Purpose: The objective of the study was to identify the correlations among the following variables: supporting mentoring processes in a company by the superior; fulfilling the role of a mentor by the superior; and fulfilling the role of a mentor by employees versus passive and active participation in company management, people-oriented and non-people-oriented management; the possibility of frequently turning to the superior with personal problems or for help; and ease of contact between employees and the superior. Methodology: The article presents the findings of own study carried out in 2017 on a sample of 975 respondents. The study employed the subject literature critical review method and a questionnaire survey. Findings: The results show the importance of subject management and employee participation in organizations, and its meaning for the proper implementation of mentoring. Research limitation: The work may be affected by the inherent weaknesses associated with survey research which examines rather opinions and views than “hard data”. Originality : Recent mentoring research has pointed to various aspects of its success, but the mentoring process has not been studied yet in terms of the impact of the following variables: supporting mentoring processes in a company by the superior; fulfilling the role of a mentor by the superior; and fulfilling the role of a mentor by employees versus passive and active participation in company management, people-oriented and non-people-oriented management; the possibility of frequently turning to the superior with personal problems or for help; and ease of contact between employees and the superior. In addition, previous research did not take into account the use of such statistic models that were presented in this article.
{"title":"THE SIGNIFICANCE OF PEOPLE-ORIENTED MANAGEMENT AND PARTICIPATION FOR MENTORING IN ORGANIZATIONS","authors":"M. Baran, Barbara Sypniewska","doi":"10.12775/JPM.2017.128","DOIUrl":"https://doi.org/10.12775/JPM.2017.128","url":null,"abstract":"Purpose: The objective of the study was to identify the correlations among the following variables: supporting mentoring processes in a company by the superior; fulfilling the role of a mentor by the superior; and fulfilling the role of a mentor by employees versus passive and active participation in company management, people-oriented and non-people-oriented management; the possibility of frequently turning to the superior with personal problems or for help; and ease of contact between employees and the superior. Methodology: The article presents the findings of own study carried out in 2017 on a sample of 975 respondents. The study employed the subject literature critical review method and a questionnaire survey. Findings: The results show the importance of subject management and employee participation in organizations, and its meaning for the proper implementation of mentoring. Research limitation: The work may be affected by the inherent weaknesses associated with survey research which examines rather opinions and views than “hard data”. Originality : Recent mentoring research has pointed to various aspects of its success, but the mentoring process has not been studied yet in terms of the impact of the following variables: supporting mentoring processes in a company by the superior; fulfilling the role of a mentor by the superior; and fulfilling the role of a mentor by employees versus passive and active participation in company management, people-oriented and non-people-oriented management; the possibility of frequently turning to the superior with personal problems or for help; and ease of contact between employees and the superior. In addition, previous research did not take into account the use of such statistic models that were presented in this article.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"60 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131798061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The objective of this research is to study the effects of organizational culture, leadership behavior and job satisfaction on organizational commitment at the Technical Implementation Unit of Education Office in Tangerang Regency. This research used the quantitative approach with survey method. The samples of this research were 121 employees selected randomly. The data were obtained by distributing questionnaires and analyzed by using descriptive statistics and structural equation modeling (SEM) in inferential statistics. The results of the research show that: (1) organizational culture had a direct effect on employee job satisfaction, (2) organizational culture had a direct effect on employee organizational commitment, (3) leadership behavior had a direct effect on employee job satisfaction, (4) leadership behavior had a direct effect on employee organizational commitment, and (5) job satisfaction had a direct effect on employee organizational commitment. Therefore, to improve employee organizational commitment, organizational culture, leadership behavior and job satisfaction should be improved.
{"title":"THE EFFECTS OF ORGANIZATIONAL CULTURE, LEADERSHIP BEHAVIOR, AND JOB SATISFACTION ON EMPLOYEE ORGANIZATIONAL COMMITMENT","authors":"Sri Yanti, J. Dahlan","doi":"10.12775/JPM.2017.132","DOIUrl":"https://doi.org/10.12775/JPM.2017.132","url":null,"abstract":"The objective of this research is to study the effects of organizational culture, leadership behavior and job satisfaction on organizational commitment at the Technical Implementation Unit of Education Office in Tangerang Regency. This research used the quantitative approach with survey method. The samples of this research were 121 employees selected randomly. The data were obtained by distributing questionnaires and analyzed by using descriptive statistics and structural equation modeling (SEM) in inferential statistics. The results of the research show that: (1) organizational culture had a direct effect on employee job satisfaction, (2) organizational culture had a direct effect on employee organizational commitment, (3) leadership behavior had a direct effect on employee job satisfaction, (4) leadership behavior had a direct effect on employee organizational commitment, and (5) job satisfaction had a direct effect on employee organizational commitment. Therefore, to improve employee organizational commitment, organizational culture, leadership behavior and job satisfaction should be improved.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125271617","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The aim of the present study is to analyze the differences in work engagement in terms of occupational groups (teachers, nurses, physicians, policemen, telesales operators, blue collar workers, employing in accounting/finance, sales representatives, welfare services/rehabilitation, office workers in public sector, and bank and IT employees), job position (managerial and non-managerial), age, and gender in Polish sample of employees. Methodology: A cross-sectional questionnaire survey was conducted among 3186 employees representing different occupational groups. The measure was the Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). To examine differences in work engagement in terms of occupational group and age, one-way ANOVA and post-hoc tests (Tukey’s HSD) were conducted. Differences in work engagement concerning job position and gender were performed using independent samples t tests. Findings: The findings indicated that employees differ in work engagement depending on studied factors. In terms of occupational group, the most engaged are sales representatives, welfare services/rehabilitation, and teachers, and least engaged - telesales operators and blue collar workers. Older employees (+50) appeared to be more engaged than youngers, as well managers in comparison to non-managers. While women reported higher level of absorption and dedication than men, but no gender differences were observed in regard to vigor. Implications: Results show that occupational factors, as profession and job position, as well demographic ones should not be ignored in relation to work engagement. Managers, in order to increase engagement among their subordinates should pay special attention to some groups of employees in terms of age, gender, and the occupation. Originality/value : The current study extends previous research by examining occupational and demographic differences in the level of work engagement. To the best of author’s knowledge this is the first examination of this type conducted in such large sample among Polish employees.
{"title":"THE ROLE OF OCCUPATIONAL AND DEMOGRAPHIC FACTORS IN RELATION TO WORK ENGAGEMENT IN POLISH SAMPLE OF EMPLOYEES – INITIAL STUDY","authors":"M. Jaworek","doi":"10.12775/JPM.2017.130","DOIUrl":"https://doi.org/10.12775/JPM.2017.130","url":null,"abstract":"Purpose: The aim of the present study is to analyze the differences in work engagement in terms of occupational groups (teachers, nurses, physicians, policemen, telesales operators, blue collar workers, employing in accounting/finance, sales representatives, welfare services/rehabilitation, office workers in public sector, and bank and IT employees), job position (managerial and non-managerial), age, and gender in Polish sample of employees. Methodology: A cross-sectional questionnaire survey was conducted among 3186 employees representing different occupational groups. The measure was the Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). To examine differences in work engagement in terms of occupational group and age, one-way ANOVA and post-hoc tests (Tukey’s HSD) were conducted. Differences in work engagement concerning job position and gender were performed using independent samples t tests. Findings: The findings indicated that employees differ in work engagement depending on studied factors. In terms of occupational group, the most engaged are sales representatives, welfare services/rehabilitation, and teachers, and least engaged - telesales operators and blue collar workers. Older employees (+50) appeared to be more engaged than youngers, as well managers in comparison to non-managers. While women reported higher level of absorption and dedication than men, but no gender differences were observed in regard to vigor. Implications: Results show that occupational factors, as profession and job position, as well demographic ones should not be ignored in relation to work engagement. Managers, in order to increase engagement among their subordinates should pay special attention to some groups of employees in terms of age, gender, and the occupation. Originality/value : The current study extends previous research by examining occupational and demographic differences in the level of work engagement. To the best of author’s knowledge this is the first examination of this type conducted in such large sample among Polish employees.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129082654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: High employment costs caused by current legal-formal regulations in Poland are to be blamed by many entrepreneurs for the unsatisfactory dynamics of growth and development of their companies. They are also blamed for such short histories of the companies. Is that a right accusation? If yes then what impact would labour cost reduction have on growth and development of companies? This paper includes results of research on this issue. Methodology: The opinion poll was conveyed with the use of questionnaires which were given to entrepreneurs, their employees and representatives of trade unions from enterprises which exist on the area of Warmia and Masuria Voivodship, who participated in seminars that are a part of program “The exchange of good practices in CSR in machinery industry in Poland and Bulgaria”. The program was organized by Bulgarian Branch Chamber of Machine Building and Foundation “Institute of Corporate Social Responsibility in Olsztyn”. Findings: The results of the research show that labour cost reduction in enterprises would not lead to any significant changes in decision making nor it would result in activity that would enable growth and development of the company. Originality/value: The importance of this paper is to verify the thesis claimed by many entrepreneurs, that labour costs imposed by the government are too high and they prevent growth and development of their enterprises. It has been shown that the thesis is not true, and that the entrepreneurs themselves are to be blamed for lack of growth and development of their enterprises, as it is caused by lack financial liquidity which results from belated payment of due amounts and obligations which also affects continuity of their businesses.
{"title":"DETERMINANTS OF GROWTH AND DEVELOPMENT OF COMPANIES FROM ELECTRO ENGINEERING INDUSTRY","authors":"Jarosław Mioduszewski, Zygmunt Mietlewski","doi":"10.12775/JPM.2017.129","DOIUrl":"https://doi.org/10.12775/JPM.2017.129","url":null,"abstract":"Purpose: High employment costs caused by current legal-formal regulations in Poland are to be blamed by many entrepreneurs for the unsatisfactory dynamics of growth and development of their companies. They are also blamed for such short histories of the companies. Is that a right accusation? If yes then what impact would labour cost reduction have on growth and development of companies? This paper includes results of research on this issue. Methodology: The opinion poll was conveyed with the use of questionnaires which were given to entrepreneurs, their employees and representatives of trade unions from enterprises which exist on the area of Warmia and Masuria Voivodship, who participated in seminars that are a part of program “The exchange of good practices in CSR in machinery industry in Poland and Bulgaria”. The program was organized by Bulgarian Branch Chamber of Machine Building and Foundation “Institute of Corporate Social Responsibility in Olsztyn”. Findings: The results of the research show that labour cost reduction in enterprises would not lead to any significant changes in decision making nor it would result in activity that would enable growth and development of the company. Originality/value: The importance of this paper is to verify the thesis claimed by many entrepreneurs, that labour costs imposed by the government are too high and they prevent growth and development of their enterprises. It has been shown that the thesis is not true, and that the entrepreneurs themselves are to be blamed for lack of growth and development of their enterprises, as it is caused by lack financial liquidity which results from belated payment of due amounts and obligations which also affects continuity of their businesses.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"171 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132781566","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: This paper outlines the present and prospective conditions and practices of managing older employees in Poland from a performance management (PM) viewpoint. It sets out a general framework in this regard. There are very few good examples of how to manage this specific kind of workforce from a system-oriented approach. This is why a comprehensive approach is underlined in this paper. Methodology : A holistic understanding of managing employee performance is driven by a three-stage cycle consisting of planning, supporting and assessing performance. It should be tailored to older worker’s needs and be derived from age management assumptions. Findings : This paper points out that older workers are broadly found to be an underestimated workforce with a set of valuable competencies that can still keep up to date with the modern economy. However, to get more out of the workforce it is a must to join a system-based PM framework with more sophisticated managerial competencies, based on a specific mix of soft and hard skills. There are very few complex findings in the Polish literature in this regard. Implications for practice : Poland is now at the edge of introducing a new age management approach with employee performance management practices at its core. In the next 25 years it is a must for Polish companies to teach themselves how to manage the older workforce. Managing the staff in question is not just about meeting the age management guidelines, but translating the concept ideas into a real functioning performance-oriented system, to be put into practice between subordinates and their superiors at the lowest level of the organizational hierarchy. Originality/value : This paper includes proposals and suggestions for practices to be used in managing the performance of older workers, as well as indicating links between employee performance management and different HRM practices. This system-based PM approach is a must to move forward in the twenty first century.
{"title":"MANAGING OLDER WORKER’S PERFORMANCE: A CHALLENGE FOR POLISH ORGANIZATIONS","authors":"Wojciech Ulrych, Marzena Syper-Jędrzejak","doi":"10.12775/JPM.2017.127","DOIUrl":"https://doi.org/10.12775/JPM.2017.127","url":null,"abstract":"Purpose: This paper outlines the present and prospective conditions and practices of managing older employees in Poland from a performance management (PM) viewpoint. It sets out a general framework in this regard. There are very few good examples of how to manage this specific kind of workforce from a system-oriented approach. This is why a comprehensive approach is underlined in this paper. Methodology : A holistic understanding of managing employee performance is driven by a three-stage cycle consisting of planning, supporting and assessing performance. It should be tailored to older worker’s needs and be derived from age management assumptions. Findings : This paper points out that older workers are broadly found to be an underestimated workforce with a set of valuable competencies that can still keep up to date with the modern economy. However, to get more out of the workforce it is a must to join a system-based PM framework with more sophisticated managerial competencies, based on a specific mix of soft and hard skills. There are very few complex findings in the Polish literature in this regard. Implications for practice : Poland is now at the edge of introducing a new age management approach with employee performance management practices at its core. In the next 25 years it is a must for Polish companies to teach themselves how to manage the older workforce. Managing the staff in question is not just about meeting the age management guidelines, but translating the concept ideas into a real functioning performance-oriented system, to be put into practice between subordinates and their superiors at the lowest level of the organizational hierarchy. Originality/value : This paper includes proposals and suggestions for practices to be used in managing the performance of older workers, as well as indicating links between employee performance management and different HRM practices. This system-based PM approach is a must to move forward in the twenty first century.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121218653","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: Horizontal trust among lecturers at universities seems to be particularly unexplored in the literature. The main purpose of this paper is to fi ll in this gap and is an attempt to answer the question: how lecturers perceive, address and reconstruct trust in their teaching. Methodology: The data; narratives of lecturers, consists of told and written stories (N=23) collected in Finland, Hungary and the United Kingdom. Collecting multinational dataset is based on the European attempt of the harmonisation and internationalisation of education and on the cooperation of educational institutions. The narratives were analysed in two stages: first by narrative analysis and then by condensing textual data. Findings: The results argue that trust creates trusting atmosphere between lecturers. Without trust cooperation between lecturers creates tension and diff iculties. Trust creates welfare and good results for teaching. Without trust the lecturers cannot give their best to the students, colleagues and all in all to the university of the applied sciences. Trust makes it possible to change teaching methods and organisational structures at the universities of the applied sciences. Without trust working methods are difficult to develop. Trust contributes to good cooperation between lecturers and more positive results to develop academic education in Europe. Originality/value: The results of this paper are consistent with previous research, however they shed light in much more detail on horizontal trust at universities emphasizing, among others, the fact that trust impacts the organization’s success, and strengthens intra- and inter-organizational relationships.
{"title":"Horizontal trust among lecturers at the universities of applied sciences","authors":"A. Westman, D. Lewicka, Paulina Rożenek","doi":"10.12775/JPM.2017.122","DOIUrl":"https://doi.org/10.12775/JPM.2017.122","url":null,"abstract":"Purpose: Horizontal trust among lecturers at universities seems to be particularly unexplored in the literature. The main purpose of this paper is to fi ll in this gap and is an attempt to answer the question: how lecturers perceive, address and reconstruct trust in their teaching. Methodology: The data; narratives of lecturers, consists of told and written stories (N=23) collected in Finland, Hungary and the United Kingdom. Collecting multinational dataset is based on the European attempt of the harmonisation and internationalisation of education and on the cooperation of educational institutions. The narratives were analysed in two stages: first by narrative analysis and then by condensing textual data. Findings: The results argue that trust creates trusting atmosphere between lecturers. Without trust cooperation between lecturers creates tension and diff iculties. Trust creates welfare and good results for teaching. Without trust the lecturers cannot give their best to the students, colleagues and all in all to the university of the applied sciences. Trust makes it possible to change teaching methods and organisational structures at the universities of the applied sciences. Without trust working methods are difficult to develop. Trust contributes to good cooperation between lecturers and more positive results to develop academic education in Europe. Originality/value: The results of this paper are consistent with previous research, however they shed light in much more detail on horizontal trust at universities emphasizing, among others, the fact that trust impacts the organization’s success, and strengthens intra- and inter-organizational relationships.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122162251","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The article presented issues related to the competencies of successors in contemporary family firms. A particular emphasis was placed on the significance of leadership competencies in the management of the contemporary company. The author underlined the role of emotional intelligence which is an indelible part of the successors’ competencies as well as competencies related to the upbringing and socialisation. The paper also presented a profile of competencies of successors, which profi le related to those competencies that determine the effective management of the family businesses. It was elaborated on the basis of research results quoted in other researchers’ works, as well as findings of the author’s own research. Purpose: to draw the readers’ attention to the significance of competencies of successors in contemporary family firms, with a particular emphasis on the leadership competencies, emotional intelligence and competencies related to the upbringing and socialisation. Methodology: literature research, author’s own survey research related to successors competencies Findings: Those family enterprises that anticipate succession process should focus on competence profiles of their successors, while taking into consideration the role played by the competencies related to emotional intelligence. The fi ndings were confirmed by the author’s own research, where 19 competencies were selected from 33 competences grouped in 11 emotional intelligence-related competence groups; the said competencies, according to the successors, are of the key importance in the process of succession in family companies. Originality/value: Upon the analysis of the studies by the researchers cited herein, and of the results of the author’s own research related to successors competencies being a determinant for eff ective management of modern family firms, the author put an emphasis on three groups of competencies, as provided for in the profi les of competencies of successors in modern family companies.
{"title":"Competences profiles of successors in contemporary family firms","authors":"M. Dzwigol-Barosz","doi":"10.12775/JPM.2017.126","DOIUrl":"https://doi.org/10.12775/JPM.2017.126","url":null,"abstract":"The article presented issues related to the competencies of successors in contemporary family firms. A particular emphasis was placed on the significance of leadership competencies in the management of the contemporary company. The author underlined the role of emotional intelligence which is an indelible part of the successors’ competencies as well as competencies related to the upbringing and socialisation. The paper also presented a profile of competencies of successors, which profi le related to those competencies that determine the effective management of the family businesses. It was elaborated on the basis of research results quoted in other researchers’ works, as well as findings of the author’s own research. Purpose: to draw the readers’ attention to the significance of competencies of successors in contemporary family firms, with a particular emphasis on the leadership competencies, emotional intelligence and competencies related to the upbringing and socialisation. Methodology: literature research, author’s own survey research related to successors competencies Findings: Those family enterprises that anticipate succession process should focus on competence profiles of their successors, while taking into consideration the role played by the competencies related to emotional intelligence. The fi ndings were confirmed by the author’s own research, where 19 competencies were selected from 33 competences grouped in 11 emotional intelligence-related competence groups; the said competencies, according to the successors, are of the key importance in the process of succession in family companies. Originality/value: Upon the analysis of the studies by the researchers cited herein, and of the results of the author’s own research related to successors competencies being a determinant for eff ective management of modern family firms, the author put an emphasis on three groups of competencies, as provided for in the profi les of competencies of successors in modern family companies.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131528796","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The hereby thesis aims at an analysis of the effectiveness of green CSR on the fi nancial market and, more precisely, eco-ethical SRI investments in the form of investment funds and stock market indices. The studies presented will be correlated to research hypotheses regarding SRI portfolios. Methodology: The paper was written after an in-depth analysis of the literature of the subject, thereby applying the literature review research method, focused mainly on studies measuring the efficiency eco-ethical investing on the example: investment funds and stock market indices. Findings: The results show that green CSR can lead to gains for the investors, outperforming the benchmarks. The conclusion is made with a high degree of distrust but if “gains” are understood as the totality of benefi ts for the investor, the thesis becomes more certain. CSR and SRI have a number of other advantages, such as reduction of investment risk or improvement of the image and the natural environment. According to scientists, there is usually no diff erence between the viability of eco-ethical and traditional investments, what confi rms the “no effect” hypothesis. Implications/limitations: The paper presents eff ectiveness of eco-ethical investments in the light of scientific literature and ma y constitute a basis for further research. In addition, the author suggested specific directions for future analysis. The paper may have its weak points, referring to comparative analysis of studies by different authors which, due to multifarious guidelines, e.g. sample size, time horizon, are sometimes diff icult to be confronted with one another. Originality: The activity of financial institutions has an undisputed ecological dimension. Therefore, when making investment decisions, it is advised to take environmental factors into consideration. The number of researches referring to the eff iciency of SRI investments, mainly those ecologically oriented, is not that large – especially in Poland. Moreover, the aim of the author was to present the most geographically and temporally diverse ranges of analyses possible. Therefore, this article can be valuable for further research.
{"title":"Green corporate social responsibility on the capital market - can eco-responsibility be profitable?","authors":"A. Laskowska","doi":"10.12775/JPM.2017.123","DOIUrl":"https://doi.org/10.12775/JPM.2017.123","url":null,"abstract":"Purpose: The hereby thesis aims at an analysis of the effectiveness of green CSR on the fi nancial market and, more precisely, eco-ethical SRI investments in the form of investment funds and stock market indices. The studies presented will be correlated to research hypotheses regarding SRI portfolios. Methodology: The paper was written after an in-depth analysis of the literature of the subject, thereby applying the literature review research method, focused mainly on studies measuring the efficiency eco-ethical investing on the example: investment funds and stock market indices. Findings: The results show that green CSR can lead to gains for the investors, outperforming the benchmarks. The conclusion is made with a high degree of distrust but if “gains” are understood as the totality of benefi ts for the investor, the thesis becomes more certain. CSR and SRI have a number of other advantages, such as reduction of investment risk or improvement of the image and the natural environment. According to scientists, there is usually no diff erence between the viability of eco-ethical and traditional investments, what confi rms the “no effect” hypothesis. Implications/limitations: The paper presents eff ectiveness of eco-ethical investments in the light of scientific literature and ma y constitute a basis for further research. In addition, the author suggested specific directions for future analysis. The paper may have its weak points, referring to comparative analysis of studies by different authors which, due to multifarious guidelines, e.g. sample size, time horizon, are sometimes diff icult to be confronted with one another. Originality: The activity of financial institutions has an undisputed ecological dimension. Therefore, when making investment decisions, it is advised to take environmental factors into consideration. The number of researches referring to the eff iciency of SRI investments, mainly those ecologically oriented, is not that large – especially in Poland. Moreover, the aim of the author was to present the most geographically and temporally diverse ranges of analyses possible. Therefore, this article can be valuable for further research.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"118 3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132881548","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The aim of this study is to ascertain the meaning and characteristics of the entrepreneurs’ empathy as the most signifi cant approach for modern business and its role in design thinking methodology, where empathy is used for multiple purposes. Methodology: Literature review on design thinking approach and objectives, empathy and customer value development as well as abstract modelling and synthesis is the methodology of this study. Findings: Content analysis shows that among the many approaches and defi nitions of the entrepreneurs’ empathy to the customers, none directly points the role of design thinking in ensuring customer value development. There has been a conceptual transition to integrated conceptualization of design thinking, which allows the theoretical assumptions to move beyond traditional design practices and theories, and there is a potential for new design approaches focused on customer experience that promote customer and business value. Originality/value: The novelty of this study is a presentation of meaning and characteristics of the entrepreneurs’ empathy, its role in design thinking approach, as well as development models which both refer to the value for customers and business. The author proposes a new approach and conceptual framework for design thinking process in order to promote solutions which allow to build a new customer value by entrepreneurs.
{"title":"Customer value development in the light of design thinking approach","authors":"Anna Dziadkiewicz","doi":"10.12775/JPM.2017.125","DOIUrl":"https://doi.org/10.12775/JPM.2017.125","url":null,"abstract":"Purpose: The aim of this study is to ascertain the meaning and characteristics of the entrepreneurs’ empathy as the most signifi cant approach for modern business and its role in design thinking methodology, where empathy is used for multiple purposes. Methodology: Literature review on design thinking approach and objectives, empathy and customer value development as well as abstract modelling and synthesis is the methodology of this study. Findings: Content analysis shows that among the many approaches and defi nitions of the entrepreneurs’ empathy to the customers, none directly points the role of design thinking in ensuring customer value development. There has been a conceptual transition to integrated conceptualization of design thinking, which allows the theoretical assumptions to move beyond traditional design practices and theories, and there is a potential for new design approaches focused on customer experience that promote customer and business value. Originality/value: The novelty of this study is a presentation of meaning and characteristics of the entrepreneurs’ empathy, its role in design thinking approach, as well as development models which both refer to the value for customers and business. The author proposes a new approach and conceptual framework for design thinking process in order to promote solutions which allow to build a new customer value by entrepreneurs.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129113447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The purpose of this paper is to show the unexplored relationship between mindful organizing, organizational mindfulness and talent management with regard to its outcomes. Methodology: The paper presents an integrative review of the literature available in relation to talent management and organizational mindfulness and provides the development of a theoretical framework based on integration and synthesis of this literature. Findings: The literature review revealed that organizational mindfulness and mindful organizing belong to the factors which may enhance individual level outcomes of talent management, such us: organizational commitment, motivation to work, extra-role behaviour and this, in turn, results in better organization’s performance. Practical implications: In order to enhance the individual level outcomes of talent management, the mindfulness needs to operate across all organizational levels. It should be create by top administrators and translate across organizations’ levels by middle managers for the front-line employees. Research limitations: This study is based on theoretical analysis and its assumptions should be tested empirically. Originality/value of the paper: Although the authors indicate many factors that may shape talent management process and its outcomes, the potential infl uence of mindful organizing and organizational mindfulness on talent management outcomes has not been analysed so far, meanwhile these phenomena’s have a lot in common with managing talented employees. Therefore, it is expected that mindful organizing (directly) and organizational mindfulness (indirectly) may enhance individual level outcomes of talent management.
{"title":"Talent management in the context of mindful organizing and organizational mindfulness","authors":"Daniel Gajda","doi":"10.12775/JPM.2017.124","DOIUrl":"https://doi.org/10.12775/JPM.2017.124","url":null,"abstract":"Purpose: The purpose of this paper is to show the unexplored relationship between mindful organizing, organizational mindfulness and talent management with regard to its outcomes. Methodology: The paper presents an integrative review of the literature available in relation to talent management and organizational mindfulness and provides the development of a theoretical framework based on integration and synthesis of this literature. Findings: The literature review revealed that organizational mindfulness and mindful organizing belong to the factors which may enhance individual level outcomes of talent management, such us: organizational commitment, motivation to work, extra-role behaviour and this, in turn, results in better organization’s performance. Practical implications: In order to enhance the individual level outcomes of talent management, the mindfulness needs to operate across all organizational levels. It should be create by top administrators and translate across organizations’ levels by middle managers for the front-line employees. Research limitations: This study is based on theoretical analysis and its assumptions should be tested empirically. Originality/value of the paper: Although the authors indicate many factors that may shape talent management process and its outcomes, the potential infl uence of mindful organizing and organizational mindfulness on talent management outcomes has not been analysed so far, meanwhile these phenomena’s have a lot in common with managing talented employees. Therefore, it is expected that mindful organizing (directly) and organizational mindfulness (indirectly) may enhance individual level outcomes of talent management.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117068786","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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