Managerial Competencies and Innovations in the Company – The Case of Enterprises in Poland

Szczepańska-Woszczyna, Katarzyna; Dacko-Pikiewicz, Zdzisława

doi:10.3846/bme.2014.240

Cited by 23 publications

(10 citation statements)

References 43 publications

(34 reference statements)

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“…Knowledge is the strength of the human capital of the organization and is a key driver of economic growth (Batra, 2009), and knowledge sharing is a factor of achieving organizational success (Burke, 2011). The task of managers is to recognize human potential and create opportunities for their development (Szczepańska-Woszczyna & Dacko-Pikiewicz, 2014) because this is the best way to strengthen the position of the organization (Psarras, 2006). The survival of the organization in the conditions of high competitiveness is determined by the improvement of human capital towards innovation and efficiency (Falola et al, 2014).…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between the Form of Employment and Employee Training and Developing Opportunities in Organizations

Kot-Radojewska¹

2018

IJCM

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In modern organizations, the importance of employee training and development is increasingly emphasized because as it allows them to improve their qualifications and develop new competencies and attitudes useful for the organization. On the other hand, the flexible forms of employment, which are less permanent than indefinite period employment contracts, are increasingly used in organizations. The aim of the paper is to present the relationship between the form of employment and employee training and developing opportunities in organizations. The paper presents the results of research conducted by means of a diagnostic survey, with the use of a questionnaire among 569 employees of the Province of Silesia. A research process was conducted on the basis of grounded theory, and statistical analysis was conducted using the SPSS for Windows, assuming the level of significance at 0.05. In order to compare people with different forms of employment, the Kruskal-Wallis test was used. The research results indicated that there are certain relationships between the form of employment and employee training and development opportunities in the organization. Statistically significant differences were shown between the form of employment and the assessment of employee development opportunities, the form of employment and the assessment of employee promotion opportunities in the organization and the form of employment and the assessment of employee professional development opportunities.

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Section: Introductionmentioning

confidence: 99%

The Relationship Between the Form of Employment and Employee Training and Developing Opportunities in Organizations

Kot-Radojewska¹

2018

IJCM

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“…It should be remembered that they are for profit organisations, so one of the primary objectives of their activities remains the profit maximisation. Additionally, the impact of CSR on the value and financial results of the company is easy to measure from the perspective of the incurred costs, while the benefits resulting from it are not so obvious, as their effects are visible and recognised after longer period of time (see research: [61][62][63][64]. Hence, in order for a company to operate correctly, according to the principles of CSR, it is necessary to make a profit so that the organisation can, among other things, meet the expectations of its stakeholders.…”

Section: Discussionmentioning

confidence: 99%

The Corporate Social Responsibility of Polish Energy Companies

et al. 2021

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If corporate social responsibility (CSR) is expected to work efficiently, there should be a standardised approach for implementation of the CSR concept for all businesses, including companies operating in the energy sector. Although many companies declare compliance with CSR standards, further investigation should be undertaken to evaluate if and how those standards have been applied in practice. The aim of this research is to examine the level of standardisation of the CSR activities within Polish energy companies and explore the good practices developed by those companies. The Polish energy companies have been selected for the investigation as the literature review we conducted demonstrates that there is limited research in this area and there is a knowledge gap regarding how Polish energy companies apply CSR regulation in practice. To accomplish the stated aims, the following research questions were developed: (1) What is the essence of applying the CSR concept in Polish energy companies, and at what level of development is the concept applied? (2) To what extent do Polish energy companies have a common approach to the CSR concept, and in what areas are there differences? (3) To what extent have Polish energy companies applied global CSR standards and solutions? (4) Is there a gap between the declared measures of CSR and their actual implementation in Polish energy companies? The research methodology of this study is based on a systematic literature review of the sources acquired from databases such as ProQuest, Emerald, SCOPUS and the Jagiellonian University Library. The multiple case study approach was identified as the most suitable research tool. Companies for the study were selected according to their affiliation to the energy sector and listing on the main market of the Warsaw Stock Exchange. These two assumptions allowed us to base this study on the largest Polish energy companies that have international status. Six areas of CSR annual report disclosures have been identified and used for the investigation and analysis. This research looks at similarities and difference between these six aspects of CSRs disclosed by Polish energy companies. The investigation allows us to conclude that the top three energy companies use similar tools to build their CSR strategies: formalised CSR concept, published CSR reports, disclosure of CSR information on the company website, CSR related activities offered to stakeholders, obtained CSR certificates, and CSR awards. This indicates the existence of a standardised approach to CSR across Polish energy companies.

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“…While it is true that owners-managers with highly developed managerial competencies are more likely to introduce innovation to their businesses and achieve enhanced business performance (Mitchelmore and Rowley, 2010), empirical studies that investigate the mediating role of innovation on the relationship between managerial competencies and business performance are scarce. A plethora of extant literature is limited on examining direct relationships, such as managerial competencies and innovation (Gökkaya and Özba g, 2015;Hawi et al, 2015;Szczepa nska-Woszczyna and Dacko-Pikiewicz, 2014) and innovation and business performance (Ndalira et al, 2013;Rhee et al, 2010;Rosli and Sidek, 2013). Therefore, this study was stimulated by the desire to handle innovation as a result of managerial competencies and attempt to examine the link between managerial competencies and innovation, with the ultimate objective to improve business performance.…”

Section: Introductionmentioning

confidence: 99%

Managerial competencies and business performance: innovation as a mediator in Rwandan SMEs

Byukusenge¹,

Munene

Orobia³

2021

IJLMA

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Purpose The purpose of this study is to examine the mediating effect of innovation on the relationship between managerial competencies and business performance of small and medium enterprises (SMEs) in Rwanda. Design/methodology/approach A cross-sectional survey and quantitative methodological approach were used to collect the data. The bootstrap method was used to test mediation effects. Findings The findings revealed that innovation is a significant mediator in the association between managerial competencies and business performance. This study, therefore, adds new knowledge by stating that innovation toward business performance is a partial mediator in the relationship between managerial competencies and business performance of SMEs in Rwanda. Research limitations/implications Only a single research methodological approach was used. Qualitative studies through interviews could be undertaken to triangulate. Furthermore, the findings from the present study are cross-sectional. Longitudinal studies ought to be undertaken to examine the mediation effects studied to investigate any possibility of variations in the results. Practical implications The results may help owners-managers of SMEs to develop policies and strategies that could enable them to take advantage of new opportunities in relation to updated technology and cope with changes that may take place in the business environment to boost their business performance level. Originality/value To the authors’ knowledge, no research has ever been carried out on the mediating role of innovation in the relationship between managerial competencies and business performance of SMEs in Rwanda.

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Managerial Competencies and Innovations in the Company – The Case of Enterprises in Poland

Cited by 23 publications

References 43 publications

The Relationship Between the Form of Employment and Employee Training and Developing Opportunities in Organizations

The Relationship Between the Form of Employment and Employee Training and Developing Opportunities in Organizations

The Corporate Social Responsibility of Polish Energy Companies

Managerial competencies and business performance: innovation as a mediator in Rwandan SMEs

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