment

Rynduch Ireneusz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

|

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.

2

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.

3

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.

4

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

|

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.

5

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.

6

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.

7

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.

8

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.

9

The impact of human resource management on irrigation and drainage management in Indonesia

Hayatuddin Khalisah, Mohmuod Asel, Ongdash Ainur O., Zonouz Seyed Saeed Asghari, Ataev Shukur-Ali

Journal of Water and Land Development

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2025

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no. 64

172--180

EN

This study investigates the impact of human resource management (HRM) practices on irrigation and drainage system performance in Indonesia. A mixed-methods approach was employed, combining quantitative surveys of 500 irrigation managers and engineers from five major islands with qualitative interviews of 50 selected participants. The research utilised stratified random sampling and conducted data collection from March to August 2023. Multiple regression analyses revealed that HRM practices explained 47.6% of the variance in system performance, with training and development emerging as the strongest predictor (β = 0.342, p < 0.001), followed by employee engagement (β = 0.295, p < 0.001). Significant regional variations were observed, with Java demonstrating consistently higher performance scores compared to other regions. Structural equation modelling indicated that organisational culture (β = 0.412) and leadership style (β = 0.376) significantly influenced HRM effectiveness. The legal and regulatory environment moderated the relationship between HRM practices and system performance (β = 0.187). The findings emphasise the critical role of contextualised training programmes and employee engagement initiatives in enhancing system efficiency. This research provides valuable insights for policymakers and managers in developing targeted strategies to improve irrigation and drainage management across Indonesia’s diverse geographical landscape.

10

ADHD u dorosłych

Ciupa Małgorzata

Forum Eksploatatora

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2025

|

Nr 4 (133)

22-24

PL

ADHD to nie tylko dziecięca nadpobudliwość. Coraz więcej dorosłych odkrywa, że ich trudności w pracy, relacjach i zarządzaniu codziennością wynikają z tej neuroatypowej cechy. W świecie pełnym bodźców, oczekiwań i zmian ADHD może stać się zarówno przeszkodą, jak i źródłem wyjątkowej kreatywności, pasji oraz empatii. Kluczem nie jest walka z własnym mózgiem, lecz poznanie jego rytmu i nauka zarządzania energią.

11

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.

12

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.

13

Determinants of human resource management risk in district public hospitals

Pawelec Grażyna, Jończyk Joanna, Buchelt Beata, Filipiak Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 201

275--288

EN

Purpose: The aim of this paper was to identify the determinants of human resources management (HRM) risk in district public hospitals (PSP) and to estimate the impact of macroenvironmental factors on HRM risk. Design/methodology/approach: The research process was carried out in two ways. Firstly, a critical analysis of the literature of an integrative nature was performed. Secondly, the empirical research used a qualitative approach using a multiple case study strategy and survey research conducted in selected PSPs. Findings: The distribution of the indicator values is characterized by relatively high left-sided skewness, which means that most of the values of this indicator have a value higher than the average. Moreover, taking into account the fact that each of the partial measures included in the construction of the Indicator-Macro was assessed on a 4-point scale, it can be concluded that this indicator has an average value at a relatively high level (2.52). Taking into account the average value of the Indicator-Macro (2.52), it can be assumed that there is a high level of influence of macroenvironmental factors on HRM risk, which confirms the truthfulness of the formulated hypothesis. Research limitations/implications: There is a need for further broad research in this problem, in order to compare different hospitals in different regions of the country. Practical implications: It was emphasized that there are difficulties in achieving the goals of public hospitals experiencing a shortage of medical staff, therefore this area should receive special care by the management staff of these entities, as well as decision-makers in the health care system. Social implications: The factors indicated by the respondents were also confirmed in the literature, where both the problem of staff shortages and the relatively low valuation of medical services have been raised for years. Therefore these factors strongly influence health care quality and should be monitored carefully. Originality/value: The obtained research results fill the theoretical gap in the identification of HRM risk determinants in organizations, with particular emphasis on district public hospitals.

14

The impact of artificial intelligence on human resource management: challenges, opportunities, and future directions

Zawada Marcin

System Safety : Human - Technical Facility - Environment

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2024

|

Vol. 6, iss. 1

239--250

EN

Artificial intelligence (AI) is fundamentally transforming human resource management (HRM) by automating processes, improving efficiency, and reshaping organizational dynamics. This study examines the multifaceted impacts of AI on HRM, focusing on its potential to enhance employee productivity and streamline operations. While AI introduces significant opportunities, including better candidate-job matching and predictive workforce analytics, it also presents challenges such as ethical concerns, potential biases, and the displacement of certain job roles. The analysis is grounded in current scientific research and practical applications, highlighting the dual role of AI as both an enabler of innovation and a source of ethical and operational dilemmas. By addressing these complexities, the study aims to provide a comprehensive perspective on how AI can be effectively integrated into HRM practices to achieve sustainable organizational growth.

15

Unleashing the Power of Green: Sustainable Success through HRM, Supply Chains, and Innovation- A Comprehensive Review of Literature

Al-Ajlouni Mahmoud Mohammad, Athamneh Mohamed Husni Ali

Management

|

2024

|

Vol. 28, no. 1

73--105

EN

The burgeoning interest in sustainable company success models has experienced significant growth in recent years. Despite certain advancements in identifying this idea and promoting sustainable practices, there needs to be more understanding of the optimal organizational architecture for developing new business models or implementing sustainability-oriented adjustments in current ones. This article aims to comprehensively analyze sustainable business models, specifically focusing on the power of green. Additionally, this article provides a research agenda for future studies that might contribute to advancing knowledge in this field. A group of empirical research papers published in reputable Scopus and WoS indexed Journals from 2018 to 2023 were chosen for this study. The selection process involved a systematic approach to categorizing and synthesizing the findings about the subject matter. Upon thoroughly examining the articles, it has been determined that sustainable success may be attained by focusing on three primary variables: Human resource management, supply chains, and innovation. This research contributes to the existing body of knowledge in green business. This study offers a framework for researchers to investigate emergent domains to attain sustainable development. Furthermore, this article presents suggestions and discussions regarding potential avenues for further research. Universities, organizations, and corporate entities can benefit from leveraging these valuable reviews to facilitate research.

16

Human resource management of economically dependent self-employed and subordinate employees

Matuszewska-Kubicz Agata, Warwas Izabela

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2023

|

z. 176

399--421

EN

Purpose: One of the significant consequences of changes in the contemporary Polish labor market is the growing importance of flexible forms of employment, including self-employment. A special type of self-employment is economically dependent self-employment (EDSE), in which the entrepreneur provides services exclusively or to a large extent to one entity in a manner similar to the performance of work under an employment relationship. The growing popularity of this type of flexible forms of relations between the employee and the employer prompted us to ask the following questions: What are the similarities and differences between organizations in terms of HRM activities with respect to EDSE and subordinate employees (SE)? Design/methodology/approach: The researchers used the data from quantitative research (CATI), conducted on a representative sample of 380 business entities from Poland. The objective of the empirical analysis was to group the organizations according to the criterion of differentiating their HRM activities in relation to EDSE and SE. Findings: The analysis allowed to distinguish three groups: ‘Traditionalists’ focusing on subordinate workers; ‘Transforming’ presenting a similar approach to EDSE and SE, with a slightly greater focus on SE, and ‘Genuinely equal’ having the same approach to EDSE and SE. The organizations mostly or to a large extent apply the principles of equality (i.e. various HRM instruments apply equally to EDSE and SE) or dedicate solutions to SE to a greater extent. Originality/value: The value of the research is to conduct extensive research on a representative sample of Polish companies on HRM in an increasingly flexible labor market. The research contributes to the growing trend of research on subordinate and economically dependent self-employed workers, extending it to HRM perspective.

17

Social responsibility in human resources management in public institutions during Covid-19 pandemic – a Smart City perspective

Zadros Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 159

501--512

EN

Purpose: The outbreak of the Covid-19 pandemic has caused a revolution in human resource management in all organizations. Particularly important from a social point of view, changes have occurred in the organization of work and human resource management (HRM) in public institutions providing services to the public. On the one hand, it was necessary to secure the work of these entities so that the continuity of their work was maintained. On the other hand, the possibility of contamination of employees had to be limited. For this reason, Smart City solutions were started to regulate contacts between employees and between employees and customers. The aim of the article is an attempt to state whether the changes introduced in the HRM process in selected city offices in Poland were an expression of social responsibility, contributed to the improvement of the quality of work of officials and customer service of these offices. Design/methodology/approach: The research allowing for this answer was carried out on the basis of the Customer Satisfaction Index (CSI) method, and the sample in the research were employees of selected city offices. Research limitations/implications: It was found that the CSI method can be used equally effectively in the satisfaction of external and internal customers. Practical and social implications: The conducted study allowed for the conclusion that the assessment of the quality of intelligent solutions related to the area of social responsibility undertaken as part of human resource management was assessed by the respondents at an average level. Originality/value: The original element of the study on the basis of which the article was prepared was the use of the CSI method to survey employee satisfaction with work based on Smart City solutions.

18

Management of engineering teams

Wolniak Radosław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 157

667--683

EN

Purpose: The aim of the paper is to analyze the methods of management in the case of engineering teams. Design/methodology/approach: Critical literature analysis. Analysis of international literature from main databases and polish literature and legal acts connecting with researched topic. Findings: The considerations presented in the publication made it possible to analyses the most important aspects of managing engineering teams. The publication draws attention to the specificity of managing engineering teams and the features that distinguish it from management in other types of organizations. In particular, it points out how to develop engineering teams in subsequent stages. The paper presents soft skills that should characterize people managing engineering teams, such as: dependability, work ethic, communication skills, community and teamwork, time management skills, goal setting, mental ability and takes direction well. The paper has a special focus on the best practices that should be followed to effectively manage engineering teams. Especially nowadays, in the era of Industry 4.0, there is a need for team management in industrial companies as well as more and more cooperation between people and machines. This kind of approach requires careful planning and management of engineering teams. The best practices presented in the publication can provide assistance to engineering teams in today's industrial enterprises wherever teamwork is necessary. Originality/value: Detailed analysis of all subjects related to the problems connected with management of engineering teams.

19

Engineering ethics - main principles

Wolniak Radosław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 155

579--594

EN

Purpose: The aim of the paper is to analyze the main principles of the usage of the engineering ethic in the enterprise. Design/methodology/approach: Critical literature analysis. Analysis of international literature from main databases and polish literature and legal acts connecting with researched topic. Findings: Engineering students should learn the concepts of engineering ethics in much the same way as they learn technical topics. As they build awareness of ethical issues related to engineering and learn about the tools available to deal with ethical dilemmas, such as codes of ethics, they should be able to extrapolate this knowledge and anticipate some of the problems that may arise. We believe that every engineer should be familiar with the basic concepts of engineering ethics in order to make proper use of ethical codes in their country and their organisation. An ethical approach to engineering can achieve better working conditions and better outcomes for all people and stakeholders of the organisation Originality/value: Detailed analysis of all subjects related to the problems connected with main principles of engineering ethic.

20

AL tools applied in HR 4.0 – research findings

Stańczyk Izabela, Stuss Magdalena M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 159

425--436

EN

Purpose: The execution of the processes of HR in organizations is closely connected with technological progress, which has a significant impact on the way of managing the work of employees. The aim of this paper is to present research relating to the identification of modern IT tools that support the processes of HR in the chosen enterprises. Design/methodology/approach: Interviews were used as a research tool, which were aimed at the employees of HR departments in 8 enterprises. Findings: As the analysis of the interviews indicates, the emerging new tools for the enhancement of the management of the work of employees are becoming more recognizable among personnel specialists and are implemented in their organizations. The inquisitiveness in this area on the part of the HR employees precedes the tools implemented (this is confirmed by the responses relating to the acquisition of information on one’s own and later presenting the propositions of their implementation in a specific organization) Research limitations/implications: The research findings illustrated in this paper constitute a pilot study for the preparation of an application for an international research project. This also gives rise to the awareness of the existing limitations in the research conducted. Practical implications: In the future, it would be worth acquiring HR information from a greater number of organizations that are differentiated in terms of sectors. Originality/value: The article deals with a relatively rare topic in the national literature – the software for HR departments was compared.