Cultural determinants of employee engagement The article presents the problem of employees’ engagement. Being aware that values are the basis of employees’ engagement it was assumed that it could be different in enterprises operating in diverse cultures. Taking the models of culture by G. Hofstede and H. Schwarz into consideration as well as factors influencing engagement the analysis of cultural conditioning of engagement was conducted.

Celem publikacji jest określenie możliwości przeciwdziałania przekształcaniu się zaangażowania pracowników w pracoholizm lub wypalenie zawodowe. W artykule zwrócono uwagę na to, że następstwa pasji, oddania i poświęcenia, które charakteryzują zaangażowanych pracowników, mogą być również negatywne. W publikacji scharakteryzowano istotę i formy zaangażowania pracowników oraz ukazano czynniki, które mają na niego wpływ. Dokonano porównania zaangażowania z pracoholizmem oraz wypaleniem zawodowym. W oparciu o analizę wykazano, że przede wszystkim wiążą się one z pełnieniem roli - jej przeciążeniem, konfliktem, niejasnością. Stwierdzono, że utrzymanie zaangażowania wymaga synchronizowania oczekiwań z możliwościami pracowników.

The development of information technology, increase demand for mental work, shortening product life cycle and competing of the quality meant that knowledge is widely considered to be one of the most important resources of  the organization. Taking into account activities related to the process of knowledge management (such as the acquisition of knowledge from the environment, identifying its in the organization, knowledge sharing) and their sources (internal and external stakeholders) can be noted that any knowledge management requires the involvement of employees. Based on the analysis of the employees engagement was found that managing knowledge should be supported by the affective commitment and focused on work organization and environment. They exhibit a specific behavior. Recognizing this problem for interesting  the empirical research was carried out. Their goal was to identify the prevalence of involvement of employees in knowledge management and  the desired employee behavior  in the various activities of this processes. The study conducted among enterprises of Lubuskie province. The research used a survey method. It was found  that the surveyed enterprises implement the activities related to knowledge management in a selective manner. In the light of the adopted criteria  only one (out of 102) of the surveyed companies could be considered as knowledge management. It also seems that the attention is not focused on the creation of knowledge but its acquisition and protection. Taking into account the results of research on behavior conducive to knowledge management can be concluded  that the climate for creativity exists at the level of teams but not the organization.

Summary A situation in which appears at the same time a competition and cooperation between the subjects is defined as a coopetition. First of all it is considered at the mezo level – between the companies, but it can be analysed at the micro level – inside the organization. In the second case, it concerns shaping the relations among the employers which compete one with another and at the same time they cooperate. Among the organizations where the coopetion can be analysed we distinguish two types - for profit and non profit. A difference of the functioning of the for profit and non profit organizations can be seen among other things in the differences that refer to the shape of the coopetition. In the article the characteristic of a intraorganizational coopetition in the for profit and non profit subjects was presented. The base to formulate the conclusions was formed by the investigations made in which, to collect the data there were used the semistructure interviews with six sample selected organizations – three for profit and three non profit.

The article presents the introduction of online learning at universities in Poland, which was a solution aimed at preventing, countering and combating COVID-19. Attention was drawn to the perception of this change by the stakeholders, i.e. students. The analysis examines students’ concerns regarding the implementation of this form of learning in selected areas related to access to technology, the organization of classes, and the participation in them, social interactions and administrative activities. The aim of the research was also to ascertain students’ opinions on the consequences of the implemented change and on the actions aimed at facilitating the transition to online learning undertaken by the authorities and university employees. The research was conducted with the use of an electronic survey questionnaire. The responses of 189 full-time university students were analyzed. Based on the results of the research, communication between students and university authorities, as well as the involvement of participants in the process of change were considered as key elements in the implementation of online learning. Among the important activities there were those that enable participation in online learning (provision of equipment, programs, licenses) and those that support learning (access to library resources). As regards the latter, conclusions were formulated concerning the planning of teaching, i.e. the content and the way of transferring knowledge.