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Article
Publication date: 30 September 2024

Katarzyna Piwowar-Sulej and Qaisar Iqbal

Drawing on social exchange and social comparison theories, the current work aims to examine the direct and indirect effect of sustainable leadership (SL) on employees’…

Abstract

Purpose

Drawing on social exchange and social comparison theories, the current work aims to examine the direct and indirect effect of sustainable leadership (SL) on employees’ change-oriented organizational citizenship behavior (OCB) through workplace envy (WE).

Design/methodology/approach

The authors collected data from multiple sources (311 employees and respective supervisors) of small and medium-sized enterprises (SMEs) in Saudi Arabia. Partial least square-structural equation modeling (PLS-SEM) analysis was conducted to verify the proposed hypotheses.

Findings

The current empirical results confirmed that SL positively influences change-oriented OCB – both directly and indirectly (through WE). The negative impact of WE on change-oriented OCB is also concluded in this study.

Originality/value

To the best of authors’ knowledge, this is among pioneer studies which introduced inhibitor as a mediator in the “SL-employee behavioral outcomes” relationship. Limitations and implications have been elaborated at the end of the study.

Details

Journal of Organizational Change Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 10 September 2024

Katarzyna Piwowar-Sulej and Qaisar Iqbal

The purpose of this paper is to integrate job demands–resources theory with core self-evaluation theory to examine how and when sustainable project leadership stimulates…

Abstract

Purpose

The purpose of this paper is to integrate job demands–resources theory with core self-evaluation theory to examine how and when sustainable project leadership stimulates sustainable project performance. Psychological empowerment is used as a mechanism between sustainable project leadership and sustainable project performance, whereas core self-evaluation acts as a moderator between sustainable project leadership and psychological empowerment.

Design/methodology/approach

This study adopts a time-lagged two-phase approach to collecting data from 257 software engineers working in medium-sized and large companies in the Polish financial sector.

Findings

This study reveals the direct and indirect (through psychological empowerment) effects of sustainable project leadership on sustainable project performance. It also confirms that the “sustainable project leadership–psychological empowerment” relationship strengthens with increasing level of project team members’ core self-evaluation.

Originality/value

This article explores a unique research framework. It significantly enriches the literature on sustainable project management, increasing the understanding of effective leadership practices that address the needs of software engineering teams to support sustainable project performance.

Details

European Business Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0955-534X

Keywords

Open Access
Article
Publication date: 29 March 2024

Katarzyna Piwowar-Sulej and Qaisar Iqbal

Based on the social exchange theory, the aim of the present study is to examine the effects, both direct and indirect (through sustainability-oriented innovative behaviors…

Abstract

Purpose

Based on the social exchange theory, the aim of the present study is to examine the effects, both direct and indirect (through sustainability-oriented innovative behaviors [SIBs]), of sustainable project leadership (SPL) on sustainable project performance (SPP). Project management approaches (PMAs) (traditional, hybrid and agile) were examined as conditional factors in the “SPL–SIBs” relationship.

Design/methodology/approach

The study employs structural equation modeling based on data collected from 197 software engineering project team members working in the financial industry in Poland.

Findings

The study revealed that SPL significantly, positively affected SPP. It also provided evidence for the significant mediating impact of SIBs in the relationship between SPL and SPP and the conditional effect of agile and hybrid PMAs on the “SPL–SIBs” relationship.

Originality/value

The novelty of this work lies in introducing sustainable leadership into project management research, proposing and testing a unique and complex research framework, designing valid scales for measuring SPL and SPP, and suggesting many theoretical and empirical implications.

Details

International Journal of Managing Projects in Business, vol. 17 no. 2
Type: Research Article
ISSN: 1753-8378

Keywords

Open Access
Article
Publication date: 1 February 2024

Katarzyna Piwowar-Sulej and Dominika Bąk-Grabowska

The aim of this study is to analyze the differences between non-standard forms of employment (FoE) (i.e. dependent self-employment/business-to-business/B2B contract and contract…

1112

Abstract

Purpose

The aim of this study is to analyze the differences between non-standard forms of employment (FoE) (i.e. dependent self-employment/business-to-business/B2B contract and contract of mandate) in terms of investing in the development of future competencies by employees and employers. This study also examined additional factors which influence these investments.

Design/methodology/approach

To collect data, the computer-assisted telephone interview technique was used. 200 employees from different companies located in Poland participated in this study, wherein each of the above-mentioned FoEs (i.e. dependent self-employment and contract of mandate) was represented by 100 people. The Chi-Square test and multivariate logistic regression analysis were used in the statistical analyses.

Findings

In the case of only 2 out of 14 competencies, there were statistically significant differences between the two groups of respondents: the employers financed training courses for B2B employees more frequently than for mandate contract workers. Moreover, in only one case there was a statistically significant difference: the self-employed financed training courses themselves more often than mandate contract workers. This study revealed an important impact of other variables such as respondents’ age, education level, parental status and industry on the training activities undertaken by employers and employees.

Originality/value

Although the issue of developing future competencies is important, there is little research examining this problem in the context of people who work in non-standard FoE. Moreover, previous research primarily focused on identifying differences between people working under employment contracts and the self-employed. This article fills these research gaps as well as shows that more factors should be considered in the research models to get a deeper insight into the problem of non-standard FoEs.

Details

Personnel Review, vol. 53 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 29 May 2024

Katarzyna Piwowar-Sulej

I aimed to analyze and synthesize the literature on sustainable HRM and its sub-concepts, such as green HRM and socially responsible HRM, with the focus on research conducted in…

Abstract

Purpose

I aimed to analyze and synthesize the literature on sustainable HRM and its sub-concepts, such as green HRM and socially responsible HRM, with the focus on research conducted in the Visegrad Group (V4) countries. I posed the following research questions: (1) What are the main characteristics of sustainable HRM research in the worldwide literature? (2) What are the main characteristics of research conducted in the V4 countries? (3) Which future research directions are promising gaps to be filled by research conducted in V4 countries?

Design/methodology/approach

For the purpose of this study, I applied bibliometric analysis, scientific network analysis and in-depth content analysis.

Findings

The results of the analyses of articles indexed in the Scopus database revealed that there is a growing trend in research on sustainable HRM. However, scarce research comes from the V4; scholars have conducted such studies only in Slovakia and Poland. There are five thematic clusters in the main sample, though the concept of green HRM has been explored the most. Although the keyword network analysis showed that the V4 articles focus mostly on sustainable HRM, the in-depth content analysis provided evidence that the V4 sample represented all concepts.

Originality/value

This is the first study to analyze the achievements of scientists from the V4 in this research field. It applies methodological rigor and a mixed-method approach. Moreover, it presents directions of research that go beyond the recommendations presented in the analyzed articles.

Details

Central European Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2658-0845

Keywords

Open Access
Article
Publication date: 5 April 2024

Katarzyna Piwowar-Sulej, Jana Blštáková, Lenka Ližbetinová and Branislav Zagorsek

The purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the…

1757

Abstract

Purpose

The purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the relationship between independent and dependent variables.

Design/methodology/approach

Empirical research covered 1209 enterprises from all of Slovakia, Poland and the Czech Republic. The research was conducted from 2019 to 2021. Using structural equation modeling (SEM), a theoretical model was tested and verified.

Findings

Confirmatory factor analysis has shown a good fit for the tested model. The purpose and character of our data showed a good alignment with the SEM partial least squares method, as the goal is to predict a construct. The model showed that employee-oriented digitalization positively affected the employees' future competencies, with no impact of customer-oriented digitalization treated as a control variable. Also, the moderating role of HRD has not been shown to be significant for the “digitalization – competencies” relationship.

Originality/value

Previous studies on the development of personnel competencies treated these competencies as antecedents of digital transformation and examined the formal role of HRD in building the competencies. The novelty of this study lies in exploring the pattern of interactions among the impact of an environment built by innovative technologies and HRD on the competencies of the future. Also, the research embedded in the environment of Poland, the Czech Republic and Slovakia has contributed to the complex understanding of the transition to digitalization, as this region has often been omitted in the field of human resource management (HRM) research focused on exploring digital transformation.

Details

Journal of Organizational Change Management, vol. 37 no. 8
Type: Research Article
ISSN: 0953-4814

Keywords

Open Access
Article
Publication date: 25 July 2023

Katarzyna Piwowar-Sulej, Agata Austen and Qaisar Iqbal

Drawing on the social exchange theory (SET) and the self-determination theory (SDT), the present study aims to examine the impact of green human resource management (GHRM) on…

2535

Abstract

Purpose

Drawing on the social exchange theory (SET) and the self-determination theory (SDT), the present study aims to examine the impact of green human resource management (GHRM) on three types of employee green behavior (EGB) – green in-role, innovative and extra-role – in the presence of environmental managerial support (EMS) as a conditional factor.

Design/methodology/approach

The research model was verified based on data from 419 respondents employed in companies operating in the energy sector in Poland (Europe’s “coal heartland”). PLS-SEM was used in the statistical analyses.

Findings

This study shows that GHRM positively impacts three types of EGB. EMS positively moderates the relationships of GHRM with both green extra-role behaviors and innovative work behaviors; however, EMS does not play a moderating role in the relationship between GHRM and green in-role behaviors.

Originality/value

This study, being one of a kind, enriches the literature by exploring the conditional role of EMS on the integrated relationship of GHRM practices with in-role, extra-role and innovative behaviors and offers evidence from the rarely examined energy sector, which plays a vital role in the transformation of nations toward sustainable development.

Details

Baltic Journal of Management, vol. 18 no. 4
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 30 March 2023

Qaisar Iqbal and Katarzyna Piwowar-Sulej

This study examines how sustainable leadership influences organizational citizenship behavior toward the environment, directly and through a green organizational climate. This…

1145

Abstract

Purpose

This study examines how sustainable leadership influences organizational citizenship behavior toward the environment, directly and through a green organizational climate. This study also investigates the moderating effect of person-organization fit on the relationship between green organizational climate and employees' organizational citizenship behavior for the environment.

Design/methodology/approach

Data were collected from 241 employees of manufacturing firms in China with one month's lag. Statistical analyses were conducted with the use of PLS-SEM.

Findings

This study confirmed that sustainable leadership significantly influenced organizational citizenship behavior for the environment, both directly and indirectly through a green organizational climate. It also revealed that the relationship between green organizational climate and employees' organizational citizenship behavior for the environment was contingent on the person-organization fit.

Originality/value

To the best of the authors' knowledge, this study is the first to analyze how sustainable leadership reinforces employees' organizational citizenship behavior for the environment by providing insight into the mediating role of green organizational climate and person-organization fit as a moderator. Moreover, through a combination of three theoretical perspectives (social learning theory, social exchange theory and the theory of person-organization fit), this study advances the academic knowledge on how organizational citizenship behavior for the environment develops, thus providing a more complex explanation of the relationship between the examined variables.

Details

Baltic Journal of Management, vol. 18 no. 3
Type: Research Article
ISSN: 1746-5265

Keywords

Open Access
Article
Publication date: 24 April 2023

Katarzyna Górak-Sosnowska and Katarzyna Piwowar-Sulej

The aim of the paper is to theoretically and empirically explore the issue of well-being (WB) of female administrative employees who work on managerial positions at higher…

1215

Abstract

Purpose

The aim of the paper is to theoretically and empirically explore the issue of well-being (WB) of female administrative employees who work on managerial positions at higher education institutions (HEIs).

Design/methodology/approach

This study is based on both literature studies and explorative empirical research conducted in Poland with the use of snowball sampling. It adopted a questionnaire authored by Parker and Hyett and covered 121 respondents.

Findings

Literature studies show that invisibility of work, low level of empowerment, increased stress, workload and expectations, reduced resources, high level of anxiety, fatigue and low level of vitality negatively impact the WB of HEIs’ administrative staff. The presented research provides insight into the internal structure of the administrative staff’s WB. Both the main construct (i.e. employees’ WB) and its subconstructs are on moderate level. Respondents’ age and tasks performed are correlated only with the subconstruct of WB in the form of intrusion of work into private life.

Research limitations/implications

Although the research is not based on large sample, it provides both practical and theoretical implications.

Originality/value

Most of studies discuss the issue of WB of scholars. The paper fills the research gap in terms of examining female administrative employees who work on managerial positions at HEIs.

Details

Central European Management Journal, vol. 31 no. 2
Type: Research Article
ISSN: 2658-2430

Keywords

Open Access
Article
Publication date: 6 May 2022

Katarzyna Piwowar-Sulej, Mariusz Sołtysik and Justyna Łucja Różycka-Antkowiak

Rapid changes in the business environment and the accelerating dynamics and increasing complexity shaping the functioning of organizations have given rise to modern concepts of…

1778

Abstract

Purpose

Rapid changes in the business environment and the accelerating dynamics and increasing complexity shaping the functioning of organizations have given rise to modern concepts of people management. The Management 3.0 (M3.0) concept was developed based on agile project management concept; however, it can be implemented not only in projects, but also in the entire organization. It consists of six pillars such as: energizing people, empowering teams, aligning constraints, developing competencies, growing structure, and improving everything. The paper aims to present the relationships between the level of implementation of the above-presented pillars and such variables as the scope of use of agile project management methodologies, and project managers' (PMs) as well as HR practitioners' knowledge in this area.

Design/methodology/approach

Members of PMI and IPMA representing 34 companies located in Poland took part in the research which was based on a CAWI method.

Findings

Research shows that the level of M3.0 implementation – in terms of its six pillars – is internally consistent but mostly on a “defined” level. No correlation was observed between the implementation of M3.0 and the frequency with which agile project management methodology is applied. On the other hand, there is a strong correlation between the level of PMs' knowledge and the implementation of some of the M3.0 pillars. HR specialists' knowledge in the field of M3.0 is not associated with organizational advances in the implementation of M3.0.

Originality/value

As the first research project in the area of M3.0, this study proposes practical implications as well as topics which require further empirical exploration.

Details

Journal of Organizational Change Management, vol. 35 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

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