Search

As technology continues to change, electronic monitoring of work performance is experiencing another wave of interest from businesses and scientists. Based on the opinions of 100 warehouse employees, whose work is monitored using electronic tools, it was shown that the perceived impact of monitoring on increasing effectiveness and positive evaluation of the workplace are the best predictors for reducing dissatisfaction with monitoring, while the emotional cost and quality of one's work do not affect this dissatisfaction. It was also shown that evaluation of the workplace is related to employees' use of the opportunities offered by the monitoring tool, i.e., the use of help from superiors via monitoring. Several practical recommendations and directions for further research were formulated. [ABSTRACT FROM AUTHOR]

Earlier studies on the use of ICT-based recruitment & selection tools focused primarily on two perspectives: the organizational (predictive validity of the tool) and the candidate’s (fairness of selection process using the tool), leaving aside the third one – recruiter’s assessment of different aspects of tool usage. The aim of this study is to investigate this third perspective through studying Polish recruiters’ opinions about different aspects of four ICT-based recruitment & selection tools. Design/methodology/approach: On the basis of data collected using an e-questionnaire from 120 Polish recruiters, four hypotheses concerning the assessment of three aspects (functionality, candidate experience, and predictive validity) of various types of ICT-based tools used in employee selection processes were statistically verified. Findings: Recruiters, regardless of the length of professional experience, notice differences in how each of the tools contribute to the three dimensions of the recruiter's role. These dimensions are: the recruiter as a person providing the organization with accurate predictions as to the likely success of the candidate in the job offered; the recruiter as a representative of the organization responsible for the efficiency of recruitment and selection processes; and the recruiter as a person who takes care of the company's image. Recruiters rated competence games and VR as the highest on candidate experience, while they value bots primarily for their functionality. Research limitations/implications: The sample was unrepresentative, as it was created using the snowball methodology. The scales constructed for this study are of a pilot nature and further research is needed to assess and improve their psychometric values. Practical implications: The study suggests that none of the three aspects investigated (i.e. functionality, predictive validity, and candidate experience) should be neglected when new tools are introduced to HR departments. Originality/value: The study is a rare attempt at conducting a multidimensional investigation of acceptance of ICT-based recruitment/selection tools from the recruiter’s perspective. [ABSTRACT FROM AUTHOR]

Copyright of Management Issues / Problemy Zarządzania is the property of Problemy Zarzadzania and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Entrepreneurship, Management & Innovation is the property of Wyzsza Szkola Biznesu-National Louis University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Zeszyty Naukowe UPH Seria Administracja i Zarządzanie is the property of Siedlce University of Natural Sciences & Humanities and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Pre-pandemic research showed that remote work was a benefit conducive to employee productivity and well-being. Restoring by companies stationary work after the pandemic suggests the need for research verifying the effects of such a change. The aim of this work is to check whether the compliance of the scope of remote work with employees’ expectations has a positive effect on their work effort and does not reduce their well-being. On the basis of data collected with the use of an e-questionnaire study of 203 Polish employees, of whom 74 worked in hybrid mode to the extent expected by them, and the rest – to the extent inconsistent with their expectations, it has been found that the declared level of work effort put into the implementation of tasks during remote work is higher in the former group than in the latter. It has also been found that the two groups did not differ in terms of the level of psychological well-being as well as other contextual variables. Practical conclusions and recommendations for further research have been formulated. [ABSTRACT FROM AUTHOR]

The aim of the study is to present the peculiarity of the risk management process in innovative enterprises, with particular emphasis on risk factors and attributes of the sharing economy – mainly to help innovative companies (using a specific example) to improve their core activities. The research problem was worded as follows: How can the risk management process be shaped in innovative enterprises in the sharing economy conditions, to make it useful in business practice? The paper has used the method of a typical, single case study (Uber company). Thanks to the use of various research methods, it has been possible to construct conclusions and practical recommendations. One of them is the need to develop a coherent risk management process in enterprises operating in the sharing economy circumstances. In addition, it is important to emphasise the „process” word here – risk management cannot be a one-off activity. It is also recommended to use a holistic approach to analyse the overall activities of the company and the different dimensions of risk. It is also worth mentioning the need to adapt the activities of enterprises operating internationally to the cultural differences of countries and regions. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Papers of Electrical & Control Engineering Faculty Technical University of Gdansk / Zeszyty Naukowe Wydzialu Elektrotechniki & Automatyki Politechniki Gdanskiej is the property of Gdansk University of Technology, Faculty of Electrical & Control Engineering and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)