Abstract. Gamification, understood as a use of chosen game mechanisms for motivating actors in non-game contexts, is increasingly popular and has become one

No abstract

No abstract

ABSTRACT.One of the advantages of e-recruitment is broadening the scope of information used to improve the organization's image; information about the organization's Corporate Social Responsibilities (CSR) is a tool usually recommended for this. The article proves that erecruitment tools and CSR information are less widely used by the largest Polish companies than the public believes, and that such information could improve employer brand. Two types of data are used: the results of an e-survey concerning the perception of company attractiveness as an employer, based on its CSR activities (a sample of 1054 young Polish professionals and students), and direct observation of 300 websites of the biggest Polish enterprises. Less than 30% of the biggest companies publish information about their CSR activities on their websites, while for about 2/3 of potential candidates, such information would attract them to submit their application to this company (ceteris paribus). No gender difference were found.

<p>The use of e-recruitment for hiring personnel is constantly expanding. However, the scientific understanding of factors affecting company employer brand during e-recruitment, is still poor. Research into corporate social responsibilities (CSR) shows that information about the company’s involvement in these areas makes its image more positive, including its image as an employer. CSR is an umbrella concept, which includes activities similar to traditional sponsoring of sports and cultural events. Two theories explaining the impact of information on attractiveness of the employer’s brand in the e-recruitment process are presented. The aim of the text is to check which of them – cultural fit or signaling theory – more adequately explains the changes in how a candidate perceives a company’s attractiveness, when given information about its’ sports and cultural sponsoring and environment-related activities. The effect of both positive and negative information concerning a company’s activities on its employer image in the e-recruitment situation is analyzed. Data from an questionnaire filled in by 80 young full-time workers shows that positive information about a company’s CSR and sponsoring activities affects candidates according to the cultural fit model, while negative – according to the signaling theory model. The consequences for theory and managerial practice are described.</p>

The text analyses the issue of motivation in software engineers. It bases on the experiences of one of the authors, and on preliminary results of qualitative and quantitative research gathered from 300 software engineers working in the IT financial service sector in Poland. It reviews main approaches to software specialist motivation found in the scientific and practical literature. It critiques some approaches to motivation of software specialists for the long-term consequences of using the motivators that they focus on. It shows that research based on P. Glen’s model (2003a) analyses only hygienic factors (as described by Herzberg) that can hinder the state of flow (Csikszentmihalyi 1975), which is characteristic of internally motivated software specialists. There are no analyses which would show how to secure long-term hygienic factors in the management of IT specialist motivation. Recommendations on long-term hygienic factors form a significant part of the text.

PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices.

Mediation as a conflict management procedure is a new phenomenon in Poland. This article examines the fundamental barriers to its introduction there: traditional patterns of thinking about conflict, approaches to the resolution of conflict, and current political and economic conditions. The problems of introducing a procedure based on the concepts of process experts into a society where social expectations and cultural tradition differ from those in the United States are described. The article discusses how the mediation procedure can be adapted in Poland to incorporate conditions specific to the country.