The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

Abstract:The purpose of this paper is to determine if there are links between interpersonal trust and competences, relations, and cooperation in Polish telecommunications companies. It examines which factors affect trust in co-workers and managers in sustainable organizations. The paper surveys a sample of 175 employees of telecommunications companies in Poland by means of a questionnaire. The results indicate that competences, relations, and cooperation are related to interpersonal trust. Regression analysis showed that competences and relations predict a significant variance in trust amongst co-workers. Additionally, cooperation contributes to prediction of trust in managers. Given the importance of trust in sustainable organizations, better comprehension of which factors are related to team confidence provides valuable information for stakeholders and about how to improve interpersonal trust in sustainable organizations.

abstract. The access to professional knowledge and specialists' skills is possible for small enterprises thanks to the outsourcing of services. Purpose -The aim is to analyse the reasons for the outsourcing of accounting services and the factors influencing the choice of the accounting office. The specific aim is to evaluate the entrepreneur's benefits resulting from using the knowledge of the specialists providing outsourcing services. Design/metodology/approach -A questionnaire survey was conducted among 120 entrepreneurs who outsource accounting services in the Podlaskie Region in Poland. Findings -The most important factors influencing the entrepreneur's cooperation with the accounting office are: high quality of services resulting from the competence of the employees of the office, the range of services offered by the company, advising on finance management, correctness of tax accounting, the possibility of using additional services. Due to high competitiveness, the demand for professional knowledge influences the development of the outsourcing of financial and accounting services to a greater degree than the price of the services offered by the accounting offices Keywords: outsourcing of financial and accounting services, human capital, demand for professional knowledge, entrepreneur.JEL Classification: L21, M21, M12.

Innovation fosters sustainable management and allows managers to achieve a competitive advantage. Understanding the mechanisms that explain innovation’s antecedents provides an important contribution to theory and practice. The purpose of this study was to assess the importance of human resources (HR) practices in developing trust-based cooperation, which facilitates organizational innovation. Using the foundation of the Shea and Guzzo model, the roles of HR mechanisms were investigated. This study analyzes how effective cooperation can increase innovation and how certain HR practices can help to nurture a trust-based work environment. The conceptual model was developed by drawing on social exchange theory (SET). An empirical analysis of the results of a survey conducted on telecommunications companies (n = 175) aimed to verify the conceptual model. Structural equation modeling was used to assess the data. The findings indicated that competency development opportunities, team interdependence, and group rewards were the most significant determinants of interpersonal trust. As a consequence, a trust-based team generates effective cooperation, and as a result organizational innovation is strengthened. This study was based on large-scale survey data and provides a comprehensive outlook on how to promote organizational innovation through HR practices. This is the first study linking HR practices with trust, collaboration, and innovation.

JEL classification: L21, M21, M12

Purpose: The present study endeavors to concentrate on the role of perceived leadership support in fostering employee engagement. Specifically, the study considers the social media contribution in this relationship. The mediating role of social media and the links between perceived leadership support and employee engagement are also discussed. Design/methodology/approach: The investigation begins with a review of literature in the context of organizations. The data are based on a cross-sectional structured questionnaire for a cohort of 167 respondents form the Polish and Sri Lankan banking sector and was used to verify the research hypotheses. The responses were examined using mediation analysis with bootstrapping. Findings: Results from the study indicate that social media partially mediates the relationship between perceived leadership support and employee engagement. The study demonstrates the growing need for better use of social media in developing a positive perception of leadership support to build employee engagement. Implications: Implications of these findings for organizations are discussed. The study contributes to the understanding and value of how leadership perception affects organizational outcomes. Originality/value: This study provides insight into the role of social media in facilitating leadership support to enhance employee engagement.

The purpose of this research is to analyze the role of organizational culture in fostering green practices in the workplace while investigating the mediating role of intrinsic motivation in the context of energy conservation. Based on a cross-sectional quantitative study with a sample of 203 employees from the manufacturing sector, the hypothesized relationships were verified. Based on the mediation analysis, statistical analyses revealed positive relationships between organizational culture and green workplace practices, as well as organizational culture and intrinsic motivation. Additionally, the study found that intrinsic motivation mediates the relationship between organizational culture and green workplace practices. This study supported the importance of organizational culture in enhancing green workplace practices aimed at conserving energy and natural resources. The underlying mechanism behind the significant positive effect of intrinsic motivation on proenvironmental behavior in the workplace was also identified. The research demonstrates the importance of an organizational culture to reinforce green practices in the workplace. Furthermore, based on the used models, this study illustrates the importance of each organizational culture dimension: leadership, sense of community, communication, collaboration, and structure in promoting green behavior. Additionally, the research suggests a key role of intrinsic motivation in this relationship. This study provides valuable guidance for the implementation of specific environmental measures in companies.

The purpose of this paper is to develop and investigate the relationship between intangible resources such as employee relationships and workplace collaboration in building sustainability potential. A research model and hypotheses were constructed on the grounds of Resource-based-view Theory (RBV) and Cooperation theory (CT). The data was obtained from 175 employees' from the telecommunications sector in Poland. The results were used to carry out a two-step structural equation modelling analysis, including confirmatory analysis and verification of the hypothesized relationship. The findings indicate that there is a linkage between intangible resources such as employee relationships and sustainability potential. Additionally, the results imply that workplace collaboration impacts the development of sustainability potential. Furthermore, collaboration strengthens the explicit knowledge flow within organizations. This research demonstrated the importance of employee relationships as a key component of organizational sustainability. Collaboration is positively related to explicit knowledge transfer. Managers should promote positive employee relationships in order to enhance the organization's sustainability potential.