<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Purpose</title>
The purpose of this paper is to identify reasons for punishing employees, prevalent types of punishment, consequences of punishment, and the factors that determine whether employees are punished for the poor quality of products and services.
</sec>
<sec>
<title style='display:none'>Design/methodology/approach</title>
The main research method was a diagnostic survey using a questionnaire technique. A personal interview was a complementary method aimed at providing additional data and broaden the extent of research findings.
</sec>
<sec>
<title style='display:none'>Findings</title>
The conducted research shows that employees are punished mainly when some irregularities occur and are detected (someone does not respect the procedures and standards in force in a given organization). Penalties provided for in-work discipline systems are rarely used. They are supplemented by various informal punishments. As a consequence of penalties received, employees feel injustice, a lack of motivation to work, a lack of satisfaction, and an unwillingness to propose improvement actions.
</sec>
<sec>
<title style='display:none'>Originality/value</title>
The factors influencing punishment include the ability to set a quality criterion for a job appraisal, the presence of a quality criterion in a remuneration system, as well as the results of quality audits. The narrow spatial and temporal scope of the conducted research should be considered as its main limitation. The research was of a partial character, so its representativeness is rather limited. The interpretation of data obtained through interviews depends on their structure, the knowledge and skills of interviewees, and their ability to avoid bias.
</sec>
</abstract>

Punishment of employees – its causes, types, and consequences, as well as factors determining punishment for poor quality

<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Background</title>
The global work landscape has undergone a significant transformation in the aftermath of the pandemic in 2019, resulting in the widespread adoption of remote working or working from home (WFH) practices. This paradigm shift has necessitated the adaptation of business strategies and the implementation of novel remote work policies by human resources (HR) and management departments within technology companies. Nevertheless, this rapid transition in the work model has introduced a range of benefits and drawbacks that warrant careful examination in terms of their impact on efficiency, challenges, recruitment processes, training, and psychological well-being.
</sec>
<sec>
<title style='display:none'>Research aims</title>
The primary objective of this study is to investigate and comprehend the impact of remote work applications within technology companies, specifically focusing on the changes experienced by management departments, challenges, recruitment practices, communication and engagement strategies, performance evaluation methods, and training programs.
</sec>
<sec>
<title style='display:none'>Methodology</title>
The study sample comprised of nine executives/managers who were currently employed in five distinct multinational technology companies. The research approach employed was qualitative in nature, utilizing a combination of interview, document review, and observation techniques.
</sec>
<sec>
<title style='display:none'>Findings</title>
The findings reveal varied impacts of remote work on organizational functioning in technology companies. Challenges in functions, responsibilities, and employee engagement were observed. Online evaluation systems and meetings were commonly adopted. The research supports the hypothesis and emphasizes the need for adaptation and tailored approaches in remote work environments.
</sec>
</abstract>

Exploring the Remote Work Revolution: A Managerial View of the Tech Sector’s Response to the New Normal

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Background</title>
Global mindset (GM) is a relatively new concept slowly gaining the attention of researchers, and it has been heavily influenced by globalisation throughout the years. A better understanding of the term can support companies’ growth in international settings and help develop a more effective, skilled workforce. Due to the multiplicity of approaches across the literature, there is a call to systematise available knowledge on GM regarding its antecedents, outcomes, and definitions.
</sec>
<sec><title style='display:none'>Research aims</title>
The aims of this systematic literature review are to present GM and summarise the available knowledge. This article not only reviews available GM definitions but also addresses its antecedents and outcomes.
</sec>
<sec><title style='display:none'>Methodology</title>
GM literature was gathered via multiple databases (e.g., ERIC, PsycArticles, PsycINFO, Google Scholar). Two phases of review were incorporated in the process. The first one focused on including peer-reviewed texts and selecting those qualifying for further analyses. The second stage was a content analysis. Two independent judges classified text into specific categories describing the antecedents and outcomes of GM.
</sec>
<sec><title style='display:none'>Findings</title>
Systematic literature review has shown a multiplicity of GM definitions (n = 18), antecedents (n = 179), and outcomes (n = 52) of GM. As a result, a new GM definition emerged from merging the most common features of the existing ones. This, in turn, reflects a great need to keep on developing our knowledge on the subject and creating clear, applicable structures of the GM concept.
</sec>
</abstract>

Global mindset: a systematic review of the concept

<abstract>
<title style='display:none'>Abstract</title>
<sec id="j_ijcm-2021-0004_s_006">
<title style='display:none'>Background</title>
The challenge facing NGOs in most developing countries is the need to emerge as valuable forces that affect development in order to improve the living conditions of the people in several communities. Funding is necessary for the survival and development of these NGOs. Research aims: This study, therefore, sought to find out the efect of financial resource mobilisation strategies on the sustainability of NGOs in Nigeria, with particular reference to the Minna metropolis.
</sec>
<sec id="j_ijcm-2021-0004_s_007">
<title style='display:none'>Research aims</title>
The purposive sampling technique was used to select 118 staf from 50 NGOs as a sample size for the study. Three alternative hypotheses were raised to be tested at P&lt;.05 and a structured questionnaire was adopted for data collection. The data were analysed using descriptive statistics, Pearson Correlation, and the Ordinary Least Square method of estimation.</sec>
<sec id="j_ijcm-2021-0004_s_008">
<title style='display:none'>Methodology</title>
The result revealed the existence of a statistically significant and positive relationship between private contributions and the sustainability of NGOs, a positive but insignificant relationship between commercial activities and sustainability of NGOs, and an inverse relationship between government funding and sustainability of NGOs.</sec>
<sec id="j_ijcm-2021-0004_s_009">
<title style='display:none'>Findings</title>
The study established that private contributions affect the sustainability of NGOs to a very large extent; government funding does not improve the sustainability of NGOs, and commercial activities do not have a significant impact on the sustainability of NGOs. Consequently, the study recommended that management and staf of NGOs should create more awareness about their operations in order to attract better contributions from private individuals and organisations.</sec>
</abstract>

Financial Resource Mobilisation Strategies and Sustainability of Non-Governmental Organisations (NGOs): Evidence from Nigeria

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Purpose</title>
CSR strategy during the COVID-19 pandemic crisis and the recovery process emerges as a new research area in tourism and hospitality. Hence, the purpose of this study is to assess adaptations of CSR strategy during the crisis.
</sec>
<sec><title style='display:none'>Design/methodology/approach</title>
Research aims concentrate on identification of a CSR strategy framework and its adaptations during the pandemic in a selected hotel chain. A single case study, based on a content analysis of such documents as ESG strategy and reports, annual and quarterly reports, and other data, has been employed.
</sec>
<sec><title style='display:none'>Findings</title>
CSR strategy has been embedded in the corporate strategy and has been strengthened during the pandemic as the crisis has affected the company and its stakeholders. CSR strategy has been adapted to meet stakeholders’ needs, including employees, customers, communities, and environment.
</sec>
<sec><title style='display:none'>Practical implications</title>
During crisis, it is important to highlight and strengthen the company's commitment to sustainability; redirect strategy towards supporting businesses, employees, and communities; adjust the strategy to the evolving environment; provide safe tourism products; implement own sustainable and innovative programs and solutions; and prepare for recovery.
</sec>
<sec><title style='display:none'>Social implications</title>
CSR strategy contributes to sustainable tourism and is especially beneficial in a time of crisis due to the companies’ ongoing commitment towards stakeholders.
</sec>
<sec><title style='display:none'>Originality/value</title>
The value of the study lies in practical implications regarding CSR strategy in the pandemic, its adaptability potential in the crisis circumstances, and preparation for recovery. The study contributes to crisis management in the hospitality industry, and its novelty is linked to the specific context of the pandemic.
</sec>
</abstract>

CSR strategy in the hospitality industry: from the COVID-19 pandemic crisis to recovery

<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Objective</title>
The aim of this paper is to discuss the management aspect of artificial intelligence development policy by the national regulators of the 27 European Union (EU) member states. The solutions formulated by three of them—Germany, France (as a pioneers), and Poland—are analyzed in depth.
</sec>
<sec>
<title style='display:none'>Conclusions</title>
The obtained results allow us to conclude that out of 27 EU countries, only one has not yet prepared its strategic project on artificial intelligence (AI) development, while among the existing policies one can find significant differences in the approach to the matter of strategic management.
</sec>
<sec>
<title style='display:none'>Methodology</title>
The research methods used are content analysis and comparative analysis of selected source documents. In the course of the deliberations presented, key legal acts concerning the areas of AI and modern technologies are cited.
</sec>
<sec>
<title style='display:none'>Practical applications</title>
The presented work formulates a starting point for further research and directions of changes in the management of AI development policy. The attention of subsequent researchers should focus on the possibility of a detailed analysis of other documents published by EU member states, a comparison of policies of other countries across the world, and even an attempt to examine the global dimension of AI strategies.
</sec>
<sec>
<title style='display:none'>Originality</title>
The article addresses the problem of creating law only following, rather than preceding, the emergence of technological changes, the lack of systemic regulation of AI tools and mechanisms, as well as the absence of integrated forms of international cooperation with a strategic and long-term dimension.
</sec>
</abstract>

The European map of artificial intelligence development policies: a comparative analysis

<abstract>
<title style='display:none'>Abstract</title>
Banks and other financial institutions are at the forefront of digital transformation, driven by artificial intelligence technologies and accelerated by the COVID-19 pandemic. This study aims to better understand automation within Poland’s financial sector by identifying factors that influence automation levels and future expectations and by examining how the pace of automation changed during the pandemic. We analyzed data from 172 questionnaires collected from employees in the Polish financial sector in October and November 2020, along with insights on digitization from prior interviews with bank CEOs and managers. Our findings show that age, education, and firm characteristics relate to automation experience and that this experience influences employees’ views on future automation. Hence, it emphasizes the importance of demographic factors, workplace environment, and technological infrastructure in shaping experiences and expectations of automation, preparing the groundwork for future policies to manage the evolving work landscape amid technological advancements. The study improves our understanding of employees’ attitudes toward digital transformation and helps tackle the organizational roots of technological unemployment.
</abstract>

How do employees in the Polish financial sector react to automation in their workplace?

<abstract>
<title style='display:none'>Abstract</title>
The aim of the paper is drawing attention to selected challenges and prospects for the development of subdisciplinarity in the management sciences. The discussion focuses on the impact of the specific characteristics of the management sciences on the diversity of the classification of research specializations and highlights certain determinants related to the environment of the discipline in the process of subdisciplinarity development. The prospects for the development of selected new, emerging subdisciplines in the management sciences were also assessed. Based on a literature review, three research questions were formulated. The realization of the aim of the study was devoted to empirical research conducted among representatives of the scientific community in Poland and China. The results indicate that subdisciplinary diversity is shaped primarily by the dynamics and methodological diversity of the management sciences. According to the respondents, the delineation of research subdisciplines should take into account first and foremost the needs and development perspectives of business practice, be based on researchers’ preferences and scientific requirements, focus on prospective directions of scientific development, and take into account international and global trends in the development of the management sciences. Of the subdisciplines considered, informatics in management was considered the most promising. Important development prospects also open up for technology management, tourism management, and visual management studies.
</abstract>

Challenges and perspectives for the development of the management sciences subdisciplinarity

<abstract>
<title style='display:none'>Abstract</title>
The ability to manage talents is one of the most important managerial skills in the knowledge economy (GOW). The ability to recognize and manage one’s own talents is also a valuable competence. This is especially important from the perspective of changes in the labor market and the emergence of new professions that will require certain competencies. This article presents the implementation of talent management in higher education units. The main research problem is: How do higher education institutions implement talent management? The research was conducted using the case study method in the first half of 2023. The analyses indicated some attempts to manage talents among the investigated institutions’ research and teaching staff. Initiatives to implement activities among students to help them discover and develop their own potential were also reported. Conclusions: talent management motivates employees to develop and undertake activities for the institution and integrates the team. In the case of educational activities, students are able to use appropriate tools to work on their own personal development.
</abstract>

Talent management in educational institutions

<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Purpose</title>
The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and whether the form of work performed (remote vs. hybrid work) differentiates health ratings among surveyed employees in a post-pandemic reality.
</sec>
<sec>
<title style='display:none'>Methodology</title>
The study used mixed methods. The survey was empirical in nature. The survey was conducted in 2023 among 402 employees doing remote and hybrid work using the -UWES-17 tool and questions diagnosing the assessment of their own health. The research method was a diagnostic survey using an online questionnaire. In addition, 20 in-depth interviews were conducted.
</sec>
<sec>
<title style='display:none'>Findings</title>
The results indicate that the form of work performed does not differentiate health evaluation among the surveyed employees. Differences are seen only between the dimensions of engagement (vigor, dedication to work, absorption) and the components of health evaluation (health status, physical condition). A relationship was confirmed only between vigor and health status and physical condition and between the dimension of dedication and physical condition.
</sec>
<sec>
<title style='display:none'>Originality</title>
This article makes an important contribution to the field of research on the importance of employee engagement and health in flexible work arrangements (remote work and hybrid work).
</sec>
</abstract>

Work Engagement and Employee Health in the Post-Pandemic Reality

<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Purpose</title>
This article aims to explore the issue of digital well-being as a resource for achieving overall well-being at work and to assist managers in coping with technological demands during the hybrid mode of work. It describes how managers organize their work using information and communication technologies (ICT). Efforts were also made to determine the patterns of technology usage in a hybrid work environment. The level of technology acceptance, perception, and managers’ attitudes towards technological changes were also considered.
</sec>
<sec>
<title style='display:none'>Design/methodology/approach</title>
This research employs a qualitative methodology, and the thematic exploration involves scrutinizing findings obtained from 20 in-depth interviews with managers (white-collar workers) employed in large organizations in Poland and is preceded by a literature review.
</sec>
<sec>
<title style='display:none'>Findings</title>
With the increasingly prevalent model of hybrid work, the number and frequency of ICT usage by managers are also on the rise. The findings enhance our understanding of how various behavioral patterns of interaction with information technology among managers shape concentration management, perceptions of technostress, work-life balance, managers’ regeneration practices, and contribute to their digital well-being.
</sec>
<sec>
<title style='display:none'>Practical implications</title>
The results indicate the need for organizations to be more mindful of promoting sustainable ICT usage by managers, which can lead to an increase in their digital well-being and prevent the cultivation of an “always-on” culture within the organization. This approach also enables managers to constructively handle the continually increasing technological demands and technostress.
</sec>
<sec>
<title style='display:none'>Originality/value</title>
This research significantly contributes to the literature by examining how the utilization of information and communication technologies impacts the digital well-being of managers in a hybrid work environment. Without digital well-being, managers may find it challenging to achieve overall well-being at work, which can, in the long run, result in decreased productivity.
</sec>
</abstract>

Digital well-being of managers in the hybrid workplace

<abstract>
<title style='display:none'>Abstract</title>
<sec>
<title style='display:none'>Purpose</title>
This paper aims to determine variations in how different groups of stakeholders, such as top managers, HR managers, and line managers, perceive HR department effectiveness. Additionally, it explores the relation between different views on HR department effectiveness and multidimensional firm performance, encompassing proximal and distal outcomes.
</sec>
<sec>
<title style='display:none'>Design/methodology/approach</title>
The study comprised 150 Polish firms, with questionnaires collected from top managers, HR managers, and line managers within each organization. The analysis involved regression analysis and testing for two regression coefficients to confirm the hypotheses.
</sec>
<sec>
<title style='display:none'>Findings</title>
Research highlighted variations in how stakeholders perceive HR department effectiveness and its influence on organizational outcomes. Notably, top managers exhibited a strong association between HR department effectiveness and firm performance, especially concerning organizational and market performance. Surprisingly, assessments by HR managers and line managers did not display a stronger correlation with proximal outcomes, such as employee productivity and firm growth, compared to top managers, indicating a convergence in perspectives between different managerial levels.
</sec>
<sec>
<title style='display:none'>Originality/value</title>
Viewed through a managerial perspective, this paper emphasizes the significance of (dis)agreement in perceptions of HR department effectiveness at various hierarchical levels. In particular, this article enhances our knowledge of how top managers perceive HR department effectiveness, which has been relatively underexplored in prior research. Furthermore, it underscores the importance of top management as a critical stakeholder in HRM.
</sec>
</abstract>

Assessing HR department effectiveness: managerial perspective in Polish firms

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Background</title>The state sector continues to play a significant role in the development of the global economy. Proper corporate governance is crucial to ensure the positive contribution of state-owned enterprises to the efficiency of the economy and its competitiveness. Despite the increasing importance of state-owned enterprises for the development of global gross domestic product and the quality of public services provided, research on corporate governance in state-owned enterprises is not widely represented in the world literature.</sec>
<sec><title style='display:none'>Research aims</title>This article provides a bibliographic analysis of the existing scientific work on corporate governance in state-owned enterprises. The aim of the analysis is to systematise the scientific output in this field, to demonstrate the scale of interest in this subject among researchers, and to indicate the predominant directions of research, taking into account their geographical origin.</sec>
<sec><title style='display:none'>Methodology</title>This study uses a systematic literature review.</sec>
<sec><title style='display:none'>Findings</title>The results of the research show that the existing scientific work in this field is insignificant in relation to the number of state-owned enterprises operating worldwide and their importance for the development of the global economy. Research by dominant research groups from the point of view of geography has shown that there is a clear variation in the dominant direction of research on corporate governance in state-owned enterprises, which is an indication of the different interests of researchers in different geographic areas. Analysing the factors underlying the differentiation just described could provide an incentive for further empirical research in this area.</sec>
</abstract>

Corporate governance in state-owned enterprises. A systematic literature review: an international perspective

<abstract>
<title style='display:none'>Abstract</title>
<sec id="j_ijcm-2021-0002_s_003">
<title style='display:none'>Background</title>
The COVID-19 pandemic, which has affected the entire world, has driven countries into economic, social, and political uncertainty and has forced quite significant changes, especially in areas such as health, work, education, and social security. Social changes that are occurring as a result of the crisis include the restructuring of businesses and working styles and the shaping of work life along the new-normal axis. Many psychosocial risks such as conflict management, organisational relationships, communications problems, job satisfaction, stress, productivity, and performance are being redefined as the nature of jobs, job descriptions, employee competence, and ways of working are being recreated for a virtual environment. The importance of concepts related to work psychology such as loneliness, cyberloafing, digital mobbing, emotional resilience, psychological resilience, compassion, self-compassion, conscious awareness, design of habits, coping with loneliness, and coping with crisis is becoming apparent.
</sec>
<sec id="j_ijcm-2021-0002_s_004">
<title style='display:none'>Research aims</title>
The aim of this study is to examine cyberloafing and loneliness with its changing structure in terms of work psychology. In addition, the researchers and their results on cyberloafing and loneliness are discussed in terms of both sociodemographic factors and some variables of work life.
</sec>
<sec id="j_ijcm-2021-0002_s_005">
<title style='display:none'>Methodology</title>
The research method of critical analysis of literature on the subject of cyberloafing and loneliness was applied in this study. Common findings of secondary research were used in terms of work psychology.
</sec>
<sec id="j_ijcm-2021-0002_s_006">
<title style='display:none'>Findings</title>
The concepts of loneliness and cyberloafing, which have been evaluated in relation to different sociodemographic and work-life factors and whose mutual relations have been the subject of a very limited number of studies, are examined more intensively in the context of personal and organisational factors applicable to the technology-intensive future.
</sec>
</abstract>

Loneliness and Cyberloafing in the Time of COVID-19: A Psychological Perspective

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International Journal of Contemporary Management

Journal of the Jagiellonian University in Krakow

 The International Journal of Contemporary Management (IJCM) aims to contribute to the development of research, new insights and the challenges to current thinking around the field...

MNiSW

 The International Journal of Contemporary Management (IJCM) aims to contribute to the development of research, new insights and the...

International Journal of Contemporary Management

Journal of the Jagiellonian University in Krakow

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