The cross-talk between endoplasmic reticulum (ER) and mitochondria was investigated during apoptosis in a breast cancer cell line (MCF-7) in culture. The effect of camptothecin, an inducer of apoptosis and a specific inhibitor of topoisomerase I, was investigated by morphological, immunocytochemical and histochemical techniques for electron microscopy. Our ultrastructural morphological data demonstrate alterations in ER configuration and communication with neighbouring mitochondria early after stimulation by camptothecin. Immunoelectron studies have demonstrated that Bax and Bid translocate from cytoplasm to mitochondria where they initiate mitochondrial dysfunction and cytochrome c release. Bax and Bid were also localized in ER and nuclear envelope. Since ER and mitochondria function as intracellular Ca2+ storage, we hypothesize that Bax and Bid are involved in the emptying of ER Ca2+ pool, triggers secondary changes in mitochondrial Ca2+ levels that contribute to cytochrome c release and cell death.

The article discusses the problem of occupational adaptation, which is a significant motivator for keeping a job. The concern of employers that the subordinates are best suited to the work they perform is important for the efficient and effective operation of the entire organization. When an employee has a sense of adaptation to the tasks and requirements of the work imposed on him, he achieves a positive state of well-being, thus striving to stay in the company for as long as possible. Efforts of the organization to ensure the required quality of work already at the stage of introduction into the organization translate into benefits from the skills and competencies of the new employee. The aim of the article is to present selected issues related to the professional adaptation of newly hired employees in the workplace. In the theoretical part, the essence and scope of professional adaptation of newly hired employees were pointed out and the factors conditioning the achievement of adaptation to the organization were analyzed. The empirical part discusses adaptation tools, which organizations use to provide employees with support in the process of introduction to work. It also examines the level of their effectiveness in adapting to work in selected aspects of the organization’s functioning.

No abstract

JEL Classification: J24Streszczenie: W ostatnich latach na rynku pracy zaznacza swoją obecność najmłodsze z pokoleń określane mianem Z, a jego przedstawiciele przyszli na świat po 1994 roku. Czasy, w których przypadło im dorastać, sprawiły, że czują się swobodnie, korzystając z dóbr nowych technologii. W związku z tym formułują wobec pracodawców roszczenia odnośnie do zmiany podejścia do warunków ich zatrudnienia. Zapoznanie się z wymaganiami, aspiracjami i podejściem pokolenia Z do wykonywanej pracy może być przyczynkiem do podjęcia działań ukierunkowanych na zmiany w zakresie konstruowania modelu zaangażowania w wypełnianie obowiązków zawodowych. W pierwszej części artykułu -teoretycznej, dokonano interpretacji pojęcia "pokolenie" oraz charakterystyki najmłodszego pokolenia określanego jako Z. Drugą część niniejszej pracy stanowi prezentacja wyników badania ankietowego. Jego celem było pozyskanie informacji na temat oczekiwań, którymi kierują się przedstawiciele pokolenia Z wobec pracy zawodowej i pracodawców.Słowa kluczowe: pokolenie Z, oczekiwania wobec pracy zawodowej i pracodawcy. Summary:In recent years, the youngest generations referred to as Z have come into the labor market. The representatives of this generation were born after 1994. The times in which they grew up made them feel comfortable using the benefits of new technologies. Due to their excessive attachment to technology, they formulate claims towards employers regarding the change in attitude towards their employment conditions. Understanding the requirements, aspirations, and approaches of the Z generation can be a contributing factor to the changes that build a model for engaging them in fulfilling their professional duties for the organization. The article consists of two parts. The theoretical one includes an interpretation of the term "generation" and the characteristics of the youngest generation referred to as Z. The second part of this paper is a presentation of the results of a questionnaire survey aimed at gaining information on the expectations of representatives of this generation towards work and employers.

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